Social Networking aids Recruitment

There is no doubt that the social networking craze has opened up huge opportunities for companies to attract or find candidates for jobs. In particular it opens the door to a large number of passive candidates. However, you must be careful about how you go about your job search. As a young footballer found out: -

A footballer accidentally let slip his hopes for a transfer to a rival club - on his Facebook page.
Crystal Palace winger Ashley-Paul Robinson, 19, posted two messages on the website saying he was having a trial with Fulham.
But rather than restrict the news to his 198 pals, he mistakenly revealed it to 2.7 million people, reports The Sun.
Robinson, who has been at Palace five years, wrote on the website: "Ashley-Paul is goin fulham. Fingers crossed."
A Crystal Palace source said: "It's pretty embarrassing for the club. Perhaps he should be a bit more private about what he puts on the internet."

* - article from http://www.ananova.com

G & G Recruitment currently use MySpace but are looking at ways to use facebook.

Data theft

Nearly one in two recruitment staff in the UK are thought to be at risk from data theft at work, because they are using an out-of-date web browser, said computer support company Ulysses IT.

New research has revealed 45% of all internet users don’t keep their browser – such as Internet Explorer or Firefox – correctly up-to-date. Ulysses warns this is leaving recruitment agencies’ computers vulnerable to malicious programs. Peter Turner, technical director, said the risk comes from surfing the web. He said: “If you don’t keep your computer up-to-date it is easier for a piece of malicious software, known as malware, to install itself and transfer data from your computer over the web. For recruiters and their staff that is a very worrying prospect.”Turner added that keeping computers up-to-date is free and easy – but people simply forget to do it.

* - This article was taken from the recruiter.

G & G Recruitment regularly update their computers and their software and only recently upgraded their internet security. We strongly believe we have done all we can to protect our data.

Crystal Report Developer - Current Vacancy

Crystal Reports Developer with experience of designing and developing Crystal Reports is being urgently sought.You will have solid skills in gathering user and business requirements and of designing and developing crystal reports which match the user and business needs.This is an excellent role which is moving fast, so please do send through a technically detailed CV asap. G & G Recruitment is working as an Employment Business.

Internet Resources for Job Seekers

For any job seekers out there seeking some advice on how to find work or where to look. Try the UKRecruiter website. They also give information on how to find agencies etc.

G & G Recruitment, who focus on IT and Information Management recruitment, also has a candidate section so do check out our website. If you have any questions, do contact us on info@ggrecruitment.co.uk

Blatter's contract talk splattered with inconsistencies!

True, this is an IT and Information Management recruitment blog but then again Sepp Blatter's recent comments about Christiano Ronaldo being treated like a slave because he is being made to honour a contract does have some similarities with the recruitment market.

First off, is there anyone who actually agrees with Blatter's comments? In my mind, it is one of the most stupid things I have ever heard. A footballer willingly signs a contract to 2012. He knows that he cannot buy out of the contract until 2010. He is paid handsomely to ply his trade. Plying his trade is much more fun than most other trades! He is celebrated, almost worshipped by thousands. As far as I know, slaves were generally not paid, lived in squalor, didn't have many fans and didn't have any contracts. If they did, I'm sure they weren't signed willingly.

Anyway, now onto the points that do spread into IT Recruitment. Nowadays contracts don't have as much meaning as we would like. It appears everything is up for debate. Sometimes I miss the good old days when what was written meant one thing and one thing only.

We have had experiences or heard recently of contractors accepting contracts but a few days later changing their mind and leaving without serving the notice they agreed to, leaving both the agency and client in the lurch. A contractor willingly signs a contract and knows that as a contractor their rights are not the same as a permanent employee but, when the situation suits them, will take that contract to court and argue that they were an employee!

