Archive for the ‘Temporary recruitment’ Category

PPS celebrates 2 years of recruitment with Turning Point!

Friday, February 14th, 2014
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All around the world today, people everywhere will be celebrating their relationships.

And here at PPS, we’re no different. Except, it is a different type of “ship” we’re celebrating. A partnership.

PPS Turning Point recruitment

PPS and Turning Point celebrate their two year recruitment partnership today!


Two years ago today, began our recruitment partnership with Turning Point – one of the UK’s leading Health and Social Care organisations. Since then, by Turning Point’s own admission, we have become, “an integral part” of their HR team. In fact, it’s hard to imagine a time when PPS did not fully manage Turning Point’s recruitment function.

When the idea of working together first surfaced, Turning Point were on the hunt for a partner who was as forward-thinking as they were.

They wanted a “one-stop end-to-end” service for their recruitment managers and candidates alike.

They didn’t just want quality hires – they wanted meaningful recruitment data and a sophisticated applicant tracking system along with it too.

Looking back so far, we’d like to think we’re achieving this – and more (click to enlarge):



Aside from the facts and figures, here’s what the people at both PPS and Turning Point had to say:

 Melissa Moore, Recruiting Partner at Turning Point:

“PPS have worked hard to ensure the service they provide is suited to both the organisation and the applicants. We now have a seamless process that makes the PPS recruitment team an integral part of the wider HR team. PPS provide essential management information to both recruiting managers locally and senior stakeholders within Turning Point making them not only a resourcing partner but a strategic one too. The team are fantastic and are very flexible with their approach to our recruitment.

Dave Beesley, Account Manager at PPS:

“The partnership between PPS and Turning Point has grown from strength to strength over the past 2 years. The key to our partnership so far is our shared desire to constantly evolve and improve as the recruitment world changes. Turning Point is an aspirational organisation – passionate about the service they provide. We share that passion about recruitment here at PPS – and that’s important. Ultimately, we are very proud of our partnership with Turning Point, and I am really excited about the future.”

Here’s to a fruitful two years and many more to come, Turning Point!

Want to know more about the recruitment partnerships we share with our clients? Get in touch, tweet us, or chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Why you should telephone screen.

Friday, November 8th, 2013
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Any recruitment process worth its weight in gold has a thorough screening practice in place – one that swiftly distinguishes the suitable from the unsuitable, saving time and money for the employer along the way. The good folk at PPS employ a number of

Telephone screening can be a valuable tool in your recruitment campaign

Telephone screening can be a valuable tool in your recruitment campaign

screening techniques; not least, the mighty telephone screen.

A pre-employment telephone screen is a great way to determine the fit of a candidate to a specific role. In turn, as recruiters, we can quickly establish which candidates to focus our resources, energy, and time on. Overall, this delivers a far more streamlined recruitment process – in which, both candidates and employers benefit.

We’ve devised 5 reasons why telephone screening should be a part of your recruitment process;

1. Flexibility

The telephone screen process can be as quick or as elaborate as your client’s needs require. The purpose is to identify if the candidate is a good fit, and if they should progress to the next stages of the recruitment process. The more you find out on the phone, the easier it is to make an informed decision on a candidate. As such, the telephone screen is good tool to have in your recruitment armour.

2. Deciding factor

It is a great way to decipher, in a few minutes, a candidate’s communication skills – a key attribute which may not always come

A quick 10 minute chat can help you make an informed decision on a candidate's suitability for a role

A quick 10 minute chat can help you make an informed decision on a candidate’s suitability for a role

across in an application form or CV.

The candidate that looked great on paper? A telephone screen might highlight a poor communicator in real life. Got a candidate you can’t decide on? A quick 10 minute chat could confirm your suspicions and save you from putting an unsuitable candidate through, and an employer’s time from face-to-face interviewing them. Either way, a telephone screen helps such things slipping through the radar, and harming the quality of the later stages of recruitment.

3. Fill in the gaps

In today’s job market, it’ll come as no surprise that you may receive a number of applicants with missing gaps in their

employment history. Taking the time out to call the candidate and conduct a telephone screen can help to fill these gaps in. Again, this helps you, the recruiter; to make a well-informed decision about a candidate. More importantly, it gives those who have been out of employment, a fair chance to put forth their suitability for a role.

4. Determines candidate’s ability to think on their feet

Most candidates won’t expect to be involved in a screening over phone. As such, it’s a great window for you to find out what they

A telephone screen can help you fill in the missing gaps in a candidate's employment history.

