MULTIPLE JOB POSTING

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The global online

recruitment magazine

ISSUE 123 | DECEMBER 2010

www.onrec.com

Mission Employment

US Perspective

IS

SU

E 12

3 Risk Takers

Antal Case Study

PLUS>

+

Latest news and launches

+

Online recruitment icons

+

Industry partnerships

Being the best in a competitive market

MULTIPLE JOB POSTING

24/7 for

industry news

Visit onrec.com for the latest industry information on online recruitment.

Double Dip Recession

How can we prepare?

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01

WWW.ONREC.COM ONREC MAGAZINE DECEMBER 2010

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Sales & Marketing

Stuart Gentle Publisher

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[email protected] / +44 (0) 208 845 2700 DH Publishing LTD, a wholly owned subsidiary of Tarsus Group plc. Online Recruitment Magazine is published bi-monthly and is a closely-controlled/subscription circulation title. All editorial is the responsibility of the authors, and the publishers reserve the right to amend/ change/alter articles as necessary. Any materials supplied may not always be returned, and the publishers cannot be held responsible for any loss or damage however caused. No part of this publication may be reproduced in any format without the prior written consent of the publishers. Printed by Holbrooks Printers Ltd, Hilsea - Portsmouth

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PREFACE

CONTRIBUTORS / MAGAZINE TEAM

FROM THE EDITOR

PREFACE

When you have ﬁnished reading this magazine please recycle it

W

elcome to the

December

edition

of onrec

magazine

Every time there is a downturn in

the economy, recruitment is one of the

ﬁrst places ﬁnance directors look to

save money, and as we start to come

out recession, plans are made for how

to recruit as efﬁciently as possible.

For those that don’t have those

plans that means probably using

an Applicant Tracking System. From

there a closer look at the recruitment

area of the corporate website might

be in order to remind everyone where

responsibilities lie for keeping it up to

date, reﬂecting companies’ ethos to

ensure that vacancies can easily be

uploaded and are current. The next

step is how to send out jobs to the

relevant media outlets, which may be

on the list and that are where the job

posters in this months feature can of

course help.

ALL THIS

AND MORE...

UPDATED

CONTENT:

UK, US & International news updated daily

SEARCH THE

ARCHIVE:

A collection of thousands of news articles

INDUSTRY

FORUMS:

Air your views and see what your

colleagues have to say

ONLINE

MAGAZINE:

View current and past issues

INDUSTRY

DIRECTORY:

Search hundreds of industry suppliers

and job boards

There has been a dramatic up

take in online recruitment after each

downturn in the economy over the

past 15 years and I am sure this one

will not be an exception. The ﬁnance

director who is still looking for savings

may well see the value in investing in

online recruitment. Faster and cheaper

is the mantra of the online recruitment

industry. It’s never been easier for

the tools available for a company

thinking about online recruitment to

be developed dramatically providing

intuitive, sophisticated and cost efﬁcient

solutions. So as we emerge from this

recession expect online recruitment to

ﬂourish.

Faster, quicker and cheaper what’s

not to like!

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ISSUE 123

Features

09 Big Debate

What will be the effect of abolishing the standard retirement age?

10 Online Recuitment Icons

Dan Martin, Broadbean, speaks to onrec about the past, present and future plans

12 Multiple Job Posting

Being the best in a competitive market

18 Recruiting the risk takers

Antal case study about recession

20 Workingmums Case Study

Winner of the top employer awards

24 People & Practices: Mission Employment

US Perspective

26 Double Dip Recession

How can companies prepare?

28 The onrec Awards 2011

Nominations are now open...

30 Recruitment Process Outsourcing

Find your perfect (RPO) partner

32 First Choice Software

Release RDB Pronet mobile V1.6 for iPhone and iPad

Regular

01 Preface

04 News

08 Partnerships

16 Launches

20 Did you know?

18 24

03

10 12 30

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ONREC MAGAZINE DECEMBER 2010 WWW.ONREC.COM

04 _NEWS

RECRUITMENT GENIUS TRACKS RECRUITMENT MARKET

NEWS

BROADBEAN INTERGRATION

Recruitment Genius tracks the

recruitment market

The Index monitors the number of jobs advertised by employers Recruitment Genius has launched its

Recruitment Conﬁdence Index designed to measure and track changes and patterns in the recruitment industry.

The Index monitors the number of jobs advertised by employers on the top 100 job sites, the JobCentre as well as over 500,000 company websites.

Recent data suggests that, over the past two weeks, the number of jobs advertised online has fallen by 11.32 per cent to 28,273.

Recruitment Genius CEO Geoff Newman said: “The number of jobs being advertised, or rather positions being recruited for, is a good indicator of the strength of the economy. The latest ﬁgures from our Conﬁdence Index would suggest that we aren’t out of the woods yet as businesses still seem cautious about

recruiting. However, these ﬁgures do need to be taken into context as seasonal variations, such as those witnessed during school holidays[1], do occur.

“The reality is businesses are still feeling the pinch and the cost of traditional recruitment methods can be simply unaffordable at these difﬁcult times. Recognition of this was a key driver in the development of Recruitment Genius which aims to support businesses by providing a cost effective recruitment solution; essentially for £199 or less organisations are able to fulﬁl their recruitment needs from the Boardroom down.”

The Recruitment Genius Conﬁdence Index will be published on a monthly basis.

[1] It is currently October half term in England

Oil and Gas

People Integrate

with Broadbean

Oil and Gas job site has conﬁrmed they

are now integrated with Broadbean

Oil and Gas job site has conﬁrmed they are now integrated with Broadbean.

Managing Director of Oil and Gas People, Kevin Forbes said, “Integration with Broadbean was always on our development list but we brought it forward due to an overwhelming demand from our customers. Our integration required a bit more work due to our unique model that allows recruiters to post jobs for free but BroadBean worked closely with us to ﬁnd a solution that would allow their customers to beneﬁt from Oil and Gas People.”

With the use of Broadbean, recruiters and hiring managers are able to distribute job postings to selected job boards from a single point of access. Applicants are tracked and managed from within the Broadbean System without the need to visit multiple job boards.

