We all know that most companies are currently struggling to recruit staff. We also know that many of today's candidates use the internet as a main tool in their job searching process. So why is it then that companies who actually have and use (allegedly) their own career site / job pages, don't actually tell people about them? If jobseekers don't know about you, they won't then apply for any of your jobs and you will continue to keep the recruitment agencies profits up!
Do these companies assume job seekers are telepathic and will simply be drawn to their website? or do they believe that their brand will simply do the trick?
A recent survey by
Personnel Today's sister publication Employment Review helps explain that employers are being incredibly naive with regards to candidate attraction, with 60% still using printed adverts to direct candidates to their site! Just over half (52%) relied on their homepage link, while 44% of companies used job boards to advertise themselves (via jobs) and generate traffic. There are however, a few clever companies - but only one in six - that have realised that one of the best tools to drive traffic to their career pages is SEO.
The staggering postscript is that 40% of companies make no special effort to attract candidates to their own career pages at all!! How do they expect to solve their recruitment needs if they don't get enough candidate traffic in the first place?? Now for me that is either ignorance, arrogance or just plain stupidity!!


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The top 10 most irritating types of work colleagues!

So which one are you? Are you a Shirker, a Screamer, a Gossiper or even a Megaphone?
A recent survey by
Ceridian, has collated the top 10 most irritating types of workers, according to their colleagues. It is the Shirkers - colleagues who seem to find excuses to avoid work - who come out on top as most hated by 21% of their UK colleagues!
Below are the The 10 most irritating types of workers from Shirkers to Sneezers:
Continue reading "The top 10 most irritating types of work colleagues!"  


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We have all done it....haven't we?

We have all done it....haven't we?
We are now in 'sicknote season' in the UK - defined as such because it is the longest stretch of work without a Bank Holiday. As such companies are being urged to recognise this fact, and be generous in allowing their workers more time off in the run up to Christmas. Of course companies could just stick to their holiday allowances, and they would be legally entitled to do so. But the fact is, the majority of the workforce will take some false time off during this time, so wouldn't it be better for morale to allow them a Christmas shopping day or a 'winter duvet day' - it could even be part of a retention strategy? This way it would be under control (to a certain extent), and would enable staff resource planning as opposed to getting the 'sickie' call early one morning causing a potentially damaging staff shortage.
Fish4Jobs have just completed a survey of workers, and 80% of the respondents admitted to feigning illness to take time off work leading up to Christmas. The top responses for missing work were:

1. Taking a sickie because of a hangover, and claiming it is a migraine
2. Taking a sickie to attend a job interview
3. Lying about the death of a relative to avoid work
4. Contracting a foreign disease on returning from holiday
5. Claiming a favoured family pet has died
6. Citing a DIY disaster, needed to have time off to repair or visit the hospital


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Highlighting poor HR hiring performance

A very interesting site has been recently launched, that should be read if you are passionate about getting recruitment practices right within organisations. Forthewantofanail.org is the idea of Peter Schofield who describes himself as a hiring management consultant and a leading pioneer of hiring and retention strategies for skills short markets. So I guess that means the current market then!! It has been designed to support and direct HR professionals who prevent organisations from moving forward, blaming skills shortages as cover for bad hiring performance.
It is refreshing and borne out of a wealth of Peter's experience in helping companies.




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