Tags on Employment and Recruitment Reviews - london |
Gorilla Marketing – only £720On 24 September I will be taking part in the Great Gorilla run in London . Although I only have to run 7km I do have to be dressed as a gorilla! Why do it? Because there are only 720 gorillas left in the wild and it would be so sad to see them disappear off our planet. So, I'm offering up some special gorilla marketing opportunities for those that think I should not be a naked gorilla and instead be dressed in sponsored clothing to save me embarassment and possible arrest! Please read on…. Now there are only so many ways you can dress up a gorilla but I'm open minded so here are my somewhat “traditional” thoughts. T-shirt. Shorts. Hat or cap. Socks. All of the above clothing would of course be fully branded by whoever wishes to support me. To be honest, I'd even wear an Allthetopbananas dress if it would get me my target of £1 for every gorilla. So if you would like to sponsor me personally please go to: Tags: Fun, gorilla, gorillas, hmmm, Industry Chat, london, result How can recruitment agencies respond to the rising need to up-skill the future workforce in order to combat ongoing shortages?Marc Ansell Director of Firebrand Talent Search in Europe Depending on what you read and who you believe(!) between 33% and 70% of companies in the UK cut their training budgets during the recent downturn; 20% of 16-24 year olds in the UK are currently unemployed and 20% of new graduates failed to find a job during the recession. In simple terms we have a perfect skills shortage storm where those that were in work have not been developed to enable companies to react to changes in technology and as a result of hiring freezes there is no new blood with the ever important two to three years’ experience coming into the system. As recruiters we can respond to this in many ways, but react we must. There is no panacea or magic wand to wave but we need to work hard to educate. We must: Educate our clients about the importance of investing in staff development and how by doing this they will attract the best talent in the system; Educate our talent to continue improving their own skills to give them a competitive edge over other candidates; Educate our consultants to not blindly accept a brief without discussing with the client how many of the skills are truly necessary and what alternatives there may be; and Educate ourselves to put our money where mouths are and make sure that we invest in the development and growth of the people that work for us. We are recruiters not trainers but we have the power to influence our clients and talent to put the effort in to ensure that together we can overcome these barriers. And next time things take a downward turn let’s all try to remember what happened last time… Marc Ansell is Director of Firebrand Talent Search in Europe. He began his recruitment career at Kelly Services in 1995. After completing their fast track programme, he was awarded his own branch in central London in 1997. In 1999, he was promoted to National Accounts manager for Finance and Banking, where he was responsible for multi-million pound accounts for Abbey National Group, Royal Bank of Scotland and Norwich Union. In early 2002 Marc joined leading niche recruitment company Devonshire to establish and lead its Frankfurt team, then the company’s first European office. Having grown the office into a leading supplier of professional recruitment services in the Frankfurt market, Marc returned to London as Devonshire’s Operations Director and was responsible for the company’s operations in London, Frankfurt and Warsaw; he became Managing Director in 2009. Marc joined Firebrand in October 2010. ___________________________________ Richard Earl Managing Director, Talent International There is little doubt that Australia is likely to experience serious skills shortages in many industries and in fact this is already occurring within certain areas such as the Mining and Resource and Telco sectors. We are also seeing the emergence of a global employment market in which the large multi-national corporations are increasingly seeing the world as a single virtual market. It is therefore vital that the recruitment industry and the Australian federal government respond accordingly. Whilst the specialists and the boutiques will always have their place, the larger or ‘super’ agencies must establish a global reach or network in order to access and circulate international candidates; otherwise they face the risk of becoming less relevant. Often guilty of being reactive in nature, the recruitment sector has to become more strategic and consider greater relationships and partnerships with the training industry and also take an active involvement in apprenticeships, traineeships and undergraduate programs. We must also have a greater dialogue and provide more counsel to the federal government in terms of the projected skills demand and ensure that business migration legislation appropriately supports the needs and the tremendous opportunity that sits before us. It is vital that political and corporate leaders recognise this. As with any market shortage, prices will rise but with adequate planning this can be minimised. The more strategic recruitment companies have a chance to seize an opportunity and package together a greater range of services based around consistently delivering suitably skilled candidates in a time of talent shortage. Clients