Posts Tagged ‘PPS’

Pussycat Dolls, the X Factor and Attracting Talent to Your Business

Tuesday, October 9th, 2012
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Now I’m no X Factor fan but something did catch my eye this week.

It appears that for the first time in the show’s history, researchers have been actively scouting and encouraging bands and performers to audition for the show.  In fact it turns out that half of this year’s X Factor finalists have been actively approached to apply.

Now I can’t quite recall ever agreeing with the Pussycat Dolls (until now), but as former member Nicole Scherzinger

comments- “I think it’s great….it opens up the pool for wider talent”.

If her record career should ever dry up, Ms Scherzinger might just find she has a glittering career in HR/Resourcing

The Pussycat Dolls speak sense!


The point is, she is absolutely right.  The producers clearly want to deliver quality for the ‘interview’ panel (and TV audience), so they proactively approached the market to see what it had to offer.

The same rings true of your recruitment attraction strategy.

On the surface there is little wrong with advertising vacancies online and waiting for applications to drop in.  But a resourcing attraction strategy whose success is heavily reliant on the right candidate applying to your advert, at exactly the right time is both flawed and high risk.

If your HR team lacks the time, technology or specialist skills and expertise required to entice high quality talent into your business, you will eventually get found out.  Vacancies will remain unfilled, gaps will be recruited to with expensive agency staff or worse still, below par applicants may end up being recruited.

At PPS we are the recruitment engine behind many recognised UK brands.

Our outsourced recruitment services have helped the likes of Halfords, Severn Trent, Turning Point, Oasis Dental, Hermes and Lloyds Pharmacy to find, attract and select high-quality applicants to their businesses.

If you would like to talk to any of our clients about our work and how we have helped them please get in touch on 07939 297 337.

Written by Lee Burman, Business Solutions Manager at PPS Works

Connect with Lee on LinkedIn

Twitter: @leeburman

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What is a talent pool?

Friday, September 7th, 2012
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What is a talent pool?

PPS define and deliver talent to clients in the shape of staff who, as a minimum, add above average value to their company – through quality of work, and longevity of service. Talent exists at all levels within a company, from Industrial Placements to Executives.

Confusingly we also refer to the function of our Applicant Tracking System to be able to store pools of applicants as Talent Pool technology. Even though there is not always talent in the pool!

 So let us try to be clear!

Registering your interest to work for a company via their website will submit some of your basic details (sometimes only name and email address) to their recruitment database. This does not immediately qualify you as talent for that client. In fact for some of our clients, their pool of applicants who have registered an interest is so large, yet so unfocussed to their needs, that finding talent within it is like finding a needle in a haystack.

However, everyone in this pool has expressed an interest in working specifically for your

What is a talent pool?

What is a talent pool?

organisation. Whilst you may not be able to offer them a job, what you can do is treat them well. With good communication, timely updates and company information, you build on that interest. In time, they will become good customers, if not talent, and will be more prone to use your services or recommend true talent to you.

What about the biggest pool of them all – the job boards. It takes some time, but amongst the millions of Candidate details on the hundreds of job boards in the UK, there resides most certainly a good quantity of talent. You just need to know how to find it. An advance working of Boolean search helps here, and then to remember that they might not know who you are, so a practised ability to win them over will help. Many of our clients source a good deal of true talent via this method (with our help).

And the best talent pool of the lot? The individuals who have applied specifically to work for you, who you have screened for talent potential, and that are sitting in a pool that you are nurturing until the next suitable job role comes along. Particularly in the current times, good applicants often, though far from always, exceed the number of current vacancies. But for many clients, those vacancies will come along again before too long. So keep the good candidates, who have already cleared the first hurdle of wanting to work for you, and the harder second hurdle of being of the correct calibre to be real talent for you, interested, excited and ready to go as soon as the next vacancy arises.

Focussing on the bottom end of the list of ‘talent pools’ will save you time – a much better ratio of potential applicants to job offers, and money – less need to spend on advertising if you have a ready-made pool of applicants waiting to hear from you, when you recruit.

What does a talent pool mean to you? How much talent is in yours?

- Will Shepherd, Director of PPS

Connect with Will on LinkedIn

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Organisations and the wider society

Friday, July 13th, 2012
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Organisations are having to put social value at the heart of what they do. For public sector organisations it is now a part of the procurement fundamentals and for private companies any brand is now expected to show how they also are giving back to society as well as making a profit.

Being seen to be involved in society and making a difference attracts people to work with an organisation and it has been a value that needs consideration. The vast majority of graduates score an organisation’s corporate responsibility as being very high on their list of must-haves when choosing organisation to work for. 86% of global consumers also believe that businesses need to place at least equal weight on society’s interests as on business’ interests.

