Emily Lennox's Posts - RecruitingBlogs2024-03-29T15:38:23ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennoxhttps://storage.ning.com/topology/rest/1.0/file/get/1527019327?profile=RESIZE_48X48&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=27ne6jhf9u247&xn_auth=noCan HR Create Good Mental Health?tag:recruitingblogs.com,2017-08-11:502551:BlogPost:20374422017-08-11T08:41:43.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557625166?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557625166?profile=RESIZE_1024x1024" width="650"></img></a></span></p>
<p>Healthy employees (both mentally and physically) are more motivated, productive, and produce better results - so healthy employees are one of the best assets a company can have. However, a lot of companies will only focus on physical health, but why is mental health any less important? In this blog post I will be talking about why mental health matters…</p>
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<p>Healthy employees (both mentally and physically) are more motivated, productive, and produce better results - so healthy employees are one of the best assets a company can have. However, a lot of companies will only focus on physical health, but why is mental health any less important? In this blog post I will be talking about why mental health matters and answering the question "can HR create good mental health?" - enjoy!</p>
<p><span>When we think about <a href="http://blog.crunchposter.co.uk/topic/hr" target="_blank">HR</a>, we often think about recruiting, company policy and grievances, but HR has become so much more than that. It is a great benefit to every company, by looking out for employees and providing benefits for them such as health screenings, you can keep them happy and motivated. Well-being has an effect on how your employees will work, so consideration of employee well-being will produce better results for your company - definitely worth the investment.</span></p>
<p><span> </span></p>
<p><span><strong>So, can HR create good mental health? This will depend on how each and every company attempts to create good mental health, and here are some ideas...</strong></span></p>
<p><span>Firstly, keep in mind that well-being at work includes several areas of health and wellbeing, including:</span></p>
<ul>
<li>Work</li>
<li>Health</li>
<li>Values</li>
<li>Social growth</li>
<li>Personal growth</li>
</ul>
<p><span>By making sure that your company policies are in line with benefitting these areas of employee well-being, you can begin to promote good mental and general health within the workplace.</span></p>
<p></p>
<p><span>Tackling some of the factors that affect mental health is a good next step for creating better workplace well-being. Some of these factors include:</span></p>
<ul>
<li>Long shifts</li>
<li>Working overtime/extra hours</li>
<li>Demanding managers</li>
<li>Lack of training</li>
<li>Miscommunication</li>
<li>Undefined values</li>
<li>Work pressure</li>
<li>Unattractive salaries and lack of benefits</li>
</ul>
<p><span>When employees are facing a mixture of these factors, they will create stress, which can often trigger anxiety and/or depression - mental health problems.</span></p>
<p></p>
<p><span><strong>Understanding and acceptance is step one: </strong>Your solution starts when HR start to understand the importance of mental health and that it can affect anyone, at anytime, anywhere - someone could be working in their dream job, living in their dream house, living their dream life and could still be affected by mental health problems.</span></p>
<p><span><strong>Training is step two:</strong> This understanding can be developed and supported through training - while HR staff don't need to be mental health experts, a real plan of how to support those who are suffering makes their job much easier. Courses such as the <a href="http://healthandsafetycourses.online/nebosh-national-certificate-in-the-management-of-health-and-wellbeing-at-work/" target="_blank">NEBOSH Health & Well-being Certificate</a> are a great option.</span></p>
<p><span><strong>Employee work/life balance is step three:</strong> Company culture is important in creating good mental health in the workplace. If your employees have an unhealthy work/life balance, where they can't switch off from their work problems at home (or vice versa), then this will impact negatively on them. Even small things like encouraging employees to eat away from their desks at lunch can reduce tension and create a better balance.</span></p>
<p><span> </span></p>
<p><span>Hopefully these tips have answered the question "can HR create good mental health?" and you've got an idea of how to improve employee well-being within your own workplace. If you'd like to read more posts around recruitment and HR, check out our blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></span></p>What Are Recruitment Agencies?tag:recruitingblogs.com,2017-06-29:502551:BlogPost:20283792017-06-29T07:30:00.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
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<p align="center">If you’re looking for the right recruitment solution for you and you’re not sure exactly what recruitment agencies do, you are in luck as we have compiled all of the information you need to know. </p>
<p> Recruitment Agencies are arguably the most traditional form of recruitment. Recruitment Consultants will often specialise in one specific industry,…</p>
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<p align="center">If you’re looking for the right recruitment solution for you and you’re not sure exactly what recruitment agencies do, you are in luck as we have compiled all of the information you need to know. </p>
<p> Recruitment Agencies are arguably the most traditional form of recruitment. Recruitment Consultants will often specialise in one specific industry, and will be able to find relevant candidates to fill your role.</p>
<p><b> </b></p>
<p><b>What Are Recruitment Agencies?</b></p>
<p>Recruitment Agencies work with both companies and candidates. Candidates will often sign up to agencies, and through this will get access to jobs which may not be advertised elsewhere. This also means that Agencies have a pool of candidates at their fingertips, and can match up those candidates to your role.</p>
<p>Agencies will also often conduct pre-interviews with the candidates, getting to know them and be sure that they are relevant for the role before putting them in front of their client (you). Also, they will do things like reference checks for you, ensuring that the candidate is as great as they claim to be.</p>
<p>Additionally, some Agencies will help you find both temporary and/or permanent staff, and if so will often have a specific Consultant who focuses on temp recruitment.</p>
<p> </p>
<p><b>The Benefits of Recruitment Agencies</b></p>
<p>As stated before, Recruitment Consultants will often specialise in one specific industry. This means that they know exactly what you are looking for, so can help you to fill your position with a really great candidate. </p>
<p>Also, using an Agency can save you a lot of time. We all know that the recruitment process can be extremely time consuming, so handing the majority of that task over to your chosen Agency can cut down the time you spend on recruiting.</p>
<p> </p>
<p><b>The Drawbacks of Recruitment Agencies</b></p>
<p>While Recruitment Agencies can be great for your recruitment process, they can be extremely costly. Agencies charge a commission fee, which is normally around 10-15%, and this fee is charged for every candidate hired. </p>
<p>With the cost in mind, unless your role is particularly specialist you may not need to use an Agency in order to fill your role, and might find that Flat Fee Recruitment or Job Board Advertising works just as well, for far less money.</p>
<p>Also, when you aren’t selecting the candidates yourself it is harder to tell if they will fit into your company. Therefore, the Agency would need a good idea of your company and its values, in order to find candidates who would be a good fit.</p>
<p> </p>
<p>Hopefully after reading all of this information you have a good idea of whether or not Recruitment Agencies are a suitable recruitment solution for you. If you are still unsure, we are now offering a <a href="http://info.crunchposter.co.uk/free-15-minute-recruitment-consultation?hsCtaTracking=73a30741-ce4f-423d-8563-3fae2073e7a8%7Ca8cefb3f-bcc8-40c5-a74c-8e62a5bbfc01" target="_blank">FREE Consultation</a>, where we can give you an idea of which recruitment solution is the one for you.</p>
<p><span>For more handy tips and tricks surrounding recruitment, check out our blog:</span> <a href="http://blog.crunchposter.co.uk/" rel="noopener nofollow" target="_blank">http://blog.crunchposter.co.uk/</a></p>Everything You Need To Know About Applicant Tracking Systemstag:recruitingblogs.com,2017-06-23:502551:BlogPost:20275932017-06-23T09:30:25.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557621741?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621741?profile=RESIZE_1024x1024" width="700"></img></a></b></p>
<p> </p>
<p><b>What are they?</b></p>
<p>Applicant Tracking Systems are similar to CRM (Customer Relationship Management) Systems, and are online software that exist for recruitment needs. Through an ATS, jobs can be posted onto multiple Job Boards, and applications which come in can be filtered into different categories, for example Job Board, date of…</p>
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557621741?profile=original" target="_self"><img width="700" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621741?profile=RESIZE_1024x1024" width="700" class="align-full"/></a></b></p>
<p> </p>
<p><b>What are they?</b></p>
<p>Applicant Tracking Systems are similar to CRM (Customer Relationship Management) Systems, and are online software that exist for recruitment needs. Through an ATS, jobs can be posted onto multiple Job Boards, and applications which come in can be filtered into different categories, for example Job Board, date of application, or ranking. </p>
<p>Almost all recruitment agencies/companies with an in-house recruitment service will use some form of ATS in order to handle job postings, applications, and CVs.</p>
<p> </p>
<p><b>Benefits of Applicant Tracking Systems:</b></p>
<p>There are many benefits to Applicant Tracking Systems, from reducing recruitment administration time, reducing the time spent in finding candidates, and when posting to multiple Job Boards, Applicant Tracking Systems help to derive the best results in terms of which board bring you the best results.</p>
<p>A key benefit to Applicant Tracking Systems is that in terms of recruitment, everything is kept together in one place. This means that the job advert, postings, applications, and resourcing function is held together in one system, making your recruitment process more organised and efficient.</p>
