April 12, 2013
January 25, 2013
CQC Inspections – Are You Ready?
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.
December 7, 2012
What is your organisation’s top recruitment priority?
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.
June 12, 2012
Graduate Recruitment : the only way is up?
According to research by the Association of Graduate Recruiters, almost 40 per cent of employers are planning to raise graduate recruitment this year.
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.
September 21, 2011
Poll: What makes an employee a “good employee”?
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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