It’s recently been revealed that high proportions of the country are experiencing the ‘Monday blues’ when it comes to going back to work after the weekend. The research, conducted by Bestinvest, also showed that people have now commonly started to dread the dawn of Monday by as early as 16:22pm on Sunday afternoon!
Virtual reality (VR) is set to be the next big thing in the recruitment world, so we are taking a look at the new and exciting opportunities this is opening up for businesses’ recruitment processes. While a lot of what’s being tried is still firmly in the trialling stages, early indications suggest VR has the potential to revolutionise the recruitment and training process.
It’s fair to say that interviews can be a stressful time for candidates and even for the person holding the interview at times. With this in mind, we take a look at some of the benefits of asking the odd curveball question.
In a survey conducted by the Employee Benefit Research Institute, it’s no surprise to see that 75% of employees say that the benefits package associated with a job is one of the most important factors. But don’t worry businesses; it doesn’t have to be expensive.
Now that we’ve all settled in to 2017 (just!), we feel the time is right to share, in case you missed it, the recruiting trends that LinkedIn reported on in their Global Recruitment Trends 2017 Report.
Last year, there were 22.98 million people working full-time, 387,000 more than the previous year. The working environment faced by us workers today is markedly different to what we could have expected to experience 60 years ago.
With competition amongst businesses as strong as well, diversity in the workplace could be the way forward for a company looking to find that competitive edge. A diverse workforce can help foster new ways of thinking and reach out to a wider range of customers, helping grow a business in the process.
Currently, a 20% pay difference exists between men and women across the UK. However, new government plans have indicated that companies that fail to address their gender pay gaps will be exposed in a new league table.
Candidates are becoming increasingly demanding when it comes to what benefits the company are offering and what they expect when they are offered a job. A benefit that is progressively becoming more important for candidates is the need for career growth. According to the recent Glassdoor survey which focussed on what jobseekers consider when they are offered a job, candidates have stated it as one of the top 5 considerations.
Key to controlling our deals is an appreciation of the financial expectations of both parties. These can change markedly through a process and as a result it’s important we have a good awareness as to where both parties are positioned at any given time.
Great recruiters often make offer management look easy. This is often because of the work that they have put in from the foundation stages of the process, right through the mid-process and up to the offer itself rather than because they are naturally brilliant closers!
“Time kills all deals” so adopt a strategy that is likely to minimise delay. Arrange for the candidate to call you immediately after the final interview and book in a telephone interview to gain feedback from the client as soon as possible.
Think about conversations that will follow your candidate profile – and you will work better. If you are going to present the candidate to the client, then it is important that you gain ‘balanced’ information about the candidate to help in that presentation.
Resignation isn’t something that people do every day. As a recruiter, we’re surrounded by candidates who are making the decision to leave a role and take a new one but for each individual candidate this is a life-changing decision that they are about to make.