<p>Some Applicant Tracking Systems will automatically streamline candidates into digital “yes” and “no” piles, meaning that based on a set of key words CVs will be sorted without Recruiters having to go through hundreds and thousands of applications for their vacancies.</p>
<p> </p>
<p><b>Drawbacks of Applicant Tracking Systems:</b></p>
<p>When considering Applicant Tracking Systems which automatically separate “good” candidates from “bad” ones, there are a few problems which can arise.</p>
<p>One of these problems is that they can be inaccurate or unreliable, sometimes rejecting CVs for reasons like the CV being hard to scan into the system or not containing the exact key words – meaning that amazing candidates could be lost. Similarly, if a candidate has a varied CV, due to switching career, they may not be considered despite being potentially perfect for the role.</p>
<p>To eliminate these problems, some companies – such as ours – will have an ATS which does not streamline candidates, instead choosing to go through each and every application which comes into the system. This, while time consuming, means that every application is considered, and perfect candidates are not lost through some fault of the system.</p>
<p> </p>
<p><b>…and the Academy Award for the best ATS goes to:</b></p>
<p>In our (experienced) opinion, we deem LogicMelon the best Applicant Tracking System. LogicMelon describe their service as making recruitment and candidate management “an easy, engaging adventure”. LogicMelon allows recruiters to integrate all of the major Job Boards (such as Totaljobs, Monster, and CV Library) and Social Media channels (Twitter, Facebook, and LinkedIn) into their recruitment process, and the advert can be posted everywhere at once, making job posting quick, easy and simple.</p>
<p> </p>
<p><b>Why Are Online Demos So Great?</b></p>
<p>When trying to find your perfect ATS, an online demo of the system can be a great way of getting a feel for the system you will be using, without paying a penny. During your online demo you will be guided through the system by an experienced expert who can answer any question you have about the system and the recruitment process.</p>
<p> </p>
<p>If this sounds like something you may be interested in, we are now offering free online demos of our ATS (LogicMelon) from one of our team, where you can really get a feel for Applicant Tracking Systems and Flat Fee Recruitment: <a href="http://info.crunchposter.co.uk/book-a-free-demo-page-crunchposte" target="_blank">http://info.crunchposter.co.uk/book-a-free-demo-page-crunchposte</a></p>Can HR Software Help Your Business?tag:recruitingblogs.com,2017-06-22:502551:BlogPost:20277562017-06-22T07:44:39.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557621590?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621590?profile=RESIZE_1024x1024" width="700"></img></a></p>
<p align="center">HR Software is on the increase within the business world, and for all the right reasons. There are plenty of ways that this type of software can benefit your business, and today I’m going to tell you a few of them!</p>
<p> </p>
<p><b>What is it?</b></p>
<p>HR Software or a HRMS (Human Resource Management System) combines multiple HR…</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557621590?profile=original" target="_self"><img width="700" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621590?profile=RESIZE_1024x1024" width="700" class="align-full"/></a></p>
<p align="center">HR Software is on the increase within the business world, and for all the right reasons. There are plenty of ways that this type of software can benefit your business, and today I’m going to tell you a few of them!</p>
<p> </p>
<p><b>What is it?</b></p>
<p>HR Software or a HRMS (Human Resource Management System) combines multiple HR functions into one handy program. These can cover payroll, employee performance, and recruitment needs. This information is easy to access and provides one helpful base for HR management.</p>
<p> </p>
<p><b>How can it help your business?</b></p>
<ul>
<li><b>Paperwork –</b><br/> By using this kind of software there are multiple benefits for your business in terms of paperwork. Not only are you saving physical space by having all of the necessary information stored in one piece of software on your computer, but these files will also be much more organised – making them easier to recall.</li>
</ul>
<p> </p>
<ul>
<li><b>Sharing –</b> <br/> Another advantage is the simplicity of sharing important information. With the software giving you the chance to share information across the whole organisation (e.g. for relevant team training), and allows for things like changes within the company or procedure much more easily available.</li>
</ul>
<p> </p>
<ul>
<li><b>Data reporting –</b> <br/> One of the best elements of this software comes from the ability to report on and analyse the data contained within the system. This can assist with human resource planning and recruitment needs, continued employee development, and even measuring employee absence levels.</li>
</ul>
<p><b> </b></p>
<ul>
<li><b>Costs –</b> <br/> By investing in one piece of software your business can reduce the money you spend on HR and the related admin. Human resources software can decrease the amount of HR staff needed within your business, as well as freeing up more of your existing HR team’s time for more productive tasks.</li>
</ul>
<p> </p>
<ul>
<li><b>Risk management – <br/></b> Within a business there are obviously certain crucial policies or elements of training that are necessary for employees to complete. While sending these things by email is common, a good piece of HR software can send reminders out as a “read and accept” message, which track both the fact that the employee has been sent a particular message and have accepted its contents.</li>
</ul>
<p> </p>
<p>Hopefully this has given you an idea of how HR software can benefit your business, and you’re one step closer to an easier HR journey. If you are interested in more tips and tricks when it comes to business and recruitment – check out the rest of our blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>How Employment Legislation Affects Recruitmenttag:recruitingblogs.com,2017-06-20:502551:BlogPost:20274832017-06-20T15:58:04.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557621817?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621817?profile=RESIZE_1024x1024" width="650"></img></a></p>
<p align="center">There are 11 main employment laws and legislations which can directly affect the recruitment process. Some of these laws will affect your recruitment more than others, but an awareness and understanding of each of them is a great way to ensure compliance within your company. So, today I’m going to tell you about each of…</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557621817?profile=original" target="_self"><img width="650" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621817?profile=RESIZE_1024x1024" width="650" class="align-center"/></a></p>
<p align="center">There are 11 main employment laws and legislations which can directly affect the recruitment process. Some of these laws will affect your recruitment more than others, but an awareness and understanding of each of them is a great way to ensure compliance within your company. So, today I’m going to tell you about each of them!</p>
<p> </p>
<div style="margin-left: 2em"><ul>
<li><b>Employment Agencies Act (1973) –</b> <br/> Defines and regulates the actions of recruitment agencies and businesses in relation to the processes they administer.</li>
<li><b>Conduct of Employment Agencies and Employment Business Regulations (2003) –</b> <br/> Sets out how recruiters should deal with their clients and candidates.</li>
<li><b>Employment Rights Act (1996) –</b> <br/> Sets out and protects the contractual rights of employees.</li>
<li><b>Equal Pay Act (1970) –</b> <br/> Ensures that salary negotiations are not biased on gender.</li>
<li><b>The National Minimum Wage Act (1998) –</b> <br/> Ensures that the pay offered adheres to a legal minimum to allow for a decent living wage.</li>
<li><b>The Equality Act (2010) –</b> <br/> Protects job seekers from discrimination based on a wide range of subjects during every step of the recruitment process.</li>
<li><b>The Working Time Directive (1999) –</b> <br/>Guarantees the employee fair treatment in terms of working hours and time off for rest.</li>
<li><b>Rehabilitation of Offenders Act (1974) –</b> <img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557621985?profile=RESIZE_320x320" width="250" class="align-right"/></li>
</ul>
</div>
<p>Allows ex-offenders to reapply for work without disclosing spent convictions, in order to remove bias from the decision making process.</p>
<ul>
<li><b>Immigration, Asylum and Nationality Act (2006) –</b> <br/> Prevents illegal employment in the UK by setting in place document checks to ensure the eligibility of every job applicant.</li>
<li><b>Data Protection Act (1998) –</b> <br/> Ensures the responsible management of any personal data relating to job applicants.</li>
<li><b>Gangmasters (Licensing) Act (2004) –</b> <br/> Regulates the agencies that place vulnerable workers in agricultural work, the shellfish collecting and packing industries.</li>
</ul>
<p> </p>
<p>I hope you now have a better idea of what each piece of employment legislation is and how it can affect your recruitment process. If you are unsure of which recruitment method is best for your business, we are now offering <a href="http://info.crunchposter.co.uk/free-15-minute-recruitment-consultation?hsCtaTracking=73a30741-ce4f-423d-8563-3fae2073e7a8%7Ca8cefb3f-bcc8-40c5-a74c-8e62a5bbfc01" target="_blank">free recruitment consultations</a>!</p>How To Recruit Using Instagramtag:recruitingblogs.com,2017-06-13:502551:BlogPost:20268152017-06-13T08:00:00.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557622364?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557622364?profile=RESIZE_1024x1024" width="650"></img></a> Instagram is definitely a favourite among Millennials, and depending on what your company is hiring for it can be a great way to hire fresh talent. So, today I’m going to give you an idea of how to recruit using Instagram!…</p>
<p><img class="align-left" src="http://storage.ning.com/topology/rest/1.0/file/get/1557625124?profile=RESIZE_180x180" width="150"></img></p>
<p></p>
<p></p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557622364?profile=original" target="_self"><img width="650" src="http://storage.ning.com/topology/rest/1.0/file/get/1557622364?profile=RESIZE_1024x1024" width="650" class="align-full"/></a>Instagram is definitely a favourite among Millennials, and depending on what your company is hiring for it can be a great way to hire fresh talent. So, today I’m going to give you an idea of how to recruit using Instagram!</p>
<p><img width="150" src="http://storage.ning.com/topology/rest/1.0/file/get/1557625124?profile=RESIZE_180x180" width="150" class="align-left"/></p>