The backlash from recent economic events has seen political leaders pushing for organisations to be more responsible.  CSR has also come a long way although it still tends to be seen separate rather than a synergistic part of what the organisation does.  Without the involvement of HR, CSR can be seen as PR.

Organisations and the wider society

Being involved with the wider community has benefits for both organisation leaders and society.

By being involved with working with communities an organisation’s leaders acquire value from understanding and making a difference and learning from others outside of their usual scope of knowledge.  Wider society benefits from the experience and passion of leaders really being involved, and people are engaged with a business in a proactive way.

Leaders often talk about wanting to get involved with helping a community, or setting up a project that helps others or doing more than just donate money to charities. The thing is it can be a bit daunting and it requires real leadership to get involved.

How are you going to do it?


Toby Buckle from HazelBranchAbout Author – Toby Buckle

Toby is a leadership development specialist who has a passion for helping people through coaching and training.

He founded Hazelbranch in 2007 and has worked with organisations as diverse as National Geographic, The 3663 Group, The Prison Service, The Muscular Dystophy Campaign as well as working with the leaders at PPS.

Toby also runs the social enterprise Leading The Change which delivers leadership skills that enable people to make change happen through community development. To find out more click here.

Toby donates his time to sit on interview panels for senior appointments at Great Ormond Street Hospital and advises Social Enterprises for the Business Community Partnership.

Follow Toby on Twitter

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Welcome to the PPS Corporate Blog!

Friday, June 22nd, 2012
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The PPS Corporate blog is about all things recruitment expertise. From best practice in applicant handling, to getting the most out of agency supply chains, we cover it.

Every week, we will be sharing the opinions and experiences in practice of our team alongside guest contributions from industry experts. If you are interested in voicing your views on anything recruitment related, we would love to have you get in touch with us.

We hope you like what you read and will engage with us with your comments – whether it be directly on the blog, LinkedIn or on Twitter.

Be sure to subscribe to the PPS Corporate blog and share, share, share using the buttons at the end of each post!

Once again, welcome to the PPS Corporate blog.

- The PPS Team

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Can recruitment tools be used for Volunteers?

Wednesday, November 23rd, 2011
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Volunteering is rewarding and socially beneficial. It’s rewarding for people who want to use their professional skills and knowledge to benefit others, to give back to an organisation that has positively impacted on their life, either directly or indirectly or make a difference to the lives of others less fortunate. Socially, it can also be a great way to meet new people, make new friends and get to know your local community.

However the wider sociological and economic impact of volunteering can’t be ignored.  With the highest youth unemployment in decades – volunteering is also a great way of gaining new skills, knowledge and experience, enhancing a CV and improving one’s employment prospects.

Volunteering can be rewarding and socially beneficial.

As an ageing UK population volunteering also offers opportunities for older people who are now working longer, who have valuable skills and experience.
It is also for many organisations an important route to other types of engagement with the organisation, such as part time or full time working.

Click here to read more of PPS’ Managing Director, Amanda Marques’ thoughts on recruiting volunteers

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Talent Pools – What are they?

Thursday, November 10th, 2011
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What are Talent Pools?

A talent pool is typically defined as a database consisting of profiles of candidates who are actively interested in your organisation. If companies have to fill a vacancy, they can draw on the talent pool and look for a means of profile-matching appropriate applicants and job opportunities.

 In the RPO world they are a great tool for helping clients to recruit more efficiently.

Talent pools are usually created when:

  • There is a surplus of candidates that meet the requirements of the role.
  • Candidates apply for a role where although they may not be suitable for that role, they would be an ideal candidate for another.
  • Candidates apply for a role where they are slightly out of the area or have a mismatched salary requirement.

The Benefits of Talent Pools

Click here to read about the benefits of talent pools

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The AWR is finally here…

Tuesday, October 11th, 2011
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Recruitment Agencies 2011 and beyond

The Agency Workers Regulations (AWR) were implemented in the UK on 1st October 2011, as a direct result of European legislation.

So, what effect does this have on temporary workers?

Temporary workers are now entitled to the same basic working and employment conditions as they would be, had they been recruited to the role directly by the organisation.

The AWR dictates that they can now accrue their service and receive equal benefits as a comparable permanent employee.