will have to pay more but the smarter ones will clearly see the value. Richard Earl is Managing Director of IT recruitment specialist Talent International which he founded in 1995. He currently oversees eight offices across Australia and New Zealand supporting a wide and diverse range of clients across the private and public sectors. Previously he worked as a recruiter in Perth and Birmingham and was originally a Software Development specialist to the UK banking and finance sector. ___________________________________ See the original post: Tags: competitive, development, issues, london, manager, recruiters, search, talent, technology SEEK Price Rise Causes Online BacklashLast weekend the Emirates Stadium in North London was the scene of widespread discontent amongst several sections of the Arsenal fan base. The cause of this sentiment was not just the fact they lost their last home game of a stalled season to Aston Villa, but also due to the announcement of a price rise View post: Tags: act, Arsenal, discontent, emirates, fan, game, Industry Chat, london, north, result, Sentiment At the moment there is growing interest in using social media as a recruitment tool. Is this a passing fad and a distraction to productivity, a cheap job board or a way of the future?Marc Ansell Director of Firebrand Talent Search in Europe Depending on who you are and what you do to both of the options could apply. We have probably all been guilty of jumping on the social media bandwagon without a) truly understanding what it can and should be used for and b) without having a strategy in place to make sure we get the best from it. Social media is undoubtedly an effective way to target a defined audience with opportunities that are right for them or for their network; however, to see it as the easy and cheap option not only encourages lazy recruitment but also runs a significant risk of damaging both the individual and their company’s reputation. Working within the creative and digital sectors means that our talent pool are often experts in social media and consequently have large and established networks across a number of social media platforms. We must tap into these networks to be successful in the digital age. To just mindlessly blast this network with our latest jobs, although maybe generating some initial success, will ultimately be counterproductive as at best we are ignored and at worst we are labelled as a bad recruiter. Posting jobs can certainly be part of a strategy but this needs to be enhanced with further content, opinion and information. Yes, social media is now an integral part of recruitment practice and its influence will continue to grow; but we, as an industry, just make sure that we treat our networks and the communities that we join with respect and care and not as a way to make a fast buck. Marc Ansell is Director of Firebrand Talent Search in Europe. He began his recruitment career at Kelly Services in 1995. After completing their fast track programme, he was awarded his own branch in central London in 1997. In 1999, he was promoted to National Accounts manager for Finance and Banking, where he was responsible for multi-million pound accounts for Abbey National Group, Royal Bank of Scotland and Norwich Union. In early 2002 Marc joined leading niche recruitment company Devonshire to establish and lead its Frankfurt team, then the company’s first European office. Having grown the office into a leading supplier of professional recruitment services in the Frankfurt market, Marc returned to London as Devonshire’s Operations Director and was responsible for the company’s operations in London, Frankfurt and Warsaw; he became Managing Director in 2009. Marc joined Firebrand in October 2010. ___________________________________ Linda Simonsen CEO & Founder, FuturePeople Recruitment Using social media as a recruitment tool is not a passing fad. In my opinion, it is the single biggest shift since the industrial revolution and the question is not do we embrace it but how well do we leverage it. 50% of the world’s population is under 30 years old and 96% will have joined a social network. Yet the average social media user is 35-44 years old. 54% of Fortune 500 companies have a facebook page and, in 2010, Australia was declared the social networking capital of the world with 10 million users. Networking has always been the most powerful way to both fill a job and obtain a job. Good people know good people. As a result, 60% of jobs come via networking. Social networking is a new and more powerful way of networking that has a unique ability to get the right information to the right person at the right time; better than any job board ever can. Whether an organisation consciously chooses to use social networking for recruitment purposes or not, social networking will have an impact on recruitment. Your employer brand is ‘out there’ – the good, the bad and the ugly. Choosing to develop a strategy to embrace and leverage social media rather than reacting to it is the smart way to recruit and it offers immense opportunity if leveraged well. Agencies can use it to reduce reliance on job boards and significantly reduce the cost of candidate acquisition whilst improving the quality of applicants. There is the opportunity to create online communities of talent who will market your brand and your job opportunities for you. Social media will have a huge impact on the way the recruitment industry operates. Reputation