Archive for the ‘Uncategorized’ Category

Practicing What We Preach- Onboarding

Wednesday, July 9th, 2014
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The art of conversation

Informal chats can help new members of the team feel more at ease


Here at PPS we pride ourselves on having a friendly-natured and welcoming culture. We also believe in practicing what we preach.

Over the next few weeks we are thrilled to be welcoming 3 new members to the business- an IP, a Graduate and a Marketing Executive.  Each has a very different background and we tailored the onboarding process accordingly.

Each year we have an intake of graduates and IPs who take part in a structured programme that allows them to hone their expertise in different areas within the business. Myself and 4 other graduates joined the scheme last year and, as part of welcoming our IP and grad to the team, took them out to lunch the week before they began to make their transition in to the business that little bit easier.

In a relaxed environment, we were able to answer some of the questions they had about the business and the roles they would be working within:

“What’s it like to work at PPS?”

“How many people are there on each team?”“When can we take lunch?”

This allowed us to engage in conversation and offer answers and support in a way that was far more personal than the usual way of replying via email or having a quick phone call. It also gave a good feel for what the culture of the business is truly like.

When they begin, our new starters will already be familiar with some of the faces in the office and will hopefully feel a little more relaxed in their new working environment.

We took a slightly different approach with our new Marketing Executive, inviting him in during our working hours to get a feel for the office and spend some time with the team before starting.

During his interview, he stated that if he were a woman, he would be Jennifer Lawrence and that he particularly likes her relaxed attitude and the fact that sh

e casually ate pizza at The Oscars.  Less is more, and remembering little facts like this allowed us to add the personal touch- we set his desktop background as a photo of Jennifer Lawrence delving in to some pizza. Not only is this a fun way to welcome a new team member- it’s a great ice breaker.

As well as these special touches, each new employee will have a structured and tailored training programme as well as being involved in a variety of meetings across the business.

We are very excited to welcome them to the team a


nd, who knows, maybe using a blog as part of the onboarding process could work.

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The How, What, When and Why of Onboarding

Friday, June 20th, 2014
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handshakeOn-boarding is a really key part of your engagement process, and needs organisational buy-in from the top, to give your new employees a great introduction to their new place of work. However, it sometimes gets missed (or has less attention on it) as many different departments and stakeholders are needed to get it right.

So whose responsibility is it?

Typically on-boarding sits between Recruitment Teams, HR Teams and Hiring Managers. It’s easy to think someone else in the organisation has on-boarding covered, but in truth EVERYONE should take responsibility. People make assumptions and it’s important to put them straight

How do I create my on-boarding strategy?

Firstly, think about what you want to achieve. An on-boarding strategy should follow seamlessly from your recruitment process, continuing the great experience of your organisation that you’ve given your new employee so far. You ideally want all new employees to feel welcomed, involved and engaged at all times, so think about how you can make that happen and use feedback from your existing workforce, new starter surveys and exit interviews to point you in the right direction

When does on-boarding start?

The on-boarding process starts from the first interaction an employee has with your organisation, continues throughout the recruitment process and ensures a smooth transaction from candidate to employee – and doesn’t stop once the new employee’s start date has passed. A good onboarding strategy will continue well into their first-year of employment, ideally up until the employee is fully productive.

What do I need to do?

  • Remember that on-boarding starts from that first interaction a potential employee has with you. How candidates are treated and communicated with builds their expectation as to the culture within the organisation
  • Once the recruitment process is completed, get your offer and contract paperwork out quickly, making yourself contactable to answer any questions. If there are likely to be any obvious delays in your new employee starting (eg. through a long notice period or processing of background checks), then keep in contact regularly to keep them updated on progress
  • Be consistent. You need to ensure that promises made during the recruitment process are the reality, ensure that the culture you described when they applied for the role does actually exist, and keep managing their expectations so that there are no surprises. Employees are less likely to be early leavers if you do what you say you do, are authentic and show that you care about the experience they receive on joining your organisation
  • Sink or swim doesn’t work for everyone – ensure you have a specific role appropriate plan in place, for training and induction, and get your new employees engaged in your mission and values early on. Remember that it’s in your best interests to get your new employee up and running as quickly as possible, so regular bite-sized chunks of training (rather than all in one day) helps to reinforce understanding. Think about what skills, knowledge and expertise your new employee needs to have in order to do a good job, and take it from there
  • Make sure colleagues are responsible for their parts of the on-boarding process, to ensure nothing falls through the cracks. There’s nothing worse than an employee arriving on day 1 and having no desk to sit at or PC to work from! (Sometimes colleagues don’t realise they need to be involved in on-boarding of new employees because they expect them to arrive with the full complement of skills already in place, so it’s important to manage their expectations too)
  • Offering a variety of experiences in the first few weeks is ideal – maybe visits to other teams or off-site venues, joining in with meetings (even if only to observe), invites to social events and introductions across the business are all key to feeling ‘included’.  Leaving the new employee isolated can lead to them leaving you in the early stages of employment
  • On-boarding should last for more than a week! Typically your on-boarding strategy should cover the time it takes to get your new employee fully productive, so the more time you invest in giving a great on-boarding experience,  the more quickly they can get to that fully productive status for you