A telephone screen can help you fill in the missing gaps in a candidate’s employment history.

really know about the role or the company, rather than what they are able to research before an arranged telephone interview.

5. Objectivity

Since you won’t be able to see the person, your initial reactions will be based solely on the content and delivery of the responses provided, rather than by physical appearance or facial expressions. This is always a positive!

Do you agree with us? What are your thoughts on the value of telephone screening? Do you employ it yourself and find it useful, or are you dubious about its benefits? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Can we boost employee performance by “keeping score”?

Monday, September 30th, 2013
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Take a game of table tennis with friends, for example. It’s all a barrel of laughs when no-one is “keeping score”, but as soon as the old chalkboard/notepad/scoreboard comes out, you can almost see the level of competitive spirit rise in the room. Players show greater intensity, more energy, better focus and an increased disposition to make the winning shot. Perhaps the same can be said for “keeping score” within a business environment?

For starters, there are a whole host of things that can be measured in a business – revenue, profitability, cost per sales, inventory,

The jelly jar has often proved an effective scoreboard for employees

The jelly jar has often proved an effective scoreboard for employees

call response times, potential client meetings and so on. But, it needs to be kept simple – so only measure what matters most. Be selective! Figure out what is useful and relevant to both your bottom line and your employees.

To “keep score”, a scoreboard will need to be made. One that is simple and clear in its design, easy to update and – most importantly – resonate with your employees. Be creative! If your scoreboard is a dull summary of the monthly business report, then quite frankly, it’s unlikely to fuel the sort of employee motivation you are looking for. Popular scoreboard formats include: a jar of jellybeans to illustrate percentage of completion, a thermometer with a rising mercury line to show progress, or visual indicators such as thumbs up/thumbs down placed next to each goal or target.

Regardless of the scoreboard you choose, it is imperative it is kept up-to-date, so to be an effective employee performance booster. Your scoreboard needs to be perceived as a reliable reflection of current performance. Fail to update and it will lose its ability to boost results, and serve as a motivator.

So our top 3 tips for “keeping score” to boost employee performance:

1. Be selective about which measure you choose

2. Be creative about the scoreboard you use – keep it clear and make it engaging.

3. Update your scoreboard!

Are you currently implementing any performance measurements in your business? What type of measurement did you use? What impact did it have on employee performance? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Megha Sthankiya Marketing Executive at PPSWritten by Megha Sthankiya, Marketing Executive at PPS

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Six things to look for in an RPO

Friday, May 17th, 2013
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The recent release of the Everest - Recruitment Process Outsourcing (RPO) – Service Provider Landscape with PEAK Matrix Assessment 2013 gives some useful insight into what RPO is about in an international context, and also gives us an opportunity to ask how it is different at a local level.


Recruitment Process Outsourcing

Everest Group defines RPO as transfer of ownership of all or part of recruitment processes or activities on an on-going basis rather than “out-tasking” arrangements (typically handled by recruitment agencies, staffing companies, or executive search firms) that are managed on a project-by-project basis.

This distinction is much more blurred when looking at the local level, with plenty of recruitment agencies looking to add RPO type service alongside their more traditional offerings.

So what should you be looking for if you want to “transfer of ownership of all or part of recruitment processes on an on-going basis” to an external provider?

With the help of Everest research, and PPS’ own experience, we propose the following list:

1) Market segments – make sure that the providers that you consider are specialists in your area. RPO is about the process, but it’s mostly about the recruitment, and so doesn’t differ from other services in requiring a knowledge of the market and the candidate.

2) Account Management – make sure that your account manager knows as much or more about recruitment than you do! And that they quickly come to understand exactly what sort of talent your organisation needs. Expect to be challenged in what you are doing – this is what you are paying for.

3) Technology – this needs to fit your process, rather than the other way around. Applicant tracking and talent pool management systems have come a long way recently, but configuration to your requirements is likely to be more relevant than some of the fancy functionality available.

4) Management Information – this should demonstrate how you are recruiting better talent more efficiently than before, and over the length of your contract. Hiring Managers will need to be persuaded by any change, and direct evidence that the RPO is helping them deliver is essential.

5) Resourcefulness – Twitter, Pinterest, Situational Judgement Tests, video assessment – all aspects of sourcing and screening talent that have emerged over the last few years. What will be next? Are you going to hear about it from your RPO once it is relevant to your business? You should!

