Blog

10 reasons recruitment is a problem - Part 1: Talent Pipelining

In the first of our series of ‘10 Reasons Recruitment Is a Problem’, whitepapers we’ll be exploring why it’s a problem for your business if you don’t have a good talent pipeline in place. We’ll also explain what will happen if you get talent pipelining right, and the benefits it can have for your organisation.

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What DO they look like!?

It’s safe to say that at one point or another in our lives, we’ve judged someone by their appearance before even speaking to them. We’ve already decided that they were possibly not a nice person, driven, capable, lazy or even worse.

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Falling Back in Love with RPO

Relationships can be complicated, there's no doubt about that. When you're passionate about something and it's close to your heart, you take a vested interest in it whether it's your nearest and dearest, your favourite football team...even your RPO provider. 

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Robots and our Children – Talent in the (not so far) future

The robots are coming, as sure as the seasons, and the jobs that were the bedrock of employment, social status and wealth will in many cases be taken by faster, better and cheaper pieces of technology. Jason discusses what that means for the employment market of the future?

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What is Future Proofing?

Look at any management magazine or discussion board at present and you’ll find the topic of Future Proofing front and centre. Everywhere you look we are being told that we need to ‘Future Proof’ our organisations, and that failure to do so will spell some various degree of doom for us and our cherished companies. But what is Future Proofing? Is it really so new, and if so how have we survived without it so far? Certainly the lack of clarity seems to be inspiring a sense of near paranoia in many. We’ve heard executives close to panic because their boards have demanded that they present a plan for Future Proofing the company, and the fact is they don’t know what it is, let alone where to begin.

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An interview with Quarsh Directors, Lucy and Jason on their RPO business

Jason Collings and Lucy James founded their company in 2010. Quarsh specialises in the design, implementation and operation of best practice recruitment for clients. Setting up the business and solving companies’ problems is what Quarsh loves to do - discovering the best recruitment processes for individual clients to achieve effective, worthwhile recruitment.

But how did the RPO duo get to this point?

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More than just a pool table: Know your audience when building your EVP

Employee Value Proposition, or EVP is invariably confused with employer brand, but there are key differences. True, both relate to the perception of an organisation, but they are not the same. Employer brand is how you are seen externally as a potential employer: your image and reputation. Whereas EVP is the value employees receive by working for you. One is perception, particularly external, the other is received value. Developed as a concept after the rise in employer branding, EVP typically falls under the HR remit, but it crosses all boundaries from Board level down.

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Why does employer branding matter?

In short, it is the image potential employees have of you. Every employer knows how important it is to understand what their customers, shareholders and employees think about them and marketing professionals are constantly trying to develop new techniques to attract customers, communicate with them and build their loyalty to the brand the consumers are buying into. Yet some companies are still leaving their employer brand to chance, believing employer branding is the bottom of a long list of other issues they need to deal with. So why, exactly, does employer branding matter?

 

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Employer branding: The ‘why’, ‘who’ and ‘how’ of being found by candidates

We all have places we genuinely want to work at, because of how we perceive them as a place to work. Big companies like Google don’t have to find talent, because people find them. The companies who need employer branding most, and who do it best, are the smaller ones who always seem to find the right people.

 

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Employer Branding and Social Media – or be brave and shout about how great you are!

“We’ve tried everything, but we still struggle to find enough good people to work for us.” Does this sound familiar? Talent attraction is about much more than offering more money, unlimited annual leave or free food Fridays. You can exhaust every agency, every method of direct sourcing and advertise everywhere, and still not find the right people. So what else can you do to find and appoint good people?

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Survey Results: The impact a UK Brexit would have on Talent Management strategy

We asked our network of senior HR professionals their thoughts on the impact a UK vote to leave the EU would have on talent management in their business.The results show that whilst it is thought the impact would be significant, discussions around how to handle a Brexit aren't a priority, due to a long transition period should we leave or confidence that we will vote to stay in the EU.

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How to...succeed at first interview stage

Interviews are really stressful. We all know that. You’ve an hour or so to impress the socks off the person you’re talking to, and at the same time you’re trying to find out whether they’re a business you want to join. Even though you know you can do this job, you’re probably worried about what you’re going to say, whether you’re going to come across as a bit of an idiot and how you’re going to manage not to talk utter rubbish at times. First interviews are not usually the most fun you can have, and to top it off you’re taking time off work.

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15 Do’s and Don’t's for… Telephone Interviews

A candidates guide of the best practices to ensure you get the best out of a telephone interview, and the definite things to avoid during the tricky recruitment screening stage.

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A Guide to Telephone Interviewing Done Well

It’s pretty hard to perform well in a telephone interview. Body language is a huge part of an interview, and with no visual cues from the other side of the table it’s hard to know what responses need to be clarified further. Lucy James writes a response to her earlier blog regarding how to have a successful telephone interview.

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When Telephone Interviews Go Wrong

Lucy James regales us with a story about an unsuccessful telephone interview, maybe there's something we can all learn from her experience.