<p></p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557625124?profile=original" target="_self"></a>Firstly, understanding the <b>demographic</b> of Instagram users is going to be important in your recruitment process – you are unlikely to find a man aged 40+ with 20 years’ engineering experience scrolling through his Explore feed. Most of the 700 million Instagram users are female, and given that 90% of users are under 35 years old, you can pretty much count on them being young. On top of this, 80% of users follow brands on Instagram, giving you a pretty big chunk of people to potentially work with.</p>
<p> </p>
<p></p>
<p><b>So what does this mean for your business?</b></p>
<p>Your first task when using Instagram to recruit will be to <b>establish your brand</b>, as Millennials will be very quick to judge a company based on their social media. This generation want to know everything they can, so including behind-the-scenes shots in the office or at company events will make them feel like they have more of an insight into how the company works – think of how well Buzzfeed do things like this!</p>
<p>While establishing your brand, make sure that you nail <b>hashtags</b>. Be careful that using industry specific hashtags doesn’t turn into you spamming as many keywords as you can think of. Topshop tend to use the same hashtag on most of their Instagram posts - #TopshopStyle – but will also use current events to stay “on trend”. For example, on the day of the recent General Election, Topshop posted a <a href="https://www.instagram.com/p/BVEknq7lwkz/" target="_blank">photo</a> of a shirt that simply said VOTE, and urged their followers to use their vote:</p>
<p> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557625409?profile=original" target="_self"><img width="300" src="http://storage.ning.com/topology/rest/1.0/file/get/1557625409?profile=RESIZE_320x320" width="300" class="align-center"/></a></p>
<p>That post got over 35,000 likes…</p>
<p> </p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557625520?profile=original" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557625520?profile=RESIZE_320x320" width="145" class="align-right" height="144"/></a></p>
<p><b>Instagram stories</b>, originally deemed the “new Snapchat” but I think we can all admit we’ve fallen in love with them… These stories have actually grown much bigger than Snapchat, and as potential employees will want to know everything about your company, updating your Instagram story with cool, day-in-the-life features from your employees will allow them to go straight to stalker mode. So, if you are looking to fill a role within your marketing department, let them loose with the Instagram stories for a day, and give your potential new staff an idea of what you do!</p>
<p>Be aware that this won’t work for every role you have to fill, it’s much more tailored to jobs in media, art, marketing, fashion and PR – so if it’s creative people you are searching for then it’s probably worth a shot!</p>
<p> </p>
<p>So, hopefully by now you’ve got more of an idea of how to recruit using Instagram, and you feel ready to set off trying to find your new employees. </p>
<p>If you need some extra advice when it comes to which recruitment method is best for you, check out the rest of our blog: <a href="http://blog.crunchposter.co.uk/" target="_blank" rel="nofollow noopener">http://blog.crunchposter.co.uk/</a></p>What Is Recruitment?tag:recruitingblogs.com,2017-06-12:502551:BlogPost:20268032017-06-12T15:49:04.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557622234?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557622234?profile=RESIZE_1024x1024" width="750"></img></a></p>
<p align="center">The Oxford Dictionary defines recruitment as “the action of finding new people to join an organization or support a cause.”</p>
<p> </p>
<p>Recruitment seems like a pretty simple topic, everyone seems to understand the basis that there is a role to fill and the recruitment process is that of filling it – but today I’m going to give you a breakdown of…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557622234?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557622234?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p align="center">The Oxford Dictionary defines recruitment as “the action of finding new people to join an organization or support a cause.”</p>
<p> </p>
<p>Recruitment seems like a pretty simple topic, everyone seems to understand the basis that there is a role to fill and the recruitment process is that of filling it – but today I’m going to give you a breakdown of what it is and how it happens, to answer the question “what is recruitment?”</p>
<p></p>
<p>The role of a recruiter (whether that is someone working in HR or working for a recruitment company) is to find the <b>right people</b>, who are in the <b>right place</b>, that have the <b>right skills</b> along with the <b>right experience</b>, who are available at the <b>right time</b>, for the <b>right cost</b>.</p>
<p> </p>
<p><b>The Industry</b></p>
<p>There are two “markets” in the recruitment – temporary and permanent:</p>
<ul>
<li>Temporary jobs can be on a flexible basis, and temp workers can be used to cover illness or maternity/paternity leave, for example</li>
<li>Permanent jobs are where, once employed, a candidate’s job is secure unless they are fired or quit (including fixed term contracts).</li>
</ul>
<p> </p>
<p>In 2013/14, the UK permanent recruitment market was valued at £2.6 billion, while the temporary/contract market was valued at £26.03 billion.</p>
<p> </p>
<p><b>The Process</b></p>
<p>There are six stages of the recruitment process, which are as follows:</p>
<ul>
<li><b>Human Resource Planning</b> – this is where a HR team discuss what staff is needed for the company and when, sometimes with the aid of a recruitment consultant.</li>
<li><b>Defining the Need</b> – the understanding of what is needed and ensuring that they know what they are looking for, which is summarised in an up-to-date job description and person specification.</li>
<li><b>Attracting the Candidates</b> – the role is posted on job boards and social media to encourage candidates to apply.</li>
<li><b>Pre-Selection</b> – the CVs are screened and compared to the job description/person specification before the best candidates are selected for assessment.</li>
<li><b>Assessing the Candidates</b> – Interviews are conducted, application forms are completed, assessments are done; all in accordance to the wishes of the hiring company.</li>
<li><b>Selection Decision</b> – this part of the process mainly falls with the hiring company but should be based on objective evidence provided throughout the process.</li>
</ul>
<p> </p>
<p><b>Recruitment Solutions</b><br/> There are three main types of recruitment solutions for hiring companies to choose from:</p>
<ul>
<li><b>Recruitment agencies</b> - specialist Recruitment Consultants can assess a candidate’s skills and decide on whether they are relevant for your position, and provide a company with a handful of relevant potential employees.</li>
<li><b>Job board advertising</b> – this consists of you, the company, posting your job directly onto job boards in order for potential candidates to find your vacancy and apply for it; then screening any applications that come in.</li>
<li><b>Flat fee recruitment</b> - a bit of a middle ground between recruitment agencies and job board advertising, the recruiters will optimise your job advert, post the job onto various job boards, and then screen the applications which come in in order to find your perfect candidate.</li>
</ul>
<p> </p>
<p>Hopefully this blog post has given you a better answer to the question “what is recruitment?” If you are wondering what the best recruitment solution is for your process, check out my blog: <a href="http://blog.crunchposter.co.uk/what-are-the-best-recruitment-solutions" target="_blank">http://blog.crunchposter.co.uk/what-are-the-best-recruitment-solutions</a></p>How To Recruit Using LinkedIntag:recruitingblogs.com,2017-06-12:502551:BlogPost:20266152017-06-12T12:03:26.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557622134?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557622134?profile=RESIZE_1024x1024" width="700"></img></a></p>
<p align="center">There are plenty of ways to recruit, and LinkedIn can be a really helpful tool for sourcing candidates for your vacancies. So, today I’m going to give you a rundown of how to recruit using LinkedIn!</p>
<p> </p>
<p>When using LinkedIn to recruit, you open up the chance of millions of potential employees to network with, which can be…</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557622134?profile=original" target="_self"><img width="700" src="http://storage.ning.com/topology/rest/1.0/file/get/1557622134?profile=RESIZE_1024x1024" width="700" class="align-full"/></a></p>
<p align="center">There are plenty of ways to recruit, and LinkedIn can be a really helpful tool for sourcing candidates for your vacancies. So, today I’m going to give you a rundown of how to recruit using LinkedIn!</p>
<p> </p>
<p>When using LinkedIn to recruit, you open up the chance of millions of potential employees to network with, which can be especially helpful when dealing with a rather specialist role.</p>
<p> </p>
<p>Here are my top 5 tips on how to recruit using LinkedIn:</p>
<ul>
<li><b>Actively search for candidates</b> – by searching for keywords and required qualifications you can find the type of candidates required for the role you are recruiting for. As long as these candidates have keyword rich profiles, you have a good chance of being able to contact some great candidates.</li>
<li><b>Develop your company profile</b> – candidates who are actively searching for jobs will also be searching keywords on LinkedIn, so make sure your profile draws them in and be prepared to respond to some Inmails from interested candidates.</li>
<li><b>Join groups</b> – people within groups may have the skills, qualifications or experience that you are searching for, or may know other potential employees for the role you are recruiting for.</li>
<li><b>Post jobs</b> – this will cost you, obviously, but LinkedIn claim that they combine job listings, candidate search, trusted referrals and the power of networks “to give you results”.</li>
<li><b>Status updates</b> – by posting status updates you have a simple way of drawing attention to both yourself and your company, at the same time as reaching out for a response from your network; this can be a great way of gaining referrals.</li>
</ul>
<p> </p>
<p>Hopefully this has given you a better idea of how to recruit using LinkedIn, and you now feel ready to go and resource your dream candidates! If you would like some more helpful blog posts related to recruitment, check out our blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>How To Write A Good Cover Lettertag:recruitingblogs.com,2017-06-01:502551:BlogPost:20252862017-06-01T16:01:03.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619736?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557619736?profile=RESIZE_1024x1024" width="700"></img></a></span></p>
