PPS' Corporate Blog

It’s hard to believe that mobile phones are 40 years old. From the Trigger Happy TV style cement-block to the sleek iPhone 5, technology has advanced so much that our landlines are practically redundant, pining the old days where they were so wholly relied upon.

And personally, I do not believe that technology is a bad thing. I even found out how to properly spell ‘onomatopoeia’ from auto-correct the other day. A device that allows me to interact with fellow humans and simultaneously help my spelling surely can’t be a bad thing, right?

But the important thing is that technology is subordinate to real human interaction, and that’s the clincher.

Technology at PPS is imperative to the work that we do. Our tailor-made MORS system allows both us and our clients to have full control over the recruitment process and deliver a fair and consistent process for all candidates. However, the most important part of our work doesn’t come from intricate coding. It comes from communication. Real, human communication and a supportive recruitment process that means that we get feedback like this from candidates:

“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.”

How do you use technology in the recruitment process?

Written by Hannah Adkins, Marketing Executive at PPS Works

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Recruiting graduates often involves screening many thousands of applications in various guises. Yet despite employers having increasingly

Are application forms just too difficult?

detailed and informative websites explaining their recruitment process, candidates do seem to struggle to fully articulate themselves. Frustratingly often half of all applications are screened out at that initial application stage.

Employers can of course take advantage of the latest advances in technology to find new ways of shortlisiting applicants for final stage interviews and assessment centres – which is really great when you’re inundated with applications and all of them are outstanding. However, if candidates cannot articulate how they influenced a situation / worked in a team / communicated clearly / are motivated to work for that employer, what happens next?

Why do those candidates who meet the essential criteria, for example, those who have the right degree, the right grades, the right work experience, find it so difficult to demonstrate their true potential in the application process?

Perhaps the problem lies with the employer. Maybe they should adapt their recruitment processes so that a graduate can apply for a role with less effort and without having to demonstrate any of those soft skills.

Or maybe this proves that the application forms are doing their job – we don’t want applications from those unable to complete them.

Or, does the problem lie with the graduates – do they expect too much? Are they looking for a job on a plate?

There has been much discussion around screening for potential which we entirely agree should form part of the process, but what we’re finding is that often graduates who have the potential struggle to demonstrate it clearly. Is there a need for more help for graduates in the form of application guidance?

We would love your thoughts on this issue!

Written by Deborah Edmondson, Major Accounts Director at PPS Works.

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Edited by Hannah Adkins, Marketing Executive at PPS Works.

Michelle Stevens recently wrote a blog for PM magazine regarding diversity metrics in organisations, following Vince Cable’s renewed call for FTSE companies to better represent gender diversity at board level. This has led on to Conservative MP Alok Sharma suggesting not only gender diversity should be on companies minds, but also ethnic diversity – and measurements should be in place to review metrics throughout the recruitment process.

Here at PPS we record diversity information throughout the recruitment process for our clients with the use of our online applicant tracking systems. This ‘live time’ information is available for our clients to review at the touch of a button and allows for positive action to be implemented if a particular group is under represented at any stage in the process.

The blog above calls for some sort of voluntary code where organisation’s sign up to gather this information – and we couldn’t agree more. Why wouldn’t companies want to actively gather this in order to increase diversity where possible?

From our experience, it’s really easy to add a few diversity questions and, as we’ve shown with our clients, allows organisations to quickly implement alternative solutions, for example in their attraction plans, to ensure under-represented groups are targeted positively. This does not mean  that candidate quality is compromised;  they are still expected to meet the same recruitment criteria and be the right person for the job, but this allows employers to ensure their roles are accessible to all groups.

Whilst many might view it as another box to tick or job to do for already over-stretched HR teams, my view is that analysing the metrics and making positive steps at the front end of the recruitment process will only feed into ensuring overall workforce diversity in the future. This will help to positively impact those remaining seven FTSE100 companies with no female representation at board level, surely?