Marketing Director for Broadbean, Ricky Wheeler stated, “Broadbean is happy to have Oil and Gas People as part of our job board network. Over 10,000 oil and gas jobs are posted through the use of Broadbean’s distribution service each month. Many of our clients look to expand their reach beyond the major boards and given that Oil and Gas People is a free-to-post option, I am sure it will be a popular site.”

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05 NEWS

MONSTER WORLDWIDE REPORTS DIVERSITYJOBS LAUNCHES

The launch of

Diversityjobs

Aim Hire and HotLizard this week

announced the launch of job board Diversityjobs.co.uk

Aim Hire and HotLizard announced the launch of job board Diversityjobs.co.uk which specialises in online recruitment in line with the Equality Act 2010 enforced from 1st October 2010.

Commenting on the launch Morgan Lobb, Joint Founder with Kevin McMahon of Aim Hire Recruitment said "We are pleased to work with HotLizard in launching this new enterprise. The combination of HotLizard's development expertise and our recruiting skills means this new job board will be successful in providing excellent service to our customers".

Morgan added, "We have joined the Jobg8 Network which provides Diversityjobs.co.uk with unique visitors from a network of mainstream and niche job boards".

"Being part of the network

immediately provides us with content and an immense reach" Morgan added.

Adele Poole of HotLizard commented, "At HotLizard we build job boards and sites for recruiters and are happy to help recruiters who wish to set up and run their own job boards. Kevin and Morgan are at the forefront of a move whereby we expect more and more recruiters will set up their own job boards so that they can provide both traditional and online recruiting services to their customers. Aim Hire Recruitment and Diversityjobs.co.uk are leading the way".

"Diversityjobs.com will be available for both our existing clients", Morgan added.

Monster Worldwide reports third

quarter 2010 results

Bookings of $235 Million Increased 26% Year over Year Monster Worldwide, Inc. recently reported

financial results for the third quarter and nine months ended September 30, 2010. Monster Worldwide completed the acquisition of Yahoo! HotJobs on August 24, 2010 and the Company's third quarter financial results include approximately five weeks of HotJobs' results.

Sal Iannuzzi, chairman, president and chief executive ofﬁcer of Monster Worldwide, said, "Our third quarter results afﬁrm that our strategy is working. We continue to gain momentum across all geographies and major vertical markets - resulting in year over year bookings growth of 26%, or 23% excluding HotJobs, and a sequential improvement in deferred revenue. Our business is growing in large part due to our unrivaled global reach, our portfolio of innovative solutions, and our search products powered by our patented 6Sense(R) technology."

Third Quarter Results

Bookings, which represent the dollar value of contractual orders received, and are considered by the Company to be a key indicator of future revenues, increased 26% to $235 million. Excluding HotJobs, bookings were $229 million, a 23% increase from $186 million reported in the third quarter of 2009. Historical data on bookings for prior quarters is available in the Company's supplemental ﬁnancial information.

GAAP revenue of $229 million includes a $1.8 million purchase accounting adjustment related to the HotJobs acquisition. Non-GAAP revenue of $231 million, of which $7.7 million is attributed to HotJobs, increased from revenue of $215 in the third quarter of 2009.

Total Careers revenue on a non-GAAP basis was $196 million. Excluding HotJobs revenue of $7.7 million, total non-GAAP Careers revenue was $188 million, an increase of 4% compared to the third quarter of 2009.

Non-GAAP Careers-North America revenue was $109 million. Excluding HotJobs revenue of $7.7 million, non-GAAP Careers-North America revenue was $101 million, an increase of 6% compared to the

third quarter of 2009. Careers-International revenue increased 2% to $87 million compared with $85 million in the prior year period. Internet Advertising & Fees revenue of $35 million was ﬂat compared to the third quarter of 2009.

Consolidated GAAP operating expenses were $234 million, including $5.9 million of HotJobs expenses. The net loss was $5.7 million, or $0.05 per share. This compares to net income of $33 million, or $0.27 per share, in the third quarter of 2009, which included a favorable tax adjustment of $31 million, or $0.26 per share.

The loss for the quarter included pre-tax adjustments of $11 million, or $0.06 per share. These items consisted of a $1.8 million reduction to revenue due to the purchase accounting adjustment related to the acquisition of HotJobs; $8.6 million in transaction and integration costs related to HotJobs; $546 thousand representing severance costs associated with global staff reductions; and a $311 thousand net realized gain on certain auction rate securities. These pro forma items are fully described in the "Notes Regarding the Use of Non-GAAP Financial Measures" and are reconciled to the GAAP measure in the accompanying tables.

Monster Worldwide non-GAAP income was $2.0 million, or $0.02 per share. Non-GAAP income excluding HotJobs was $1.0 million, or $0.01 per share, and thus ﬂat on a year over year basis. On a non-GAAP basis and excluding HotJobs, operating expenses were $219 million or a 4% year over year increase compared to the third quarter of 2009.

Cash and cash equivalents were $167 million compared to $187 million in the third quarter of 2009. The decline in cash and cash equivalents was primarily attributable to the completion of the HotJobs acquisition. Capital expenditures increased to $16 million compared to $12 million in the third quarter of 2009.

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06 NEWS

LOGIC MELON NEW AGE

NEWS

The ability to customise Logic Melon to their speciﬁc needs was the key reason that 360 Resourcing Solutions selected them over competitive products.

Managing Director Stephen Rundell of 360 Resourcing Solutions explains; "It was very refreshing to ﬁnd a multi poster who could not only deliver the technical and functional requirements required, but a company who approaches it in such a ﬂexible and adaptable manner to create a bespoke solution for our needs. Logic Melon has afforded our business not only a reliable multi poster but has been able to add value to the application journey for our candidates, thus adding value for our clients.”

Logic Melon is the most ﬂexible and customisable product for multiple job posting and application response management in the market today. It has been designed from the ground up to be tailored to client’s requirements and can be integrated into clients databases, systems and processes. Darren Brown, Sales Director explains “In the nine years I have been in the multiposting market I have seen the demand change from companies using a stand-alone log-in system

such as the original conkers through to companies being ever more sophisticated in needing all of their processes to integrate seamlessly. Logic Melon has been designed to be adaptable to ﬁt into clients processes and can link to Bond Adapt, RDBPro and Daxtra as well as into jobboards and client websites.

