Newsletter Issue 7 2007
Welcome to latest issue of our newsletter.
With the level of interest in apoint continuing to increase, the pursuit of HRSS leads looking promising and the number of apoint+ systems being adopted also set to break records the last month has been extremely busy. Plus all this follows a record quarter.
Amidst the hive of activity, we make comment on the use of technology and highlight the benefits that this brings to the entire recruitment process and how the candidate experience we deliver is still outperforming our competitors and more importantly candidate expectations.
Since it's launch at the end of June our new e-recruitment solution apoint has received high levels of interest and in the last four weeks alone five of our clients have adopted the system.
In its simplistic format apoint provides companies with the tools to efficiently handle the response of a company's entire recruitment activity. Our clients have been using the technology for some time to view and manage candidate applications through our Sourcing and Response management service, but due to increasing client requests we have developed the technology to handle the response from all sourcing methods such as newspaper or trade magazine advertisements.
By developing a careers section on your corporate website with full vacancy listings clients can direct all attracted candidates through to an online application form and collate the details in one central database. In addition to the impressive benefits that apoint offers an organisation the low cost ensures that it is also a viable option for companies with small recruitment needs.
As the reasons for implementation varies from client to client, the flexibility of apoint ensures that the technology can be tailored to the exact needs of our clients.
For example, one client to adopt the system, Wesleyan, have chosen to advertise their current vacancies through a careers section (I frame) run by networx but seamlessly integrated within their corporate website. Prior to apoint the careers section was rarely being used. Adding vacancies was both a difficult and time-consuming exercise.
Centralising applications from a multitude of sourcing methods was a key factor for Wesleyan together with the reporting tools that help identify the most effective methods.
Another client MWB, the requirements were slightly different.
They wanted to integrate a search functionality to their careers section, reduce the time taken to upload vacancies and provide HR with a central database of candidate details which could potentially be used to develop a talent pool for future vacancies.
Two Sheffield based companies have achieved high levels of success through their recently completed graduate recruitment activity ran by networx.
Leading International Engineering Group, Doncasters have placed 10 graduates whilst International Stainless Steel company, Outokumpu placed 8 graduates.
With different objectives and needs networx partnered these two major companies to develop a tailored recruitment strategy. Our Graduate services included identifying the appropriate sites to attract the right candidates; we used our apoint system to direct all candidates to one application form, we then pre-sifted the candidates, invited relevant candidates to an assessment centre, we ran the assessment days and finally handled the successful and unsuccessful candidates.
Senior Client Relations Manager for networx, Hayley Cayton commented:
“The initial response for Doncasters was phenomenal we had 785 applications for only ten positions. It was my responsibility along with my Account Manager, Heather to source and manage these candidates. The Assessment centres that we arranged were ran by myself along with the line managers of the companies recruiting for, we did a number of activities and testing to identify the relevant candidates before interviews took place on the day. Both client and I were extremely satisfied with the results achieved.”
As with all our recruitment solutions – every consideration is given to providing a first class candidate experience. The below email from a candidate illustrates the level of service that we provide on behalf of and with our clients.
“As a whole I thought the whole graduate selection process was very well planned and implemented to a high standard. I was very pleased with the warm welcome Doncasters showed towards me, which included the hospitality at the interview and assessment centre as well as the reimbursement of the petrol and hotel costs. I also found the communication by email, telephone and letters towards me was very warm and welcome, and it gave a feeling of Doncasters showing a very good attitude towards their graduates.
The assessment centre was very well designed, and tested many personal attributes. The tasks and group activities kept the day interesting and challenging, which meant the graduates are always tested at a high level. I really enjoyed the colour-blind exercise and felt the self-appraisal exercise was a very good way of judging a persons personality.
Finally there was the right mix of activities at the assessment centre, by this I mean there was times where we could interact in teams and other times there was a more individual approach needed. Therefore the overall flexibility of the assessment centre was excellent.”
The increasing reliance on technology by HR departments is actually having a detrimental effect on the hiring process. That's according to Steve Carter, Managing Director of finance recruiter Nigel Lynn who believes that despite a recent KPMG report citing large employers who are reducing the need for recruitment agencies by hiring staff through their own websites, an over reliance on this method means that they are actually losing out on attracting the best talent.
"One of the major problems is the way applications are filtered through automated checking procedures," says Carter. "You may have the ideal candidate with exactly the right experience for a senior position. But if there's no human being involved in that first CV filter then the company is going to lose out. Why? Because of the ridiculous scenario where good candidates will get deselected by what they forgot to put on their CV." Carter cites the example of a senior tax specialist who, because they did not have the phrase "indirect taxation" on their CV was rejected by a major company. The candidate was snapped up by a competitor within hours.
