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Have you ever considered how much you cost candidates?

Cost To Candidates Needs To Be Considered
Cost To Candidates Needs To Be Considered

It’s a neglected area and something that recruiters and HR’s do not really think about but have you ever calculated how your recruitment process is impacting on and costing your candidates? And does this approach have a negative impact on your company’s reputation?

Are candidates now in a position of power?

There is evidence to suggest that the balance power has shifted from the employer to the candidate, as employers find themselves losing top performers, and candidates with specialised skills are in high demand — and are even harder to find.

In a recent study from Careerbuilder, candidates were particularly negative about how they are handled during the recruitment process and the reason given by recruiters were that there were “too many applicants” and “no time” to respond to all.

Is it not time we worked smarter and progressed the interview process only with the right candidates?

Of course as a recruiter your primary objective is to recruit the best person you can, the way that you get there is of course a matter of preference:

● Candidates must complete your specific application form
● Everyone submits a CV
● Applicants are invited for an interview
● Ask candidates to demonstrate that they are capable of performing the role with a skills test

You might well choose a combination of these but the sequence you follow is key. What will it cost candidates if for example you decide to interview them before testing? They might need time off work, incur travel costs, risk their current employer finding out that they are looking to move and the risk of disappointment when they don’t get the job and they don’t get any feedback?

What impact do you think this has on the employee brand? Not positive I would say.

This is why we firmly believe that if you make a skills test the key part of your recruitment process where they can take it online, at home, you will know just how interested in them you are. And if they are not right then you can explain why – objectively and quickly and without damaging your reputation as a business and costing them time and money in the process.

This represents a huge opportunity for employers and those making the step now will be way ahead of the majority of employers. Now that really is a point of difference worth having.

To learn more about how testing can help you make this transition speak to Recruitment Assessment on 0845 8400123 or visit www.recruitment-assessment.co.uk today.

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Taking The Risk Out Of Relocation

There are many businesses who consider the option of relocating their offices – and for a host of reasons.

  • Cost of office space
  • Lifestyle/quality of life for employees
  • Access to a market
  • Opportunity for growth

And perhaps the most important of all – access to talented staff.

One of our clients has found an innovative way to use our skills tests as part of their business strategy. They needed to investigate the potential of three cities in the UK where they could relocate to: The choices were Cardiff, Glasgow and Leeds.

Having worked out the minimum skill levels required across a wide range of core roles within the business, they set up a series of online tests and invited potential new employees take part.

With the results of the tests being emailed to the customer almost immediately they were able to sift and sort their way through the relative skills of different potential employees and make an informed and objective business decision.

If you would like to find out more speak to Warren at Recruitment Assessment on 0845 8400123

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What sort of testing do LLP’s need?

Lawyers, Accountants, Surveyors and FCA’s typically have standards more demanding than other employers, unfortunately not all candidates who apply for these roles have the skills they claim to!

Analysts at Recruitment Assessment have uncovered that typically LLP’s require a higher standard of testing. They want questions 23% more rigorous and are looking for a 12% higher pass mark than those preferred by more general businesses.Compliance and regulatory requirements are frequently behind this need but ensuring high quality client interaction is also mentioned. The 5 topic areas requested are Data Checking, Time Management, Attention to Detail, Numerical Reasoning and Multi-Tasking.

Recruitment Assessment has created a range of tests specifically for LLP’s  they can help quickly and reliably identify if the key attributes required are in place.  These LLP tests are available in both the Managed and Volume Solutions . If you are an LLP or a Recruitment Agency that has LLP clients that demand the best skills testing talk to Recruitment Assessment 0845-8400123

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The Cost Of Not Testing For Even Basic Skills

It never ceases to amaze me that employers repeatedly make the same mistakes when recruiting on what I would call “bread and butter” jobs. What I mean is the high volume, low or intermediate skilled jobs – which are predominantly office based. Administrators, clerical roles, accounts department workers, marketing assistants etc.

Because the salaries are not necessarily the highest I see time and time again is employers do not invest time in accurately assessing their basic competency levels.Whether it’s Numeracy, Attention to Detail, Excel, spelling etc or combinations of all of them – having a basic level of skills is important for the individual to function on a day to day basis and from the employers viewpoint, someone who can actually do the role.