Does this customisability create issues and problems for a growing company? Rundell has not experienced any: “We have found the support team to be excellent in all aspects of managing our account as well as genuinely friendly and helpful. I wouldn’t hesitate in recommending Logic Melon to recruitment companies in my position.”

Logic Melon

customisation key for 360

The ability to customise Logic Melon to their speciﬁc needs was the key reason

LINKEDIN UNVEILS RECRUITING SOLUTION

LinkedIn unveils powerful new

recruiting solutions

LinkedIn Talent Connect - announced two new products

LinkedIn, the world’s largest professional network, today at its ﬁrst annual recruiting customer conference – LinkedIn Talent Connect - announced two new products designed to improve the way businesses ﬁnd and recruit high-quality passive candidates.

At the event, David Hahn, vice president of product management at LinkedIn, shared a sneak peek at the upcoming Referral Engine, a solution that will enable companies to generate more high-quality applicants by tapping the thousands or even millions of professionals in their employees’ LinkedIn networks.

Employee referral programs are widely regarded as the best source of quality hires, but they often suffer from a problem of awareness and accessibility. “Today, an employee can only make a referral if there’s a match between a job she knows about and a professional contact that happens to be top of mind,” explains Hahn. “But what about every other open job at her company, and all the talented people she knows - but isn’t thinking of? LinkedIn Referral Engine offers the ﬁrst scalable solution to this problem.”

By drawing on LinkedIn’s unprecedented wealth of professional information and advanced job matching technology, Referral Engine will recommend the most qualiﬁed professionals from within employees’ LinkedIn networks for jobs across their

organizations. Email and LinkedIn homepage reminders will suggest the best candidates and allow employees to make referrals in just a few clicks. Referral Engine is expected to go live in the ﬁrst half of 2011.

In addition to Referral Engine, LinkedIn unveiled Jobs for You Ads, which intelligently distribute job postings to passive and active candidates all across the web. Jobs for You is the ﬁrst tool that allows companies to pick their audience based on LinkedIn proﬁle data— including function, seniority, industry, and more—and distribute their jobs exclusively to individuals with professional backgrounds that match their hiring needs. This very high relevancy drives click-through rates up to four times the industry standard[1].

“The hiring solutions announced today further the power of LinkedIn’s extensive professional network by putting open jobs in front of the right candidates, no matter where they are on the Web,” said Hahn. “By using these new, targeted tools and harnessing the networks of their employees, LinkedIn customers will generate more high-quality employment leads and ﬁll their open positions faster, while also increasing quality of hire.”

More detail on LinkedIn’s talent acquisition solutions can be found on the LinkedIn Recruiting Solutions site: http://talent.linkedin.com

[1] This was determined by LinkedIn’s testing of click-through rates of Jobs for You in comparison to published industry standards, such as DoubleClick’s 2009 Year in Review Benchmark Report.

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Zoho Recruit

is an easy-to-use Recruitment Software that helps

staffing agencies and recruiting departments track job openings, resumes,

candidates and contacts more quickly and efficiently. Zoho Recruit allows you

to spend less time on the process and more time on what you do best: getting

the right candidate.

Finding the

right

candidate.

Recruit

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07 NEWS

TOTALJOBS HELPS STUDENTS VIDEORECRUITER LAUNCHED

Totaljobs.com launch online jobs

fair to help disaffected students

Lack of university support leads to 30% of graduates claiming Jobseekers Allowance totaljobs.com, is to launch this year’s

Gradu8.com. According to research from Totaljobs.com, the lack of support for students is leading to only six percent gaining a graduate role, with a further two thirds taking any job to pay the bills. Furthermore, over one third (35%) of students have claimed beneﬁts in the last six months which underlines the difﬁculties surrounding the current graduate labour market.

Gradu8.com, entering its third year, ran for ﬁve days between 8th and 12th November incorporating careers advice as well as interactive seminars with top graduate employers to help students better understand their career options in an attempt to bridge the graduate knowledge gap.

Mike Fetters, Graduate Director, Totaljobs.com explains: “It is a very

tough job market for graduates right now and students can’t afford to leave their preparation for work after their studies come to an end.”

Despite a tough jobs market conditions, only half of students polled had made full use of their University Careers Advisory service and of these 60% said it had failed them. In contrast, Gradu8 offers a chance for students and graduates to connect directly with employers to gain insight and valuable guidance on how to be successful when applying for a graduate role.

The service comes at a time when graduate employment has risen to its highest level for 17 years, according to a Higher Education Careers Services Unit (Hecsu) survey, further underlining the need for graduate careers help.

Tazio launches

VideoRecruiter...

Lack of university support leads to 30% of

graduates claiming Jobseekers Allowance

VideoRecruiter is an integrated job list, candidate assessment and video interview platform, which enables the initial screening and interviewing of applicants to be carried out completely on-line, eliminating the need to search through hundreds of CV’s, or to carry out scores of ﬁrst stage interviews.

Recruiters can easily assess an applicant’s suitability for a role, including their communication skills and personal qualities, to create a qualiﬁed shortlist, or undertake a complete recruitment project using VideoRecruiter.

“For companies employing in excess of 500 employees, the amount of time and money saved by using VideoRecruiter compared to traditional recruitment methods can be staggering”, explains Tom Stroud, MD of Tazio.

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08 _PARTNERSHIPS

PARTNERSHIPS

Partnership boosts job prospects

for graduates

GCS has teamed up with Henley Business School at the University of Reading As the number of graduates hitting the

jobs market continues to increase, one company is leading the way in helping students boost their chances of ﬁnding work.

GCS Recruitment Specialists has teamed up with Henley Business School at the University of Reading, to create a teaching case study aimed at providing a valuable insight into the skills that employers are looking for.