Its not all one sided either. Recruitment agencies and Clients alike have all been guilty of trying to twist the wording around to suit their own needs. Clients have tried to renegotiate terms after a placement has been made and agencies have always played a number of tricks to ensure they get a fee. No wonder in today's modern world there is a lot of mistrust between all parties. Here at G & G Recruitment we practice an honest and transparent approach but, as mentioned before, it is hard when we don't always receive the honesty we require to do our jobs properly. We have Terms & Conditions which we honour every time we work, we work incredibly hard to ensure our candidates and clients get the service they deserve. Contracts are agreements between adults, organisations, companies that were not made under duress. There really is no excuse for not honouring the terms.

To conclude, I think Sepp Blatter is wrong to come out and say his comments about modern footballers being treated like slaves. He has opened a can of worms which could, if not handled properly now, ruin the game of football. I hope all contractors that ever do business with G & G Recruitment honour their contracts as we honour our side.

I guess you could say I've just battered Blatter and splattered it all over the web!

Any questions, do contact us on info@ggrecruitment.co.uk.

Working Mothers - Recruiter

There is growing support for a government review, recommending flexible hours for mothers with children aged 12 and under.
The review by Imelda Walsh, HR director of supermarket chain Sainsbury’s, calls for the current qualifying age limit for children to be doubled.
Sue Hewitt, women's development consultant at workplace development firm Milecastle Consultancy, said: “One of the things that holds women back is access to childcare. Having an opportunity to work more flexibly by law would really help a lot of women who are in the situation where they’re unable to make headway at work. It would also level the playing field in terms of recruitment. If there is a structure in place that supports them, where flexibility is the norm and not a special request, that will help everybody, not just women.”
The Chartered Institute of Personnel and Development (CIPD) also welcomed the review.
Mike Emmott, CIPD employee relations adviser, said: “We wholly support moves to extend the ‘right to request’ to more parents. But the government should be bolder still and extend the right to all workers. The danger with ever larger groups of people, entitled to request flexible working, and a smaller number not entitled to do so, is that divisions will grow up in the workplace.
“Many enlightened employers already allow employees to work flexibly regardless of their family status. An extension of the right to request to all workers would level the playing field, without compelling employers to offer flexible working where this is incompatible with business needs. Our research shows that it would also deliver improved employee engagement, and therefore contribute to boosting productivity and performance in the workplace.” *- Article from Recruiter.

As a small company who are an equal opportunities employer and do have a working mother employed G & G Recruitment also support the move to extend the 'right to request.'

Successful Recruitment - Honesty by all

Successful recruitment depends on a number of things.

A. The right sales staff to get the initial role on within the client.
B. The right consultant to ensure that the client receives the service they deserve.
C. The right candidate for the client's role.

The last one is the hardest. One of the reasons for this is a breakdown of communication and a lack of trust between the Recruitment Agencies and the candidates generally caused by pre conceived perceptions of Recruitment Agencies. It is true, there are some Agencies out there that will lie, push, conceal and generally do anything to ensure that they get a placement.

At G & G Recruitment we are focussed on ensuring we listen to candidates’ needs, we are honest and up front, we provide regular feedback and do not push or cajole them into interviews or roles they are not interested in. This has led to us having many happy candidates. But, it has also led to us being stung by candidates that still do not trust us. All we ask is that candidates do as they say.

A. Make sure you mean it if you say you wish to go forward for a role, after being asked about location, salary, organisation, role and any other details you may request.
B. Make sure you mean it when you confirm an interview.
C. Make sure you mean it when you accept a role.

We have recently been stung by the whole "emu" process of candidates who mysteriously become incredibly quiet after confirming they wish to go forward for a role, confirm an interview or even accept an offer of employment. They were given every opportunity to say no. We would much rather candidates said no at the start of a process rather than not turn up or not answer their phone. This lack of respect comes from the pre-conception that all agencies abuse the candidates and will do anything to get a placement. But not all agencies are like this, in fact it is an ever decreasing minority. I understand that sometimes things change but, is it really that hard to call or send an e-mail when things do change rather than wait till the last minute or even not bother at all. I have heard the saying, look out for number 1, don't worry about saying yes to every job opportunity. But really, what is the point of going forward for a role you would never accept. Plus, you may think that it does you no harm in doing the "Emu" but, your name is remembered and will not so readily be forwarded to a client when you are next looking for work. What goes around, comes around.

