Posts Tagged ‘management information’

How PPS maintains long lasting partnerships

Monday, August 15th, 2011
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Here at PPS we pride ourselves in providing a personal service to every single client and candidate we speak to. Being an independent business makes us different to the larger consultancies – as we are able to provide a tailor-made service to clients rather than a standardised service. This enables us to meet the needs and requirements of our clients and in turn gaining us a large number of long standing partners.

Each client has a small team of consultants working for them – this ensures that our PPS consultants – who are all HR and recruitment professionals – have met their clients and understand exactly what they are looking for and what type of service they expect. It is also reassuring for clients to speak to someone they know every time they call the PPS number.

Click here to read how PPS maintains long lasting partnerships

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Why Do Exit and Retention Interviews?

Friday, January 21st, 2011
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30 Day Exit & Retention System Trial

What are Retention / Exit interviews?

Simply put it’s calling your employees or ex-employees and, preferably independently, obtaining open honest feedback on what they think of your company!

The information collected in an exit interview can give a company a unique perspective on its performance as an employer and employee satisfaction. People who leave are normally honest about their experiences without fear of immediate repercussions.

Why do them?

  • It’s best practice in terms of sense checking how staff feel, measuring the employee brand and consistency within the business.
  • It can improve the recruitment process and candidate experience, making your organisation even more focused on finding the right people.
  • It often only takes a couple of “saves” – employees persuaded to stay following the interview, to pay for the year’s programme.  So as well as supplying hard core data, anecdotal evidence often will show the programme is delivering value for money.
  • Is your staff attrition rate high? Perhaps it is because your training is poor, or your manager does not talk to them or your working hours are just not flexible enough to meet their needs of work / life balance. Perhaps no one has asked or had the time to ask the member of staff who is leaving the question. Interviews will ascertain the real reasons why people are leaving your organisation.
  • Are staff leaving soon after starting? Perhaps someone has started in the role but they are not being given the right training, development, or time so are unhappy and looking to leave. Retention interviews can save you the cost to recruit and train someone again when a chat may be be all that is needed to solve their unhappiness.
  • CIPD Resourcing and talent planning survey 2010 reported the overall employee turnover rate for the UK to be 13.5% Turnover levels vary between industries. Successive CIPD surveys of labour turnover show that the highest levels are typically found in retailing, hotels, catering and leisure, call centres and among other lower paid private sector services groups.
  • CIPD quote that using an external provider to conduct exit interviews will help employers capture more accurate data about why people are leaving, as individuals are more willing to tell the truth when there is reassurance of anonymity.

Depending on industry, size of business, and management style there are many reasons why people leave, some of the common ones are:-

  • Salary / Benefits – are you in line with your current market?
  • Management Style – do you know which managers in your organisation are communicating and motivating your team? Most leavers say they will return / stay with the organisation if they worked for another manager.
  • Lack of Career Opportunities – are your managers identifying talent and helping their staff develop by asking and taking an interest?

ALL these can be established through an open two way telephone conversation.

PPS has a simple no nonsense system to record and report staff feedback.

PPS agree questions with each client for the exit interviews. These can even run parallel to any internal surveys.

PPS have the ability to call employees in the day, evenings and weekends.

Written by Bernadette Doody, a Key Accounts Director at PPS.

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Why recruitment needs Management Information

Friday, December 10th, 2010
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With millions spent on recruitment every year the importance of good information to guide your recruitment is paramount. Do you know how much you are spending on recruitment, do you know where it is being spent, and do you know if the money spent is getting the results you wanted? Good management information can tell you all of these things. The aim of management information is to get all of the facts in front of everyone.

why recruitment needs management informationGood management information can give you all of the facts you need to recruit the right people. For example you have a recruitment process that has been ticking along nicely for several months with an average time to hire of 30 days, suddenly one month it’s doubled to 60 days and continues at this pace for the following month. Where have the extra days come from? Is it the approval process, is it poor advertising response, or are you just busy recruiting for more jobs now than you were before? With good management information you have immediate access to all of the information you need to find the problem and identify the areas in your process which are causing the delay, without having to spend many hours searching for the problem. You would be able to see how long the job took to be approved before recruitment could commence, which parts of the approval process took the time, how long it then took to advertise the roles, how good the response was for each advert, how long was spent screening all of the applicants, how long was spent interviewing and then how long it took to make the final decision.

Having access to all of this information not only allows you to quickly identify the cause of problems, it can also direct you in your decision making, allowing you to make your decisions based on facts rather than intuition and guess work. If your advertising costs are pushing up the cost of recruitment then you can use the information provided to guide where to advertise. This can be both in general terms and more specific.

Any business trying to put this information together themselves can come across a number of barriers. All good management information starts with good data, and if the data is of poor quality then the information will be of poor quality. Many companies use recruitment agencies, and it may not be in a recruitment agencies best interests to let you know where they get their best candidates from because if you knew that, then you wouldn’t need the recruitment agency. Equally there systems are often not well suited to report on cycle times and recruitment ratios.

However if engaging a recruitment process outsourcing supplier, dedicated to improving your processes, you should expect top notch reporting. It is in an RPO’s best interests to not only show you where your best and worst candidates are coming from but also where you are losing potential candidates.

In the current climate there are many more people looking for work than a few years ago. Being able to target the better candidates can save time and money. Reporting can provide valuable insights in how to save money and improve the quality of candidates you can attract.