will be everything. Linda Simonsen is the founder and CEO of FuturePeople Recruitment; a contact centre talent acquisition and engagement consultancy. FuturePeople turns over in excess of $14 million per annum and is the recipient of numerous awards, including the 2010 Recruitment Excellence Award, Seek Annual Recruitment Award, SmartCompany Award, Telstra Business Award and was ranked 21st on the BRW Fast 100 list of Australia’s fastest growing businesses. Linda has 15 years’ experience within the Australian Contact Centre Industry and is a member of AHRI and an Accredited Professional member of the RCSA. Linda is a member of the CEO Institute, as well as the Entrepreneurs Organisation (EO), a Board Director for Odyssey House and on the NSW Regional Council for the RCSA. ___________________________________ Richard Earl Managing Director, Talent International There is no bigger buzz word in today’s business world than “social media”. Is it a good thing? Is it a bad thing? How do we harness it? How do we control it? It seems that everywhere you turn there is a forum, article or discussion either singing its praises or warning of its perils. Small recruiters and internal recruitment teams may see it as a way to inexpensively advertise new roles and level the candidate attraction playing field between themselves and larger players with vast databases and deep pockets. Even as larger recruitment firms embrace LinkedIn, Twitter and the myriad of other sites popping up everyday, we should all stop and ask ourselves what value is this adding to our industry and our business? Just as internet job boards quickly gained popularity, so did the number of recruiters who no longer knew how to write good quality advertisements to attract the right candidates. It became so easy to “pop an ad on Seek” that the standard of recruitment advertising diminished. In the same way, those who are now adopting social media as the next big thing must learn how to use it properly so that it adds value to their brand and their business. Social media is not a panacea, it does not suit everyone or all types of recruitment; however, those that are smart about their approach can blend their use of social media with their established recruitment practices to take advantage of all of the potential benefits that social media offers. Few of us would return to the days before internet job boards. Likewise social media is rapidly becoming a permanent part of the recruitment landscape and will continue to evolve and become increasingly sophisticated. Richard Earl is Managing Director of IT recruitment specialist Talent International which he founded in 1995. He currently oversees eight offices across Australia and New Zealand supporting a wide and diverse range of clients across the private and public sectors. Previously he worked as a recruiter in Perth and Birmingham and was originally a Software Development specialist to the UK banking and finance sector. ___________________________________ Tags: ansell, audience, bandwagon, central, Expert Advice, london, manager, national, reputation, result, search, Sectors, success Social Media in Recruitment Conference 7 April 2011The third Social Media in Recruitment Conference takes place in London on the 7th April and Mike Taylor has put together another great programme with a good variety of speakers and topic areas. Tags: conference, direct recruiting, facebook, Generation Y, Industry Chat, linkedin, london, place, social media, speakers, topic, twitter, years Get to London for #TRULondon 3!I love recruiting. I also love talking about how the world of recruitment is changing, and best practice, and arguing with other recruiting tragics about new and better ways. And to top it off, I love the city of London. I lived there for two years. I own a great business there. I visit three times a year.And my Dad was born there. So what better place to be in February 2011 than…. #TRULondon 3 TRU (The Recruiting Unconference) is the work of twitter and real life friend Bill Boorman (@BillBoorman on Twitter) #TRULondon 3 is Bills’ baby, and it takes the form of an “unconference” where there are no prepared speeches, no power point, tweeting your feedback live on your phone is encouraged, and violently different views are cheerfully shared and debated. This year at #TRULondon 3 I am delighted to be contributing as a track leader on the suitably provocative topic of “New Skool v Old Kool?” And I there will be loads of smart and interesting people to cover up my many mistakes too. Other speakers include Glen Cathey, China Gorman, Craig Fisher, Geoff Webb, Kevin Wheeler, John Sumser, and more to come. I am anticipating huge fun, massive learning and a great chance to network and set up new alliances and friendships. So if you can get to London for 16/17th February, #TRULondon 3 is the place to be. See the rest here: Tags: Industry Chat, london, Recruitment Agencies, result CV fraud on the march: What are you doing about it?Another week and another reminder about the lengths some candidates will go to in order to fool employers and lie their way into a job. The Sydney Morning Herald reported last Monday that in late 2009 an Australian ‘doctor’ had conned his way into a senior lecturers’ position at the London School of Medicine and Dentistry. The ‘doctor’ in this case, Vitomir Zepinic, had a long history of lying Link:
Tags: australian, dentistry, job, london, morning, references, Reminder, school, statistics, sydney Talent InternationalTalent International. Australia’s fastest growing IT recruitment specialist, Talent International, was formed in Perth during 1995. Our progressive, independent company expanded to Sydney in 2000 and has continued to grow. Today our turnover is in excess of $100 million and we operate in six states and territories in Australia – with offices in New Zealand and London also. Tags: 100-million, International Australia, london, New Zealand, perth, Progressive Independent Company, Recruitment Specialist, sydney, Turnover Turnaround RecruitmentTurnaround Recruitment was the first business established within the Turnaround Group. Established in 2001 as a specialist Recruitment to Recruitment company (Rec2Rec), Turnaround Recruitment has become a National provider with an International reach and is now considered to be the market leader in Australia. In 2007, we increased our geographic coverage to assist our Australian client base with offices in Hong Kong, London and Singapore. We work across all recruitment specialisations and at all levels; from Trainees to Board members and everyone in between. Tags: australia, Board Members, Geographic Coverage, Hong Kong, london, Market Leader, National Provider, Recruitment Company, singapore, Specialist Recruitment, Trainees, Turnaround Its not Y!ou…it’s..er….What’s a brand all about? Well,…employer brands, they are a representation and reflection of an existing, living, breathing organisation and its’ culture, no? its actual values, it’s reality…it’s aspirations to an extent. I was in San Francisco on holiday recently and the Yahoo -’It’s ‘Y!ou’ campaign was literally everywhere you went. I thought it was maybe a west coast of America, Silicon Valley-type campaign, but sure enough, when I got back to London and climbed into my cab and had a look around – it was eveywhere to be seen too. I thought…big media budget….hmnn…wonder who has that account…:o) Seemingly the media budget was in the region of a huge $100 million – certainly it got my attention (on two different continents) but what impact did it make? It was interesting to be shown this chart below when I got back to work: It would appear that for all the… Continued here: Tags: 100-million, america, attention, chart-below, drnf, london, media, region, sinead bunting, two-different, yahoo One day and two events you can’t afford to missThis year has certainly been a memorable one and not often for the right reasons. However, despite times being so tough for our industry, it’s great to see that over the last few months so many people have come together via Twitter to network and collaborate on creating a more positive and innovative future. The point the social media naysayers always seem to miss is how much Twitter and other social media platforms actually enhance face to face interaction rather than stifling it. To prove this there are not one but two face to face events running in London on Thursday 19th November that I believe will prove invaluable to anyone interested in innovating their way out of the recession in 2010. First up during the day we have what I’m pretty sure is the first Recruiting Unconference held in the UK. The legendary @BillBoorman is organising everything and it… View post: Tags: drnf, enhance-face, industry, london, recruiting, social, social media, twitter Biting the hand that feeds youI was at one of my oldest friend’s Charlotte’s Solstice day party on Saturday. It started at 3pm and ended at 3am and was hosted at the commune/shared-housing home that Charlotte lives in in Islington. The day involved a fig tree ceremony where all party goers congregated in the garden, meditated and made a wish for the community and for themselves. Yup – was full-on, tree-hugger, liberal paradise. The sun was still shining when a lady came up to myself and a friend and asked could she have a cigarette, we happily obliged and we got to talking. She was in her fifties, already a bit tipsy and was a journalist – an investigative journalist. She was now teaching a journalism course in a London Uni and as she put it, was delighted to be giving something back to the younger generation after an illustrious career, working for all the… See the article here: Tags: charlotte, commune, ended-at-3am, fifties, garden, london, oldest-friend, sinead bunting, still-shining Telstra fibre optic cable severed in the UK – job sites go downOn the 4th of April contractors working on the Olympics Venue project in East London bored through a major Telstra fibre optic system, taking down many Telstra services and services of Telsra’s competitors. Story here . Unfortunately it looks like one of the world’s largest job board networks, Jobserve has been caught up in the outage, including their much touted JobG8 job distribution network. Jobserve.co.uk , Jobserve.com.au and Jobserve.com all appear to be down today, some 2 days after the accident first occured. Jobserve.co.uk is the UK’s leading IT job board so an outage like this must be devastating. Unfortunately for local Australian job boards who are using the JobG8 network for job content their jobs all appear to be affected with the “apply now” button leading to a page load error or timeout. Tags: australian, board-networks, bored-through, content, industry news, job-content, jobs, jobserve-co-uk, london, olympics, olympics-venue, telstra, using-the-jobg8 One man’s Facebook nightmare
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