In a specially-designed set of materials, which includes background information for students, teaching notes and video clips, GCS managing director Chris Bartlett is seen talking about the way the company works, some of the challenges it has faced, and how staff motivation and reward is key to its success. In addition, in a ‘what happened next’ style scenario, students are asked to come up with their own solution to a difﬁcult real life staff retention situation that the company faced.

Dr Zella King, who conceived the idea to help her class of third year undergraduate human resources students, said: “Our HR course covers the topic of recruitment and, with the students about to go out into a very difﬁcult labour market, this case study provides a brilliant way to ensure they are better informed and better equipped to know what companies are looking for.

“GCS has a very good HR strategy and Chris has been able to give them a realistic insight into both the business itself and into the nature of people management, which is extremely valuable.”

And, in a boost to the University’s reputation for developing innovative teaching solutions, the case study materials will also be available online for tutors across both the UK and Europe to use as part of their own curriculum programmes.

Bartlett is proud of the fact that GCS regularly looks to the graduate market to recruit new team members – taking on nine graduates this year alone – and says he sees his involvement with the course as helping to develop the next generation of talent.

“We have an excellent relationship with the University, they do a

tremendous job with students and, as a local company which is always looking to recruit passionate and enthusiastic new staff, it’s a great way for us to become involved,” said Bartlett, who has also lectured on the HR course in the past. “We have also beneﬁted from the University’s SEED program, which pairs up students with local businesses over the summer holidays”

He has also welcomed the news that the Henley MBA will have a specialist pathway designed specifically for the recruitment industry starting next September. The initiative has been led by the Association of Professional Staffing Companies (APSCo), the UK’s leading professional recruitment industry body, of which GCS has been a member for over 10 years. The programme will be delivered by flexible learning and will have additional workshops involving leaders from the sector combined with Henley expertise in HR.

In the last two decades, GCS has transformed itself from a regional IT recruitment agency into a major international business with a £25 million-plus turnover and now employs over 70 staff between ofﬁces in Reading, London, Dublin and mainland Europe.

Partnership helps

graduates

Online partnership helps students & graduates With graduate unemployment at an all time high and students still at university facing the prospect of large rises in fees, two of the UK’s leading employment services for under and post graduates, have come together to help make the task of hunting for full or part-time jobs easier.

UsefulStudents.com and Milkround. com have partnered in a deal set to beneﬁt the 2,400,000 students currently at university including around 450,000 set to graduate next summer.

From next week, students registering with UsefulStudents.com will also be able to sign up for regular updates on graduate jobs and internships matched to their career ambitions from Milkround.com. The partnership aims to help students prepare to embark on careers after graduation while also helping them to ﬁnd occasional work while still at university.

Launched in October, UsefulStudents. com is a free, innovative web-based job broker site helping students fund their way through university with one-off and casual work offers.

Milkround.com provides future graduates with career guidance and the latest internships, placements, graduate jobs and schemes ensuring their transition from student to employee is as easy as possible. Milkround.com has a proven track record for helping graduates into work: for the last three years it has been ranked the most popular graduate recruitment website by ﬁnalists in the annual UK Graduate Careers Survey compiled by High Fliers Research.

Mike Howes, commercial director at UsefulStudents.com said: “It is great for us to be able to partner with such a well known and respected brand. By working together with Milkround.com we are able to introduce our registered students to the next step of employment ready for when they leave our site, supporting them from student to graduate. As a new business it is invaulable to have the support and backing from such an established company.”

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Whichever end of the placement process your business is in, people

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09

ONREC MAGAZINE AUGUST 2009 WWW.ONREC.COM

[

BIG DEBATE QUESTION

]

'What will be the effect of

abolishing the standard retirement age?'

BIG DEBATE

#

b

£

Michelle Mitchell,

Age UK

"Everybody stands to win from the

abolition of the Default Retirement Age

(DRA). Not only will older workers have

employment rights for the ﬁrst time,

but all employees will ultimately beneﬁt

from a work culture that values skills

and experience over arbitrary criteria,

such as age. Employers stand to

beneﬁt too. Government research

shows that beneﬁts for employers

will outweigh the one-off costs, £45

against £38.2 million for the ﬁrst year

alone, with the gap increasing year on

year."

£

Helen Webb,

Sainsbury’s

"We have always aimed to be ‘a great place to work.’ This

has made us the great company that we are today and helps

us to build the business for tomorrow. Our store colleagues

are the face of our company and we make sure that our

stores represent the communities they serve. Our older

colleagues often bring a wealth of experience and skills to

their roles and act as valuable mentors for younger

colleagues. Recruiting older colleagues has helped us to

build a balanced workforce and ensures we meet the needs

of our customers."

£

Chris Ball,

The Age and Employment Network

"The abolition of the DRA will complete

an important stage in legislating to end

age discrimination at work. Most

employers have now stopped putting

ages in job adverts, but discrimination

extends far beyond recruitment.

Employers carrying on with an

age-based approach regardless of the

law should know how lengthy tribunal

hearings can be. But they need too,

to embrace the older worker positively

because they offer a vital resource and

will be indispensible as societies age and

younger workers become hard to ﬁnd.

Managers must learn to manage this

talent and understand the beneﬁts

offered by well-run age diverse

organisations."

£

Morgan Lobb,

DiversityJobs.co.uk

"Employers will need to

realign their employment

strategies and offer a

‘reasonable adjustment’ to

assist older job

seekers needing support,

such as those whom may

have developed sight issues,

which in the over 60 bracket

is as high as 12 million

people equating to 21% of

the population, according

to the Ofﬁce for National

Statistics. The Equalities Act

2010 demands fair access

to jobs, employers will need

to ensure the older working

population are included in

advertising campaigns."

WW WW WW WWWW.W.WONONONONO RERERERECCCCC.C.CCCCOMOMOMOMO

£

Gillian Nissim, WorkingMums Ltd

"Lifting the retirement age will

mean employers have

access to a pool of very

experienced workers, but

many may not want to work

full time. This is likely to

increase calls for ﬂexible

working to be available to

all staff. Already some of the

most forward-thinking

companies are looking at

ways of recognising the full

lifecycle of their employees.

Offering ﬂexible working

means they retain the

experience and skills of all

their staff, which is to

everyone's beneﬁt."