<p style="text-align: center;">Have you found your dream job and you’re nearly ready to apply but you’re a bit stuck on how to write the perfect cover letter? We can help! This handy little guide will teach you everything you need to know to wow your potential new employers!</p>
<p style="text-align: center;"></p>
<p><strong>Why do you need…</strong></p>
<p><span><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619736?profile=original" target="_self"><img width="700" src="http://storage.ning.com/topology/rest/1.0/file/get/1557619736?profile=RESIZE_1024x1024" width="700" class="align-center"/></a></span></p>
<p style="text-align: center;">Have you found your dream job and you’re nearly ready to apply but you’re a bit stuck on how to write the perfect cover letter? We can help! This handy little guide will teach you everything you need to know to wow your potential new employers!</p>
<p style="text-align: center;"></p>
<p><strong>Why do you need one?</strong></p>
<ul>
<li>Covering letters give a better idea of your writing style than your CV, which should be brief and filled with facts (you can find tips on how to <a href="http://blog.crunchposter.co.uk/how-to-write-a-good-cv" target="_blank">write a good CV here</a>). This letter shows the employers that you have the qualities they are after, giving your application more of a personal touch.</li>
</ul>
<p></p>
<p></p>
<p><strong>What does it need to be like?</strong></p>
<ul>
<li>Your cover letter shouldn’t be more than one page long, and if you are emailing it you can put it in the body of the email. Also, as with everything you send to an employer, make sure that you proofread and spell-check your cover letter!</li>
<li>At the beginning you should state which job you are applying for, and where you found out about it. This ensures that your application is lined up with the right job, as many organisations will have more than one position open at one time.</li>
<li>Alter it for every job you apply for, making sure that it covers the qualities that that exact job wants from the candidate and each cover letter is addressed to the relevant person. You want to give the impression that each employer is special, not that you have sent the same letter to lots of employers for lots of jobs.</li>
<li>Also, by including some information of your understanding of the position and/or company you can give your potential employer idea of why you want to work for that company or in that industry.</li>
<li>Finally, make sure that you sign off correctly. If you have addressed a specific person (e.g. Mr Jones), it should end with Yours Sincerely. Alternatively, when addressing “Dear Sir or Madam” it should end with Yours Faithfully.</li>
</ul>
<p> </p>
<p>Hopefully this guide has helped you when working out how to write a good cover letter, and you now feel more prepared to apply for your dream job! If your application is successful and you get invited to lots of interviews, you may want to check out our <a href="http://blog.crunchposter.co.uk/interview-tips" target="_blank">interview tips and tricks</a>.</p>
<p>Check out the rest of my blog here: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>Apprenticeships & Why You Should Choose Onetag:recruitingblogs.com,2017-05-25:502551:BlogPost:20231462017-05-25T07:30:00.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619675?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557619675?profile=RESIZE_1024x1024" width="650"></img></a></p>
<p align="center">Apprenticeships are basically a scheme where people (normally of a young age) can earn money while they learn. Whether someone begins an apprenticeship straight after they finish school or when they have already worked but are looking for a new opportunity in their career. If you are looking to start an apprenticeship yourself, this…</p>
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<p align="center">Apprenticeships are basically a scheme where people (normally of a young age) can earn money while they learn. Whether someone begins an apprenticeship straight after they finish school or when they have already worked but are looking for a new opportunity in their career. If you are looking to start an apprenticeship yourself, this guide will give you a better understanding of apprenticeships!</p>
<p><b> </b></p>
<p><b>Why choose an apprenticeship?</b></p>
<p>Maybe you’re about to finish your GCSEs or A-Levels and you want to start an apprenticeship as a way of getting your foot in the door in the industry you want to work in; or maybe you are already in employment but you want to continue learning to progress your career. There are lots of reasons for starting an apprenticeship and the schemes can really help in your career progression!</p>
<p>In an apprenticeship you get the opportunity to fuse together classroom learning and on the job training, giving you both the education you need and the skills that can only be gained by doing a specific job. </p>
<p> </p>
<p><b>How long will it take?</b></p>
<p>Apprenticeships have to be at least 12 months long, but each apprenticeship will take a different amount of time depending on the level, employer, and industry. </p>
<p> </p>
<p><b>Will I get paid?</b></p>
<p>The National Minimum Wage for apprentices in the UK this year (2017) is £3.50 per hour minimum if they are under the age of 19, or 19 and over but in the first year of their apprenticeship. If an apprentice is age 19 or over and have completed the first year of their apprenticeship then they are entitled to the minimum wage for their age – so a 23 year old who has finished the first year of their apprenticeship would be entitled to a minimum of £7.05 per hour.</p>
<p><b> </b></p>
<p><b>What qualification will I get?</b></p>
<p>An apprentice will gain a nationally recognised qualification which can be one of four levels. These levels include Intermediate (Level 2), Advanced (Level 3), Higher (Levels 4-7), and Degree (Levels 6 and 7). At Level 2 your qualification will be equivalent to five GCSEs at grades A-C, Level 3 will be equivalent to two A-Levels, Levels 4-7 are equivalent to a Foundation Degree, and Levels 6 and 7 equal a Degree level.</p>
<p> </p>
<p><b>Am I eligible?</b></p>
<p>Apprenticeships are open to anyone who is over the age of 16 in England who isn’t already in full time education. As long as you are prepared for further study and want to learn on the job, you are perfectly eligible for an apprenticeship!</p>
<p><b> </b></p>
<p><b>What industry can I do it in?</b></p>
<p>There are so many different types of apprenticeships in so many different industries, from Media to Accountancy, Engineering to Retail, you should be able to find a course that suits your career aspirations.</p>
<p> </p>
<p>Hopefully this guide has given you a better understanding of if an apprenticeship is right for you, and I’d definitely suggest that you take a further look into the apprenticeships available in your industry. </p>
<p>For more useful tips and tricks, check out my blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>Misconceptions About Millennials In The Workplacetag:recruitingblogs.com,2017-05-22:502551:BlogPost:20227882017-05-22T12:25:20.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619028?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557619028?profile=original" width="700"></img></a></p>
<p align="center">There is so much talk about Generation Y (those born between the mid-80s and late 90s) in our society, and at least some of the talk around this generation is inaccurate. As I’ve said before I love a good conspiracy, so today I’m going to debunk some of the misconceptions about millennials in the…</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557619028?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557619028?profile=original" width="700" class="align-center"/></a></p>
<p align="center">There is so much talk about Generation Y (those born between the mid-80s and late 90s) in our society, and at least some of the talk around this generation is inaccurate. As I’ve said before I love a good conspiracy, so today I’m going to debunk some of the misconceptions about millennials in the workplace.</p>
<p></p>
<p><b>Unemployment:</b></p>
<p>While more millennials are unemployed than other generations, this is more of a reflection on the younger members of the generation (those aged 18-24) which is clearly skewed by their being in education. Instead of seeing the fact that a lot of this generation are in further education as a negative because they are unemployed, we should focus on the fact that they are bettering themselves and ensuring that they are well-qualified and knowledgeable for their future employment.</p>
<p><b> </b></p>
<p><b>Entitlement:</b></p>
<p>While they may enter a new position and expect more than past generations, especially in terms of development, this isn’t a misplaced sense of entitlement, but is in fact the way that they were brought up. Millennials were raised with a sense of empowerment, being told that they could do anything they could ever want for their entire childhood. This generation work hard to get what they can, whether this is continuing their education in order to start in a slightly higher position than otherwise, or working relentlessly in order to move up the ranks.</p>
<p> </p>
<p><b>Technology:</b></p>
<p>Sure, this generation grew up with more exposure to technology than their predecessors, but in terms of how technology works they are no better (and no worse) than any other generation. Therefore, while millennials are probably more aware of new trends or programs, keeping on top of the latest memes and social media sites, and this could benefit your company when considering your brand and online presence, don’t expect them to know how to fix your broken laptop any more than someone who is 45+ could.</p>
<p> </p>
<p><b>Loyalty:</b></p>
<p>While they are more open to new job opportunities and are more likely to leave a job, there is evidence that once a they find a company and/or position that they enjoy and believe in, their loyalty goes beyond that of past generations. The reason for this misconception about millennials in the workplace is perhaps because they are more sceptical about working with corporations, asking more questions and approaching everything with more caution than their parents’ generation.</p>
<p> </p>
<p><b>Politics:</b></p>
<p>Although this isn’t directly related to how they are in the workplace, the argument that millennials aren’t politically active can be debunked by looking at the amount of people in this generation who registered to vote in the USA before the most recent presidential election. 91% of millennials in the USA were registered to vote for that election, and even more recently over 700,000 young people in Britain have registered to vote in the upcoming general election. This really proves that this generation are a lot less apathetic than the media would lead you to believe.</p>
