Louise's UK Recruiter Blog

UK Recruiter Readership Survey

We are conducting a survey into the demographics of the UK Recruiter community.

It should only take you about 3 minutes to complete and we'll be sharing the results with you in the near future.

Please can you complete the survey here.

Recruitment to Recruitment

We recently ran a survey with Voyager covering a number of different aspects of the recruitment industry.  I'll share all the results here over the next couple of weeks.  However, here are the results from the first two questions we asked:

If you were looking for a new job in recruitment, would you go via a rec to rec?  
Yes: 22%
No:  46%
Maybe: 32%
 
If you were looking for a new job in recruitment, would you contact recruitment firms direct?  
Yes: 76%
No: 14%
Maybe: 11%

I suppose it should be no surprise that so many recruiters (76%) would go directly to a recruitment firm.  However, I am a little surprised that so few (22%) would work with a recruitment to recruitment firm.  Is this because you feel you can do a better job of "placing yourself" or in any part due to the disappointing reputation of the recruitment to recruitment sector?
 

SelllingSuccess.tv

Colin Minto sent this over to me recently and I said I'd happily give it a mention.  One of the job boards that Brainhunter run is from the Institute of Sales and Marketing Management.  They also run SellingSuccess.tv which is a portal of sales training videos.
 
They are split up into categories such as networking, motivation and presentation skills.  Videos are provided by a large number of different "trainers".  You can view Colin's video here.
 
You do need to register to see the full videos but there is some good stuff on there.
 

 

Share scheme information guide

I recently came across a in-depth glossary section on the RM2 site that can be accessed free of charge by employees wanting to learn more about how a company share scheme works.

 

This might be of interested to anyone considering moving jobs where a share scheme is part of the package and you are trying to find out more about it.

 

 

Talent Attraction During an Economic Downturn

Emma at Sky recently shared some highlights from a presentation she made called "Talent Attraction During an Economic Downturn"

This was part of web learning series run within the News Corporation network (including Fox, News International etc) to share ideas and best practice. Emma talked about how the current economic situation is affecting them all and what the recruitment challenges are; getting a balance between proactive and reactive strategies, working with reduced budgets, having a larger talent pool and the emphasis on engagement.  It was presented as a webinar and here are the main elements of Sky's response to these challenges:

1) Maximising Brand
Sorting out the website.
Focussed targeting (developing microsites for specific audience), seo and ppc activity
Branding on key job boards.
change advertising to link in with consumer advertising.
Reporting - being able to identify cost of hire, time of hire, source of hire, etc.  Renegotiate supplier agreements on the basis of this.

2) Exploit All Talent Pools
Focussing on age - looking at the over 55s.  Making sure their reach is as wide as possible.
Getting internal feedback from focus groups to see what is working with these focus age groups.

3) Internal Focus
Nurturing internal talent.
Creation of a "development studio" where people can download courses and take control of your own development.
Innovative ideas around encouraging high performance (eg, internal award schemes).

4) External Orientation 
Relationship building.
Networking .
Encouraging personnel to build strong relationships with suppliers (especially now things are a little more quiet and they have more time).
Linking with outplacement organisations.
Creating relationships with competitors making redundancies.
Being at conferences, etc and having speakers at events, etc.