Business and the staffing challenge

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!
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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.

Consultancies return to MBA hiring

Consulting remains a popular career choice for MBA students and there is no shortage of work for them as demand for business school graduates continues to grow. These days a top MBA is almost a prerequisite in order to reach senior or even mid-management levels at many of the major consulting firms. The leading strategy consultancies in particular have redoubled their recruiting efforts: McKinsey hired over five hundred MBAs in 2005 and this figure was set to rise in 2006; Booz Allen Hamilton, BCG, Bain and IBM Consulting all hired over one hundred MBAs in 2005 and were expecting increases again in 2006. By comparison, the larger banks have been hiring as few as two hundred MBAs a year and the numbers relating to the technology and industry sectors are significantly lower again. According to the 2005 TopMBA.com Recruitment and Salary Survey, demand for MBAs in the consultancy sector rose by a colossal 35% in just twelve months (June 2004-5), and it’s a trend that looks set to continue. The dip in economy and the consulting market at the start of the decade meant that many consultants used the time to study for an MBA; now that the market is on the rise again, consultancies are looking to these MBA graduates with prior consulting experience to meet their needs. More MBAs hired from non-consulting backgrounds. There are also an increasing number of MBA graduates who are being hired from a non-consulting background. Cambridge University’s Judge Business School, for example, reports that in 2005 only 13% of those entering a consulting career post-MBA had previous experience in the field. Similarly, at INSEAD Business School in France the number of graduates being hired into consulting from different backgrounds, such as industry, rose from 36% to 47% in one year (2003-4). What is behind the change? Consultancies are recognising the diversity and wealth of experience and expertise that candidates from a non-consulting background can bring, particularly as the average age and work history of MBA students rises. There is an increasing need for consultants with specialist skills and knowledge and these attributes can often be acquired outside the consulting profession. Strong UK market attracts more MBAs than anywhere else in Europe. Demand for MBA graduates is particularly strong in the UK. The healthy economy and policy to attract highly skilled migrants make it the most popular destination for European MBA graduates. Overall the UK drew 23% of INSEAD students in 2005 and of those choosing to remain within western Europe, it attracted an enormous 37% (the next most popular destination being France with 18% and Germany with 8%). Consulting remains a highly lucrative option for MBA graduates. According to the 2005 annual report from the London Business School, earnings for consulting jobs outweighed those in both finance and industry, averaging at £65,000 per annum before bonuses. This compares with an average figure of £58,000 for those who found jobs in the finance sector and £55,000 for those in industry. Employees also received an average annual bonus of £25,000 and a sign-on bonus in the region of £10,500. Companies are also attempting to lure in the brightest graduates by offering a range of perks, from company cars to all-expenses-paid days out. Lifestlye and choice are stronger motivations than salary. Interestingly, though, the reason that are given by the majority of MBA graduates for making consulting their preferred career choice is not high salaries. According to the students, the real motivation for making the move into consulting is the career and lifestyle options it can bring – the opportunity to find a stimulating and varied role with the chance to progress in different directions.

Background Checks - How They Can Help Your Business

If you are running a business, you probably know that the people that you hire can either make or break your business. This is why it is so important to make sure that you hire only the best employees to work for you. However, it is easy to accidentally hire an employee that is a "bad apple" and you'll definitely end up paying for your mistake. If you want to make sure that you hire only the best employees, then it's time to start running background checks on employees before you hire.

There are many employers today who are turning to employee screening to make sure they get the best employees possible. If you're not sure that background checks are the right choice for your business, here are a few of the main benefits that may change your mind.

Benefit #1 - Lower Turnover - One of the main benefits of using background screening on your potential employees is that it can actually lead to lower turnover. It can be quite expensive for your company to have a high turnover of employees. However, screening before you hire can help you avoid this.

Benefit #2 - Better Attendance - Attendance is important to your company as well. Your company cannot function well when employees are constantly absent from work. Employee screening can help you week out people that have a bad attendance history at work.


Benefit #3 - Reduce Incidents of Theft - You'll also find that background checks can help you reduce incidents of theft at your company as well. They allow you to take a close look at the criminal record of potential employees to decide whether or not they are trustworthy or not.

Benefit #4 - Experience Productivity - Another great benefit of using background screening before you hire is that your company will experience better productivity when you do this. You won't end up with people who slack off on the job or who don't want to be there. You'll have quality employees who really make your company better.

Benefit #5 - Find Qualified Employees - Having qualified employees is very important if you want a profitable business. So, take a look at their background checks to see how they have performed in the past and if they really do have the qualifications that they say they do.

Benefit #6 - Make Sure the Person is Who They Claim to Be - Last of all, employee screenings allow you to make sure that the person you are considering for hire is really who they are claiming to be. This makes sure that you are protected and that you really know who you are hiring.

Affordable Online Degrees

Accredited online degree costs arms and legs - that's the general notion of many people who think of acquiring the much talked about online degrees. But the reality is a bit different. It is definitely possible to get an affordable package of the same. Browse the internet, and you will come across a bunch of online degree programs that really costs you low.

A person with high ambitions of achieving a better career always have the option of going for the online college degrees that come in an attractive yet affordable package. This degree can help you make better money, and possibly get that promotion that you have long sought after. One great thing about working towards an on-line degree is that you can work on it anytime you want. By focusing towards your degree, you could complete it in as little as two years depending on how many courses you need.

A recent survey revealed that very often a number of working adults carry out extensive research work on an affordable college degree online. Now the question is what actually motivates that kind of a search? May be enhancement of knowledge related to a specific subject or the hope of reaping some additional benefits of these online courses or just to get that long sought promotion. Whatever may be the reasons there are a number of benefits of these Affordable Online Degrees listed as follows:

1. In case of working adults, the degree can be easily pursued without hampering their full time employment.
2. The affordable online degree makes you all the more competitive in the job market.
3. The degree acts as an additional resource that proves an individual's set of skills.

Over the internet, you'll come across a number of online universities and institutes offering you an affordable online college degree. With study material being supplied to the students, these e-learning centers motivate the participant's efforts by claiming, "The world is your classroom."

These non-profit, private universities established by the Western governors are focused to offer the U.S. citizens a "cost-effective, high-quality education". In many cases there is the Federal financial aid that is available for the prospective, eligible students.

Business Manners Apply to Interviewers As Well As Applicants

Today's job applicants are encountering a lack of courtesy that is all too common. Businesses are flooded with applicants for every opening and many are showing a lack of respect for job seekers by failing to respond to their applications. Most employers request resumes and other documentation be sent by e-mail. Occasionally they use the old-fashioned method-the anonymous post office box. The huge volume of applications makes it seem difficult to respond personally to each one. However, the technology is there to reply to all. Most e-mail programs have the ability to send an automatic response letting applicants know that their information has been received and how and when they will be notified of an interview or the lack of one. If the application is handled through postal mail, a generic letter can be generated and sent out with the same details. There is no excuse for leaving applicants in the dark. Following an interview, employers continue their thoughtlessness. Applicants are told they will be contacted within a certain time, but it never happens. With the search narrowed, the number of calls or letters should be manageable. People who reach this level in the interview process deserve a follow-up. They need to know if the position has been filled or if the process is continuing. Consider it public relations for the organization. The person who applies for the job and is treated shabbily by an organization has friends and acquaintances whom they are likely to tell. Furthermore, that applicant may one day be an influential businessperson with a long memory when it comes to choosing business connections. Job seekers are customers, too, and should receive the same level of customer service as everyone else. (c) 2006, Lydia Ramsey. All rights reserved. Reprint rights granted so long as article and by-line are published intact and with all links made live.