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Combining Temporary and Permanent Recruitment

Combining Temporary and Permanent Recruitment together under one roof

Most RSLs and Not For Profit organisations deal with temporary recruitment needs and permanent hiring separately; with different processes, stakeholders and candidate experiences taking place. Should they instead consider combining temporary and permanent recruitment within on management structure, operational process and technology application?

In today’s challenging operating environment – is this really the best way forward?  In this blog we explore the benefits of bringing temporary and permanent recruitment together under one service; overseen by HR. 

The management of temporary agency supply contracts has often been the domain of procurement, with their key function focused on making sure that costs are kept to a minimum.

Not for Profits and RSLs often need temps fast (often to cover shifts), and they need to spend as little money as possible given the current economic environment they are operating in.

HR oversees permanent recruitment; managing the many challenges that volume front-line requirements create, and sometimes using a PSL.

The benefits of combining temporary and permanent recruitment

Let’s look at some of the reasons you may benefit from combining temporary and permanent recruitment:

All recruitment starts with a requirement from your internal Hiring Managers, who often have to juggle both temporary and permanent recruitment processes.  So much the better for them, their time and your organisational ROI to have one key recruitment partner who can help navigate the best outcomes, regardless if it is a temporary or permanent recruitment need.

A joined up recruitment service with visibility of all component parts makes it easier to develop recruitment strategy that is fit for purpose.  Once established, this becomes easier to communicate through one universal “recruitment” communication; reducing mixed messages and confusion.

A combined temporary and permanent recruitment service can be run through one piece of software, making compliance much easier!

Having temporary and permanent recruitment in one system also drives efficiencies, such as prioritising permanent recruitment over temporary hiring.  Single systems can then generate combined data and management information to give an accurate picture of recruitment spend and an overview of how well you’re meeting objectives.  The best way to reduce spend is to stop using so many temps, so understanding where they are and why they are being used then is critical.

Temporary and permanent recruitment reports

Recruitment report

One set of management information also makes it easier to benchmark important measures such as % of temporary spend per home or service against the permanent spend.

 

Latest trends

Having a fractured focus, with a financial oversight on temporary recruitment and an HR oversight on permanent recruitment can sometimes be a symptom of either a lack of internal capacity or lack of experience in driving a combined service.  In this instance outsourcing may be a consideration.

The current market has seen more demand in this area recently with several tenders being released for a combined (Temporary and Permanent) recruitment partner who can deliver a MSP and permanent recruitment model.

Cohesion evidence suggests that the best results in terms of quality, efficiency and ROI are now being delivered by these combined models, overseen by HR.

Writing Good Job Adverts – Your Guide

Writing Good Job Adverts to attract talent

Writing good job adverts is an integral part the recruitment process

Writing good job adverts can contribute to the success of your company, by attracting talented employees. With that being said – are you writing good job adverts?

Attracting the right applicants is a fundamental part of the recruitment process. Because of this, writing good job adverts is a skill in itself.


You may not have the luxury of hiring a great copywriter – so, we’ve listed our top tips for writing the best job adverts:

1. Find the right audience

It’s one thing to write a good job advert – but another to make sure that it’s reaching the right candidates. Try and put yourself in their shoes. This will allow you to determine the best place to reach them.

Creating an ideal candidate persona may seem far-fetched. However, doing so helps to better position your job posting to give you the best chance at reaching the right talent.

2. The Human Factor

A successful job advert is not one which receives the most applications – it’s the one which attracts the right type of candidate for the role.

Consider this: how would you describe the role to a friend? Let the candidate know what’s in it for them! Boring language and basic formats are the biggest no-no’s when it comes to adverts – use your personality to make it shine.

Adapting your tone or style of writing can make a huge difference in encouraging your candidates to apply. Therefore, you should check out what other adverts are saying – as a means of comparison.

3. “This fits just right,” said Goldilocks

Not too long, not too short. The length of your job advert should sit in the ‘Goldilocks Zone’, as well as helping them decide if they fit the role.

Reading over 1,000 words is more than enough to deter a candidate. Break up the content – use bullet points and short, punchy paragraphs to get straight to the point. Maybe even include a short video, so it’s not all text?

4. Paint a picture of what success looks like!

Tell the candidate what they can expect to achieve within the first 6 months. What skills will they pick up? What will they be able to do that they couldn’t do before? Candidates will want to know how the job is going to help them progress – in both a personal, and a professional capacity.

As well as highlighting the things that they will learn – give them a taste of the challenges they might face. You’d like to think they’ll know that the job won’t be easy. But, outlining some of the main things that they will have to deal with will help put this into perspective.

Painting a picture of what success looks like gives potential applicants the opportunity to understand whether or not the role is for them. Align their objectives with what they can achieve by working for you. This helps them to re-evaluate if they really want to join your business for the right reasons. Furthermore, it helps to filter out unsuitable candidates before you even begin the recruitment process.

5. Encourage your readers to apply

Good job adverts help a reader to determine if they would like to apply. Drive interested job seekers to the application process by providing clear instructions, links and a call to action.


