We chatted to our Graduate Recruiter, Loretta, about how video interviewing is used here at PPS. Have a look and see what she said!
Written and edited by Hannah Adkins, Marketing Executive at PPS Works.
Starring Loretta Snape, Account Co-ordinator at PPS Works.
Thousands of the cheapest university places are not being filled following the introduction of varied fees. Courses costing less than £7,500 per year are not full to capacity due to student’s uncertainty of their value and whether their cut-price status means a ‘bargain bin’ education.
But the value of a degree is substantially more than its price – and come to think of it, more than the course content itself.
With the graduate market becoming ever more competitive, students are increasingly more aware of what their chosen university can offer them in terms of employability and value for money.
At our recent graduate employer event, #GradConnect, our guest speaker, AGR Project Lead for the HEAR (Higher Education Achievement Report) discussed how the HEAR combined with university careers services would act as a framework in order to allow students to actively increase their own employability and enable themselves to have those core skills that graduate employers look for.
In its current form, the HEAR will act as an enhancement to the degree classification and will give a broader view of a student’s journey which is then verified by the university.
Because of the information on the HEAR, it will hopefully blend the gaps between university life and work in an efficient and timely manner. Organisations can also tailor-make its training around an individual’s HEAR and the discrepancies/attributes that it highlights.
In relation to this, do you think that graduates have the skills that you want in your business? And if not, do you think that it would be helped by installing the HEAR?
If you would like to find out more information about the HEAR, please email me on the below details for a copy of #GradConnect’s briefing notes.
If you would like to attend the next #GradConnect, please email me and I will be in touch about the next event.
Written by Hannah Adkins, Marketing Executive at PPS Works
Email : hannah.adkins@ppsworks.com
We’ve all been there. Patiently (at first, and impatiently secondly) waiting for that one important email from a potential employer which will say ‘Yes’ or ‘No’ to your application form.
But what if those emails never come?
CareerBuilders recent survey found that seventy-five per cent of workers who applied for jobs through various venues in the last year did not hear
Are your applicants waiting by the phone?
back from employers. That’s an astounding number considering the simple measures you can put in place in order to suitably notify all applicants.
Not only are these figures a representation of the highly competitive job market, but they highlight the negative implications of uncommunicative recruitment teams for employers.
When applicants do not hear whether their lovingly crafted application form has been successful or not, it affects how the company is perceived. Nearly one-third (32 per cent) of workers said they would be less inclined to purchase products or services from a company that didn’t respond to their application. Candidates who had a bad experience when applying for a position are less likely to apply for another position at that company and are likely to discourage friends and family from applying or purchasing products from that company.
But with eighty-two per cent of workers anticipating to hear back from a company when they apply for a job, regardless of whether the employer is interested or not, companies are still initially expected to treat its applicants to good communication.
Here at PPS, we act as an extension of your HR services. A dedicated team will use effective methods to enable candidates to get a great recruitment experience from your company – regardless of whether they are successful or not. From social media communities to ‘Good Luck for your interview’ texts, the candidates will have a personal and consistent relationship with our teams.
Have a look below at what candidates for a job with our client, a supplier of household electrical items, recently said about our processes:
“I’ve never come across a company so committed to getting the right staff that they walk you through every step of the recruitment process. Keep up the good work”
“Every time I contacted the recruitment team, I felt welcomed and never felt an inconvenience – they were extremely helpful and friendly.”
“(The Recruitment team) talked me through every step, constantly giving feedback and making sure I was happy every step of the way. Brilliant!”
Using our tailored recruitment technology and personalising the process allowed PPS to give the very best service to applicants and secure the brand’s well-known name from unnecessary criticism.
We think that one hundred per cent of applicants deserve to hear back from the company that they applied to…What do you think?
Comment and share!
Written by Hannah Adkins, Marketing Executive at PPS Works
We’ve been asking a big question today at PPS, and we would like your help to answer it.
Are you and your organisation ready for the CQC?
Here at PPS, we are well aware of the CQC (Care Quality Commission) and their inspection criteria. The CQC review our registered providers annually and we use the guidelines to ensure we (as well as our clients) are working to best practice standards in recruitment at all times.
But, now here’s the tricky bit, unless you are lucky enough to be a dental practice, the CQC will not give an organisation notice of an impending inspection. That means that the CQC can enter your organisation when your registered manager is on his/her annual family holiday to Crete – and you have to deal with the consequences.
So how do you know that you’re ready for an inspection? Can you say that ALL staff that could be called upon by a CQC inspector on the day are given enough information about your recruitment processes to answer their probing questions?
At our #SocialCareConnect roundtable discussions, we ask these questions amongst others and discuss recruitment best practice with registered providers.
Our next meeting is under one week away and we’d like to get YOUR feedback on whether you and your organisation are prepared for the CQC.
Take our poll, comment and share!
Written by Hannah Adkins, Marketing Executive at PPS Works.
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I wellz wnt a job innit – Young people in the job market
Giv uz a good job bruv?
According to a report from the CIPD (Chartered Institute of Personnel and Development), young people are using more and more “text-speak” in applications and have unrealistic expectations of the job market.
They also claimed that young people have a lack of understanding of basic common sense when it comes to interviews. That means turning up in inappropriate gear, turning up late, or not even turning up at all!
Full story: Daily Mail
Have you ever had a candidate who has not taken the application process seriously?
Let us know your thoughts!
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