Tag Archives: Recruitment Process
By 2025, Centennials will account for 30% of the global workforce, jumping into the workplace melting pot of Traditionalists, Baby Boomers, Gen X and Millennials. This article may be something to share with employers you work with.
Their expectations? High.
Their brand loyalty? Low.
But your rewards for winning them over could be huge.
Here, we reveal everything you need to know about this exciting new wave of workers, shoppers and future-shapers to help you prepare your business for long term success.
How well do you know your generations? (more…)
Recruiting the right individuals is crucial to the success of your business. Your aim is to ensure that your employees have the skills, experience and attitude that will help you achieve your objectives.
A clear understanding of what you need is essential. You also need a recruitment process that helps you find, attract and select candidates cost-effectively. This checklist gives you information, advice and guidance on the following steps
- Planning ahead
- Defining what you want
- Finding candidates
- Attracting candidates
The Register of Apprenticeship Providers (RoATP) has seen an increase in employers putting themselves forward to become employer providers, and it is likely this will increase when the new register entrants are shared in January.
So, firstly, why would an employer wish to become a training provider?
There are many reasons why employers may be considering applying for employer-provider status, whereby the employer delivers apprenticeship training directly to their employees rather than outsourcing to an external training provider:
- Maintain control
- Potentially lower costs
- Train within your business’s culture and ethos
- More 16-18 incentive payments (employer-providers are entitled to receive both the employer and provider payments)
Although this all sounds straightforward on the surface, the new rules and regulations that govern apprenticeships as part of the apprenticeship reforms offer some food for thought. To become an employer-provider, employers must apply to the Education and Skills Funding Agency (ESFA) to be included on the RoATP. This will include due diligence checks on your organisation and directors, financial checks, and an assessment of your organisation’s capability to deliver high quality apprenticeship training. (more…)
Job interviews and other business meetings taking place over Skype are becoming increasingly common.
You might be able to see one another, but a virtual interview or meeting over the internet is not the same as one face to face and you need to prepare accordingly.
Here are some considerations to help you embrace technology and master a Skype interview.
Q. Should you still dress as if you are in a face-to-face interview?
A. Yes – general interview etiquette still applies. The dynamics are different, with body language being the main barrier, so it is vital to make a good impression based on your dress and surroundings.
Don’t be tempted just to dress smartly from the waist-up, assuming that’s all the interviewer will see. As you use Skype more and more you will come across plenty of interview situations where the candidate or the interviewer has had to stand up – that unexpected knock on the door – a mobile phone ringing – situations that can only be dealt with by standing up! Being in formal dress will also help you to feel like it is a formal interview and put you in the right frame of mind.
Pick Your Backdrop Wisely
Q. How much attention will be paid to where you are sitting for the interview?
Young people demand a career that will help others according to new research commissioned to launch Tomorrow’s Engineers Week.
The findings show 90% of 9-18 year olds want a career that tackles social issues with almost half wanting to help animals (47%), two-fifths want to save peoples lives (37%) and a third want to help tackle homelessness (29%).
While two-thirds (65%) of Generation Z claim money is the most important thing to look for in a career, 43% want to be part of something to be proud of and 37% want a career that offers excitement.
Dr. Thilo Pfau, Senior Lecturer in Bio-Engineering at The Royal Veterinary College, commented: "I believe it is important to think of engineering as an exciting area that extends into every area of life.
“For me personally, it has given me a career which allows me to combine my interest in computers, patterns and algorithms with my passion for animals. I use engineering to help veterinarians diagnose and treat problems that restrict the quality of life of many animals.”
Among the 9-18 year olds questioned by researchers, only a few (10%) were actively considering a career in engineering but two-thirds (67%) would consider a career in engineering if it allowed them to help the world, the environment or save peoples’ lives.
A business leadership team needs a balance of "how" and "why" types says leadership expert Simon Sinek.
The idea being that if, as the senior leader, you recruit members to your business leadership team who are too similar to you, you will clash and / or the tasks that you both find challenging won't get done.
It's not always so easy to find this kind of person to join your team — that's partly because it's not so easy to know what individuals can bring to the table.
Simon Sinek has spent a lot of time thinking about this problem. Sinek is a leadership expert and bestselling author; in his book, "Start With Why," he addresses this dilemma head-on.
Most people, Sinek says, are either "why" types or "how" types — and the best business teams are a balance of both.
A recent ECA survey on the value of corporate social responsibility (CSR) found that half of electrotechnical businesses said that having a CSR policy in place meant they were more likely to retain and recruit staff.
Over three in four electrotechnical workers (76 per cent) say they prefer working for a direct employer rather than a labour agency, according to new survey findings commissioned by the Joint Industry Board.
Of those who say they preferred direct employment, almost two in three respondents (62 per cent) said it was to ‘enjoy their full employment rights’. A similar number say they preferred ‘steady employment’ (63 per cent) and ‘valued the holidays and additional benefits available’ (59 per cent).
Just one in six respondents (16 per cent) say they favour agency labour work over direct employment. Over four in 10 of those who preferred agency work (43 per cent) said it was due to the flexibility, while nearly three in 10 (29 per cent) said it was because they could earn more.
ECA Director of Employment Alex Meikle commented: “These findings overwhelmingly show that electrotechnical workers are more content and likely to be more productive working directly for an employer. While agency workers can be a necessary source of flexible labour for businesses, the industry should take a hard look at the value of temporary employment. It’s now time for a rebalancing that ensures worker productivity is maximised moving forward.”