<p> </p>
<p> </p>
<p>I hope that this has helped to straighten out some of the myths around Generation Y and will make you consider how millennials can benefit your company. If you are interested in reading more blogs around recruitment you can check out our blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>The History of Recruitmenttag:recruitingblogs.com,2017-05-17:502551:BlogPost:20221832017-05-17T15:30:00.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557616215?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557616215?profile=RESIZE_1024x1024" width="600"></img></a></p>
<p align="center">Like everything, recruitment has changed over time, and today I’ll be giving you a brief history of these changes – I did A-Level History so I’m fully qualified to do this, trust me.</p>
<p> </p>
<p>Recruitment has actually existed since the time of the Romans/Egyptians, and began in the UK in the Middle Ages, where candidates were mainly…</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557616215?profile=original" target="_self"><img width="600" src="http://storage.ning.com/topology/rest/1.0/file/get/1557616215?profile=RESIZE_1024x1024" width="600" class="align-full"/></a></p>
<p align="center">Like everything, recruitment has changed over time, and today I’ll be giving you a brief history of these changes – I did A-Level History so I’m fully qualified to do this, trust me.</p>
<p> </p>
<p>Recruitment has actually existed since the time of the Romans/Egyptians, and began in the UK in the Middle Ages, where candidates were mainly farm labourers.</p>
<p> </p>
<p>So we’re flying back to many moons ago and my favourite time period, the Victorian era, and we’re focussing on how the British Army did their recruitment. In 1859, due to a shortage of servicemen, the War Office decided to supplement the force with volunteers, and each county had to put forward their own men – this led to a volunteer force of over 160,000. The Government then passed an act in 1907, changing the name of these volunteers to the Territorial Army. As well as this, the 1870 Parliament passed a law allowing short-term enlistments to the army (up to 12 years) which made the recruitment more attractive to potential recruits.</p>
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<p></p>
<p>Recruitment agencies were born as a result of WW2, in order to fill the gaps in the workplace left by soldiers being called to war. Then, after the war, these agencies were used to find returning war veterans work, and used the skills that they had gained while they were away. </p>
<p>The most common methods of recruiting, for both companies and agencies, were bulletin boards and newspapers – the old-age job boards. Companies paid for these advertisements, which were kept sweet and simple, and recruitment was dependent on word of mouth.</p>
<p></p>
<p></p>
<p><img width="200" src="http://storage.ning.com/topology/rest/1.0/file/get/1557618977?profile=RESIZE_320x320" width="200" class="align-right"/></p>
<p>When the computer was invented and Applicant Tracking Systems arrived, recruitment was made easier, as applications could be stored and assessed much more easily. As well as this, when the internet flew onto our screens during 1991, recruiters could start moving away from traditional advertising using bulletin boards and newspapers, and use this new resource for all of their advertising needs. </p>
<p>Job boards and websites like LinkedIn made it easier for candidates to be “head hunted”, finding the perfect match for a job with hardly any effort. This new form of recruitment kicked off pretty quickly, with a 40% rise in candidates using the internet to search for a new job from 2002 to 2003 – which has now moved up to around 97%.</p>
<p> </p>
<p></p>
<p>So, now we’ve all got a better understanding of how recruitment has evolved over time, and I hope you’ve enjoyed this brief history of recruitment. </p>
<p>If you are looking for more information about recruitment, check out my blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>Branded V.S. Unbranded - That Is The Question!tag:recruitingblogs.com,2017-05-16:502551:BlogPost:20223202017-05-16T16:05:56.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557618814?profile=original" target="_self"><img class="align-full" src="http://storage.ning.com/topology/rest/1.0/file/get/1557618814?profile=original" width="560"></img></a></p>
<p align="center">“Branded VS Unbranded, the great debate of Advertising” – someone, somewhere, maybe said once (probably not). Whether that very profound quote has flooded your brain or not, we have compiled a handy little guide to whether your advert should be Branded or Unbranded to make your life that little bit easier.</p>
<p> </p>
<p><b>What is Job…</b></p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557618814?profile=original" target="_self"><img src="http://storage.ning.com/topology/rest/1.0/file/get/1557618814?profile=original" width="560" class="align-full"/></a></p>
<p align="center">“Branded VS Unbranded, the great debate of Advertising” – someone, somewhere, maybe said once (probably not). Whether that very profound quote has flooded your brain or not, we have compiled a handy little guide to whether your advert should be Branded or Unbranded to make your life that little bit easier.</p>
<p> </p>
<p><b>What is Job Board Advertising?</b></p>
<p>To put it simply, Job Board Advertising is just posting your vacancy onto Job Boards such as Reed, Monster or Totaljobs for candidates to search for and apply. Certain Job Boards will also email out your vacancy to a certain amount of suitable candidates in the hope that they will apply.</p>
<p>Job board advertising can be Branded or Unbranded, which leads me into my next section…</p>
<p> </p>
<p><b>What is the difference between BRANDED and UNBRANDED?</b></p>
<p>This is not rocket science, Branded Advertising makes it clear that the position is with your company, so that any potential candidate will know exactly who they will be working for should they apply for the position. It will be stamped with your logo, and perhaps contain a section about your company should you choose to include this.</p>
<p>On the other hand, Unbranded Advertising will not inform the candidate of whose vacancy it is; your company will not be exposed.</p>
<p> </p>
<p><b>What are the PROS of Branded Advertising?</b></p>
<p>There are several pros to Branded Advertising, and for the most part Job Boards will encourage a decision to post a branded advert over an unbranded one.</p>
<p>The main advantages are your advert providing better brand exposure, as well as attracting a higher number and a better quality of candidates. If candidates know who they will be working for, they can form a better opinion of if the job would be suitable for them, meaning that you won’t risk having as high of a dropout rate of applications when it comes to the interview stage. </p>
<p>From the perspective of our business, Monster provided us with the statistic that <i>“across all categories and locations – on average CrunchPoster’s branded adverts received 43% greater applies than unbranded recruitment agency adverts,”</i> showing that branded tends to trump unbranded.</p>
<p> </p>
<p><b>What are the CONS of Branded Advertising?</b></p>
<p>There are also some drawbacks to Branded Advertising, especially if you are in close competition with your competitors for the best candidates.</p>
<p>These can include the fact that Branded Advertising is more expensive than unbranded advertising, and the flood of calls you may receive from various Recruitment Agencies who would love to work with you in order to fill your role. </p>
<p>Perhaps the biggest risk when using Branded Adverts is the fact that a branded advert will show your competitors exactly what you’re hiring for, and how much you are willing to pay for that position, allowing them to compete with you in order to gain your perfect candidates. </p>
<p> </p>
<p><b>So, is it WORTH Paying Extra for Branded Advertising?</b></p>
<p>We’ve told you the pros and cons, you have the information you need in order to make a decision, but in case you care about our (experienced) opinion, we believe that Branded Advertising IS worth paying that little bit extra. Totaljobs claim that “Premium Jobs ads deliver 59% more applications per view vs. Standard Job Ads,” and Jobsite called it “a no-brainer!”</p>
<p> </p>
<p>I hope that this blog has helped you to decide whether to post your advert branded or unbranded!</p>
<p>For lots of helpful tips and tricks to aid your recruitment process you can check out my blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>The Rise of Flat Fee Recruitmenttag:recruitingblogs.com,2017-05-15:502551:BlogPost:20216872017-05-15T15:56:34.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557616048?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557616048?profile=RESIZE_1024x1024" width="600"></img></a></p>
<p align="center">So flat fee recruitment is quite a new concept, especially in comparison to more traditional recruitment agencies. There are many reasons for the rise of this type of company, and its establishment within the recruitment world, but there are still a lot of questions around it. Therefore, in this post I’m going to give you an idea of…</p>
<p align="center"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557616048?profile=original" target="_self"><img width="600" src="http://storage.ning.com/topology/rest/1.0/file/get/1557616048?profile=RESIZE_1024x1024" width="600" class="align-center"/></a></p>
<p align="center">So flat fee recruitment is quite a new concept, especially in comparison to more traditional recruitment agencies. There are many reasons for the rise of this type of company, and its establishment within the recruitment world, but there are still a lot of questions around it. Therefore, in this post I’m going to give you an idea of what it is, and some of the history behind it, in the hopes of giving you a bit more of an understanding.</p>
<p> </p>
<p><b>What is it?</b></p>
<p>Flat fee recruitment is a fusion of the best parts of recruitment agencies and job board advertising. With this service you will have an Account Manager who will handle your campaign: optimising your advert and posting it on various job boards, screening applications as they come in so you only have to look at the good ones, and resourcing relevant candidates for your position. </p>
<p>Obviously, the clue is in the title, with you only have to pay one flat fee for the entire process, and no sneaky commission fees will be charged when you hire, no matter how many candidates you recruit.</p>
<p><b> </b></p>
<p><b>So, where did it come from?</b></p>
<p>Flat fee recruitment seems to be a fairly new thing, only having been established over the last 15 years or so. This means that many companies are still finding their feet, and it’s understandable why some people are slightly sceptical about using a service they know hardly anything about. </p>
