Archive for the ‘Poll’ Category

‘I want to feel the love!’ Candidate experience in recruitment.

Friday, May 24th, 2013
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What communication do you send to your candidates when they apply for a job with you?

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How do you treat your applicants?

Are you proud to boast that they represent your organisation in a great light, and give applicants a great experience of your employer brand?

Often your candidates are also your customers, yet for many organisations they are not afforded the same consideration as a customer would, and we’re not sure why.

We often hear that the ‘volume of applications doesn’t allow us to respond to every applicant – we don’t have time’. Yet organisations expect candidates to take time out of their busy lives to fill in applications forms and answer questions, so these people can be left deflated by the experience and with a negative impression.

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Here at PPS we carefully manage our client’s employer brand by ensuring that ALL candidates receive communications at every step of the recruitment process. We really don’t think it’s hard to do this, our systems are automated on candidate sifting to send the appropriate email or text, however, the communications that do go out are personalised and provide either a thank you or update to those candidates who do apply.

We survey applicants and ask about their recruitment experiences – we want to ensure that we exceed their expectations from a recruitment team.

Here’s the feedback we have received:

“I have been amazed by the application process and how friendly the staff have been, setting a very high bar on what to expect from the brand. If this is just the start I cannot wait to see what working for you is like”

“The whole process throughout has been very simple and has been organised with great thought and depth. It just shows how much COMPANY puts into the recruitment process”

“I had regular contact from the recruitment team. I knew exactly where I stood at each stage of the process”

Regular contact was received and made me feel that the COMPANY realty were interested in my application”

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debsWritten by Debs Edmondson, Major Accounts Director at PPS Works.

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The Recipe for PPS Success

Friday, April 12th, 2013
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yammaDesigned and made by Hannah Adkins, Marketing Executive at PPS Works.

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The Recipe for PPS Success

Friday, April 12th, 2013
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yammaDesigned and made by Hannah Adkins, Marketing Executive at PPS Works.

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CQC Inspections – Are You Ready?

Friday, January 25th, 2013
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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?

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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What is your organisation’s top recruitment priority?

Friday, December 7th, 2012
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PM’s webinar (November 15th 2012) asked the question: what is your organisation’s top recruitment priority? Speakers: Claire McCartney (CIPD), Hesketh Emden (NHS London) and Roberta Stewart (Hertz) presented on what is important to their organisation when recruiting new members of staff.

Claire McCartney discussed the CIPD’s Resourcing and Talent Planning survey. This survey found that two thirds of the 522 companies who participated were having difficulty retaining staff. Companies also found that Senior Management positions in the public sector and technical positions were tricky to recruit.

However, the findings stated that companies recruitment priorities were still heavily based on experience and skills of candidates rather than their potential.

Throughout the webinar, the 500 listeners were asked to demonstrate their opinions through several polls. When asked what was most important trait in a candidate, an individual’s ‘potential’ dragged at the bottom of the poll – with just 10% of people recognising it as an important factor in recruitment. This was overshadowed by experience, cultural fit and the top answer which was: skills.

With Claire suggesting that the UK have a skill shortage which is here to stay, how is your company going to adapt its recruitment processes?

I’ll leave you with a quote which Hesketh Emden mentioned in the webinar:

Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities.” Dee W. Hock, Visa (Previous CEO)

To listen to the webinar, register here: http://www.pmwebinarrecruitingforgrowth.com

Written by Hannah Adkins, Marketing Executive at PPS Works.

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Graduate Recruitment : the only way is up?

Tuesday, June 12th, 2012
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According to research by the Association of Graduate Recruiters, almost 40 per cent of employers are planning to raise graduate recruitment this year.

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Graduate recruitment is on the up with 40% of employers planning to raise their graduate intake this year.

So, students and graduates across the UK should be sighing with relief into a mug of tea, right?

But no, even in the midst of positivity, undergraduates are still not looking at their employment future with rose-tinted glasses, with only 50 percent saying they are confident about being employed after graduation, according to a survey conducted by Target Jobs in April.