Why does on-boarding matter?

A strong on-boarding strategy leads to employees becoming more productive, more quickly. By engaging them throughout their early contact with you, means that you can ensure expectations are met (or even exceeded), and they start with you on day 1 already with a great impression.

‘Touch-points’ should be plentiful and meaningful throughout your recruitment and on-boarding processes, to ensure your candidates and employees feel important. So many organisations describe their people as their greatest asset, so it’s worth taking the time to give your greatest asset, your greatest employment experience.

Debbie EdmondsonWritten by Debbie Edmonson, Major Accounts Director at PPS Works

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Five Years of PPS- a Recruitment Triumph

Friday, June 6th, 2014
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Reaching the milestone of five years after an MBO was a natural time for reflection.

PPS in 2009 was a great place to work, and we worked hard for our clients- some things never change! But of course, with time, not everything stays the same; there have been many, many proud moments, some setbacks… and a lot of fun.

What have I learned in the last five years?

That having a strong team with shared values and behaviours is absolutely essential – any success without this won’t be long lasting.

Celebrating 5 years of PPS

Celebrating 5 years of PPS

Have you heard of the concept of Manifest Destiny? It is a belief that was held by early pioneers in America who conquered the west of the country. They shared a sense of mission and an absolute belief in their destiny.  As I look on with pride at what we have achieved and indeed conquered over the past 5 years, I am reminded of Manifest Destiny.

I see that same confidence and pride in our team today as they suggest and deliver results using different methods and systems.  Ultimately, to find better people that will stay longer may sometimes require disruption of the status quo.  It certainly requires the ability to understand and embrace the latest thinking in recruitment whether it’s video interviewing or analysing data to understand themes and trends that could give advantage to a client.

What changes have I seen in recruitment? In short, a lot!  Five years is a long time in any industry.  In 2009 ATS systems were still not necessarily the norm for every business.  Their application tended to be focussed on how to manage the volume applications that many recruitment teams struggled with.  Social media was a new and quite trendy way of tapping into another attraction stream – but rarely used to engage and build connections for the future.  What we are seeing today though is the application of these methods and systems for the future-proofing of talent.

Successful recruiters know that it’s not enough nowadays to just know where to advertise or what job boards you can direct source on – that’s just one piece of a much bigger solution.  Candidate engagement, talent pools and clear understanding of your employer value proposition is essential.

Now we have to ask ourselves more questions than ever. Why do people leave?  How do you keep in touch with them? How do you measure the quality of the people you do hire? And it’s important to remember that sometimes, to move things on, you have to pose difficult questions.

For example, the rate of mobile applications is staggering.  How will jobseekers apply for jobs in another five years?  You can order pizzas, and arrange a date on your phone – but you can’t always tell a company you’re interested in working for them!

Recruitment keeps us on our toes and that is why it’s so exciting to celebrate 5 years of success and look forward to many more.

What advice would I give to someone else starting in recruitment?

Be nosy, be bold, don’t be afraid to challenge and question how things are done and always, always have fun while you’re doing it.

Amanda Marques Written by Amanda Marques, Director/ Owner PPS Works

Find PPS on Twitter and LinkedIn

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Graduates won’t change – so we need to.

Friday, May 30th, 2014
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As recruiters, we are often faced with a range of challenges and obstacles.

The power to adapt to changing times is something that we need to be well versed in. It’s a lot like that phenomenal karaoke tune from Rocky – ‘Eye of the Tiger’- we need to hang tough, stay hungry and be champions of our game, rising up to the challenge of our rivals.

The Association of Graduate Recruiters recently released results from a poll that shows some graduate employers struggling to fill vacancies.