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Working with Recruitment Agencies

Working with Recruitment Agencies, what you should expect and accept. Anyone who has ever worked with recruitment agencies is likely to have some horror stories, like estate agency it is an industry sadly notorious for its cowboys and sharks. So what should you expect when you engage a recruitment agency? What standards should you hold your suppliers to, and feel upset if they don’t meet?

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The top five ways to reduce the cost of recruitment

Since the release of our blog 'The True Cost of Recruitment' we have discovered that this has been a frequent talking point, not only with potential clients but with other members of the recruitment and HR communities online. Therefore, we decided to summarise in a 'Top 5' (its so 'on-trend'!), the Top Five Ways to Reduce the Cost in Recruitment. Read it, it could save you some money!

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Colours for interviews – What to wear and why

The colours one wears to a job interview communicate a great deal about the interviewee, and when the process is based around first impressions, what kind of impression you want to give to your prospective employer is of the utmost importance. Interviews don't just depend on your CV, references or even body language and the amount of times you smile. The interviewer is seeing you for what is probably the first time, and could hire or pass you over depending on the subconscious effect of the colour of your attire. So, what colours make a great first impression?

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Recruiting for Cultural Values in Small Businesses

A lot of time is spent by large organisations talking about the importance of their cultural identity, and of people joining fitting the cultural mould, but the truth is that the smaller the company the more important cultural issues become.

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How SME's Can Turn the Tables on Recruitment Costs

By quite a long way, the most common issue we are asked to tackle is the cost of recruitment. As 75% of SME recruitment is done through agencies, usually this translates to “we’re spending too much on agencies”, typically at the end of a financial period when recruitment stands out on the P&L as a relatively enormous spend. SMEs get a rough deal compared to their larger big-name competitors.

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Fishing in the Dark Pool – Baiting Out the Passive Job Seeker

Research shows that around 79% of the working population is not looking for a new role, but would respond to an approach if it were made in the right way. 10% are actively looking for a new role. Assuming that all of them see your advert and/or talk to your agent, this doesn’t give you great odds of success. 

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Is Your Internal Recruitment Process Up to the Job?

For SMEs looking to hire, establishing an internal recruitment policy may not seem like a priority. However, complications often arise when employees choose to put themselves forward for vacancies without an established process in place. We discuss why treating internal candidates in the same way as external candidates is the key to both a valuable internal process and an engaged culture.

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Turning Talent Threats into Opportunities

A recent report released by Quarsh suggests that a third of the work force is unstable, with 10% looking for a new opportunity at the moment and a further 20% planning to look within the next three months. This leaves companies in a predicament; do they rehire or reengage? Quarsh explores both options available to employers.

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Should You Consider An RPO? Part 2

Ashley Steinhausen presents the second of this blog mini series outlining what HR personnel and business owners should consider when deciding whether Recruitment Process Outsourcing is the right resourcing solution for them.

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Should You Consider an RPO? Part 1

Ashley Steinhausen, Director at a leading RPO and HRO remodelling and procurement consultancy, outlines what HR personnel and business owners should consider when deciding whether Recruitment Process Outsourcing is the right resourcing solution for them.

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Employer Brand: Build It and They Will Come

Recruitment Manager Gemma Pye discusses the important part employer branding plays in attracting candidates and reviews how organisations can develop and strengthen their employer branding efforts to help improve hiring performance.

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What LinkedIn Reference Search Tells Us About Modern Recruitment

LinkedIn hit the headlines this week after reportedly being sued for its 'reference search' feature, with four U.S. job seekers claiming it jeopardised their employment opportunities. Are the claims justified? And what does this feature tell us about the state of the recruitment industry? Natasha Evans discusses.

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6 Things To Consider Before Choosing Your RPO Partner

Our Director, Lucy James discusses the factors that should be considered when deciding which RPO provider can equip you with a suitable and, more importantly, successful business solution.

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Recruitment Process Outsourcing: The Big Lie

As the demand for outsourced recruitment support increases, so does supply, with new RPO providers and RPO-based solutions being established week on week. With this in mind, we review what truly defines RPO and what should be expected from the most comprehensive RPO arrangements.

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RPO - Have You Bought What You Think You've Bought?

Did you expect your RPO to be a transactional solution, simply turning the handle of recruitment? Or did you expect it to add value to the business areas surrounding the recruitment process? Lucy James looks at what defines RPO and why it might not be functioning as expected.

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Times They Are A-Changin’

Recruitment is one of the first business activities to stop when the economy starts to slow and one of the last to resume when the good times return. What happens in the period in between is fairly obvious - recruitment all but grinds to a halt.

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Banishing Resistance and Getting Recruitment Process Outsourcing Buy-in from Hiring Managers

Recruitment Process Outsourcing is a business service that must manage and nurture many relationships, but ensuring that internal teams buy into the solution is the responsibility of both the RPO and client. Alignment of goals and clear communication is the key to ensuing the relationship prospers. 