6) Your brand – An applicant sourced and screened by PPS for one of our RPO clients recently fed back to us that though they were disappointed to not have been selected for the role, they were so impressed with the company, that they had gone out and bought one of their products. Make sure you select an RPO that guarantees to uphold your brand 100%.

So what do you think? Disagree with any of these? Think that another aspect of RPO provision should have made the top 6? We would love to discuss it with you.

willWritten by Will Shepherd – Managing Director of PPS Works Ltd

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A response to ‘How Helpful are References?’

Friday, January 4th, 2013
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PPS’s George Rouse responds to our previous blog post on: ‘How Helpful Are References?’

Having worked on referencing for a social housing organisation, I feel there are advantages to obtaining employment references, but at the same time there is definitely room for improvement.

It can be difficult and time consuming obtaining references for a full 3 year period, especially considering that within some industries such as Care

Are you overwhelmed by references?

Are you overwhelmed by references?

and Support, several candidates will have worked in range of temporary / bank positions. It is not always simple contacting each individual employer to verify what could even been as short as a week’s work. This however is still essential, and it needs to be done. The reason being; from experience, several candidates don’t tell the truth about employment dates, and often claim to have worked for longer than they have. Contacting employers to verify dates of employment clarifies these issues, and provides an accurate reflection of employment duration.

We used an electronic system for completing reference requests. Some employers were happy to cooperate and complete the references using our system (direct or by email), which saved loads of time. Other employers go by the traditional paper post method, and this can delay the reference being received significantly (sometimes by months), and ultimately this will delay the offer process (which is unfair on both the candidate and the potential employer). I definitely feel the way in which references are obtained needs to be more flexible, and if an electronic reference is requested, this should be readily available (it is quick and easy for both parties).

With regards to reference content, this is an area which can cause problems. It should go without saying that employers’ personal opinions on an individual’s personality should be disregarded and should not be included on an employment reference. Judgements and comments on work performance however should be included. The employer would need to tread carefully in this instance and ensure opinions and factual observation would not clash or overlap. From my experience, most employers just give a start and end date, and comment on the amount of sick days and whether the candidate has been through any disciplinary procedures. This does shed some light on reliability, and it is in my opinion beneficial for disciplinary matters and attendance to be disclosed.

I generally agree with the point “I don’t believe references give a good indication of likely performance nor how reliable a person will be, there needs to be recognition that the type of job applied for will determine the type of information required and therefore what the reference should look like” (Adam Abdulla, HR Customer Operations Manager, Turning Point). Aside from attendance and disciplinary matters, the employment references I have obtained give no reflection of an individual’s previous performance at work. There should be a more consistent approach to accounting for and recording work performance on an employment reference. The solution would need to be standardised. A more comprehensive employment reference would need to steer clear of comments regarding a candidate’s personality or an employer’s perception of an individual which can easily be overlapped with factual observation of work.

What is your opinion? Comment and share!


Written by George Rouse, Account Co-ordinator at PPS Works.

Find George on LinkedIn

If you would like to attend the next #SocialCareConnect roundtable event, where we will discuss CQC guidelines in relation to referencing and other issues, please contact our Marketing Team and email Hannah Adkins at: for more information.

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5 Low Cost Ways to Improve Candidate Experience

Tuesday, November 13th, 2012
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Candidate experience is a hot topic in HR and Recruitment circles right now.

Organisations spend huge sums of money getting their branding and customer service right.  Yet when it comes to attracting the right people to you as an employer, there can be huge failings.

The Guardian has offered us some insight into the top 3 candidate frustrations which include:

-       Lengthy application forms;

-       Lack of response and feedback;

-       Lack of company information.

If applicants are getting a poor impression of you as an employer, you can be pretty sure they are not talking about you favourably as a brand.  More worryingly, these are likely to be the very same people who live and work in the communities in which you operate.


FIVE low cost ways you can immediately improve the candidate experience


  1. Use to gain feedback from all your applicants – not just the ones you hire!  Find out where their frustrations are, encourage their ideas and prioritise which ones you can quickly fix.  Cost – £nil;
  1. Use social media channels so candidates can take a much closer look at what it’s like to work in your organisation.  Take some pictures of the team, communal areas, buildings, even the desk they will be sitting at and incorporate them into a Pinterest or Facebook page.  Cost – £nil;
  1. Communicate with every applicant.  Yes – each and every one of them!  If you have no recruitment technology in place, create a simple thank you template in Outlook and manually respond, no excuses.  Cost – £nil;
  1. Allow candidates to book themselves into their interview slots (and free up an administrator’s time), using a ticketing website such as – £nil;
  1. Keep your application form as short and sweet as possible.  Ask yourself what information do we need to know now and what information could we afford to ask later?  Cost – £nil.


