Dave Beesley, an Account Manager within our social care and housing division, looks at some frequently asked questions answered by PPS.
At PPS we get asked a lot of questions on a daily basis. Finding a solution is right up our street. It’s the passion for what we do and the enthusiasm to help our clients which means we love being asked questions.
So the first(ish) question. What’s the aim of my blog entry? Well hopefully I’ll answer some of your recruitment based questions. Maybe you’re a client already utilising PPS’ expertise, or maybe you have recently struggled to recruit without an RPO provider. Maybe you’re a little bit curious and want to find out what us recruiters get up to on a daily basis. Whoever you may be, I hope some of these Q&A’s are of use to you.
1. What makes PPS different to an agency?
We love this question, and we get asked it a lot – probably because we are so different to the traditional recruitment
PPS are not a Recruitment Agency
agency. PPS recruitment process outsourcing acts as an extension toyour HR function, branded as your organisation. We don’t register candidates, and we don’t share candidates between clients. Your candidates are attracted to you as a brand, and we respect that.
We don’t charge you a set fee for a placement, but instead transactionally based on the work we do. Long gone are the days of expensive fees based on a %age of the salary. We believe that the work we do should be consistently flawless and consistently affordable, whether we’re recruiting for a Sales Assistant or a Sales Director.
Every candidate is taken through a seamless and professional process, and is communicated with regularly. And the result? Candidates who genuinely feel valued. And we know this because we ask them for feedback.
2. How do you ensure my organisation’s brand is positively represented?
With the right recruitment partner, outsourcing won’t be a daunting prospect. Not only do PPS strive to uphold your brand and reputation, we aim to enhance it.
Exceptional customer service and ongoing communication are key elements of this process. Our expert recruiters are trained and well-equipped to ensure candidates are provided with outstanding recruitment experiences. From advice on how to prepare for an interview to good luck texts on the day of their visit, we ensure candidates are supported from the second that they apply to the end of their recruitment journey.
We live and breathe your values and mirror your culture. We attend your inductions and training, and we make sure we know you inside out. We make sure candidates hear back from us whether they are successful or not.
3. What information do you need from me in order to fill my vacancy?
What information do PPS need to fill a vacancy?
The job description and person specification have long been in existence. Don’t get me wrong – they do their job, and I
wouldn’t recruit without them. They do however in my opinion, fail to provide an all-rounded account of the role itself. They often become long-winded documents of jargon that are difficult to make sense of.
We recognise that recruitment is a small part of your job (that’s our job after all). PPS encourage recruiting managers to spend a small amount of time at the start of a campaign to explain what they are and aren’t looking for. We don’t need hours with you. A 15 – 20 minute conversation to discuss the role itself, the department where the successor will be working within, and the challenges they’ll face in role, allows us to do the best for you. Ultimately it delivers a perfect candidate.
By speaking to us about your requirement, you’re more likely to recruit a real star. You will avoid placing the wrong person and having to recruit all over again. So please – tell your recruiter exactly what it is you do (and don’t) need!
4. Can you find me a temporary member of staff for today?
PPS don’t register candidates but that doesn’t mean we can’t find you a quality temporary worker. We can – and fast too. Our managed services division makes use of the best agencies out there.
Let us manage your PSL (preferred supplier list), and we make sure you’re sent quality temps, on the same day if needed. You’ll be comforted in knowing that all agencies are signed up to the same agreement and fees. Right to work documents and references are checked and are on file with the agency.
A neutral vendor agreement gives the agencies an equal chance of placement. No agency takes precedence. For you, this means that every agency is motivated to provide you with the best candidates. Worried about recent legislation changes? PPS carefully manage the assignment length which means you’ll know when your temp is affected by AWR (agency worker regulations).
5. Should I advertise, and what can I do to attract the right candidates?
Attract the right candidates
Advertising is brilliant at getting your brand and presence out there. These days, you don’t need to spend a fortune on
outdated advertising means such as press adverts. Instead, ask your recruiter about online advertising with reputable job boards. Team this with direct sourcing methods which capture passive job seekers, and you’ll be on to a winner.
PPS guide you in the right direction on advertising and attraction. We know where best to invest in the range of options available. And it doesn’t have to cost you the earth.
Social media is an absolute must when recruiting. In most cases these prevalent networks are a free tool to get your vacancies in front of the masses. It will assist you in building your presence as a reputable employer.
When using Facebook and Twitter, it’s important to interact with your followers. Don’t fall into the trap of over-tweeting and over-posting status updates about latest vacancies. Proudly boast about company news and updates. Shout about your team’s personality and uniqueness. Fail to do this, and you’ll witness dwindling follower numbers, and ‘likes’ will be retracted.
Written by Dave Beesley, Account Manager at PPS Works
Watch this space for the next five FAQ’s of recruitment – soon to be published!