First day rights

  • First day rights – all temporary employees now have access to all information regarding any shared facilities and permanent vacancies within the company, this includes such things as restroom areas, canteens and restaurants, car parking, crèche facilities and prayer rooms.
  • Following 12 weeks of temporary employment, the employee is entitled to the same pay, working hours, holidays and training as that of a permanent worker in the same role.
  • Exclusions to the above are sick pay, paternity and maternity leave, redundancy pay, payment such as bonuses related to company performance and subsidised benefits such as gym membership and discount vouchers.
  • It does not matter whether you work full or part-time or if you work through different agencies, once you have worked for 12 calendar weeks you are entitled to the same benefits as a comparable permanent employee.
  • The qualifying period is only reset by having a break of 6 weeks or more, or by moving into a substantially different role for the same organisation.

Agency involvement

  • In the majority of instances, the agency is responsible for monitoring on behalf of temporary workers when they reach the qualifying period. As a temporary worker, if you have any questions around your benefits or your qualifying period, you should contact your agency for advice.
  • The new legislation does not imply that companies will now stop using temporary workers. There will always be a need for short-term cover to assist whilst permanent roles are recruited for or to cover staff absence.
  • The new legislation does not change the employment status of a temporary worker.

By Deborah Fowler, a recruiter at PPS

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Poll: What makes an employee a “good employee”?

Wednesday, September 21st, 2011
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Ask any one of us what makes a bad employee, and I am sure we could all rattle off a good list – and provide some real-life examples too! In fact, the notoriety of having a bad employee in their midst has got companies so frustrated that, articles like this one have taken to developing ‘tried and tested’ methods of avoiding them.

But for all this commotion, we seem to have forgotten about the good employee. The type of individual we, here at PPS, are constantly searching for. So what makes a good employee good?  What separates them from the bad - is it their thirst to help their company move forward or is it the willingness to go beyond the confines of their job description?

If this piece of research is anything to go by, the ideal employee has 5 characteristics - dependability, honesty and integrity, a positive proactive attitude, a willingness to work and the ability to use spare time productively.

But every employer is different. A particular feature that might be ideal for one employer may be a match made in hell for another.

So with that said, we are posing to you this question: what top 3 features make up YOUR perfect employee? What 3 features are a deal-sealer? And how close have you come to finding someone who meets those requirements?

Vote in our poll now! We want to hear your thoughts on employees – the good and the bad!


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Poll: Would you Google a candidate?

Monday, September 5th, 2011
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According to this article by the New York Times, 75% of recruiters are required by their companies to do online research of candidates. Given how easy it is to Google an individual, it seems silly to not take advantage of the plethora of information available. A quick search could help confirm sneaky suspicions about an extravagant CV claim or highlight achievements that they did not get round to mentioning, but that are worth knowing about.

That being said, how truly valuable is the information that crops in your results page? How do you know that the information you have found does not belong to another individual of the same name (particularly if the investigation occurs at the screening stage)? Or that all of your candidates have been searched for in the same thorough manner and so can be evaluated against each other on a consistent basis? Furthermore, how can you ensure that personal information is used in the most appropriate way? Shockingly, 70% of recruiters in the US report that they have rejected a candidate following the information they had found online!

We want to know your thoughts – vote on our poll below and tell us your thoughts! Is it appropriate to launch a random Google search on your candidates?


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Is the CV a true reflection of a candidate’s abilities?

Wednesday, August 31st, 2011
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There is no simple answer to this question. Long used as the factual guide to a candidate’s skills and experiences, the answer should be yes. However, in an increasingly candidate rich market, this is not always the case nor it is necessarily always enough to recruit on.

The CV should include all the characteristics, skills and experience to match to the requirements of the role – it should effectively act as a check list for both employers and potential employees. With the inclusion of work history and gradual career progression, the CV can offer a clear indication of a candidate’s career expectations. Listing educational achievements echoes an individual’s career choice. With such information, an employer can begin to form questions and ideas around the suitability of the candidate along with queries regarding career goals or gaps in work history – which can then be used at a later stage of the selection process.Talent pool end users

Given the pool of information a candidate can offer up about themselves, the CV truly is an opportunity to sell to a prospective employer. As we always say at PPS – this is your only chance to make a good first impression.

From an employer’s point of view, it is an excellent way of gaining an insight into a candidate’s ability – and ultimately deciding whether they fit the job description criteria.

However, we all know that candidate suitability is more than whether or not they tick the ‘hardworking’ box or the ‘reliable’ box. Often the cultural fit to an organization is more important or relevant than the credentials on a CV.

In volume recruitment, for example for the role of a Customer Service Advisor the skills set is apparent and experiences may be similar but employers need to find people who fit into their organizations. Here, testing and assessing a candidate’s motivation is more relevant than whether they have had any experience. Surely these are characteristics and traits that cannot be illustrated on two pieces of A4 paper? Is this a gap that the video CV can fill?

Click here to read more of Kate’s thoughts

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