I am thinking, would candidates be so willing to do this, if like agencies they could be rated on websites.

I do apologise if this sounds like a bitter rant but, I truly do hope it gives an honest picture of how trust and honesty in the recruitment process could really benefit all parties.

Any comments on this, please do contact us on info@ggrecruitment.co.uk or simply leave a comment on this post.

Happy Summer all - it appears to have arrived!!!

Recruiter - Agency Practice

The Professional Contractors Group (PCG) has teamed up with independent recruitment agency scoring website Hirescores.com to launch AgencyWatch, an initiative aimed at encouraging best practice among recruitment agencies.
The joint project between HireScores and AgencyWatch invites members to rate their experience of recruitment firms and give appropriate feedback to agencies on the HireScores website. It will encourage them to share experiences so that all members benefit from a candid view of the best agencies to deal with.
The ratings system, created in conjunction with employers and recruitment agencies, produces aggregate results and rankings that are then displayed online so that clients and candidates can identify best practice at a click. The results can only be accessed and viewed by PCG members.
Commenting on the new service, John Brazier, managing director of PCG, said: “Many of our members rely on recruitment agencies to find their assignments and contract work so we are delighted to be launching AgencyWatch in conjunction with HireScores.”
Lisette Howlett, managing director and founder of HireScores.com, added: "The site isn't about naming and shaming. In fact, many of the recruitment firms we've spoken to are excited about letting their performance speak for itself. *Article from the Recruiter website.

Here at G & G Recruitment we would recommend that any candidates or clients who have had any contact with us go and rate us and add any comments regarding our service. This is one great way for us to ensure we keep our service standards very high.

Recruiter - IT Recruitment

There has been a drop in the number of new IT openings according to new research.
The research made available by ReThink Recruitment, an IT recruitment firm, has shown that the number of IT vacancies at IT firms has dropped by 18% in the last year and from 16,185 to 13,351 in the last three months. Banks appear to be tightening their IT budgets at the credit crunch bites.
As it stands investment banks are responsible for posting 37% of all IT vacancies. This contrasts with 61% in 2007. Retail banks on the other hand are now posting twice as many vacancies for the finance sector in the past year with a jump from 12% to 26%. Hedge funds now account for more IT openings than conventional fund managers.
Jon Butterfield, managing director, ReThink Recruitment, had this to say: “Investment banks are freezing IT spending in some areas, as they scale back their expansion plans. Growth in demand elsewhere, however, such as compliance and risk management, in response to the credit crunch and the Société Générale scandal, is providing some ballast to the market.” “Demand for IT skills in the finance sector is still significantly greater now than 12 months ago, so we should take some comfort from that. Retail banks, in particular, are investing heavily in e-banking and bolstering internal systems to combat online fraud. A lot of work is going on to try and speed up the processes needed to achieve compliance with money laundering regulations.” * - From Recruiter

Candidate Ideas

G & G Recruitment Solutions are continually looking at ways to improve our services, not just to clients but, to candidates as well. In todays ultra competitive market, it is just as important to ensure that candidates feel all their needs are being met, that the agency they are using knows what they are looking for and that should they require any job hunting advice that they can get an honest and helpful answer.

G & G Recruitment Solutions knows that are consultants are always willing to help out and offer advice. However, we are currently looking at ways to improve the communication lines and see if we can't improve our service.

We are currently looking at implementing an instant messaging system that would enable all candidates to ask a question to a consultant and receive an almost instant response. Any comments regarding this idea, or any other ideas you may have, please do contact us on 0844 800 4984 or info@ggrecruitment.co.uk. We really do want to improve our service, make sure we stand out from the crowd and ensure we rise above the traditional view of a recruitment agency.

G & G Recruitment Solutions specialises in sourcing IT and Information Management staff for the Public and Not-For-Profit sector. So should you be looking for work in these areas, please do forward your CV through to us.