Chief Executive of the AGR, Stephen Isherwood said “I’d urge all graduates to really research sectors and roles that they’re applying for, tailoring each approach to show why they want that particular job and what relevant skills they can offer an employer.”

We need to remember that the last known survivor stalks his prey in the night and most graduate recruiters are probably already encouraging candidates to carry out research and take on a fresh approach.

Like Rocky, we need to decide what to leave in the past when it comes to graduate recruitment. Photo credit:

Like Rocky, we need to decide what to leave in the past when it comes to graduate recruitment. Photo credit: flickr

Rather, this is the time to ask the question- will graduates ever change? In short, probably not. We need to employ new methods so that we, like Rocky, can rise up, straight to the top, and get the glory.

Here at PPS, we always look for new ways to ensure our graduate vacancies are filled with the perfect candidate. We achieved 100% attendance rate at assessment centre and a 96% offer acceptance rate thereafter, for one of our recent graduate campaigns. Of course this was partly because of our engaging recruitment process but also through the use of elements of ‘new recruitment’.

Graduates are often applying during their exams and may not have the time to complete a lengthy application form, so why not carry out video interviews instead? This is an excellent way of getting to know your candidates without taking up too much of their time. There’s also a ton of software out there that records video interviews, saving us the time of conducting interviews in real-time, whilst allowing us to really dissect candidate responses through playback and transcripts.

We also need to start considering asking behavioural and strengths based questions instead of repeating the same old competencies graduates will have manufactured answers for in the past. I think we all attest to hearing about that one tricky team member every graduate appears to have encountered during group work at university. As such, we are currently looking to change our application stage so that it really tests our graduates, rather than become a stale part of the overall recruitment campaign that adds little to no value in finding today’s top talent.

At PPS, we’ve come to the conclusion that graduates probably won’t change, so why don’t we?

We need to be one step ahead, and never forget- it’s the eye of the tiger, it’s the thrill of the fight.

Hannah RWritten by Hannah Ratcliff, Business Development Executive at PPS

Find PPS on Twitter and LinkedIn

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How to score – hiring and the World Cup

Friday, May 23rd, 2014
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Whilst Roy Hodgson’s choices are being debated, applauded and criticised worldwide, he has been carefully considering his options and trying to find the perfect fit for his team- just like any hiring manager looking to recruit.

Roy may have lost countless hours of sleep deciding who would make it onto the official England coach, but this is something recruiters face everyday. Finding the perfect balance and fit for any team is hard work and any recruiting manager, amongst the gleeful “Yes” and “Thank you’s!” has to deal with disappointment and frustration. But hopefully, with the right recruitment decision, there won’t be any feelings of doubt or regret.

Let’s go all the Wayne!

Despite being the butt of hundreds of jokes, Rooney is a star. Many believe he is the key to England’s victory and belief is sometimes all we need.

When recruiting, a manager will be looking for someone who has the ability to consistently deliver and more importantly, demonstrate the confidence to do so and inspire others around them. It’s always a good idea to assess the team to which you are recruiting into and a get a feel for the sort of individual who can help elevate the unit, and the wider business. This may not have been a surprise, but often there is an obvious choice- a perfect fit. And anyone would be crazy if they didn’t just go for it!

Selecting the right team

By assessing candidates against the role and fit of the business, selecting the right team can be pivotal to an organisation’s future success – right, Roy? Photo source: Flickr

Give it some Joe Hart

His face has been scattered on newspapers galore (I am reminded of the D’oh Hart pun) but he is a no brainer. He is experienced and every team needs a leader and mentor.

Not only is Hart the trailblazer, he represents teamwork and a focus on success. These are attributes that no team can hope to prosper without and that is a no brainer when it comes to any hiring decision.

Are you Shaw?

The biggest shock for all of us was Hodgson’s decision to put Ashley Cole on the backburner and bring Luke Shaw to the field. Questionable in the eyes of some, maybe even controversial. Is this the choice of youth over experience? Well, probably not.

There is always someone who needs the chance to fulfil their potential. Maybe they don’t have the biggest profile or list of accomplishments but it is always important to look for the candidate who has the capacity to flourish and be the star of the future.

Any hiring decision is hard to make and there will always be consequences of any choice, but to be the best, we have to beat the best and an excellent hire or placement is where we can begin.

How do you go about making the right selection?