<p>It seems that the main reason for the rise of this method of recruitment is the economic climate, with its rise and fall over the last few years companies simply don’t want to spend a lot of money on their recruitment, especially when they are having to make budget cuts all over the business. This gave room for flat fee recruiters to slip past recruitment agencies and establish themselves as a great alternative. </p>
<p>The main selling point when comparing the two choices is that flat fee services don’t charge an extra fee per candidate hired, meaning that companies who need to hire multiple candidates for one role are likely to pay way less when using a flat fee service rather than a traditional recruitment agency.</p>
<p><b> </b></p>
<p><b>Are there pros & cons?</b></p>
<p>An obvious benefit of using flat fee recruitment over agencies or job board advertising is the shocking news that you only pay one flat fee, and you receive the best bits of the other options! You get branded campaigns (which have tons of advantages that you can read about here) posted on the country’s leading job boards just like job board advertising; your applicants are screened and the best ones are put in front of you, without you having to sift through tons of irrelevant applications; as well as your Account Manager having your role resourced and passive candidates being contacted about applying for the role. All of this for one flat fee – bargain!</p>
<p>Of course, as with everything there are also some drawbacks to this method of recruitment. If you role is really specialist then it might be harder to fill through this method of recruitment, meaning that an agency with specialist recruitment consultants could be your best option.</p>
<p> </p>
<p>I hope that this has given you a bit more of an idea about what flat fee recruitment is, and a better understanding of its rise in the recruitment world. </p>
<p>If you are considering using a flat fee service, check out our website: <a href="http://www.crunchposter.co.uk/" target="_blank">http://www.crunchposter.co.uk/</a></p>What is a Job Advert?tag:recruitingblogs.com,2017-05-12:502551:BlogPost:20215612017-05-12T15:10:31.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center">Job adverts, job descriptions and person specifications often seem like one and the same, but each one has its own purpose. Today I’m going to be giving you an idea of what a job advertisement is and why it is useful.</p>
<p> </p>
<p><b>What is it?</b><br></br> A job advert is what you will see advertised on job boards such as Monster, Reed, and Totaljobs. It is made up of elements of both the job description and the person specification, and emphasises why a suitably qualified…</p>
<p align="center">Job adverts, job descriptions and person specifications often seem like one and the same, but each one has its own purpose. Today I’m going to be giving you an idea of what a job advertisement is and why it is useful.</p>
<p> </p>
<p><b>What is it?</b><br/> A job advert is what you will see advertised on job boards such as Monster, Reed, and Totaljobs. It is made up of elements of both the job description and the person specification, and emphasises why a suitably qualified candidate should apply for the position.</p>
<p>A good example will take the key elements from a job description, telling the candidate what they would be doing in the role, and a person specification, giving a clear idea of what is needed to be successful in the role. </p>
<p><b> </b></p>
<p><b>Why do recruiters use them?</b></p>
<p>They don’t have to attract a high number of responses, but an appropriate number of suitable responses. The main purpose of a job ad is for a candidate to take action, whether this is submitting their CV or contacting the recruiter for more information. </p>
<p>From the candidates who apply for the role, recruiters can narrow them down (during the Pre-Selection stage of the recruitment process) to the best candidates, who will go through to be assessed and put forward for the job. </p>
<p><b> </b></p>
<p><b>What does it contain?</b></p>
<p>The language in a job advert should be appealing, using the AIDA principle to motivate the candidate to apply:</p>
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557612579?profile=original" target="_self"><img width="500" src="http://storage.ning.com/topology/rest/1.0/file/get/1557612579?profile=RESIZE_1024x1024" width="500" class="align-center"/></a></b></p>
<p>A job advert will follow a rough guideline, and should start and end with the candidate:</p>
<ol>
<li><b>The candidate</b> – open with an attractive statement, directed at the candidate.</li>
<li><b>The company</b> – sell the organisation, especially if they are award-winning or held in high esteem.</li>
<li><b>The job</b> – describe the position, focus on USPs (unique selling propositions).</li>
<li><b>How to apply</b> – do not forget a call to action, and give candidates the means to contact you (e.g. email address or phone number).</li>
</ol>
<p> </p>
<p>When writing an advert for an online job board, ensure that it is search engine friendly, and include elements like an appealing, searchable job title, and rewards/benefits which will attract the candidate.</p>
<p> </p>
<p>I hope that this has helped you when writing your job advert, and for further help you can check out our guide to writing job adverts: <a href="http://info.crunchposter.co.uk/download-how-to-write-a-successful-job-advert-guide" target="_blank">http://info.crunchposter.co.uk/download-how-to-write-a-successful-job-advert-guide</a></p>Low Cost Recruitment Methodstag:recruitingblogs.com,2017-05-10:502551:BlogPost:20214002017-05-10T13:20:06.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p style="text-align: center;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557613827?profile=original" target="_self"><img class="align-center" src="http://storage.ning.com/topology/rest/1.0/file/get/1557613827?profile=RESIZE_1024x1024" width="750"></img></a></p>
<p align="center">So you’ve got a vacancy to fill but you’re on a tight budget? Look no further! We have compiled this handy little guide to help you discover the cheapest recruitment solution for you.</p>
<p><b> </b></p>
<p><b>Your Options:</b></p>
<p>There are three main options when it comes to low cost…</p>
<p style="text-align: center;"><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557613827?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557613827?profile=RESIZE_1024x1024" width="750" class="align-center"/></a></p>
<p align="center">So you’ve got a vacancy to fill but you’re on a tight budget? Look no further! We have compiled this handy little guide to help you discover the cheapest recruitment solution for you.</p>
<p><b> </b></p>
<p><b>Your Options:</b></p>
<p>There are three main options when it comes to low cost recruitment:</p>
<ul>
<li><b>Recruitment Agencies</b> – they work with both companies and candidates, and Recruitment Consultants tend to specialise in one industry, meaning that they can find the best candidates to fill your role.</li>
<li><b>Job Board Advertising</b> – by posting your job directly onto job boards hopefully perfect candidates will find your vacancy and apply for it, then after assessing your applications you can interview the best ones and hire them.</li>
<li><b>Flat Fee Recruitment</b> – this is a middle ground between the other two options, where the Recruiter will optimise your advert, post it onto various job boards, and then screen the applications as they come in in order to provide you with the best candidates.</li>
</ul>
<p> </p>
<p><b>Your Budget:</b></p>
<p>These three recruitment solutions also come at different prices, meaning that depending on your budget you may be able to narrow it down to one suitable low cost recruitment service:</p>
<ul>
<li><b>Recruitment Agencies</b> – by using this service, you will be subject to a commission fee which tends to be around 15%, and is charged per candidate hired. This means that if you hire 10 candidates, your recruitment process will be pretty pricey.</li>
<li><b>Job Board Advertising</b> – the price for this will differ between different job boards, and depending on whether or not you advertise your advert branded or unbranded. For example, Totaljobs charge £149 for a 28 day branded campaign.</li>
<li><b>Flat Fee Recruitment</b> – in terms of price, the clue is in the title as you pay *drumroll please* one flat fee. This means that you can hire 1 candidate or 50, and you never have to pay any more than the original cost. In terms of budget, flat fee recruitment is arguably your best option for low cost recruitment.</li>
</ul>
<p> </p>
<p><b>Your Advert:</b></p>
<p>One main factor to consider (other than cost) when it comes to your low cost recruitment solutions is your role.</p>
<p>If your position is ridiculously specialist, needing a specific degree and 5+ years’ experience, you may need to use an Agency in order to find your perfect candidate. However, if you are looking to recruit a Sales Executive in central London, you are almost guaranteed to find your dream candidates by using Flat Fee Recruitment or Job Board Advertising.</p>
<p>This leads me on to the location of your role. If it is in a city, like London or Birmingham, you’re more likely to receive lots of applications from Flat Fee Recruitment or Job Board Advertising than if your role is in the middle of nowhere.</p>
<p> </p>
<p>After reading this I hope that you have decided on which method of low cost recruitment is right for you. If you would like some more tips and tricks to aid your recruitment process, check out our blog here: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>What Is Contract Work?tag:recruitingblogs.com,2017-05-09:502551:BlogPost:20212312017-05-09T15:50:21.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center">So, you may be a bit confused about contract work - to help you out, I’m going to go into what this is, and how it differs from temp and perm positions.</p>
<p> </p>
<p><b>What is it?</b></p>
<p>Contract work is often when candidates are hired upfront for a fixed amount of time (e.g. three months, six months, one year). It can be used within a business for specialist projects, where experts will be hired to work on just that project, to cover planned absences such as…</p>
<p align="center">So, you may be a bit confused about contract work - to help you out, I’m going to go into what this is, and how it differs from temp and perm positions.</p>
<p> </p>
<p><b>What is it?</b></p>
<p>Contract work is often when candidates are hired upfront for a fixed amount of time (e.g. three months, six months, one year). It can be used within a business for specialist projects, where experts will be hired to work on just that project, to cover planned absences such as pregnancy/maternity leave, or to cover unexpected absences.</p>