A job ad is your opportunity to leave a lasting impression of your company. Hone in on why joining your company is in the candidates’ best interests. Taking our top tips into account will get you well on the way to writing good job adverts – helping you to start attracting great, new talent today.

7 Steps to the best Recruitment Campaign ever

Contextualised Recruitment – Good or Bad?

Contextualised Recruitment

What is contextualised recruitment?

Contextualised Recruitment is essentially the practice of equality in the recruitment process. Equal assessment is the theme if most recruitment processes anyway. However, the equality can always be questioned when it comes to deciding who to progress through these processes. Are they progressed through their actual talent or simply their credentials?

Contextualised Recruitment is the focus on the talent and potential of any applicant or candidate – their tangible skills outweigh their background. Think of it this way; if you received applications from two candidates, one with a first class degree and the other with a second class degree – who would you seek to hire?


Download our e-book for more tips on running a great recruitment campaign


How does contextualised recruitment work?

The implementation of Contextualised Recruitment seeks to stem away from the generalisations that the candidate with the better degree is the better choice.

Employers will tend to make an offer to the candidate with the first class degree, purely because of their background. Furthermore, this looks to delve deeper into the candidates’ actual abilities and their achievable potential.

    • Increased talent pool. Increasing the number of applicants, with a more accurate screening process, leans towards the assumption that at least one of them will have exactly what you want.

 

    • Wider skills base. This links hand-in-hand with the increased talent pool; no candidate is the same as the next, meaning there will be a greater variety of skills at your disposal.

 

    • Builds public profile. You begin to get noticed more by a wider group of people; there is not one type of person that will apply – you are seen to be making offers to different people with different skills.

contextualised recruitment

What are the downsides of Contextualised Recruitment?

Where there are positives, there are also negatives – Contextual Recruitment is no exception. Like most things, following the guidelines too strictly creates its own issues.

    • Following CR too strictly can lean back towards a sense of inequality in your recruitment process. It’s easy to fall back into the routine of hiring the same person every time.
      Taking the easy option of avoiding the repetitive, tedious work that comes with sifting through copious amounts of applications may seem the best thing to do, because it provides you with more time to focus on other things.
      The idea behind Contextualised Recruitment isn’t to say that Candidate B is always going to be the better option. The idea is simply in place to ensure that you can pick the most suitable candidate for the best reasons.
      The fear of not receiving fair assessment is enough to discourage candidates from applying.

 

  • Whilst CR can increase the talent pool, it can also create an adverse effect if followed too strictly. My advice? Create a screening process that is the result of a number of different recruitment theories and ideas. This will help you find the one most suited to the needs of your business.
The appropriateness of Contextualised Recruitment is in the eye of the beholder. Will you look to incorporate it into your future recruitment plans?

Are you thinking about running a recruitment campaign?  Click here to find out how Cohesion can help you. 

 

6 Steps to Reduce Agency Spend

Clients often approach our temporary managed service specialists with the question “how can I reduce agency spend?”

Depending on the size of your business this is no mean feat, you need to adopt a strategic approach and get everyone on board. It may seem like an unmanageable task, but I assure you, it isn’t. There are many ways you can reduce agency spend – all you have to do is look.

Here are 6 steps on how to reduce agency spend:

1. Visibility is key 

Getting to the root of the problem is where you need to start. A data discovery exercise is a great way of doing this. Gather internal data and talk to your employees and your suppliers. By surveying all of your stakeholders you’ll gain visibility over what commission and pay rates are in place across the organisation. Chances are that they’re very varied.

2. Set commission rates 

Have set commission rates that you will use across the organisation. This will not only save money on agency spend, it will increase visibility.

3. Standardise pay rates 

Many organisations do not do this and it’s a simple step to take when it comes to reducing agency spend. Why should one administrator be on £8ph and another be on £12ph for doing the same job? Clear rates must be set! A benchmarking exercise will allow you to know what the market rates are for a particular worker, set the rate and don’t budge!

4. Be ready to negotiate

You and your staff will need to negotiate new rates with suppliers. Ensure that whoever is dealing with agencies has the ability to challenge and ensure that agreed commission and pay rates are stuck to. This is extremely important.

negotiate

Strong negotiation skills are imperative when dealing with agencies


5. Only use temps when it’s essential

One person has called in sick, they are likely to be off for 2-3 days, do you really need to call in a temporary worker? Is there someone else on the team who can help out? Instill a culture whereby your employees are really questioning whether or not that they need to spend money on getting someone else in.  

6. Consolidated invoices

If you’re working a Managed Service Provider (MSP) you should be able to request one consolidated invoice- this will save you time and cost on processing a number of invoices at any one time.

Taking these steps will help you to reduce agency spend. We often carry out data discovery exercises for clients whether they would like to outsource their recruitment to us or not.

We offer to carry out data discovery exercises, producing powerful data and making recommendations so that HR teams can come up with a DIY solution. However, those who have outsourced their recruitment to us (permanent or temporary) have saved money on agency spend.