Written by Deborah Edmondson, Major Accounts Director at PPS Works.

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So blacklisting in the construction industry is in the news again. What a shame for the people who are named on the list! However, more alarmingly, what a shame for the companies who have paid out for a short sighted and limited way of screening their workforce.

Modern recruitment companies have long known that blacklisting is a poor way of screening, and that there are several ways to screen out undesirable elements from the workforce which won’t cause a media controversy.

Taking a more strategic approach is so much more productive, and legal. There are many ways in which modern recruitment companies do this. For instance, the recruitment company should make sure that screening questions are discussed up front and regulated by the client, saving both the applicant and the client precious time. Also, by assuring that the correct checks are in place in relation to CRBs and references, this will dramatically speed up and streamline the recruitment process.

Physiological assessments, personality profiles and even good old fashioned face to face screening can achieve the same thing, within the law. Thus, all of the above techniques work together to improve the calibre of candidate finalists.

What are your opinions on blacklisting? How does your company screen candidates effectively?

Written by Darren Edwards, Software Development and Applications Manager at PPS Works 

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PPS is a recruitment business that focuses on ways to secure talent for organisations using varied and changing delivery mechanisms, and the latest expert thinking.

So we thought it appropriate to look at some of the very latest with some tips and predictions for 2013:

Industrial/ Student placements

We predict that Industrial Placements are on the up.

The implementation of student and industrial placements will continue to grow through 2013. Many current graduate employers are considering starting new placement schemes, pushed by growing numbers of Universities and Students looking to further their future employability with a year or a summer of work. Similarly, placement schemes can often act as a ‘feeder’ for company graduate schemes and therefore are of tremendous benefit.

We predict that there will be an increase in the amount of students who will take an interest in the type of placement that they might consider much earlier than university years. PPS predict that students will potentially alter their mindset when choosing A-Level subjects and deciding upon a university. Instead of university stats, students could pick a further education institution on the basis of its employability level and ability of students to have a placement year. Employers who get involved at this stage will have an advantage when it comes to recruiting top graduates.

Situational Judgement Tests

SJT (or Situational judgement tests) will be hot in 2013. Many employers are now looking for much more than technical skills – candidates also need to be a good ‘fit’ for the business and show the behavioural skills that match the organisation they are applying to. SJT’s are realistic (but hypothetical) situations a candidate might face in the job they’ve applied for. Alongside traditional recruitment activity, an STJ reinforces (for both parties) whether this really is the job for them.

“Day in the Life” pre-application self-selection.

Make sure that you are set to see the growth of applicant self-selection exercises, particularly on corporate career sites. Enabling an applicant to view exactly what a job entails ahead of completing an application allows them to opt out if the job doesn’t sound right, or makes them more committed if they continue.

ATS

Fewer and fewer job applicants do not have on-line access. So not using basic Applicant Tracking System technology for your vacancies becomes less and less sensible. Employers that can’t offer fully functional application and communication systems will be at a disadvantage. PPS advise that

Employ an apprentice/graduate in 2013

you look for systems that work on smart phones and tablets to stay ahead of the game.

Apprentices

You’re a savvy employer if you’re looking for apprentices this year.

Apprentices, industrial placements and graduates – wise employers will look at rolling out ‘programmes’ for each, to take advantage of current

market conditions to develop future talent. With 62,000 (17%) less students enrolled on higher education courses this year, it is bound to have a knock on-effect – enhancing the availability of talent at this level. Apprentice recruitment looks increasingly a sensible option.

Video interviews

With on-going high levels of applicants, ever increasing transport costs, as well as the other costs associated with face to face interviews, pre-screening techniques such as telephone interviewing will grow as a method to increase the ratio of face to face interviews that result in a job offer. And expect video interviewing – both pre-recorded and live, to grow as an alternative in this area too.

If you would like to discuss how PPS can help you with your recruitment in 2013, contact the team on 0121 713 8320

Written by Will Shepherd, Managing Director at PPS Works

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