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The Power of a Digital, Social, Consistent Brand

Quarsh invited three industry leading consultants to present on their specialities at the first Candidate Communication Breakfast Forum last week. Matt Alder, Kat Fox and Andy Headworth discussed the power of mobile recruitment, employer branding and social media respectively, demonstrating how these ideas can be harnessed to improve talent acquisition efforts both individually and how they can come together to develop a solid recruitment marketing strategy. Here, we review the key messages that we took away from the day.

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Recruiting the Superheroes

How can you find, recruit and keep the superhero employees that every company wants? Is it even possible in todays recruitment climate??

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What Is the Point of RPO When I Can Hire An In-House Team?

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The Pick 'n' Mix Approach To Recruitment Process Outsourcing

If you’re a growing company, it may be tempting to think that Recruitment Process Outsourcing (or RPO) is not for you. Success stories tend to focus on large corporates or long established household names that have saved millions of pounds recruiting thousands of staff – their HR (or more often, procurement) departments basking in the commercial glory.

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Self-Help Material For Women In Business: Perpetuating An Angry Myth

I was reading a book over someone’s shoulder on the Tube this morning and caught a paragraph which incensed me. It concerned women in middle and senior management, talking about how “most” women at this level were operating from a position of low self-esteem; that they felt less valuable, less impactful and less capable than men and so in their own minds had to fight for their positions. The book went on to talk about assertiveness in an almost bullying way; that women had to stand up for their rights. I had images of a trembling-lipped junior editor squeaking mouse-like to her male boss: “I’m here too, you know! Listen to me! I’m important!” while he talked over her to her male colleagues.  

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The Rise of the Millennials: Part Two

In part-two of our millennial feature, we examine the employer attributes and qualities that are needed to attract the attention of Generation Y candidates and what it takes to keep them on board.

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Why the Best RPO's Are Invisible

Ask yourself the following questions; do you look for great people to join your business, or do great people look for you? Are the people within your business genuinely as engaged and productive as they could be, or have they mentally checked out of the building? According to research compiled by Rolepoint, companies with a defined employer brand dominate 60% of the labour market, with notably improved recruitment and retention rates. Can you consider yourself to be a part of that statistic?

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The Rise of the Millennials: Part One

As millennials make the slow but steady transition into the workplace, we examine the qualities and attributes of this emerging workforce in the first of this two-part Q & A style feature.

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Five Key Factors To Increase Engagement and Combat Attrition

Typically, people will spend around 40 hours a week at work, and aside from the hours that are spent at the desk, in the warehouse or liaising with customers, there is then the time spent preparing for and commuting to work – plus any additional hours spent working from home of an evening. Now imagine investing in and contributing towards a business that doesn’t seem to recognise your contributions or value your commitment as an employee.

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Recruitment Process Outsourcing in a Candidate-Driven Market

With the UK labour market predicted to continue to strengthen, the jobs market is shifting to a candidate driven environment. Recruitment Process Outsourcing can answer some of the many questions that arise when demand for talented people outweighs the supply.

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Graduates: Treating Them Mean Won't Keep Them Keen

The Through the eyes of a graduate survey sought to explore the experiences and opinions of those who have left university within the last five years, or are due to leave shortly, and used the feedback to identify four ‘major flaws’ in the recruitment process.

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Is Social Media Revolutionising Recruitment?

There’s no denying it; the digital evolution is well and truly underway. And now research released by the world’s leading oil and gas job board Oilandgaspeople.com has further signalled that social media networks are in the midst of transforming the recruitment process.  

The survey indicates that a significant number of recruiters and hiring managers are now using social media networks such as LinkedIn and Facebook to determine whether they want to proceed withs or reject prospective candidates as common practice.

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SMEs and Recruitment Process Outsourcing: Is RPO only for big business?

I have noticed a widespread belief that Recruitment Process Outsourcing is only for big business. People aren’t thinking and talking about the benefits that it can deliver to SMEs, especially SMEs that are growing rapidly. Frankly, this is a very one dimensional view of what RPO can do for a company. In fact, smaller businesses are often better placed to benefit from RPO services than the large multinationals.

The perception seems to be that RPO is just a ‘big machine’, a large scale beast that thrives solely on economies of scale and is wholly concerned with driving down costs. Now, these are typical characteristics of many examples of RPO that can be found in the wild, but that doesn’t mean that this is all that RPO is or can (should) be.

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The True Cost of Recruitment

How much does recruitment cost? Most HR and recruitment professionals will talk to you about agency fees, advertising costs and the salaries of in-house recruiters, but is that it? Most companies underestimate the cost of recruitment by 90-95% not least when they are looking to cut costs, this often leads to terrible decisions that not only fail to reduce costs, they can even drive them up. So what are these costs, and more importantly, what can you do about them?

 

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9 Ways to Improve Your In-House Recruitment Process

With a new year comes a new wave of employment openings and initiatives, ensure the procedures and components of your in-house recruitment team are up to scratch with this guide which covers some of the major points that you can address.

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