BIG DEBATE

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10 RECRUITMENT ICON

DAN MARTIN

onrec: Do you think the number of job boards will increase?

Dan Martin:It’s an ever changing landscape! Broadbean is used by 30,000 users to post in excess of one million adverts every month. As you would expect, we are the ﬁrst port of call for new job boards entering the market, and we still see new players on a regular basis. That said, whilst we have seen some real success in some regional and sector based niche sites, the barriers to entry are now very high.

Broadbean allows stafﬁng agencies and corporates to track the success and return on investment from online recruitment marketing spend. With this capability in place, new job boards have a very small window during which to deliver results. This makes the job board market a difﬁcult place for newcomers.

I would not hesitate in saying many more job boards will appear, however I would be surprised if any can really challenge the major generalist or signiﬁcant niche sites. Those that can genuinely offer something different in order to deliver targeted candidates that are difﬁcult to attract will have a chance.

onrec: Will recruitment agencies continue to thrive in the UK?

Dan Martin:Absolutely. Whilst online recruitment now takes a larger slice of corporate talent acquisition, the best talent often remains difﬁcult to reach. A good recruitment agency’s ability to source the best talent at speed, and their in depth knowledge of candidate sourcing techniques, should not be underestimated.

Corporates should be using online recruitment where they can to attract employees to reduce cost per hire. However, when online recruitment methods do not facilitate a hire, the requisition should be assigned to a stafﬁng company, that can ﬁll in the position and remove the headache. Agencies in the UK are highly specialized and often provide exceptional service to their clients. I’ve no doubt that those companies that deliver real value

will certainly continue to thrive.

onrec: Do you think the UK will enter a double dip in the economy?

Dan Martin: This is an incredibly hard question to answer, as you can see from the lack of consensus from economists and other experts in the market. We live in a global economy, and the factors that will determine the levels of recovery are so numerous and often outside of our control. The impact of the Coalition’s spending cuts on consumer conﬁdence and therefore the rate of recovery is also unclear at this stage. That said I do think the current signs are pretty positive, and whilst the recovery is likely to be slow I believe we will avoid the dreaded double dip.

onrec: What does the future hold for online recruitment?

Dan Martin: The next 3-5 years will be an exciting time in online recruitment and will see even more change. Recruiters will have to adapt to the fact that things are changing again, and perhaps more fundamentally than ever. The move to online was mainly just a change in media, over the next few years we’re going to see a real shift in behaviour in the activities of both recruiters and candidates:

We all know that the candidate has gone online. But we’re just not talking about browsing job listings or uploading a CV – we’re talking about real online interactions. Through professional networking and the growth in mobile, relationships can be formed and

maintained and information can be shared in real-time.

This means that recruiters will have to change the way they work. Fortunately networking is one of the key skills of any good recruiter so we’re talking about something they should be comfortable with. However the channels and sources are so numerous and often complex that they will need help to ensure that all of the key bases are covered. That’s where we come in.

onrec: What is the future direction of Broadbean?

Dan Martin: Today Broadbean is the

global market leader in multi-posting and applicant tracking, where we are differentiated by the level of customer support we provide to our customers, the quality and breath of our product, as well as the range of the integrations we provide. Whilst this will remain a focus for us we have two major development areas: • We will extend the areas in which we help our clients source talent in order to help increase their efﬁciency further. Broadbean will aim to become the single point of access to all of the key channels for sourcing talent, both internal and external. By consolidating access to these channels Broadbean simpliﬁes and accelerates access to the best candidates and provides management with vital reporting;

• We are also actively extending our international reach to ensure that we can service our client’s needs no matter where they are in the world.

onrec: Do you do business outside the UK?

Dan Martin: Broadbean is very much a global business. Our head office is in London where we have 70 staff servicing the UK, Ireland, France, Netherlands, Belgium, Switzerland, Germany, Italy and Spain. We also have significant presence in North America, based out of California, where we have a team of 12 covering key functions and significantly extending our hours of support. In addition we have recently opened another office in Australia which is already showing significant progress.

The Broadbean system is available in 15 languages and our technical support team speak a multitude of languages including English, Dutch, French, Spanish, Italian and German. We now post to almost every country in the world.

Many of our clients are global companies or have international reach, so it is imperative that we can service their international needs. We are unquestionably the partner of choice for businesses who share our international ambitions.

RECRUITMENT ICON

DAN MARTIN

Dan Martin is the Managing Director of Broadbean, the global provider of job distribution &

candidate response analysis technology

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WWW.ONREC.COM ONREC MAGAZINE DECEMBER 2010

11 RECRUITMENT ICON

DAN MARTIN

onrec: What does Broadbean offer that other companies don't?

Dan Martin: One of Broadbean’s biggest challenges is educating the market that multiple job posting is now only one of the components of a much broader service that empowers companies to recruit internationally from a multitude of online resources, using a variety of methods.

Our competitors are focused on matching what we already offer. However we are continually improving the range of features that our existing product offers, as well as extending out into the

new areas highlighted. We already offer products and services that exceed the rest of the market, but we are also continually evolving.

Technology moves on and so should companies online recruitment strategy. This is a very exciting time for Broadbean and our clients and we have spent a great deal of time over the past 12 months developing a product strategy that will give our clients unprecedented commercial advantage in years to come.

It goes without saying that delivering international systems and sourcing

networks is also a huge barrier to entry. You would be surprised how differently online recruitment is approached in other countries and in most cases we have developed customised products for each local market. We have also spent a lot of time building relationships with international job boards and researching each market to ensure we offer the highest quality of service. This is very unique in our market and has contributed signiﬁcantly to out international success.

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MAKING IT AFFORDABLE

ONREC MAGAZINE DECEMBER 2010 WWW.ONREC.COM

12

Multiple posting is a technology that enables a job ad to be put online to several places at once, whether to a job board or social media network, thus saving much time, money and effort. With the right analysis, frivolous or wasted spend is eliminated, says Kelly Robinson, Founder of Broadbean Technology. He

asks “Why would you not want your recruiting team to reduce time and money spend?”