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

Find PPS on Twitter and LinkedIn

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The importance of good engagement and on-boarding in social care

Friday, May 16th, 2014
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If you are involved in recruitment in the social care sector, it is likely that the question at the forefront of your mind is, ‘How do we recruit people who share our vision and values?’. This question was recently driven home with shocking revelations from a recent programme in the BBC’s Panorama series, showing the abuse of elderly and vulnerable residents.

apply here

Each candidate who applies is a potential new starter, and as such, how we find, engage and retain them will have a significant impact on their performance at the organisation.

There are no easy answers to this question. One way, we can help to ensure this stops happening is by recruiting the right people; staff who are motivated, enthusiastic and, above all, caring. Undoubtedly, there are great carers and support workers out there who treat their service users with the dignity and respect they deserve. The difficulty comes in consistently finding, engaging and retaining the right people.

This, is only half the battle. Making the transition from ‘offered candidate’ to ‘happy employee’ is just as important to get right. We know from experience that what happens in the first few months of a new starter’s  journey, from application to induction is crucial. If  the experience and engagement is great for  a candidate, their engagement as a new starter will be high and their perception of your organisation will be reflected positively. Just imagine the potential of job referrals and recommendations  from a group of highly engaged new employees!

On the other hand, if the on-boarding experience is poor, the consequences can be dire. If there is little to no engagement right at the start of the recruitment process, they could end up rejecting your offer and accepting the offer of a competitor.  The perception of your organisation could become negative with the reputation of your organisation suffering with it.

social care

Getting the best talent, the right talent, in the social care sector is the least we can do to ensure the elderly and vulnerable get the care service they deserve

Over the years, we at PPS have been, and continue to, fine tune our methods and practices around sourcing the right talent for our clients. More importantly, we know one size does not fit all. We partner with each client closely to make sure we attract the best talent who match our client’s values, vision and culture.

We also know positive engagement with candidates/new starters is the key to retaining the best staff. From sourcing to on-boarding, we maintain constant communication with candidates, informing them every step of the way. We found this reduces the candidate drop out at any stage. And, that’s not the best part. The best part is we do all this as the recruitment partner of our clients, under their brand identity and image. So when, candidates join, they join with a positive impression of the organisations they are joining!

How does all this tie in with good care? Recruitment cannot possibly provide all the answers as to why or how such abuse can take place, but it can certainly be a part of the solution. Getting the best talent, the right talent, is the least we can do. Indeed, it is the least we do. There are most definitely super care and support workers who really do care. Our job is to ensure you recruit them!

alvinWritten by Alvin Dawati, Business Support Administrator at PPS

Find PPS on Twitter and LinkedIn

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What’s wrong with your careers website?

Friday, April 4th, 2014
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Long gone are the days where you sent your CV via letter, pigeon or a very enthusiastic owl. Candidates expect so much more from a company careers website now.  And in an ever-advancing world, their expectations should be met.

Let’s break down the numbers. In 2013, only 4% of all people who browsed the internet stayed on one page longer than ten minutes. Research at PPS shows the average stay on a website is often less than two minutes. That means if your guest does not find what they are looking for in seconds – they will go elsewhere.

So, here is your challenge. Pull up your careers site.  You have one minute to show me why I should spend two hours filling out your application form.

If you are struggling, you are part of a large percentage of companies who need to re-haul their careers pages.

So – what can you do to make your website sticky? Easy, give them what they want.

Look at the following examples. Remember the golden rule: if your careers site does not hook people within a few minutes, you’re doing it wrong.

1 -    Create easy to view content with lists

Who doesn’t like a good list?  Websites are no longer streams of text. Create a list with effective reasons to click ‘apply’ like Adobe:

Adobe's careers website

Adobe’s careers website







Adobe uses simple imagery and words like ‘great, transformative, endless, powerful’ to prove that this is where candidates should aspire to work. A website that uses the word ‘transformative’ without me wanting to turn to my book of ‘made up words that companies use’? Brilliant.

2 -    Relate to your company culture.

If you pride yourself in a relaxed company atmosphere, strong internal communications or just have a really nice set of desk lamps, then tell the prospective candidates through the tone of your advert. The Onion’s satirical wit may not work for all companies, but why not reflect your company’s ethos in the advert? Who said that adverts have to be serious?

Look at this sparkling ad for Listening Intern at The Onion:

The Onion's job advert for a "Listening Intern" position

The Onion’s job advert for a “Listening Intern” position














3 –      Be transparent.

How many more images of “friendly smiling woman running with briefcase” will we have to submit our eyes to? The era of transparency is upon us; do not ruin your website with fake images.