We saved St Mungo’s £830k in the first two years of the contract, halved Midway Care’s agency use in the first six months of our partnership and the savings we made for Metropolitan Housing equated to over £3M within the first 5 years of working with them.

To find out more about getting the most out of your temporary workers and how Cohesion can assist you with this, call Lee Burman now on 0121 713 6956

Or download our Temporary Managed Services ebook.

 

 

How to motivate temporary workers- 6 tips

Getting the most of your temporary workforce by keeping them motivated

They are a specialist, flexible part of your team and can save you time by acting as extra resource. Employers who get temporary recruitment right can enjoy the many benefits that temporary workers have to offer.

But how do you motivate them? Read on for our six tips on how to motivate temporary workers.

1. You want enthusiasm and energy
Skills are hugely important, but don’t forget to put a focus on culture. Does the candidate have the right attitude? Will they fit in with the team? These steps don’t mean you’re outright motivating the employee in question, but you’re setting yourself up for a much easier ride by getting the hire right.

2. Get them on-board
Whether hiring temporary or permanent employees, a good recruitment process should involve on-boarding. Plan ahead- create the right workspace and ensure your new employee feels welcome. When it comes to on-boarding, it’s the little things that can make a big difference- find out what they like and leave a new-starter pack on their desk full of goodies.

ready desk

Prepare the desk of your temporary worker- it’s a small task, but it will make a big difference

3. Ensure they’re involved
Buddy up your temporary workers with full-time, permanent staff. Make sure this is someone who’s an efficient trainer and can monitor performance but doesn’t mind popping out for a drink and helping them to integrate in to the team and build relationships.

4. Offer support
Try and match tasks with skills sets- give each worker guidance and be ready to answer questions. Being supportive and willing to help will ensure that your employees are engaged which will results in maximum productivity and satisfaction.

5. Give them the opportunity to learn
Many temporary workers want to learn, offering them the opportunity to pick up new knowledge and skills will help them in the long run and is a strong motivator for coming to work.

6. Say thank you
Yep, it’s pretty simple. Let them know they’re appreciated and don’t let being busy get in the way of that. Maximum appreciation equals maximum output.

Well, there we have it, our 6 top tips on how to motivate temporary employees.

Cohesion specialise in temporary recruitment and work with clients to improve their processes and ensure their workers are engaged.

We can help to improve the quality of temps who transfer on to permanent contract whilst ensuring your PSL is competitive. Read some of our case studies here.

To find out more about getting the most out of your temporary workers and how Cohesion can assist you with this, call Adam Baldry now on 0121 713 6956
Written by Hannah Ratcliff, Marketing Executive

han

Our recruiters aren’t only experts in our field, they’re experts in yours too.

Understanding our clients, their vision and their workforce allows us to recruit great people who stay longer. Consulting with hiring managers isn’t always enough- we believe that onsite visits give a better indicator of what and, most importantly, who, will be the best fit for the role.

At Cohesion we aren’t afraid to get our hands dirty and are no strangers to suiting up to work alongside our clients. Most recently two of our specialist recruiters visited CBS, Affinity Sutton’s repairs partner, and here’s what they had to say:

“Working onsite is always an exciting opportunity, it’s great to get better acquainted with hiring managers whilst gaining a better understanding of the workforce and what employees do day to day.

These visits give you a real feel for the work our clients do and the roles we work on. We even met a candidate who we’d placed 3 weeks prior to our visit. She was getting on really well in her new role and that’s always a rewarding experience- it’s great to know that we’ve made a difference to the candidate as well as the client.

In the morning we worked with the scheduling team and became more familiar with their systems and processes. By being shown how the department is operated we gained a real understanding of the type of people who work there and the sort of calibre required to fulfill the needs of the job.

Getting involved was great, it added a new dimension to the recruitment process; giving it a human element that really brings the job description to life.

The part of the day we both enjoyed most was getting suited and booted in safety gear and CBS uniform to spend the afternoon with the Multi-Skilled Operatives. This really allowed us to see the great work Affinity Sutton does for its tenants.

We attended local repairs which ranged from re-sealing windows to re-fitting doors. Working alongside the operatives meant that we had time to ask questions and find out what it’s really like to work within those types of role. Often we work with members of HR and Hiring Managers, so getting feedback from people on the job is invaluable.

They told us their daily challenges and the type of individual who they thought would be suitable in similar roles and what kind of background would be beneficial. Not only has this given us a better understanding of what they do, it’s given us an even clearer idea of what to look for when recruiting for these types of roles.

We both had an enjoyable and insightful day that highlighted the importance of partnership working and understanding the clients we work with.

Client collaboration is key, it helps us to build new relationships and strengthen current ones. Our visit gave us a great understanding of the vision that CBS has for the future and how we can be part of that vision.”

Take a look at our Affinity Sutton Case Study on how we have restored their faith in temporary recruitment.

Written by Kully Bhirth and Matt McHale, Specialist Recruiters