Latest Blog Posts

3 Ways to Slash Costs if You're Running a Recruitment Agency

3 Ways to Slash Costs if You’re Running a Recruitment Agency

Editor’s Note: This is a guest post by Richard Kao from The Cos Group. His opinions are his own.

In the UK, the recruitment sector grew bigger than its pre-crisis peak, boasting an annual turnover of £28.7 billion in 2014. US-based employment and recruiting agencies, on the other hand, generated $28 billion in revenue while enjoying an annual growth rate of 4.6%.

Great news for head-hunters and employment agencies indeed! But just like any business, companies that match prospects with employers for a living also have to deal with growing expenses: office rent, tech and tools for their staff, and marketing campaigns to grow their business.

Let’s take a look at a few tried-and-tested ways for anybody running a recruitment business to slash their operational costs while maintaining a high-quality of work. Read More…

5 Ways to Guarantee You Won’t Fill Your Open Roles

5 Ways to Guarantee You Won’t Fill Your Open Roles

We have clients who tell us that in some parts of their businesses they literally have as many open roles as they have people. Each day they get further and further behind on their roadmap (despite everyone working a truly obscene number of hours). Their stakeholders and customers are cranky about it; and the existing staff feel like mice on spinning wheel.

Why can’t they hire?

If you’ve found yourself in a similar position, and you’re comfortable overworking your existing team, and letting your employer brand go down the drain (because trust me, word gets out), here are five ways to ensure your number of open roles goes through the roof. And you may just find yourself dealing with a few extra resignations as an added bonus! Read More…

Passive-Candidate-Outreach

The Insiders Guide to Passive Candidates [Infographic]

A passive candidate is someone who is currently employed but would still be open to considering other opportunities.

So why you would even seek out someone who is not looking for a new job?

In the 2015 LinkedIn Talent Trends Report, 75% of the 18,000 full time employees surveyed considered themselves passive candidates. 85% of those said they would be willing to talk about a new career opportunity, however only 61% of companies today are actually focused on recruiting passive candidates. Does yours?

By definition, the passive candidate is going to be tougher to engage than an active candidate (somebody eagerly on the hunt for a new position). But the whole point of passive sourcing is to find candidates who don’t think they’re interested in leaving their jobs and convincing them to give your open role a chance. Read More…

4 Employee Recognition Tips That Don’t Involve a Paybump

4 Employee Recognition Tips That Don’t Involve a Paybump

Editor’s Note: This is a geust post by Adnan Shaffi, the co-founder of PriceOye.pk. His opinions are his own.

Startups don’t scale on their own. Once past the initial stage, the founders need to hire other people to take care of their business for them. Successful entrepreneurs understand the fact that their employees are the backbone of their startup. If you take good care of them, they’ll take good care of your product and your customers.

A few years ago, Kelly Services (one of the world’s largest staffing agencies) surveyed 120,000 employees from all over the world. A shocking 48% said they were unhappy at their current jobs. Unhappiness at work comes from many demotivating factors: limited growth, lack of interest, and poor leadership to name a few. However, being underpaid is often cited as the primary demotivator. Read More…

Why Allowing Social Media At Work Can Help Attract Top Talent

Why Allowing Social Media At Work Can Help Attract Top Talent

Editor’s Note: This is a guest post by Nancy Grace from iDigic.net. Her opinions are her own.

When it comes to employing people, everyone wants the crème de la crème. But no one tells you how best to go about it. And, there are no specific methods to trap these folks. So, what are you supposed to do?

The best shot you have to get people from all over the world looking at your product or service is to have it pop up in a big budget Hollywood movie, certainly not the most viable means for a small/medium sized company. The next best thing would be to leverage a medium that has even more exposure than an average movie, provided you know what you’re doing.

I’m talking about social media.
Read More…

5 Awesome Tips to Create a Distraction-Free Team Environment

5 Awesome Tips to Create a Distraction-Free Team Environment

Editor’s Note: Guest post by Kate Simpson. Her opinions are her own.

Have you ever wondered why everyone in your team gets distracted just when you expect them to do their best job? Is it because you expect too much? Maybe you should take their phones away? Or set a new rule – “do not talk about personal things when you work.” Cut off the Internet connection? Oh snap, you can’t do that because you want to be a leader; not a boss.

So how do you convince your people to stay focused without bossing them around? Let’s be honest: that won’t be easy. You may need to play a few tricks on them, so they will continue to like you even though you’re practically making them work harder.
Read More…

What You Need to Know When Recruiting Generation Z

What You Need to Know When Recruiting Generation Z

Editor’s Note: This is a guest post by Marry McAleavey from Essay Service. Her opinions are her own.

Everyone is always talking about the Millennials. How to engage them; what they expect from their careers; and how to structure your recruiting plans to work for them. And, while you’re still trying to figure them out, a new age of people entering the workforce is upon us.

Born between 1990 and 1999, Generation Z is about to disrupt the workforce.

As a recruiter, it’s important for you to understand what makes this generation so incredibly different than anyone that came before them into the workforce. The unique traits of Generation Z will surprise, frustrate, and inspire you.

Here’s how to up your game before this group graduates from college: Read More…

8 Ways to Retain Employees After a Merger or Acquisition

8 Ways to Retain Employees After a Merger or Acquisition

Editor’s Note: This is a guest post by Esperanza Denise from Dissertation Heaven. Her opinions are her own.

One of the major challenges during any merger or acquisition is the retention of key employees.

Often, when companies go through a merger or acquisition, the employees feel insecure about the future of their employment. The ‘fusing’ of two companies often results in the implementation of new policies, procedures and business regulations. This is what makes employees feel insecure about their jobs as they are clueless about how things will turn out inside the ‘combined entity’.

As a result, many employees flee in search of greener pastures.

Here are 8 ways you can retain your top employees after a merger or acquisition: Read More…

7 Ways to Spot a Specialist Recruiter From a Generalist in Disguise

7 Ways to Spot a Specialist Recruiter From a Generalist in Disguise

As a business owner or hiring manager, it’s not always easy to keep on top of it all. You do everything possible not to drop the ball but the one area that is often the first to feel the cracks is recruiting. After all when you’ve got all the other balls in the air, who really has time to write a job description, performance profile or capabilities statement for every single role in the business? What about sifting through hundreds of applications to find that diamond in the rough? Read More…

5 Ways for Recruiters to Attract Passive Candidates and New Clients

5 Ways for Recruiters to Attract Passive Candidates and New Clients

Editor’s Note: This is a guest post by digital strategist and blogger, Tanya Williams. Her opinions are her own.  

People haven’t changed but the way we communicate with them has. In our fast paced, ‘want it now’ society technology new digital tools and platforms are making it easier than ever to access information.

The same applies to the world of recruitment. The rules have changed and how we find clients and talent today relies on much more than just knowing a few people in our network. Your potential clients and candidates are starting the ‘people finding’ process online and if they cannot find you, then you are missing out on business.

Clients and candidates are mobile, social and want personal relevant information given to them on their communication channel of choice delivered on their favourite device. With this in mind, you need to take the time to listen to and understand your audience about how digital technology is impacting their everyday life. Read More…