PPS – we help housing organisations improve the way they recruit – forever.

We can help you implement any of the techniques outlined above and change the way you recruit forever.

If you would like to talk to us or any of our clients about how our work has changed recruitment for them, please get in touch by email or on 07939 297 337.

Written by Lee Burman, Business Solutions Manager at PPS Works

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The Best Recruitment Articles This week

Friday, November 9th, 2012
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PPS have been searching the internet for the best recruitment articles of the past week and we’ve decided to share our top five with our blog readers.

What a week it has been! The web has been brimming with news that impacts our nation, such as these following delights:

Hot news and recruitment tips from the world wide web.

  •  Marks and Spencer’s have not just had any profit drop, they’ve had a M&S mighty 9.7% drop in profits;

As far as a standard Autumnal week goes, I’d say this one has been fairly impressive.

In regards to the recruitment world, news has also been coming in thick and fast over the past seven days. Here are the five best recruitment articles we’ve come across – and not one of them is hedgehog related, I promise:

NHS Recruitment News:

  • This article echoes the importance of workforce morale in the NHS. In the health service “value walks on two legs”: NHS Recruitment.

Scare Yourself into Better Recruitment Policies:  

For You And Your Company:  

What Really Does Make a Good Recruitment Team?

What Do Moby Dick and RPO Have in Common?

  • To celebrate the 161st anniversary of Melville’s classic novel, Pinstripe Talent posted this interesting article: Call Me Ishmael RPO.

Keep checking the PPS blog for the next update of the best recruitment articles.

Written by Hannah Adkins, Marketing Executive at PPS Works.

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Recruitment and RPO: What? When? How? Why? – Continued.

Friday, October 12th, 2012
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Last week Dave Beesley, Account Manager at PPS Works, spoke about the top five FAQs PPS comes across on a regular occurrence. Here, he adds another five to the ever-increasing pile!

View last week’s top five here.

6. How important is the telephone interview?

Now that you’ve got your attraction right, you’ll be receiving applications a plenty. The application screen and

Telephone interviews are an important tool to challenge candidates beyond the content of their CVs.

telephone interview are both vital. Your recruitment partneruses these tools to challenge candidates beyond the

information provided on a CV.

The telephone interview allows for a consistent assessment of relevant competencies. It provides the opportunity to examine a candidate’s motivations and passions – what they know about you as a company, and what excites them about your role.

A well-prepared candidate will be researched, and will demonstrate excellent examples to back up the skills laced throughout the CV. They will perform well at interview, and ultimately in post.

Telephone interviewing helps you in advance of face-to-face interviewing. Our assessors prepare a write up summary, which explore areas of strength and those that need probing further at the next stages.

7. Can I reconsider candidates for future recruitment campaigns?

A successful recruitment campaign will not only source your ideal recruit. It will provide a pool of candidates that can be held and considered for future vacancies.

PPS manage ‘talent pools’ for clients. These significantly reduce advertising spend for future campaigns, and allow offers to be made faster.

The key is to communicate with your talent pools. Company updates, news and events are a great way to keep candidate interest heightened.  Regular communication will go a long way in ensuring that you are seen as an employer of choice.

8. Why has a candidate withdrawn their application?

Take a look at your vacancy list, and I guarantee others around you will be recruiting into a similar position. It’s a common misconception that candidates won’t ‘drop out’ because of high competition for a shortage of vacancies. There are plenty of positions out there, and believe it or not candidates do have choice.

Candidates may withdraw their application for a number of reasons. They may have been offered another position, be relocating, or their salary expectations may not align. Whatever the reason, it’s important to monitor this.

PPS’ in-house applicant tracking system measures the reasons why candidates withdraw. But it doesn’t just monitor. It acts. Candidates are communicated with individually or on bulk, at the click of a button. We use simple measures to prevent loss of interest.

Providing candidates with the outcome to their application – good or bad – is essential. Do this and they won’t be deterred from applying to you again in the future. Candidates are often customers of your business. Fail to reply and you are more likely to lose this custom.

9. Do I need to give feedback to unsuccessful candidates?

Feedback is a gift. It’s great for candidates who let’s face it, only want to improve so that they can secure a position with a

Do you give feedback to unsuccessful candidates?

company like you.

Your recruitment partner provides candidates with feedback at every stage of the recruitment process. PPS ensure candidates understand the feedback and are able to develop as a result.

