Managed Services is a concept that was implemented in temporary recruitment over 15 years ago, in the form of a Master Vendor model. A Master Vendor model meant that one single recruitment agency was the provider of all temporary members of staff. Since then, Managed Services has adapted to the changes in the market and … Continue reading What is a Neutral Vendor Managed Service?
It won’t be long before the new Apprenticeship Levy comes into effect in April 2017. For affected businesses, this is a great opportunity to tackle looming talent challenges such as skills shortages in key industries. The Government want to see 3,000,000 Apprenticeship starters by 2020. So, the big question – are you ready? If you feel … Continue reading How do I prepare myself for the Apprenticeship Levy?
There’s nothing like a new label to get everyone fired up about something. This month, the HR press is abuzz with talk of “Returnships”, or “Returning Professional Internships”, designed to act as a bridge back to senior roles for experienced professionals. This is a professionals opportunity to begin returning to work. The idea is that … Continue reading Returning to Work – “Returnships”
The term ‘outsourcing’ is to HR teams, as ‘Voldemort’ is to Harry Potter. However, there are many benefits of working with an Outsourced Recruitment Partner. There tends to be a lot of confusion around the intentions of an Outsourced Recruitment Partner – we don’t want your HR teams to be made redundant. In fact, one … Continue reading Benefits of working with an Outsourced Recruitment Partner
So, you’ve shortlisted your candidates, and the fortunate few have been invited to interview. The interview is the make-or-break point of your Recruitment process. The interview is where you differentiate the ‘walkers’ from the ‘talkers’. The best interview questions can help you to achieve the best recruitment outcomes. This is where a candidates’ CV comes … Continue reading The Best Interview Questions you should ask Candidates
Being an Introvert isn’t a disability, it isn’t a disorder – it’s just someone’s personality. They’re naturally a shy person. In a world where business is big, and voices are loud, does your recruitment process assess an Introvert on their ability? Or, do you write the Introvert off, just because they’re not as confident as a desirable candidate? Here’s … Continue reading How to Recruit: Inside the mind of an Introvert
There is an eclectic range of interview questions that you can ask your candidates – the question is: which shouldn’t you ask? Your interview questions should be specific to the role, and the value that the candidate can bring to the role. You should only ask them personal questions if the job role demands it … Continue reading Interview Questions – What not to ask your Candidate
It’s essential, with your Graduate Recruitment Campaign, to measure success – especially if you are to improve your outcomes, year-on-year. Measuring everything isn’t always as beneficial as you may think. If you are time-poor, and thin on resources – which metrics are likely to give you the most meaningful data? Offer Rejection Rate How many … Continue reading Measure Success – Your Graduate Recruitment Process
We’ve already provided you with information on; the benefits of recruiting Graduates; the cost of recruiting Graduates; the best ways of assessing Graduates, and; how long it will take you to assess each Graduate application. So, you may have put some serious consideration into whether or not you want a Graduate Recruitment Programme. The missing … Continue reading When is the Best Time to Start Hiring Graduates?
“4 out of 5 hiring managers would not go back to telephone interviewing having video interviewed candidates” David Dewey, Shortlister The above is one of the stand-out figures from a survey conducted by Shortlister – one of the UK’s leading video interviewing platforms. Video interviewing is becoming the adopted screening and assessment method … Continue reading How to Assess your Graduates