<p>Freelance work also counts as a contract position, but there are a few types of freelancing. Some freelancers are self-employed, and will set their own hours, giving their services to whoever they want to. On the other hand, some freelancers will also have contracts to companies, where they contribute on a regular basis, and are often paid for each individual project.</p>
<p><b> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557614267?profile=original" target="_self"><img width="500" src="http://storage.ning.com/topology/rest/1.0/file/get/1557614267?profile=RESIZE_1024x1024" width="500" class="align-center"/></a></b></p>
<p><b>Are there any benefits?</b></p>
<p>These types of positions tend to benefit people who are more mature, and often deemed “over-qualified” as employers value this kind of experience when hiring for contract positions – wanting you to jump right into the job.</p>
<p>As well as this, contract work can lead to an offer for a full-time permanent position, and given that you can get a taste for several employers in a series of contract positions, you can get a feel for what position/industry/company you want to be in.</p>
<p>This type of position can even work as a short-term solution when you are unemployed.</p>
<p><b> </b></p>
<p><b>Are there any drawbacks?</b></p>
<p>Contract work doesn’t suit everyone – if you favour stability and don’t want to re-sell yourself at the end of every fixed-term position, this type of work probably won’t suit you. </p>
<p>Also, while the company will pay you, they will not deduct your taxes, meaning that you have to remit your taxes on your own. Similarly contract workers are sometimes exempt from benefits such as holiday allowance, pension contributions, etc.</p>
<p></p>
<p>I hope that this has helped with your understanding of contract work, and you now have a better idea of whether or not this type of work would suit you. </p>
<p>Make sure to check out the rest of my blog for some other handy tips and tricks:<span> </span><a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>How To Motivate A Teamtag:recruitingblogs.com,2017-05-08:502551:BlogPost:20205882017-05-08T13:30:00.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center">Whether you have a small team of 10 or a large team of 100+ it’s important that your team stay motivated in order to produce the best work, and it’s great if you (the boss) can be the one to motivate them! So, you can use this handy guide to gain a few more ideas of how to motivate a team to do the best they can do.</p>
<p><b> </b></p>
<p><b>Make it a nice place to work</b></p>
<p>By treating your employees with respect and as actual human beings (not statistics) you can…</p>
<p align="center">Whether you have a small team of 10 or a large team of 100+ it’s important that your team stay motivated in order to produce the best work, and it’s great if you (the boss) can be the one to motivate them! So, you can use this handy guide to gain a few more ideas of how to motivate a team to do the best they can do.</p>
<p><b> </b></p>
<p><b>Make it a nice place to work</b></p>
<p>By treating your employees with respect and as actual human beings (not statistics) you can really motivate a team, resulting in them putting more effort into their work. Even just providing a clean office or giving them breakfast a few times a month can stimulate a team and make them happier to be at work – it doesn’t have to cost a lot to keep your staff happy.</p>
<p><b> </b></p>
<p><b>Let them know they’re valued</b></p>
<p>As well as this, making sure that a team know they are valued is a big part of keeping them motivated. Whether this is through paying them what they deserve to be paid, or offering them development opportunities, checking that your staff are happy in their position is a good way of motivating them and increasing your staff retention rate.</p>
<p><b> </b></p>
<p><b>Goals are important</b></p>
<p>Setting clear goals for your team to achieve is crucial in the workplace, and making sure that your team are aware of the goals they are working towards is just as vital. Giving team members KPIs (Key Performance Indicators) to work towards not only gives them something to work towards, but gives you a way of seeing their progression within their position. When setting goals SMART is a clever acronym which can help:</p>
<p><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557612272?profile=original" target="_self"><img width="500" src="http://storage.ning.com/topology/rest/1.0/file/get/1557612272?profile=RESIZE_1024x1024" width="500" class="align-center"/></a></p>
<p><b>Celebrate their achievements</b></p>
<p>When someone hits one of their targets make sure that it is celebrated, whether this is something small like a round of applause or something bigger like commission or a bonus, make sure that they know it has been noticed! If a team member feels like their efforts have gone unnoticed it can really demotivate them when it comes to having to hit their next target, so by taking a tiny amount of time out of your day to say well done can have a great effect and motivate your team.</p>
<p><b> </b></p>
<p><b>Communication is key</b></p>
<p>If someone in your team is unhappy this can spread to other members of your team – causing more and more people to become demotivated. Therefore, by having a word with any team members who seem unhappy and trying to work together to fix whatever problems they may be facing, you can not only stop this discontent from spreading, but you can also try to motivate them again.</p>
<p>If the problem turns out to be that perhaps they are unhappy in their role and are aspiring to other things, giving them the opportunity to move in the right direction by providing them different tasks or opportunities can keep them motivated!</p>
<p> </p>
<p>Hopefully by now you’ve got a better idea of how to motivate your team, for more handy blog posts, you can check out my blog here: <a rel="nofollow" href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>Online Recruitment – What Are Your Options?tag:recruitingblogs.com,2017-05-04:502551:BlogPost:20207072017-05-04T09:07:30.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center">Looking to fill a vacancy and considering moving away from traditional Recruitment Agencies? As discussed before there are several recruitment solutions available, and in this blog I’m going to give you a run-down on the benefits of using Online Recruitment.</p>
<p><b> </b></p>
<p><b>What are your options?</b></p>
<p>The two main options for Online Recruitment are Job Board Advertising and Flat Fee Recruitment.</p>
<ul>
<li>Job Board Advertising – this is where you post your…</li>
</ul>
<p align="center">Looking to fill a vacancy and considering moving away from traditional Recruitment Agencies? As discussed before there are several recruitment solutions available, and in this blog I’m going to give you a run-down on the benefits of using Online Recruitment.</p>
<p><b> </b></p>
<p><b>What are your options?</b></p>
<p>The two main options for Online Recruitment are Job Board Advertising and Flat Fee Recruitment.</p>
<ul>
<li>Job Board Advertising – this is where you post your vacancy onto one or more job boards in the hopes that candidates will find it and apply.</li>
<li>Flat Fee Recruitment – this is a middleman between Job Board Advertising and Recruitment Agencies. Your advert will be posted on multiple job boards, applications screened, and candidates resourced.</li>
</ul>
<p> </p>
<p><b>Job Board Advertising - A Rough Guide:</b></p>
<p>When you post your advert on job boards, you can choose whether it is branded or unbranded. Job boards tend to encourage branded adverts, with Totaljobs saying that branded adverts “result in more applications for the client”.</p>
<p>Branded adverts let the candidate know exactly what company they will be working for, giving you a lower dropout rate than unbranded adverts.</p>
<p>A drawback to using Job Board Advertising is that you have to go through every application that comes in (even the irrelevant ones), which can be pretty time consuming.</p>
<p><b> </b></p>
<p><b>Flat Fee Recruitment - A Rough Guide:</b></p>
<p>When you choose Flat Fee Recruitment, your branded advert gets posted onto multiple job boards, meaning that your position gets major exposure.</p>
<p>Another big benefit of this method of Online Recruitment is that all of your applications are screened, so that you only have to look at the best ones.</p>
<p>Also, your position will be resourced on multiple job boards. This means that the Recruiter will search for relevant candidates for your position, and either email out to them in the hopes that they will apply for the position, or upload the candidates in order for you to see them.</p>
<p> <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557614179?profile=original" target="_self"><img width="500" src="http://storage.ning.com/topology/rest/1.0/file/get/1557614179?profile=RESIZE_1024x1024" width="500" class="align-center"/></a></p>
<p><b>The Benefits of Online Recruitment:</b></p>
<p>When using a Recruitment Agency, you have to pay a fee per candidate hired, and this fee tends to be around 15%. Unlike an Agency, both Job Board Advertising and Flat Fee Recruitment are one cost recruitment solutions, meaning that for one role you can hire 1 candidate or 100 and will only pay one amount.</p>
<p> </p>
<p>I hope this guide has given you an idea of the best kinds of Online Recruitment for you, and you’ve got an idea of which one you want to use to fill your vacancy.</p>
<p>You can check out my blog here: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>A Simple Guide to Boolean Searches In Recruitmenttag:recruitingblogs.com,2017-05-02:502551:BlogPost:20200862017-05-02T16:02:48.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center">Not sure what a Boolean Search is or how it’s used in recruitment? Look no further! This handy blog post will tell you how they work and why we use them – aren’t you lucky?</p>
<p><b> </b></p>
<p><b>What are they?</b></p>
<p>Boolean searches are related to concept of mathematics and symbol logic developed by George Boole, a mathematician in the 19th century (don’t I sound smart). They basically allow the combination of five different elements to conduct a search. These…</p>
<p align="center">Not sure what a Boolean Search is or how it’s used in recruitment? Look no further! This handy blog post will tell you how they work and why we use them – aren’t you lucky?</p>
<p><b> </b></p>
<p><b>What are they?</b></p>
<p>Boolean searches are related to concept of mathematics and symbol logic developed by George Boole, a mathematician in the 19th century (don’t I sound smart). They basically allow the combination of five different elements to conduct a search. These elements limit, broaden, or define a search, depending on how they are used.</p>
<p><b> </b></p>
<p><b>Why are they used in Recruitment?</b></p>