Providing hints and tips are great for supporting candidates with their preparations. It’s a simple service, and it’s good service.

If I had £1 for every time a pleasantly surprised candidate told me we’re the only company to respond to them and provide feedback, I’d be very wealthy indeed!

10. Why are people leaving my organisation?

Many companies ask us why attrition remains a battle for them, usually in certain departments while others aren’t affected.

I’m afraid I can’t give one definitive reason why people might be leaving your company. It’s completely contextual and could be for a number of reasons – not just one. Our starters and leavers’ surveys can give you these statistics.

The starter survey is conducted after induction and probation periods. They highlight any potential issues at an early stage. You can step in to put the wrong’s right, before it’s too late.

With your leavers – did they need additional support or training? Was it down to salary? Lack of progression? PPS contact recent leavers to gain open and honest feedback. We report on reasons for leaving, whether they’ve been hired by competitors, and what could have retained their employment. After all – if you don’t know these things, you can’t fix them.


So there you have it. Some frequently asked questions that we love answering at PPS. I could go on to tackle a further 50 but my colleagues too like a good challenge – so why not get in touch. Ask us your best recruitment based questions. We challenge you to challenge us.

Written by Dave Beesley, Account Manager at PPS Works

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Recruitment and RPO: What? When? How? Why?

Friday, October 5th, 2012
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Dave Beesley, an Account Manager within our social care and housing division, looks at some frequently asked questions answered by PPS.

At PPS we get asked a lot of questions on a daily basis. Finding a solution is right up our street. It’s the passion for what we do and the enthusiasm to help our clients which means we love being asked questions.

So the first(ish) question. What’s the aim of my blog entry? Well hopefully I’ll answer some of your recruitment based questions. Maybe you’re a client already utilising PPS’ expertise, or maybe you have recently struggled to recruit without an RPO provider. Maybe you’re a little bit curious and want to find out what us recruiters get up to on a daily basis. Whoever you may be, I hope some of these Q&A’s are of use to you.

1.       What makes PPS different to an agency?

We love this question, and we get asked it a lot – probably because we are so different to the traditional recruitment

PPS are not a Recruitment Agency

agency. PPS recruitment process outsourcing acts as an extension toyour HR function, branded as your organisation. We don’t register candidates, and we don’t share candidates between clients. Your candidates are attracted to you as a brand, and we respect that.

We don’t charge you a set fee for a placement, but instead transactionally based on the work we do. Long gone are the days of expensive fees based on a %age of the salary. We believe that the work we do should be consistently flawless and consistently affordable, whether we’re recruiting for a Sales Assistant or a Sales Director.

Every candidate is taken through a seamless and professional process, and is communicated with regularly. And the result? Candidates who genuinely feel valued. And we know this because we ask them for feedback.

2.       How do you ensure my organisation’s brand is positively represented?

With the right recruitment partner, outsourcing won’t be a daunting prospect. Not only do PPS strive to uphold your brand and reputation, we aim to enhance it.

Exceptional customer service and ongoing communication are key elements of this process. Our expert recruiters are trained and well-equipped to ensure candidates are provided with outstanding recruitment experiences. From advice on how to prepare for an interview to good luck texts on the day of their visit, we ensure candidates are supported from the second that they apply to the end of their recruitment journey.

We live and breathe your values and mirror your culture. We attend your inductions and training, and we make sure we know you inside out. We make sure candidates hear back from us whether they are successful or not.

3.       What information do you need from me in order to fill my vacancy?

What information do PPS need to fill a vacancy?

The job description and person specification have long been in existence. Don’t get me wrong – they do their job, and I

wouldn’t recruit without them. They do however in my opinion, fail to provide an all-rounded account of the role itself. They often become long-winded documents of jargon that are difficult to make sense of.

We recognise that recruitment is a small part of your job (that’s our job after all). PPS encourage recruiting managers to spend a small amount of time at the start of a campaign to explain what they are and aren’t looking for. We don’t need hours with you. A 15 – 20 minute conversation to discuss the role itself, the department where the successor will be working within, and the challenges they’ll face in role, allows us to do the best for you. Ultimately it delivers a perfect candidate.

By speaking to us about your requirement, you’re more likely to recruit a real star. You will avoid placing the wrong person and having to recruit all over again. So please – tell your recruiter exactly what it is you do (and don’t) need!

4. Can you find me a temporary member of staff for today?

PPS don’t register candidates but that doesn’t mean we can’t find you a quality temporary worker. We can – and fast too. Our managed services division makes use of the best agencies out there.

