Posts Tagged ‘recruitment brand’

Job Applications – What is a good response to candidates?

Tuesday, May 3rd, 2011
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The economic recession has of course had a major impact upon the area of employment. The number of people applying for jobs has increased dramatically, making the whole application process even more competitive than ever before.

Job Applications – What is a good response to candidates?

Due to the increased amount of applications employers are receiving, it appears many companies are struggling to review the applications and respond accordingly, with some companies not providing a response to job applications at all! Is this really fair or reasonable?

A study of 1,600 jobseekers conducted by SHL, discovered that the biggest issue for candidates was being ignored by employers following applications. Nearly half of respondents stated that not being told if they had been successful was their top concern, followed by 39 per cent stating they found a lack of feedback on applications frustrating. A further 36 per cent were concerned that companies did not even provide an acknowledgement for their applications.

How hard can it be to let an applicant know that you have received their CV? Read more here…

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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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What makes a good recruitment partner?

Tuesday, September 28th, 2010
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In today’s environment it is not enough to simply offer a “good” service to clients. The war for business is on, and that is part of the reason why here at PPS we are committed to providing an unrivalled service to our recruitment partners. This blog will detail what our idea of an outstanding recruitment partner looks like and how we implement this on a day to day basis.

  • Securing your brand – we ensure all candidates that apply to roles for any of our clients are acknowledged within 48 hours of receiving their applications. We also ensure that every single candidate has an outcome within 7 days. It is known that when candidates go through a poor recruitment process, it can have a detrimental effect on an organisation’s brand. In a recent survey conducted by SHL, 18% of candidates said that their recruitment experience had been so bad that it had stopped them doing business with the company as a result – a figure that rose to 28% for those aged 25 to 34.
  • Sophisticated assessment – matching skills on a CV and having a brief chat with an applicant is never enough, yet this is exactly the service that many clients pay recruitment agencies thousands of pounds for. At PPS we assess an applicant’s behaviours, competencies and cultural fit using our own, proven assessment process. The outcome is a very short-list of applicants who are all a close fit to our client requirements.
  • Retention – Recruitment is only part of the story. The PPS assessment process isn’t designed just to find the right fit for the interview process, or the first few weeks of the job. Our aim is to significantly reduce turnover at the organisations that we recruit for, by ensuring that the candidates that we recruit will add value for a long time to come.
  • Drive – at PPS we are enthusiastic about the roles we play as recruiters rather than salesmen. Unlike typical recruitment agencies, we are not targeted and we do not receive commission for placements. We are therefore extremely honest with our clients and only send over candidates who we genuinely feel would be an asset and perform well in the job in question. We hold a genuine interest in the success of our clients’ business and we enforce this by providing them with only the best candidates in the field.
  • Reliability and commitment – PPS value the business of our clients and to prove this we act as a reliable and committed recruitment partner. We have SLAs in place to ensure we get back to our clients within certain timeframes and we commit to being on call to our clients whenever they need us. We go out of our way to get the work done and if this means working extra hours, taking time out of our evening to speak to candidates then we are more than willing to do so.
  • Know the industry and specialisms, embrace the culture of the organisation and keep abreast of changes – to ensure we are acting as responsible representatives we embrace our clients’ business and do all we can to keep up with current changes in their industry and organisation. We like to spend time networking with other HR professionals and other people in the industry to find out about developments in our clients’ field, finding out about movements in similar companies and meeting with potential leads or candidates. During the initial stages of the partnership we endeavor to spend as much time with recruiting managers as possible and will visit their premises regularly throughout the partnership to ensure we keep abreast of any organisational changes.

Recruitment is a competitive world. At PPS we ensure that we maintain our competitive edge, so that in recruiting, you can keep yours.

By Kate Harris – Account Manager at Recruitment Process Outsourcer PPS

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