<p>In recruitment Boolean searches are used when resourcing candidates, which is when a Resourcer searches on one or more job boards for specific skills and/or experience in order to find and attract more candidates to a role. </p>
<p>By using this type of search, Resourcers can really narrow down the pool of candidates they are presented with by specifically looking for what is required in that role. </p>
<p><b> </b></p>
<p><b>How is it done?</b></p>
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557615799?profile=original" target="_self"><img width="250" src="http://storage.ning.com/topology/rest/1.0/file/get/1557615799?profile=RESIZE_320x320" width="314" class="align-right" height="314"/></a></b></p>
<p>As I said earlier, there are five elements to a Boolean search, which all work in different ways.</p>
<p><b><a href="http://storage.ning.com/topology/rest/1.0/file/get/1557615799?profile=original" target="_self"></a></b></p>
<p>These elements are:</p>
<ul>
<li><b>OR</b> – this broadens the search, and the results will contain either of the key words you are searching for.</li>
<li><b>AND</b> – this narrows down the search, by combining two words or phrases and only showing results with both.</li>
<li><b>NOT</b> – this also narrows the search, but by exclusion; some search engines recognise the subtract symbol (-) as NOT.</li>
<li><b>“ ”</b> – while this does not narrow or broaden the search, speech marks are wrapped around keywords in order to capture the entire phrase; not using “ ” will mean that each word is seen separately.</li>
<li><b>( )</b> – brackets are used in more complex search strings, and can be used to separate and combine two commands into one search, telling the search engine that these are separate conditions.</li>
</ul>
<p><b> </b></p>
<p><b>Boolean searches in action…</b></p>
<p>We know that these searches may still seem pretty complicated, and honestly practise makes perfect, so here are some examples which might help when wrapping your head around how to combine the different elements:</p>
<p> </p>
<p>A simple search string would be something like…</p>
<ul>
<li>Sales OR Telesales</li>
</ul>
<p>OR (Boolean pun)</p>
<ul>
<li>“Care Assistant” OR “Support Worker” - notice how the speech marks have to be kept around each key word</li>
</ul>
<p> </p>
<p>Getting slightly more complex, a search string with more elements could be…</p>
<ul>
<li>(“IT Technician” OR “IT Support”) AND JavaScript - when running this search, the search engine would know that the IT Technician or IT Support would also need to have skills in JavaScript</li>
</ul>
<p></p>
<p>Hopefully by now you have more of an idea of what a Boolean search is and how it works within recruitment. If you found this helpful, you may be interested in checking out the rest of our blog: <a href="http://blog.crunchposter.co.uk/" target="_blank">http://blog.crunchposter.co.uk/</a></p>A Guide To Job Advertstag:recruitingblogs.com,2017-04-18:502551:BlogPost:20185372017-04-18T16:10:21.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center" style="text-align: left;">So you’re writing a job advert and you’re not sure what to include? Look no further - I have 367 job adverts saved on my computer (and it’s growing by the hour), so I’m going to give you my opinion on what you should and shouldn’t include when trying to hire your dream candidates!</p>
<p><b>What should you disclose?</b></p>
<p>When it comes to what…</p>
<p align="center" style="text-align: left;">So you’re writing a job advert and you’re not sure what to include? Look no further - I have 367 job adverts saved on my computer (and it’s growing by the hour), so I’m going to give you my opinion on what you should and shouldn’t include when trying to hire your dream candidates!</p>
<p><b>What should you disclose?</b></p>
<p>When it comes to what <a href="http://storage.ning.com/topology/rest/1.0/file/get/1557614274?profile=original" target="_self"><img width="750" src="http://storage.ning.com/topology/rest/1.0/file/get/1557614274?profile=RESIZE_1024x1024" width="333" height="222" class="align-right"/></a>to include in a job advert, obviously everything is up to you, but there are a few basic things that should definitely be mentioned:</p>
<ul>
<li>Job title</li>
<li>Salary</li>
<li>Location</li>
</ul>
<p>When writing your advert, put yourself into the candidate’s shoes. If you wanted a new job, you’d want to know what you were doing, how much you were going to get paid, and where the position was based. When it comes to the location and salary, it doesn’t have to be exact if you decide you don’t want these things disclosed, but a range for the salary (e.g. £20,000 - £25,000), and at least a town/city is helpful for the candidate, and makes candidates more likely to apply.</p>
<p>Not only is the candidate more likely to apply if these things are given in the advert, but you will also have a lower dropout rate of candidates later on, as the candidates who do not want to work in that place or for that salary will have already been filtered out pre-application.</p>
<p><b>Things you can mention:</b></p>
<p>Benefits are a great thing when it comes to what to include in a job advert, and they can include:</p>
<ul>
<li>A commission structure and/or bonus scheme</li>
<li>Holiday entitlement</li>
<li>A pension scheme</li>
<li>A healthcare scheme</li>
<li>Even things like “dress down Friday”</li>
</ul>
<p>Benefits are a great idea when writing an advert, and really help to bring in candidates. If we’re being honest, candidates will want to know everything positive they can get from your job, and the more things you can offer, the more they will consider the position.</p>
<p>As well as this, try to include a section near the beginning of your advert all about your company, telling the candidate what you do and what you believe in. This will give candidates an idea of who they will be working for and if they’d fit in at the company. Again, this will give you a lower dropout rate later on in the recruitment process, as the candidates who do not feel that they would fit the company will have already been filtered out.</p>
<p><b>What not to do:</b></p>
<p>When writing a job advert you want to keep it relatively short. I would say 1 ½ A4 pages maximum when typed up is an appropriate length, and including a section about the company, the role, the candidate and the benefits. This is because while you want to give the candidate a good idea of the position, but if the advert is too long the candidate won’t read all of it, and your dropout rate may rise later on in the process if they decide that the role isn’t right for them.</p>
<p></p>
<p>So, now you know most of my tips and tricks when it comes to writing job adverts, and hopefully you’ve managed to write your advert and attract your dream candidates. You can also find a handy guide to writing job adverts here: <a href="http://info.crunchposter.co.uk/download-how-to-write-a-successful-job-advert-guide" target="_blank">http://info.crunchposter.co.uk/download-how-to-write-a-successful-job-advert-guide</a></p>What Is Flat Fee Recruitment?tag:recruitingblogs.com,2017-04-04:502551:BlogPost:20108072017-04-04T07:41:45.000ZEmily Lennoxhttps://recruitingblogs.com/profile/EmilyLennox
<p align="center" style="text-align: left;">So you’ve got a position you’re recruiting for? There are several Recruitment Solutions available in order to fill your position, and this handy little guide should be able to help you to decide in Flat Fee Recruitment is the best option for you.</p>
<p>Flat Fee Recruitment is a combination of the best parts of traditional Recruitment Agencies and Job Board Advertising. You get an Account Manager who will handle your campaign and the wide coverage of…</p>
<p align="center" style="text-align: left;">So you’ve got a position you’re recruiting for? There are several Recruitment Solutions available in order to fill your position, and this handy little guide should be able to help you to decide in Flat Fee Recruitment is the best option for you.</p>
<p>Flat Fee Recruitment is a combination of the best parts of traditional Recruitment Agencies and Job Board Advertising. You get an Account Manager who will handle your campaign and the wide coverage of multiple job boards, all in one flat fee.</p>
<p></p>
<p><b>What is Flat Fee Recruitment?</b></p>
<p>When advertising your position using a Flat Fee Recruitment service, the Recruiter will do lots of things to try to ensure your advert gets maximum coverage, and your perfect candidates apply.</p>
<p>Your job advert will be optimised, meaning that you will get the most coverage possible. This mainly involves the repetition of key words, as search engines rank things in accordance to how relevant they are, and this is based around how many times key words are repeated.</p>
<p>Your applications will then be screened, so that you don’t have to sort through tons of irrelevant applications, and you can just have the best candidates put in front of you. Some recruiters will also add notes to applications, so that their clients know exactly why they’ve ranked applications in the way they have.</p>
<p>Additionally, if your adverts aren’t performing as well as expected, the Flat Fee Recruiter can then resource the position. This means searching on multiple job boards or social media sites in order to find candidates who may not be actively searching and applying for roles, but are perfect for your position.</p>
<p> </p>
<p><b>The Pros of Flat Fee Recruitment</b></p>
<p>The obvious benefit of Flat Fee Recruitment over Traditional Agencies is that they are far cheaper. When recruiting through an agency, you are subject to paying an extra fee (often 15%) for every candidate hired. This means that if you are looking to hire multiple candidates, using Traditional Agencies can become quite costly. In comparison, Flat Fee Recruitment requires only one flat fee (clue’s in the name). This means that whether you hire one candidate or fifty, you only pay one fee.</p>
<p>When comparing Flat Fee Recruitment to Job Board Advertising, the main advantage comes from your applications being screened, and candidates being resourced. Also, with Flat Fee Recruitment, your advert can be posted onto multiple job boards for a lower cost than if you had paid to advertise the role on several job boards yourself.</p>
<p><b> </b></p>
<p><b>The Cons of Flat Fee Recruitment</b></p>
<p>One of the disadvantages of Flat Fee Recruitment is that if your role is particularly specialist, it may be harder to fill without the help of a Recruitment Agency. For example, an expert PHP Developer in the middle of nowhere, who needs an exact degree and a certain amount of experience may be hard to fill just using advertising. This means that a Traditional Agency may be the best option for you.</p>
<p> </p>
<p>Hopefully by now you know whether or not Flat Fee Recruitment is the one for you, depending on your budget, location, and the role you want to recruit for. Unless your role is overly specialist or in a really difficult location, this recruitment method is likely to work for you!</p>