"We're living through what's probably the biggest war for talent we can remember" says Carter, "and yet we're making the hiring of key individuals harder by putting processes up as obstacles. Why make what should be a simple process more complicated? You can have the most impressive on line careers site in the world but getting the right people to visit it is another matter. Very often the best candidates are those who are not actively looking: the very candidates that a good recruitment consultancy can help source."
"In a world dominated by skill shortages, organisations have to realise that they are selling as well as buying and that the very best candidates are not going to spend time 'optimising' their CVs with keywords in order to try and beat an online system when they know they can go to a recruitment consultancy and get four interviews. People recruit people - not computers - you can't e-mail a handshake."
To read the full article, please visit: http://www.onrec.com/newsstories/17241.asp
Technology is key to the success of our business and dramatically helps to improve not hamper the recruitment process for both our clients and us.
Whilst we agree that there are other elements to our service that are essential to a successful recruitment process, technology is vital and a major requirement for any business with recruitment needs in today's market.
There are currently 12 million online job seekers of which 62% use the Internet on a daily basis and this is growing on an annual basis. As agencies are well aware this provides a huge opportunity to advertise vacancies to an extensive audience.
Whilst the strengths of online recruitment are well documented it is essential that the right technology be used to efficiently manage the high levels of response normally attracted.
At networx our in-house technology helps manage 1000's of applications through our Sourcing and Response Management Service. This first hand knowledge ensures that the technology we use (and offer through apoint and apoint+) continuously reflects the changing requirements and expectations of both client and candidate.
Technology also assists in providing access to candidates who are not actively looking for a vacancy. Not only does it allow companies to build a dedicated talent pool that helps collate candidate details for future vacancies but also facilitates CV Database Searching by pin pointing candidates with your exact criteria and notifying them of the role.
However it is equally important to recognise that our technology is designed to facilitate the process and not replace people. By working in tandem the technology improves efficiency by collating and presenting the necessary information to enable employers make a more informed recruitment decision. For example, bespoke application forms, which request details of role related information are always used to support CV's – this not only assists in the decision making process but reduces the possibility of excluding candidates based on information held solely within their CV.
As recruiters strive to offer the best candidate experience we also consider the benefits that people bring to the process in addition to operating the technology they use. Although we agree that you cannot email a traditional handshake our surveys show that there are measures using a combination of technology and personal communication that overcomes this. In fact our "handshake" extends to each and every candidate regardless of location, industry or position and our candidate comments reflect this high level of service we offer. (Look below – what our candidates say)
Our team of specialist are trained to deliver a warm and professional service to each and every candidate and to offer a point of contact throughout the process.
In conclusion, unfortunately for agencies, it appears that more and more companies are now acknowledging the benefits and as a consequence decreasing their reliance on traditional methods through the adoption of technology. For some this is a hard pill to swallow.
Figures reveal that networx achieved a record quarter for April, May & June and high expectations are now set for the next 3 months in the approach to the end of the financial year.
High sales, a major recruitment drive and improved internal processes have all contributed to this fantastic achievement.
Andy Pierson, Director, commented:
"We are really pleased with the success of 2007, especially our third quarter, we increased sales by 50% compared to the previous qtr, we filled more positions than ever, we provided more systems than previous quarters and we still have more to come!
This has only been achieved through the success of our people their hard work, persistence and a passion for what they do. I am very proud and thankful of all of them and the fantastic work that each individual and department is involved in"
For the past couple of months we have been highlighting our continued success in delivering a high-class candidate experience.
Conducting our own survey enables us to see exactly what our candidates think. Below is an example of one in particular. (NB This person was unsuccessful for the position)
(Branch Manager)
- My experience of your company and in particular, Carla, was extremely professional friendly and caring with a genuine interest in how I was doing during the various levels of the interviews I had to attend. It would be hard for me to see what aspects of your service could be improved. It has been an absolute pleasure with networx.
We have just received order confirmation for another 2 apoint+ systems from The Regenda Group and Worcester Bosch (BBT).
The Regenda Group is a North West based housing and generation organisation that provides high quality homes as well as delivering community regeneration projects that help make the North West a better place to live.
Worcester, Bosch Group is one of the largest manufacturers of domestic gas and oil central heating boilers in the UK.
Philips is one of the latest great names that have recently joined our extensive client base by choosing our managed services. In addition to helping attract quality applications, networx will also help remove the administration issues associated with sourcing and maintaining candidates, networx will help remove the administration issues associated with sourcing and maintaining candidates.