June24619788 No Comments

David Tully Joins Resource Solutions as Associate Director

Resource Solutions has appointed David Tully as Associate Director from Global RPO provider Cielo Talent, where he was a New Business Development Director for EMEA.

David has a wealth of experience in business development within the recruitment industry, having also held senior roles at SJB Group (acquired by Experis’ Manpower) and Adecco UK, selling across all their 14 brands, including Spring Technology and Pontoon Solutions.

As Associate Director – Sales, based in the Robert Walters Group Head Office in London, David will be developing business development strategies to drive Resource Solutions’ client-focused ethos and tech-enabled outsourced recruitment solutions. David will spearhead telecommunications, technology and a number of emerging sectors.

Commenting on this recent senior appointment, Joanna Fagbadegun, Resource Solutions’ Sales Director said:

“David’s extensive experience within the RPO and MSP arena will be harnessed to focus on supporting our continuing diversification across a range of sectors. Our long-standing client relationships are at the heart of our business and David will play an instrumental role in generating new business whilst developing deep and lasting relationships with our clients. We are excited to welcome David to the Resource Solutions global family.”

Read More – www.recruitmentbuzz.co.uk

June24619788 No Comments

Why Companies Are Turning To Headhunting Firms

There was a time when business leaders resorted to working with headhunters only for the seemingly impossible job searches. Today, companies are changing their perception when it comes to executive search firms with the numbers indicating this trend strengthening over the next decade.

As business and hiring practices continue to evolve, the plight of the headhunter looks to be one of longevity, and business owners may find themselves increasingly reliant on them to fuel their company with fresh talent.

At the same time company leaders are turning an eye towards headhunting firms, they are finding it harder than ever to find good talent using traditional methods. While the value of personnel is better understood and appreciated than ever before, the availability of talent seems more scarce by the minute. Traditionally, internal recruitment teams have filled the vast majority of roles for a company, yet the increasing complexity of today’s job descriptions is proving to be more difficult for corporate recruiters to manage than in years past.

There are simply too many roles at most large companies for a handful of corporate recruiters to adequately recruit for. This is especially true for upper-level positions that may not need to be filled frequently. A corporate recruiter may not have experienced the job search before for these positions.

For a company to have the breadth and range an executive search firm possesses, they would need to employ an entire search firm themselves; fully equipped with the tools, licenses, and operational processes.

Simply put, recruitment firms with specialized teams of recruiters are far more likely to have the experience to find and, more importantly, qualify candidates for specialized roles than corporate recruiters.

Based on the survey responses of nearly 4,000 corporate talent acquisition leaders, 61 percent say their team will stay the same or decrease in size in 2017. One reason for this is companies are warming up to the idea of using search firms for positions that are not commonly filled. While an organization with a large sales team may have no trouble filling average sales roles, the internal recruitment team may struggle to find a director of compensation with the right experience. Not being exposed to the wide range of compensation talent like a headhunter, the internal team is likely to look for individuals with the same job title, and underestimate the importance of the type of experience, varied exposure to both specific and broad-based areas of compensation, and the importance of finding an individual who has worked with a similar company. In the medical field there are general practitioners, and then there are specialists — the headhunter is the specialist.

One clear advantages headhunting firms have over corporate recruiters is the ability to reach out to passive job seekers. Passive job seekers are professionals who are not actively looking for a new job but may be open to new opportunities. Eighty-five percent of professionals in 2017 are open to new opportunities and with recent developments like Linkedin’s “Open Candidate” tool that allows professionals to indicate they are open to conversations with recruiters, the ability to recruit from a company’s competitor is easier than ever for a recruiter. While headhunting firms excel at this, corporate recruiters have limited resources. It takes a much more proactive approach to attract this level of talent than the average active job seeker.

Companies also have a better understanding of the cost of a bad hire these days. Poor hiring decisions can cripple a company’s growth and the data points to bad hires being costlier to an organization than previously thought. Because hiring mistakes are costly, companies are extending their hiring process longer and taking more precautions to guard against making poor personnel choices. This, however, can be a double-edged sword as time-to-hire increases and jobs stay unfilled longer.

While companies are willing to put more effort into finding the right candidate, they still need to fill the jobs in a relatively similar time frame. This is where the speed and efficiency of an executive search firm is attractive to business leaders. The lack of bureaucracy and a focused approach, typically lead to faster time-to-fill and quality candidates.

