Business in the UK face many challenges as the economy tightens but recruiting the right staff is one hassle that can be solved by working with good external recruitment consultants.
The search for suitable, motivated staff is one of the greatest challenges a business faces as this can change the dynamics of how the business performs.
Employee referral schemes
Many companies are now finding Employee Referral Schemes can successfully work and currently 38% of UK employers used employee referral schemes as a way of finding staff. Prospective candidates will generally tell their friends when they are thinking of a change. They could be friends of the staff members. Therefore, the staff members should know about the vacancies and be encouraged for referrals. They should be offered with good incentives for the same. If staff members are happily working with the organization, and are getting paid for introducing their friends, they would be eager to suggest the good candidates for recruitment.
Candidates who are familiar with the job market scene will be aware that not all recruitment agencies are equal. The intense competition that exists within the job market in general suggests that there are a large number of recruitment firms and many of them provide sub-standard services. This means that there are a limited amount of recruitment agencies which have what it takes to provide candidates with the recruitment solutions and results which they desire
Head Hunters
Finding the people you need to run your business is not an easy task and his is why many more businesses are turning to specialist recruitment companies to find the right staff.
Another challenge that businesses face are head hunters. Because in many industries there is such a skills shortage head hunters are recruited to find suitable staff in existing work from competitors companies. Head Hunter then matches these with available jobs.
The recruitment staff will then search their database of applications to identify suitable candidates for the position. Left uncontrolled, this can lead to successful companies bleeding staff and finding it difficult to deliver projects. As any manager or Director knows, finding the right staff for your business is essential.
The Internet
The internet is being used by more and more people for almost anything imaginable. Whereas some individuals use the internet for play and games, many are finding it very useful for work-related things. One site that is being used by many individuals and businesses is online recruitment. Example after example can be given showing how effective this is for helping someone find suitable employment.
There are many online recruitment companies on the web. Each of them offers you some unique feature to entice you into purchasing a membership and using their site. Often, there are review sites where you can do reviews on the online recruitment sites to see which one is used more and which one is rated higher. As with anything you purchase, it is always a smart idea to not sign up for the first thing you see. Some of them will show you an online recruitment example of what they can do to help you find employment or employee if you are a business that is seeking workers.
Summary
Whatever your decision about finding the right staff for your business you decide one thing you can be assured is that all business in most sectors are facing the same problem. Once you have recruited the staff then keeping them happy and retaining their services is for another time!
<a href="http://www.Fortiespeople.com/">Temporary and Permanent staff in London</a>
Showing posts with label careers. Show all posts
Showing posts with label careers. Show all posts
Tuesday, February 14, 2012
Thursday, October 27, 2011
Business can save money by selecting the right job consultancy
Which agency to choose?
There is generally little benefit in working with more than one agency. In fact it can be detrimental as relationships are built on trust.
Also it makes it a lot more difficult to manage the process and keep up to date with where your candidates are coming from, which agency is dealing with which company, different people calling you about different roles etc.
It's far preferable to find an agency who can therefore manage the whole process in a more efficient way for you.
The first thing to do is ask around for personal recommendations. Clearly you can't openly ask your accountant or business consultant whom they would recommend but there may be other actuarial friends or discreet colleagues who could give some feedback on agencies they have used.
Some agencies employ actuaries as recruitment consultants. This adds extra value to the process in that the actuary has the technical background to fully understand your business needs, and particularly what your transferable skills are if you are looking to go in a slightly different direction. In dealing with professional people you can be confident of a quality and confidential service.
A key consideration is to not be swayed in your choice of agency by a sales led consultant as this can often mean the sale is more important than building a long relationship with the business.
Using instinct
After you have been passed lots in cv's and the interviews begin then it is a case of using your experience and instinct in selecting the right candidate for the position.
As the squeeze is being felt by business due to the current economic climate they are relying on specialist service sectors like recruitment agencies to deliver high quality staff for their business needs.
If in doubt about a candidate's ability to undertake work, why not ask them to run through a case or file with you during second interview? If they are a conveyancing solicitor, ask them to run through the procedure they would take on a file or if they are a graphic designer then ask to see some of their work.
Having a test or assessment is perfectly acceptable as this tests the candidate and allows you to make a balanced judgement on their ability.
After you have made a decision on the right candidate then ensure a written offer is made to confirm your intent and then insist a written reply of acceptance and this can save a lot of wasted time.
There is generally little benefit in working with more than one agency. In fact it can be detrimental as relationships are built on trust.
Also it makes it a lot more difficult to manage the process and keep up to date with where your candidates are coming from, which agency is dealing with which company, different people calling you about different roles etc.
It's far preferable to find an agency who can therefore manage the whole process in a more efficient way for you.
The first thing to do is ask around for personal recommendations. Clearly you can't openly ask your accountant or business consultant whom they would recommend but there may be other actuarial friends or discreet colleagues who could give some feedback on agencies they have used.
Some agencies employ actuaries as recruitment consultants. This adds extra value to the process in that the actuary has the technical background to fully understand your business needs, and particularly what your transferable skills are if you are looking to go in a slightly different direction. In dealing with professional people you can be confident of a quality and confidential service.
A key consideration is to not be swayed in your choice of agency by a sales led consultant as this can often mean the sale is more important than building a long relationship with the business.
Using instinct
After you have been passed lots in cv's and the interviews begin then it is a case of using your experience and instinct in selecting the right candidate for the position.
As the squeeze is being felt by business due to the current economic climate they are relying on specialist service sectors like recruitment agencies to deliver high quality staff for their business needs.
If in doubt about a candidate's ability to undertake work, why not ask them to run through a case or file with you during second interview? If they are a conveyancing solicitor, ask them to run through the procedure they would take on a file or if they are a graphic designer then ask to see some of their work.
Having a test or assessment is perfectly acceptable as this tests the candidate and allows you to make a balanced judgement on their ability.
After you have made a decision on the right candidate then ensure a written offer is made to confirm your intent and then insist a written reply of acceptance and this can save a lot of wasted time.
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