Darren Brown, MD of Logic Melon tells Onrec that the most competed markets for multiple posting are the U.S. and Europe, commenting that this normally coincides with a signiﬁcant and

mature job board market. (It is particularly popular in the UK, which has 2000+ job boards). One provider, Jobmate, tells Onrec that they focus solely on the UK market, whereas others are involved with Europe and may be considering Asia and the Far East in the near future. Joe Sweeney at Vacancy Poster reports that

MULTIPLE JOB POSTING

BEING THE BEST IN A COMPETITIVE MARKET

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13 MULTIPLE JOB POSTING

MAKING IT AFFORDABLE

his company is being approached to integrate with a large number of global job boards, indicating that it will soon be looking for presence in other countries, starting with the USA mid 2011.

The service of multiple posting is always improving. Martin Bramall from idibu declares that the fundamental technology isn't changing, but the applications running over the top are evolving - social networks are becoming more important within his clients, and there's an increase in using direct url applications instead of email. He says “We’ve added a lot of new functionality that allows clients to customise how they post - by that I mean, do they want to hide some of the ﬁelds, do they wish to make others default for example - add an 'application URL' or 'always hide salary'. Plus things like making certain boards default to teams, hiding boards from others, improving how quotas and slots are allocated etc and improving the overall user experience. Different agencies have different workﬂows and system expectations, and our system adjusts accordingly. You have to be able to offer a broad level of functionality as standard - by that I mean perhaps previously just to get your ad to the boards was acceptable but now customer expectation

has deﬁnitely stepped up a level.” Martin Bramall claims idibu’s biggest response to market change has been a ﬁlter which is allows you to screen applicants across all online candidate sources - job boards, social media and your website. Bramall says this reduces the noise a candidate rich market creates and helps target quality applicants quicker.

New technology makes recruiters not only more efﬁcient but more effective as well with intelligent job posting tools, explains Darren Brown. He says: “Companies want to maximise the performance of their job advertising spend and their staff. Clients no longer

want reams of data; they want a value interpretation based on the quality and cost of candidates on a number of axis including geography and industry. A few of Logic Melon’s clients like to review their analytic style reports every quarter at a meeting and drop the two poorest performing job boards and pick up two new ones. They also use this to highlight ofﬁces, teams and individuals that are performing well or poorly. On a geographical level they are steering their staff to advertise differently based on how job boards perform in different counties and countries.”

Kelly Robinson, Founder of Broadbean Technology

Why would you not want your

recruiting team to reduce time and

money spend?”

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MULTIPLE JOB POSTING

MAKING IT AFFORDABLE

14

Social networking

Steve Langton CEO of Googlyﬁsh says they are constantly updating our technologies to keep up with the modern day search patterns of candidates, saying: “A

candidate’s first point of call is no longer to go to one specific job board; they tend to do an initial search using one of the main search engines and go from there. Using Google for instance a normal candidate will search his specific job title and preferred location and will gather a number of results from various job sites before making his selection.” Langton says posting to the vast communities on Facebook, Linkedin and Twitter can help a socially proactive company increase its candidate referrals, reach out further to passive candidates,

and see improved brand awareness. He cites established names like Ernst and Young that have embraced social networking to great effect; their careers page on Facebook has a community of almost 60 thousand and is visible to almost half a billion users. In Langton’s view the role of social networking in recruitment can only become stronger as more and more recruiters realise the power and cost efﬁciency of using this medium. Joe Sweeney agrees that in an ever expanding job board market, recruitment agencies do appear to be using more ‘free boards’ alongside their chosen main boards (Reed , Monster etc.) and all seem to be using either Twitter, Facebook or Linkedin to get their message across. Like other multi-posting providers, Vacancy Poster has ensured that all major social networking mediums are integrated with their offering. Sweeney says: “I believe that with the continued development of smart phones and apps, it will not be long before candidates will ‘smart search’ their desired vocations in a more timely and efﬁcient manner, presenting the agencies with much faster response times. Currently there are several companies piloting alternative candidate offerings, in order to shorten the recruitment lifecycle.”

Pricing is key

Research at Vacancy Poster shows that during the ﬁnancially tougher times of last year some agencies stopped using multi-posting tools all together in favour of the more traditional manual posting methods. Vacancy Poster understand the sole reason for this was due in main to the fees levied by the multi-posting providers and the perceived poor ROI against these costs. However, Sweeney ﬁrmly believes that multi-posting tools, if priced correctly offer a win-win for both agency and software provider alike. He argues that his company is possibly the only multi-posting provider that offers a free4life version of their product that is ideally suited for the smaller recruitment agency or employer that perhaps does not need CRM / Database integration and only wants a simple to use one screen posting tool.

The old saying “you pay for what you get” isn’t always true, announces Carla Fern, Online Marketing Manager at JobMate.co.uk. Carla Fern says, “Some multiposting software providers have priced products based on a customer’s

price threshold rather than what the software truly costs. This is why you can see such wide discrepancies between what some recruiters are paying for the same thing and why recruiters should always check out alternatives.” Jobmate believes the market needs complete price transparency and agrees that multiposting has been perceived as being cost prohibitive in the past. However, Carla Fern claims JobMate have been driving the price of this technology down, saying: “A recruitment agency can now access this technology from JobMate for just £ 365 a year. This means that the technology is now affordable for all agencies and not exclusive to just the larger players with large marketing budgets.” However, she cautions that some multi posters are moving more towards becoming main recruitment software providers but could lose their initial identity. Carla Fern says: “A high number of recruitment agencies already have their own recruitment software or in-house database systems established. If a multi poster wants to target recruiters with expensive advanced recruitment systems, they need to ensure they are cutting edge, after all technology is continually evolving and there are many recruitment software providers out there with the next best system.”