Top 10 mistakes corporate recruiters make:

  1. Unrealistic job descriptions,
  2. Shotgun approach to marketing jobs,
  3. Recycled job descriptions,
  4. Reliance on dated techniques and processes,
  5. Take time away from hiring managers to explain the job,
  6. Recruit through employees friends,
  7. Too rigid on specs,
  8. Boring communication,
  9. Failure to evolve,
  10. Complacency.

Read More – www.bizjournals.com

June24619788 No Comments

Recruitment Body Looks To Improve Disability Hiring

New data has found that many companies are struggling to source disabled talent – with 70% not knowing where to look.

In response, The Recruitment Industry Disability Initiative (RIDI) has launched RIDI 100 – a directory of recruitment service providers which are committed to the inclusion of disabled jobseekers.

Hoggett Bowers, an executive search firm who recruit for seniuor hires, has been confirmed as the first partner.

Karen Wilson, CEO of Hoggett Bowers, RIDI’s commented on why the recruitment firm signed up to the RIDI scheme.

She said: “As Hoggett Bowers, we have been active supporters of the D&I initiative for many years, having worked with some major organisations to help them face challenges as early as the mid 1990’s. We are delighted to be the first RIDI 100 partner; we are also actively participating with The Clear Company as Clear Assured Foundation members.”

Kate Headley, spokesperson for RIDI and subject matter expert, added that recruitment can play a starring role in helping firms find the talent they need.

She added: “We have long known that businesses, while open to hiring disabled individuals, often feel that they ‘don’t know where to start’ when it comes to engaging with disabled candidates.

“However, our latest research underlines the fact that many hiring managers simply don’t know where to turn to even access this valuable talent pool.”

“By creating a dedicated directory of Disability Confident recruiters, we believe we can help businesses to overcome this crucial hurdle.”

Read More – www.recruitmentgrapevine.com

June24619788 No Comments

Almost 50% Of Candidates Confused About Own Skillset

Over a third of UK workers are put off from applying for new jobs because they don’t understand what skills they need for the role.

New research from recruitment giant Michael Page also discovered that almost half (46%) of workers don’t know which of their skills to show off in job applications.

Nicholas Kirk, UK Managing Director, Michael Page explained that employers – potentially aided by recruiters – could be doing more to stop jobseekers feeling confused.

He said: “It’s clear businesses could be doing more to clarify the skills required for a role.

“Employers are potentially missing out on talent as a result of unclear job listings and must ensure they’re hiring in the most efficient way by listing the specific skills needed for each role.”

According to the US-founded recruitment firm, confusion about what skills are needed has caused a lack of confidence amongst jobseekers.

A third don’t think they would stand out at interview whilst over four in ten leave an interview worried about how they performed.

John Lees, a career strategist and author of How to Get a Job You Love, added Michael Page’s research shows candidates need guiding to understand their own potential.

He said: “These findings demonstrate the need for candidates to not only understand which skills they currently possess, but also be able to do two things: match these skills to the needs of organisations, and talk confidently about them at interview.”


Read more – www.recruitmentgrapevine.com

June24619788 No Comments

Brexit Strikes: Panasonic To Move Europe Headquarters From UK To Amsterdam

In the run-up to March 2019, a number of multinational firms have said they plan to move jobs out of the UK, including several Japanese financial companies who intend to move their main EU bases away from London.

Panasonic’s decision was driven by a fear that Japan could start considering the UK a tax haven if it cuts corporate tax rates to attract business said Laurent Abadie, Panasonic Europe’s Chief Executive.

If Panasonic ends up paying less tax in the UK, that could in turn make the firm liable for a bigger tax bill in Japan.

Mr Abadie told the Nikkei Asian Review that Panasonic had been considering the move for 15 months, because of Brexit-related concerns such as access to free flow of goods and people.

Panasonic Europe later issued an official statement confirming that it was transferring its regional headquarters from Bracknell in the UK to Amsterdam from 1 October.

The reasons for the move include “improved efficiency and cost competitiveness”.

It said “fewer than approximately 10” people would be affected out of a staff of 30.

“No Panasonic UK business operations will be affected by the EU headquarters move,” the statement added.

Britain voted to leave the EU in 2016, but with less than a year to go, the UK and the EU are struggling to reach consensus on the terms of the exit.

Japan is a major investor in the UK, with over 800 Japanese companies employing more than 100,000 people.

However, financial firms including Nomura, Sumitomo Mitsui and Daiwa have already said they will no longer maintain their EU headquarters in London.

Read More – www.recruitingtimes.org