Take housing association, Wandle, for example, who enlisted us and employer branding agency, Peter’s Fox, to create their careers website. No long-winded baffle or random office images here – just authentic shots of people who actually work at Wandle. The result? A careers website that is true to Wandle’s brand and employee culture.

And consider Google’s use of their own Headquarters in their imagery. OK, perhaps your office may not be quite like Google, but it is far more interesting to a prospective candidate than perfect teeth and awkward poses.

Life at Google uses a number of images from Google's offices

Life at Google uses a number of images from Google’s offices








4 –   Hit the checklist

Finally, work through the following checklist. Have you:

  • Posted your jobs on your own company website, or made it easy to reach your careers site from your website?
  • Posted your jobs on social media?
  • Reduced the amount of text on your site to a minimum, whilst still giving candidates important information?
  • Used clear and friendly text which mirrors brand voice and company culture?
  • Engaged your candidates socially through ‘share’ buttons?
  • Used quotes from current employees, videos, games and other media to create a hub of vital information?
  • Made it very, almost painfully, easy to apply?

Once you have checked off this list, you’re on your way to career website awesomeness!

What does your careers website looks like? How effective a recruitment tool is it? Here at PPS, we create career websites for several of our clients. Take a look at the careers website we created for Wandle, in partnership with Peter’s Fox.  Interested in finding out more? Get in touch.

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

Find Hannah on LinkedIn

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So, you have a talent pool. Now, what?

Friday, March 21st, 2014
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Talent pools allow us to have access to a constant stream of high quality candidates. They are a resource that, when used effectively, could mean the difference between successfully filling a role and having to begin the entire recruitment process again.

It is important we ensure that these candidates are ready and willing to take on the challenge of beginning the application process. But how do we prevent our talent pools from becoming stagnant?

Engaging with talent is hugely important. Whether we access them via talent pipelines, pools, or communities, this should be key to any organisation’s recruitment strategy.

Engaging with your talent pool in the right way - whether that's online or offline - is crucial.

Engaging with your talent pool in the right way – whether that’s online or offline – is crucial.

We need to communicate with these potential applicants, they need to know who we are and why we want to be in contact with them. This allows us to be ahead of the game and prepared for when that next vacancy is authorised.

The difficulty comes in knowing how to engage effectively with these different talent streams. We need to treat each potential candidate as an individual and work to build a unique rapport with them, because each of them is different and has a distinctive experience of you or your organisation.

Some of these individuals may be a ‘like’ on your company’s Facebook or LinkedIn page, others might be a speculative CV sent in via email and others with great potential, might have already been to interview with a Hiring Manager and are now ‘on-hold’.

We need to communicate with the talent, whether we drop them a call or a tweet, to ensure that they want to be contacted whilst they are patiently awaiting the right role. Any communication should be on a level that they request and are happy with, so as not to turn them away from your organisation.

Once we know what they are comfortable with, it’s worth creating a defined communication plan around their requirements – what are you communicating and why? Also, how is it adding value in engaging with these candidates (for both parties)?

This is where the human element comes in, intelligently selecting targeted communications – automated systems can help in this process of course, but they lack the personal touch that ‘real’ human beings bring to recruitment.

Through using our talent pools effectively, we are able to improve upon candidate experience as well as lowering the time and cost per hire. We must provide the service we promised and ensure that our pool of glowing talent, does not turn stagnant.

How do you engage with your talent pool? 

debs eWritten by Debbie Edmondson, New Recruitment Director at PPS.

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Let’s give up bad recruitment for Lent.

Friday, March 14th, 2014
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9 days in, and after the post-bloating of Pancake Day, I hope everyone who’s participating, is settling in to their yearly regimes of giving up a treat for the religious holiday.

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Chocolate is a popular choice to give up for Lent. As recruiters, what practices can we give up to make our recruitment processes better?

Research by the ever-scientific and always accurate Daily Mail has shown that giving up can be a very rewarding process. It claims  people could save up to £18,425 if they gave up chocolate, cigarettes, alcohol and coffee every year during lent.

So, if holding back on the occasional Dairy Milk can save thousands of pounds, surely giving up on poor recruitment processes can do the same?

What do we need to give up (not just for lent) in recruitment?

1. Give up on not using an Applicant Tracking System

You’re falling over piles of applications that came through the post and email. You have spread sheets overwhelming your desktop. Why then, would you not streamline the process by using an ATS?