Do you think that graduates should feel positive about their future job prospects? Have your say in our poll!

Written by Hannah Adkins, Marketing Executive at PPS.

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Poll: What makes an employee a “good employee”?

Wednesday, September 21st, 2011
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Ask any one of us what makes a bad employee, and I am sure we could all rattle off a good list – and provide some real-life examples too! In fact, the notoriety of having a bad employee in their midst has got companies so frustrated that, articles like this one have taken to developing ‘tried and tested’ methods of avoiding them.

But for all this commotion, we seem to have forgotten about the good employee. The type of individual we, here at PPS, are constantly searching for. So what makes a good employee good?  What separates them from the bad - is it their thirst to help their company move forward or is it the willingness to go beyond the confines of their job description?

If this piece of research is anything to go by, the ideal employee has 5 characteristics - dependability, honesty and integrity, a positive proactive attitude, a willingness to work and the ability to use spare time productively.

But every employer is different. A particular feature that might be ideal for one employer may be a match made in hell for another.

So with that said, we are posing to you this question: what top 3 features make up YOUR perfect employee? What 3 features are a deal-sealer? And how close have you come to finding someone who meets those requirements?

Vote in our poll now! We want to hear your thoughts on employees – the good and the bad!

 

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Poll: Would you Google a candidate?

Monday, September 5th, 2011
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According to this article by the New York Times, 75% of recruiters are required by their companies to do online research of candidates. Given how easy it is to Google an individual, it seems silly to not take advantage of the plethora of information available. A quick search could help confirm sneaky suspicions about an extravagant CV claim or highlight achievements that they did not get round to mentioning, but that are worth knowing about.

That being said, how truly valuable is the information that crops in your results page? How do you know that the information you have found does not belong to another individual of the same name (particularly if the investigation occurs at the screening stage)? Or that all of your candidates have been searched for in the same thorough manner and so can be evaluated against each other on a consistent basis? Furthermore, how can you ensure that personal information is used in the most appropriate way? Shockingly, 70% of recruiters in the US report that they have rejected a candidate following the information they had found online!

We want to know your thoughts – vote on our poll below and tell us your thoughts! Is it appropriate to launch a random Google search on your candidates?

 

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Poll: Are Video CVs the future?

Wednesday, August 24th, 2011
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Charging in with 55% of the vote, you voted poor spelling and grammar as the worst mistake to make on your CV on our poll. With employers apparently, only spending a grand total of 10 seconds on each application and worse still, some applicants using their CV as a coaster (prior to sending it off according to one poll voter!) – it is no surprise that a new form of applying is creating a buzz in the market.

Type in ‘video CV’ into a well-known video sharing website, and you get almost 220,000 results – from graduates to statistical programmers, all are vying to capture your attention with their short (and often interactive) clips of how they are theideal candidate. Online job boards

This phenomenon has created some major success stories (see: Graeme Anthony and his C.V.I.V here) which show the potential of the video CV, whilst other entries make you want hold your paper CV close and never let go (see: this guy).

Here at the PPS offices, we understand how saturated today’s market is. Standing out from the crowd is essential – however, is the video CV the way to go about it?

Will it become the way we assess candidates in the future? Or is it just another time-consuming gimmick (for employers and job-hunters)?

We want to hear your thoughts – answer the poll below and share your experiences now!

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Poll: What is the worst mistake you could make on your CV?

Tuesday, August 9th, 2011
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Here at PPS, we come across some questionable CVs from time to time that make us inch over to the ‘Regret’ button. We have drawn up a shortlist of the worst offenders but opinions are divided at the PPS’ offices as to which mistake takes the crown – so we want to hear your thoughts!

Which CV mistake is unforgivable? Which error makes you pull your hair out? Or is there something you have come across that has not been included below which you feel deserves the crown for CV mistake of the century?

Answer the poll below and tell us what you think is the ultimate in CV sin!

 

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