An alternative point of view would be that value for money is more important than headline price. “With Broadbean’s offering clients have access to unrivalled levels of customer support and pace of development. No other provider offers the richness of features that we do at a price that is affordable to all” says Dan Martin Managing Director of Broadbean

Some may prefer the idea of quality not quantity, but Scott Taylor, Recruitment Media Director at recruitersite refutes this: “Although I agree in an ideal world you would post one job to one site and get one perfect response, online media is a beast with hundreds of thousands of jobs online at any point in time. Even the leading job boards will only send you a respectable amount of applications, if you are lucky! By advertising across different channels you improve your chances of the talent online seeing your job vacancy.” Taylor concludes: “So, if you want to reduce the time to recruit, attract the best talent and obtain the recruiting advantage, simply write appealing keyword rich job adverts and embrace the power of multiposting!”

Samantha Powell, Group Marketing Manager at ATA Recruitment (a specialist technical and engineering consultancy) comments:

“Above all Logic Melon has allowed us to become more savvy about which job boards we use, allowing us to truly assess the return on investment across different regions and industries. Contracts with job boards with which we have long founded relationships have not been renewed as a result of the report ﬁndings from within Logic Melon, which has allowed us to be truly objective in assessing their performance.

This has meant that we have been able to invest budget previously spent on job boards in new media including social networking recruiter tools, allowing ATA to be available to candidates across an increasing number of platforms.”

Logic Melon &

ATA Recruitment

STUDY

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LAUNCHES

NEW SITES

16 LAUNCHES

#

1>

webrecruit launches

new website and blog

Online recruitment expert, webrecruit, has launched its new website and blog. Visit the site to keep up-to-date with the latest news, read free resources from the webrecruit team and chairman James Caan, and search their valuable advice and tips on how to get the most from online recruitment.

wwww.webrecruit.co.uk

2>

executivesontheweb

launches new

Blackberry and Google

Android Apps

The leading executive career site which is attracting record website visitors this year now has a full suite of applications launched across all major mobile platforms. www.executivesontheweb.com

3>

MyWorkSearch

launch Webinars

to support HR

professionals

In response to further looming staff cuts across the UK, online outplacement and re-employment specialist MyWorkSearch is introducing interactive Webinars offering information and support to HR professionals.

www.myworksearch.co.uk

ONREC MAGAZINE DECEMBER 2010 WWW.ONREC.COM

6>

idibu creates product

range and launches new

website

Boutique software developer idibu today announced that it has divided and individually branded its four core applications to form a range of services.

http://uk.idibu.com

7>

Innovative

Employment Law and

HR Support Service

launched

Niche city ﬁrm iLaw have launched an innovative subscription based ‘Employment Law and HR Support Service’ aimed primarily at small to medium sized businesses. www.ilaw.co.uk

4>

America's Job

Exchange Launches

Hiring Event for Veterans

America's Job Exchange (AJE), in partnership with non-profit Hire A Hero (HAH), and several top employers, has launched a 90-day on-line hiring event for veterans that facilitates the posting of jobs in a section specifically designed for the significant numbers of veterans who are facing unemployment upon their return from service.

www.americasjobexchange.com

5>

JobServe launches

new candidate Learning

Zone

With the growing worldwide shortage of technical skills, JobServe has moved to provide its candidates with a new Learning Zone

www.jobserve.com

1 Online exclusive

Visit onrec.com for the latest information on online recruitment

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LAUNCHES

NEW SITES

17 Launched a new

e-recruitment site

or product?

Please let us know by emailing [email protected]

5

10

3 8>

Hays launches technologically

advanced website

Hays is re-launching its website, hays.co.uk, using advanced technology to make the experience of searching and ﬁnding a job much easier for candidates and help employers ﬁnd the most suitable people.

www.hays.co.uk

9>

Media C2C launches

employer-only recruitment portal

Recruiters in the media sector are being given the opportunity to connect directly with job candidates through Media C2C, an employer-only media recruitment portal

www.mediac2c.co.uk

10> Jobsite selected as app launch

partner for new Windows Phone 7

Users of the new Windows Phone 7 will be able to search for jobs quickly and easily wherever they are with the Jobsite Jobs app, which will be available for free download from launch of the new handset today

wwww.jobsite.co.uk

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With several major economies still facing the prospect of a double-dip recession, it seems we are deﬁnitely not out of the economic woods yet. But, with the credibility of governments and banks still at an all time low where do we turn next for rescue?

According to the World

Entrepreneurship Forum think-tank, “Every problem will eventually be solved by an entrepreneur.” And it’s not just the small business arena that needs the go-getting spirit of entrepreneurs. Large businesses also need to attract what’s become known as ‘intrapreneurs’, individuals who can make things happen in terms of new ideas, new products and new markets.

Over the past twelve months I’ve spent a lot of time trying to understand where businesses go right or wrong for ‘How They Blew It’, the book about corporate disasters which I co-wrote with the business journalist Jamie Oliver. What hit me was how much the entrepreneurial spirit can achieve if encouraged at all levels of an organisation, and also what

can happen if it is allowed to get out of control. So how do professional recruiters, both external and in-house go about sourcing, not just any risk takers, but the right risk takers?

Intrepreneurship expert Professor Valerie Bouchard of the EM Lyon business school believes that, “The best intrapreneurs risk are focused on the management of risk. Effective intrapreneurship is all about harnessing the innovation inherent in a business, whilst keeping recklessness under control. That means creating an environment which encourages new ideas, new approaches and new methodologies, but which also operates robust checks and balances.”

Establishing this kind of culture is just the ﬁrst step. To source the people who will be attracted by it and will thrive within it depends on effective communication to the market. Recruiters need to make sure that there is a consistent message about controlled risk taking throughout the talent acquisition process. They need to get

over the fact that the ambitious will get the room to try out their ideas but at the same time will be restrained from the sort of experimentation that can lead to concepts like the sub-prime mortgage. And that will mean employing the complete range of online tools such as blogs, Twitter and the key social networking platforms to get this message heard. Creating the right sort of buzz around an organisation and the ‘sensible freedom’ it can offer is the key to digging out the right sort of corporate entrepreneur. The day of the recruiter as online PR professional may have already arrived.

Tony Goodwin is chairman and CEO of international recruitment group, Antal – www.antal .com

Tony Goodwin is chairman and CEO of international recruitment group, Antal – www.antal .com

RECRUITING THE RISK TAKERS

ANTAL CASE STUDY ABOUT RECESSION

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Accent on success

Accenture is having a double celebration, following the Workingmums.co.uk Top Employer Awards. Not only did the global management consulting, technology services and outsourcing company win the Commitment and Development Award, but it scooped the Overall Top Employer prize too.