Masses of very significant data can be captured throughout the recruitment process, and can be used to gain valuable insights. Make sure that your data is working for you, and that your recruitment efforts are focused appropriately.

Written by David Zimmermann, reporting and data manager for PPS the recruitment process outsourcing company.

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Can you predict the future?

Tuesday, October 19th, 2010
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Target audiences of Applicant Tracking Software (ATS) development

Software houses large and small have always touted that their product is the best, and that they have `THE solution` for you. However in the real world, the solutions they have are usually based on core models, which make assumptions about you and your process. They endeavour to `predict` what you are going to need and want. Some do it very well, others not so. However in doing so are they listening to you, or are they looking to get you onboard, and then `fix` their system to suit?

How much time and money is wasted every day on reformatting documents, entering data no one needs, double handling documents, filling out application forms or sending emails that get ignored? Not to mention the feature rich application software you have bought all that time ago only to find that nobody uses the features, and only one tenth of the software is being used.

Image of SMS on PPS ATS

SMS communication with multiple candidates

Our experience is that every client is as different and individual as every candidate. `Off the shelf ` packages serve a purpose, yes, but in reality, everyone is unique in one way or another. Therefore trying to apply a uniform process to recruitment is always going to have shortcomings.

By using a set of base packages and swapping in best fit modules or custom building to suit the process in each case allows for a rich offering in terms of MI, user experience, efficiency and ultimately cost.

ATS screen shot

Custom built ATS

However to get to the `best fit` we also believe that as a recruitment partner, we need to listen to your needs and requirements, not force or impose `software driven` restrictions on the way you work. In most cases, businesses have evolved their own best solutions to recruitment, they often know where the most appropriate candidates will come from and how to source them. For us it is a case of using this knowledge and enhancing it. Making the tool fit you, and not the other way round. For new businesses that are in need of support we use our industry knowledge to take that step with you, allowing you to develop and enhance your own brand recruitment strategy.

We can’t always predict the future, but we make sure you are equipped to deal with it however it turns out!

Written by Darren Edwards – IT manager at PPS

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Fixed fee recruitment – the benefits and pitfalls

Tuesday, October 12th, 2010
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Fixed fee recruitment – the benefits and pitfalls

There are more and more fixed fee recruitment models entering the market.

You’ll get no argument from me that the contingent fee model that most agencies use doesn’t constitute value for money. Particularly not when you consider how much the internet and internet based advertising has automated the actual process of applying for a job. But I believe that reducing unnecessary fees should never be contemplated if it includes a compromise in quality.

So should we be applauding these new kids on the block?

I’m not so sure….

Automate is the key word here; just because something is automated and on-line, doesn’t make it an efficient process. In fact, it’s not very different to the services that most major job boards were offering years ago.
Choice is good. The choice to get extra help in busy times can be a useful benefit for teams that are short on resources. The attractiveness of this choice is only heightened when the cost of a “fixed fee service” is contrasted with that of using a recruitment agency, particularly when the lower end of the prices on offer is now less than £500.00.

However, many “fixed fee” recruitment agencies have the same pitfalls as traditional agencies.

Efficiency: Some fixed fee models simply advertise and either send all applications to the client or undertake minimal screening. Without modern applicant tracking technology, this creates the same issues that exist if the advertisement was simply placed directly by the client.

Quality: Recruiting the best quality candidates is about attraction and assessment. Most fixed fee agencies don’t CV screen or interview. Without a quality focus in the recruitment process, costs may be low, but staff turnover will be high – and this turnover will inhibit the results that businesses can deliver.

Employer Brand: Without a focus on the quality of the recruitment process, and the response to all applicants, employers will continue to struggle to improve their employer brand – which in turn makes it harder to attract the best talent. Fixed fee agencies are about generating high response – they do not have an answer as to how to adequately deal with that response from a brand perspective

Exclusivity: While clients may find a suitable candidate, most fixed fee agencies do not offer exclusivity of the candidates that are submitted or that apply to their jobs.

Management Information: Without clarity on the ratios of success from each on-line site used, clients are unable to assess the best attraction sources for their employment brand. And a recruiter should really be judged on the quality of the candidates that it helps to recruit over the long term in regards length of service. Fixed fee recruiters may offer little in the way of management information.

In summary; outsourcing the posting of an advertisement can save time and deliver savings to the cost of advertising on line. However it doesn’t add the recruitment expertise that can in the long term enhance your employer brand, reduce turnover and help you to make the strategic decisions that will deliver an efficient, quality focussed recruitment partner.

Watch out for other hidden costs in fixed fee models. Too many applications will steal valuable time from your managers. Poorly screened candidates that make it through a process will reduce productivity in your teams and add to the internal workload of training and induction.

So are we against fixed fee recruitment?

No, but we do believe that in order for any recruitment partnership to add value:

  • Candidates should have a positive experience, no matter what the outcome.
  • The process should deliver the best quality applicants in the most efficient and cost effective way.
  • The client should have exclusivity of all applicants, in order to protect their employer brand.
  • Turnover costs should be monitored closely and management information should evidence the value of the solution as well as assist in longer term decisions.

It will always be difficult to look at the resourcing of employees in a purely commoditised way. Their recruitment journey, their input, how long they stay and the many and varied costs involved, make the decision more complicated than most other resources.

In order to assess success, more than just the “fixed fee” itself needs to be considered.

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