Web Editor skilled with CMS (Preferably RedDot CMS), HTML and experienced in writing and developing online content is urgently required. You will be assisting the Digital Communications Manager, working on the Intranet re-development project and other online content where necessary.
You will have excellent communication skills, work with a wide variety of staff to research, write and develop online content, prepare information in a clear, accessible and web friendly format and upload content to the intranet/website using a content management system (RedDot CMS). You will also have an understanding of HTML.
You will need to provide examples of other website that they have worked on. This is an excellent opportunity to work for a friendly Government organisation, so please do send through a detailed CV asap.
G & G Recruitment is working as an Employment Business.
Wednesday, April 30, 2008
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.
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.
Tuesday, April 29, 2008
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
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
Monday, April 28, 2008
Recruiter - Letters... Land of the giants or is small beautiful?
We felt the need to comment on your recent article 'Is being big always beautiful?' (Recruiter, 2 April), concerning the current mergers and acquisitions within the industry. As a large UK rec-to-rec consultancy we are constantly placing recruiters at all levels, from smaller companies to larger corporations and vice versa. Many recruiters tell us they prefer larger companies as they offer greater long-term security, structured career options, and the advantage of having a well-known brand behind them. However, just as many inform us they wish to work at smaller firms on the basis they will receive more recognition and appreciation, increased earning potential and the opportunity for more rapid career advancement. Both have selling points and valid reasons to be leaving or joining, and recruiters will always have their preferences to the type of company they want to work for, or are best suited to. However, in a desperately candidate-short market, is removing that choice from them really likely to improve recruiter availability? If the giants want to dominate, they must consider their offerings not only to the end user, but to their own staff — ideally combining the strong points of both large and small companies under the same roof, and the smaller 'gems' of the market will have to keep up, or lose out. In our experience there are only a handful of consultancies currently providing their staff all the advantages of a big company, while also appealing to the smaller firm enthusiast.
*Michael Bowden, sales director, Aston Taylor.
G & G Recruitment's view on this - Small is beautiful as everyone requires that extra bit of customer care! Come and register with us and let us work for you.
*Michael Bowden, sales director, Aston Taylor.
G & G Recruitment's view on this - Small is beautiful as everyone requires that extra bit of customer care! Come and register with us and let us work for you.
Friday, April 25, 2008
Teacher - Current Vacancies
Our client is seeking 2 Maths Teachers and 1 R.S. Teacher to start in September. Experience of teaching A-Level is desirable but our client will consider any qualified teachers.
If you are interested please do send through a detailed CV asap.
G & G Recruitment is working as an Employment Agency.
If you are interested please do send through a detailed CV asap.
G & G Recruitment is working as an Employment Agency.
.NET Developer - Current Vacancy
.NET Developer skilled with both .Net Framework versions 1.1 and 2.0 and various development technologies including C#, ADO.Net, HTML and web scripting languages such as JavaScript and VBScript and RDBMS like MS SQL Server.
You will also have good knowledge in DTS Packages, .Net Web Service and have strong skills in back-end development and design using SQL Server. Excellent knowledge in Triggers, Views, Functions and Stored Procedures
You will gather requirements design & develop software solutions for the web and windows based applications. If you have these skills are self-motivated, have the ability to communicate effectively, are willing to accept responsibility and have excellent analytical and logical skills then please do send through a technically detailed CV asap. G & G Recruitment is working as an Employment Business.
You will also have good knowledge in DTS Packages, .Net Web Service and have strong skills in back-end development and design using SQL Server. Excellent knowledge in Triggers, Views, Functions and Stored Procedures
You will gather requirements design & develop software solutions for the web and windows based applications. If you have these skills are self-motivated, have the ability to communicate effectively, are willing to accept responsibility and have excellent analytical and logical skills then please do send through a technically detailed CV asap. G & G Recruitment is working as an Employment Business.
Thursday, April 24, 2008
The Hunt for Candidates
The secret to successful recruitment is finding the right candidate first. With there being so many agencies now (a reputed 1500+ in the London area alone) it really has come down to the ability to attract the best candidates. There are the usual methods - advertising in the news papers, advertising online on job boards, word of mouth, candidate recommendation and head hunting.
Nowadays, online appears to be the way forward with more and more people opting to hunt for jobs online, or just to make their details available online. So much so that SEO, social networking sites and key words are all the craze now in sourcing that 1 candidate who will get the role. Even more so that most of the candidates are apparently passive - ie, they aren't actively looking for work.
Here at G & G Recruitment we would love to hear from any IT or Information Management candidates (be it permanent staff or contractors) on how they conduct their job hunt and what they look for in agencies, adverts or even just that first approach, phone call or e-mail.
Im sure in about a year's time it all will have changed again but, that is unfortunately the nature of the beast of the industry which we work in.
Nowadays, online appears to be the way forward with more and more people opting to hunt for jobs online, or just to make their details available online. So much so that SEO, social networking sites and key words are all the craze now in sourcing that 1 candidate who will get the role. Even more so that most of the candidates are apparently passive - ie, they aren't actively looking for work.
Here at G & G Recruitment we would love to hear from any IT or Information Management candidates (be it permanent staff or contractors) on how they conduct their job hunt and what they look for in agencies, adverts or even just that first approach, phone call or e-mail.
Im sure in about a year's time it all will have changed again but, that is unfortunately the nature of the beast of the industry which we work in.
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