Posts tagged with ‘recruiter opinion’

5 things to remember when starting an agency in 2014

agency-startupYou’re clearly the intelligent, self-motivated and highly successful sort. You’ve billed well as a recruitment consultant and lined somebody else’s pocket for too long – It’s time to go it alone by starting an agency. There are so many things to think about and questions to answer. We spoke to Laura who’s done just that to get an idea of what.
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Internships: Good or bad?

InternshipsInternship has become shorthand for cheap labour in many companies and some industries. There are countless stories of well-qualified graduates working for free over many months in the vain hope of gaining paid employment. But before the credit crunch, internships were structured programmes of temporary work and some sectors still do see long term benefit in paying for work experience placements. Here.
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Totaljobs recruiter news 10.06.13

All the jobs industry and recruiter news you need to know in the UK. Labour leader urged to get his “facts right” on UK’s recruitment industry Earlier this month Labour leader Ed Miliband gave a speech on his party’s welfare reform plans, which centred on jobs and growth in the recruitment sector. However, Recruitment and Confederation (REC) chief executive,.
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Does Twitter actually help your recruitment process?

How many recruiters and candidates out there use Twitter as a job hunting tool? The answer is surprisingly few. Many Twittter users see it primarily as a tool to market themselves, rather than a way to link with a vast pool of untapped candidates. Part of this is down to the profile that Twitter has within the media and the perception.
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In-house recruitment Vs agency recruitment

I’ve previously worked with some leading brands where I was in charge of running in-house teams, but since moving to the dark side there is one question I get asked at every networking event I go to: “Why won’t the in-house recruitment team answer the phone when I know I have candidates to fill their vacancies, especially as in-house recruitment.
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‘Unconscious Bias’ in recruitment

You’re biased. And I am too. In fact, everyone is biased. You’re not a human being if you don’t naturally ‘pre-judge’ in some way. So it’s hardly surprising that ‘Unconscious Bias’ and how it can affect the recruitment process is becoming an increasingly important issue. If you think this is something of an overstatement, then consider this: how many recruiters in.
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How to be successful in recruitment

expert answers with greg savageThe biggest cause of placements going wrong is the recruiter making assumptions. Assumptions that are flawed. Information is what drives success in recruitment. And that is why our industry will never die. Because the craft of managing the process still determines whether a candidates is offered and, crucially, accepts a job. Successful recruitment is not all about ‘sourcing’. It is.
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A response to gender balanced boards

Gender balanced boardsLast month the European Commission decided to significantly dilute plans for legally binding gender quotas. It’s been greeted by a fairly mixed response. And I’m not surprised. There are probably only very few ways to increase the number of women on boards – and at first glance the ‘quota’ appears a common sense approach. But I think it could be the.
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Should recruiters keep in touch with employed candidates?

When lots of candidates apply for jobs through a recruitment consultancy, sometimes it can feel like a never-ending production line. You grill a load of them during the interview process, put them forward to your client if you deem them suitable, and if they fail to make it through the interview process – and let’s face it, these days candidates have plenty.
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How to give the right candidate experience

When I was an in-house recruiter, getting the candidate experience right was the holy grail. For me, this tells a candidate everything they need to know about the business they are applying to, how it operates and what its values are. From the first acknowledgment email, to the interview process and then to the offer, the experience a candidate has.
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