The awards don't mean it is resting on its laurels, though. The company, which has approximately 205,000 employees serving clients in more than 120 countries, is pushing forward on areas such as harnessing technology for ﬂexible working and extending the support offered to new and expectant parents.

“We were delighted to get the awards,” says Fiona O'Hara, the company's Human Capital and Diversity Lead for the UK and Ireland. “We knew the competition we faced was pretty stiff, but we were conscious of the good work we have been doing, and it is great to have external recognition for it.”

The judges felt Accenture's work on promoting women, ﬂexible working, women returners and its generous maternity leave and childcare support package were exemplary.

They also praised the company for making a strong business case for offering ﬂexible working on all fronts and at all levels and for the way it measured its impact on company performance and staff commitment.

Technology

O'Hara says Accenture is keen to use the latest in technology to advance its ﬂexible working and adds that this also helps it to reach its targets on reducing its carbon footprint. For example, it uses the latest in video conferencing technology in its

technology suites to reduce the need for international travel. “When you go in to the Telepresence suite, it is as if you are sitting in the same room as the people from other parts of the world who you are video conferencing with,” says O'Hara.

Accenture also uses pc-based online conferencing equipment and active speaker detection. “It's the next generation up from instant messaging,” says O'Hara. It allows staff to contact colleagues around the world by instant messaging, speak over the phone, see them on video and to share their desktops, all in one tool. “It simulates being in the same room as someone,” says O'Hara. Staff can use this equipment from their laptop so they can access colleagues regardless of location. “It enables people working from home not to feel they are just on the end of emails and conference calls. I don't think you can work like that all the time as it is quite isolating. The new technology makes you feel more a part of the team,” says O'Hara. “If you are conferencing with someone and they ask you something you don't know, you can ‘ping’ a colleague who does know and add them into the conversation. It's as if you were in the office and stepped out of a meeting room to pull in a colleague for five minutes. It creates a collaborative office environment.”

In addition, Accenture employees use wikis and social networking to feed into the company policies. The company has a number of networks and interest groups such as its women's network, Accent on Women, and these have an online presence. Employees can start up a topic, for instance, on how Accenture should respond to the Equalities Bill. As O'Hara heads the company's work on corporate citizenship and charitable work in UK/I she gets an alert every time someone contributes to a discussion on Accenture's

social networking sites.

Paternity leave

Accenture always wants to be able to offer more than what current legislation dictates. In the UK, it currently offers two weeks' paternity leave on full pay plus extra weeks unpaid [women get the ﬁrst nine months of their maternity leave on full pay]. The company’s policies on ﬂexible working and encouraging women into the workplace is linked to a sound business case, she says. “Women are a big talent pool for us,” she says, “so it's a bit of a no-brainer to encourage them back. We've invested in them and we don't want to lose them..” Through its targeted maternity returners programme, the company has increased the number of women coming back after maternity leave from 75% to 90% in the UK in recent years.

O'Hara is also watching with interest to see what will happen if the Government lets women and men share baby leave.

She is very conscious of the need to make male workers and dads aware of their rights and what is available to them through the company. The company's Accent on Maternity network has expanded to include Accent on Paternity, and has been rebranded the Accent on Family group, for instance. Accenture also ensures that ﬂexible working is available to all workers and runs specialist maternity and paternity sessions for prospective parents before their babies are born where they can discuss the issues around being a working parent. It has produced a booklet called Combining Your Career with Parenthood which is aimed at both mothers and fathers.

Flexible working

On ﬂexible working, Accenture tries to keep

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ahead of the game, for example employees can apply to vary their start and ﬁnish times with a schedule built around core hours, ﬂexible working is open to all employees, not just parents, and many staff work some days from home.

It also encourages job shares. O'Hara has two jobshares in her Human Capital and Diversity team. Each person does three days a week so there is a handover day. It gives the company extra ﬂexibility, she says, plus the skills and knowledge of two different people.

“Sometimes the challenge with people working ﬂexible hours can be with client-facing work,” says O'Hara, “as they may expect people on a daily basis and timetabling can be difﬁcult when there are tight deadlines to meet, but a lot of our clients are very supportive of what we are trying to do. It is the next step in collaborative working.”

Often clients will contact the company to get advice on ﬂexible working and what works. “We've been in this for quite a long time and our policies and resourcing are pretty mature, although we never stay still,” says O'Hara.

The company also takes part in research which ﬁts with its interests, for instance, earlier this year it surveyed over 500 senior executives from medium to large companies in 20 countries, as part of its International Women’s Day activities. The survey focused on talent retention and development in difﬁcult economic times and to better understand the steps organisations take to developing women for leadership positions. “It has to be relevant to us,” says O'Hara. “Support for women is part of our human capital strategy and governs what we do.” Four members of Accenture’s UK and Ireland 17-strong leadership team are women, a proportion it is hoping to increase.

Top to bottom

O'Hara is also keen that ﬂexible working is seen to percolate from the top to the bottom and, as a senior executive, she practises what she preaches.

“I think it is really important that senior executives do so. Ultimately, as a woman in this position you are seen as a role model,” she says, adding that there is a

strong business case for this. More and more new recruits are asking questions about the kind of lifestyle they can expect when working for companies, she says. “They are looking to the long term,” she adds, saying that Accenture can alter job descriptions to ﬁt the different circumstances of staff. For instance, staff can choose to work less hours when their children are young or choose a role with less travel commitments and deepen their knowledge through training courses.

O'Hara has two children aged 6 and 7 and works from home several days of the week. She also takes part in dressage competitions and says she blocks out time for school plays and other family activities. “Accenture is incredibly supportive as it is outcome-based,” she says. “As long as you deliver. As much as Accenture gives, though, you have to be prepared to give back and be ﬂexible. It works both ways. If it was one-sided, it would not work.”

More on the Top Employers Awards: www.workingmums.co.uk/ topemployerawards

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