If you think about the investment of time and money in recruiting the wrong candidate – even for lower paid roles – the knock on effect for the business is quite considerable.
Time on wasted advertising, time on wasted administration during the recruitment process, time wasted interviewing. Once offered the job we have time wasted waiting for notice periods (sometimes), time wasted realising that they really are not up to it, time wasted deciding to get rid of them and then time wasted starting the whole process all over again.

So what is the alternative?

Quite simply it involves you testing applicants during the early stages. With Recruitment Assessment, utilising Eskill’s huge range of tests, which are selectable by skills level, you can accurately and affordably assess the skills of prospective candidates.

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Top Skills That Got People HIred In 2014

I am not sure how many of you have seen today’s article in Onrec about the top skills that got people hired in 2014.  Reading down the list we are pretty confident that we are able to objectively test candidates for most of these skills so if you are a company hiring or a recruitment agency sourcing then give us a call about how we can help you recruit more effectively and with confidence.

The article is below:

LinkedIn today reveals the most in-demand skills in the UK in 2014, based on hiring and recruiting activity on the professional network.

LinkedIn analysed the skills and experience data of its 330 million members worldwide to identify the skill categories that belonged to those members that had either changed employer or appeared in a recruiter’s search during 2014.

Key findings for the UK included:

STEM and data – science, technology, engineering, and mathematics (STEM) skills dominate the UK top 25, particularly those relating to data storage, retrieval, and analysis as organisations across a broad range of industries seek to harness the benefits of big data.

Speak the language – “Foreign language translation” came in at number nine, demonstrating the increasingly global nature of business
Rising confidence? – There are also signs of increasing economic confidence as organisations boost their talent acquisition resources, with “Recruiting” coming in at number 17

The full top 25 list, and further information as to the methodology used to compile it, is copied below.

The 25 hottest skills that got people hired in 2014 (UK):

1. Statistical analysis and data mining
2. Middleware and integration software
3. Business intelligence
4. Storage systems and management
5. Perl/ Ruby/ Python
6. Mobile development
7. Network and information security
8. SEO/ SEM marketing
9. Foreign language translation
10. Java development
11. Data presentation
12. Web architecture and development framework
13. Public policy and international relations
14. C/ C++
15. Algorithmic design
16. Integrated circuit design
17. Recruiting
18. Corporate law and governance
19. SAP ERP systems
20. Economics
21. Data engineering and data warehousing
22. Data management and software
23. Mining and commodities
24. Marketing campaign management
25. User interface design

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Where Are The Fastest Growing Recruitment Sectors in November 2014?

In a survey in OnRec it highlights the recruitment trends in November 2014 and compares with last month and the previous year.

With recruiters chasing a smaller number of qualified people then testing their skills is a vital part of the recruitment process.  Whilst some sectors are doing better than others, there is still a requirement for recruiters to ensure that they are taking on new staff with proven and accurately assessed skills.

The full article is shown below:

As we come to the end of 2014, we take a look back at the nation’s recruitment and job searching activity over the last full working month of the year.

Key findings

  • There was a 7% decrease in the number of job applications made across the UK between October and November 2014.
  • However, there was in total a 5% year on year increase between November 2013 and 2014.
  • The number of job applications took a seasonal dip in most regions, however job hunters in areas such as Southampton (+9%), Edinburgh (+3%) and Newcastle (+1%) made more job applications than they did in October.
  • The most new jobs were posted in Engineering, Construction, Education, Sales and the Medical sector, respectively.

Job applications by sector

The industries which saw the most job applications across the UK in November were Administration (with applications representing 15% of total job applications), Engineering (10%) and Construction (8%).

The fastest growing sectors year on year were Construction (with a 19% increase since November 2013), Manufacturing (+15% year on year), and Accounting and Retail, which both attracted 12% more applications over the last 12 months.

Job opportunities

With over 105,000 jobs posted in November, the breakdown of sectors with the most new employment opportunities is as follows:

  • Engineering – 17%
  • Construction – 11%
  • Education – 10%
  • Sales – 7%
  • Medical – 6% (of total)

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