Let us manage your PSL (preferred supplier list), and we make sure you’re sent quality temps, on the same day if needed. You’ll be comforted in knowing that all agencies are signed up to the same agreement and fees. Right to work documents and references are checked and are on file with the agency.

A neutral vendor agreement gives the agencies an equal chance of placement. No agency takes precedence. For you, this means that every agency is motivated to provide you with the best candidates. Worried about recent legislation changes? PPS carefully manage the assignment length which means you’ll know when your temp is affected by AWR (agency worker regulations).

5. Should I advertise, and what can I do to attract the right candidates?

Attract the right candidates

Advertising is brilliant at getting your brand and presence out there. These days, you don’t need to spend a fortune on

outdated advertising means such as press adverts. Instead, ask your recruiter about online advertising with reputable job boards. Team this with direct sourcing methods which capture passive job seekers, and you’ll be on to a winner.

PPS guide you in the right direction on advertising and attraction. We know where best to invest in the range of options available. And it doesn’t have to cost you the earth.

Social media is an absolute must when recruiting. In most cases these prevalent networks are a free tool to get your vacancies in front of the masses. It will assist you in building your presence as a reputable employer.

When using Facebook and Twitter, it’s important to interact with your followers. Don’t fall into the trap of over-tweeting and over-posting status updates about latest vacancies.  Proudly boast about company news and updates. Shout about your team’s personality and uniqueness. Fail to do this, and you’ll witness dwindling follower numbers, and ‘likes’ will be retracted.

Written by Dave Beesley, Account Manager at PPS Works

Watch this space for the next five FAQ’s of recruitment – soon to be published!

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How to recruit a great temp for your team in 40 minutes

Friday, July 20th, 2012
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Recruiting temps can be a frustrating process, often taking up valuable time when you need it most.  Writing briefs, phoning agencies, reviewing CVs, shortlisting, setting up interviews, conducting the interviews, conducting 2ndinterviews, making offers – all this time  adds up, lengthens the process unnecessarily and may not be fit for purpose.


Recruiting a temp for your business in record time can be done.

If you’re really up against it and don’t have the luxury of a managed service to help you recruit a temp, there is no reason why you shouldn’t be able to recruit a good temp for a short-term appointment in less than 40 minutes.

FIVE steps to recruiting a good temp using less than 40 minutes of your time:

That morning (or the night before if possible) spend TEN MINUTES putting the role ‘down on paper’ and include:

  • the top 3 things the temp will have delivered by the end of the assignment for it to have been considered a successful placement – be specific so you can measure it;
  • the essential experience required to ensure they can achieve these;
  • working hours, duration of placement, the pay rate, location of work;
  • write two competency questions relevant to the skills required.

As early as you can that morning, use THREE MINUTES to send one email to three recruitment agencies that specialise in your industry/profession.  Copy them into the same email and include:

  • the brief;
  • one of the competency questions;
  • a time allocated to each agency’s applicant for a 6 minute telephone interview that afternoon.

Request that they send you only the best CV available for the position (with references) within 4 hours and be clear that you will not consider any more than one CV.  This will give the agency enough time to search their database, and assess applicants against the brief and competency question.   By copying them into the same email and giving them interview times up front, they will be incentivised to send the best applicant they can find, to fill the job order that day.

Spend ONE MINUTE scanning each CV for the essential experience and competency answer.

Conduct SIX MINUTE telephone interviews with each candidate, using the time given to:

  • ask them how they intend to use their experience to meet the top 3 deliverables;
  • ask the second competency question;
  • ask them how their experience of working with the agency has been.

The candidate will already have been told to expect a short-interview and we’re only filling a short-term role here.  There is no need to go into great detail, and if you do, maybe you don’t need a temp but a longer-term appointment on a fixed term contract.

This last question about the agency experience is vital as it helps you to build a better knowledge of your supply chain, which you can use to your benefit when seeking future temps.

Make a decision on which candidate to appoint, email the agency with the offer as per the brief (TWO MINUTES) and once accepted, email the other agencies with feedback for the other candidates (TWO MINUTES).

PPS – we help organisations improve the way they recruit – forever.

We can help you improve your temporary agency processes – whether you need to drive up quality, save money on temp fees or better manage the impact of AWR.

If you would like to talk to us or any of our clients about how our work has changed recruitment for them, please get in touch by email or on 07939 297 337.

- Lee Burman, Business Solutions Manager at PPS.

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