An applicant tracking system (ATS) is a software package which allows electronic handling in a recruitment environment. At PPS, we use our own in-house recruitment system (MORS)  which shapes and moulds to the needs of our clients. More importantly, our technology delivers information that matters – just take a look at what our technology does for Turning Point‘s recruitment process.

Our software doesn’t hold us back like that obligatory chocolate bar and the yearly “summer diet” – it grows with us.

Using an ATS will save you valuable time and money, as well as improve your candidate’s experience through timely responses and efficient processes. So give up doing it alone!

2. Give up on disliking social media.

LinkedIn screenshot

Give up avoiding social media as a recruiter this Lent.

You’ve heard it before, but it’s worth repeating. Social media is a tool with endless possibilities. So, take the time to figure out how social media can fit into your recruitment campaigns. If not used effectively, you could be limiting the amount of  applications you receive by a serious percentage. Take the time to understand the inner workings of Twitter, Tweetdeck, Facebook and LinkedIn and use that as your ‘giving up on being old fashioned’ for lent.

3. Give up on poor candidate experience

Candidates have a choice to be an employee, as much as you have the choice to employ them! The impact of a negative candidate experience resonates far beyond the candidate experiencing it – your brand and future talent pools are also at risk of the wrath of negative word of mouth. So, this Lent give up on delivering poor candidate experiences.

It’s time to show a bit more affection towards your candidates. Use an automated service, like PPS’ MORS to send text messages, helpful hints and tips and refined interview questions at the click of a button. Engage online platforms such as Google Hangouts to encourage active candidate participation. Or simply, call candidates back when you said you would and stop them from having a better relationship with your voice mail service than you.

So, they were our top three things to stop doing for your recruitment life – and for lent – which overall should save you time and money. What would you suggest?

yammaWritten by Hannah Adkins, aspiring author and guest blogger for PPS.

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Recruitment success, candidate experience and photobombing.

Friday, March 7th, 2014
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The past week or so seems to have been a flurry of celebrity selfies, red carpet face-plants and oddly alluring GIFs of Leonardo Dicaprio sobbing.

And speaking of The Oscars, what could be a better time to focus on our recruitment successes? Let’s think about how important it is to make an impact, what it means to fail and, most importantly, the formula for a top-notch photobomb.

Recruitment and the Oscars have a lot more in common than you might think...

Recruitment and the Oscars have a lot more in common than you might think…

Can you believe that Leonardo Dicaprio has never won an Oscar? Let him be a reminder to us that, even if a candidate doesn’t succeed at interview, he or she could still have so much more to give.

When the successful candidate is offered a position, we tend to put all of our attention on them, and why wouldn’t we? We may need to contact their referees, begin DBS checks or simply keep them engaged in the recruitment process.

But let’s not forget the unsuccessful candidates- Dicaprio is the guy sitting in our talent pools. He’s the versatile candidate, waiting to achieve, impress and be recognised. That candidate is what allows us to be resourceful and they could be the person that finally fills that tricky role you’ve been working on.

But it’s not all about the revealing dresses, overpriced shoes and those little golden men- it’s also about photobombing.

Benedict Cumberbatch, Jennifer Lawrence and Jared Leto are all masterminds when it comes to hijacking Oscar snapshots. These guys are pretty high profile but any recruiter can easily achieve this level of expertise with the use of quite a simple formula:

1. Be prepared

In recruitment, we should always be ready and waiting. We should be equipped with all of the tools we need to make an amazing impact on our candidates. We need to be ready to provide an excellent candidate experience and pull out all of the stops so that we can offer the right candidate a new job (or get the guy from Titanic in our talent pool).


No photobomb could work without forming the perfect unity between yourself, the other person in the photo, and the camera. By pulling together and using one another as a resource, we will be successful, we will jump in at the last minute and we will make a lasting impression on our candidates, and enhance employer branding.


And just like Brad Pitt, leap at the opportunity to get stuck in. Be willing to go the extra mile so that you can take control and explore alternative methods, own the moment and fill that really difficult role.

So, maybe, just maybe The Oscars are in fact a bit like recruitment.

Let’s be prepared, pull together, smile for our candidates and, if we fall over on the red carpet, strut our way through the critics and photobomb everyone we walk past.

How do you deliver award-winning recruitment campaigns and Oscar-worthy quality candidates? Comment below, tweet us, chat to us on our LinkedIn page – we would love to hear from you!

Hannah RWritten by Hannah Ratcliff, Graduate Recruiter at PPS

Find PPS on Twitter and LinkedIn

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