Hiringmadesimple.co.uk welcomes a new team Member

We would like to welcome and introduce a brand new member of the hiringmadesimple team; Mike Wise, Account Manager for hiringmadesimple.co.uk

Having worked as a Technical Sales Manager for over 7 years, Mike is key player with an extensive network of clients covering diverse sectors within the UK. Mike is both commercially driven and adept at building and developing long-term commercial partnerships.

“I’m absolutely thrilled to be joining the team at hiringmadesimple.co.uk at this incredibly exciting time. What they have achieved so far with the site is nothing short of amazing so to become part of that team and share their vision is a fantastic opportunity for me, one not to be missed”.

Mike will be responsible for servicing our current clients and promoting our services to companies throughout the UK.

If you would like to contact Mike directly regarding any of our products please email him at: mike@hiringmadesimple.co.uk

It’s Time to Review Your Preferred Supplier List – Now!

It’s no mystery that every company wants to attract the highest calibre candidates, which is why a lot of businesses seek professional recruitment services to help resource staff. Many companies even opt to solidify their relationship with some agencies by adding them to a preferred supplier list (PSL), but rather than helping to maximise the performance of their recruitment policy, this can have a negative effect if not managed properly.  Here we’ll look at how to get the best results from your recruitment strategy and how a correctly managed PSL can help you stay one step ahead of the employment game.

Review Your PSL Regularly

It’s a common notion among the recruitment industry that once you’ve managed to sneak onto any given PSL; you won’t have to do much leg-work in order to stay there for the next year or so. Too many businesses fall into the trap of thinking that as soon as they’ve created their list of preferred suppliers, its job done until 12 months down the line when they’ll next review it. With this being the case, it makes sense to ask who the real beneficiaries are in creating a PSL in the first place. Unless reviewed regularly and kept in check, your PSL could see any number of agencies taking a free ride on the back of your company for the foreseeable future.

The first and most logical step in effectively managing your recruitment policy is to review your PSL regularly, thereby keeping recruiters on their toes and delivering the best possible results at all times. To do this, you’ll need to set in place some kind of service level agreement with your chosen providers, and lay out a few key performance indicators (KPI’s) to monitor the most effective recruitment channels.

Deciding How to Monitor Performance – KPI’s

Okay, so you’ve decided to review your PSL every 4 months – perfect! Now it’s time to decide how to measure the level of each supplier’s performance in order to maximise your recruitment strategy. You may look at your list – when the time arrives to review it – and think, since each agency on your books has supplied you with X number of potential candidates, that there’s no reason to change tactic. But by doing this you’ll be ignoring a great opportunity to really dig into what’s working best for your company when it comes to recruitment.

Things you should be considering are:

  • Which source has brought in the highest calibre candidates?
  • Which source has brought in the fewest good quality candidates, and why?
  • What is the cost per hire for each source?
  • What is the time to hire for each source?
  • What is the CV-to-interview rate for each source?
  • What is the overall CV-to-employment rate from each source, which is the highest?

By asking each of these questions, you’ll better understand which method or source of recruitment suits your company most and delivers the best results. It also keeps each supplier working their socks off in order to keep a tight grip of their position on your PSL.

Consider Utilising a Second Tier Supply Strategy

We’re making brilliant progress here – we’ve decided to review our PSL regularly, and monitor the performance of each recruitment channel on our list carefully by setting out clear KPI’s. However, it’s always worth posing the question: What if my current suppliers fail to deliver? To put it into context, if you’re an online company that relies a lot on sales through your website, what would happen if your servers fail? Do you have a back-up server so that sales could continue to flow in? I’m guessing that most will answer yes to this question, so then – just as important – you should always have second tier recruitment policy in place should you not see the results you want from your preferred supplier(s).

Many successful companies operate an in-house recruitment process to supplement their preferred suppliers. Why? Many reasons:

  1. It means members of your PSL try doubly hard to keep their position. If you’re in-house recruitment strategy unearths a hidden gem of a candidate, then your recruitment partners will put that extra effort in to top it, otherwise – why would you need them?
  2. To extend the reach of their employment net. By sourcing candidates themselves, companies attract a higher number of high calibre candidates.
  3. Because as much effort as recruitment agencies may put in to understand your industry and company, no-one knows it as much as the company itself. By advertising a job in-house, you’ll better be able to gauge the quality of response, and invite only those you deem suitable for the post.
  4. It’s always good to have a ‘spare tyre’.

By complimenting those on your PSL with other methods of recruitment, you’ll always have something to fall back on (and you’ll maximise the efficiency of those working for you too!). When it comes to managing a supplementary recruitment process in-house, HiringMadeSimple.co.uk can help boost your results by posting your job advert across many of the UK’s leading job boards very simply, quickly and much cheaper than posting direct yourself. Find out more information about how you can post a job online by visiting the homepage.

Closing Comments

The most important thing to remember is that a PSL is meant to work in your benefit. Manage it effectively, review it regularly and supplement it with a second-tier recruitment method to get the most out of yours. And always remember – when it comes time to review, that HiringMadeSimple.co.uk offer a great alternative to expensive recruitment consultants, putting the power of employment back in your hands!

Benefits of Hiring an Intern

At face value, hiring an intern may seem like more hassle than it’s worth – you’ll have to put aside time to train your new acquisition and keep a close on their work to begin with. But with the wealth of potential talent – fresh from college or university – looking to get their foot in the door when it comes to employment, you may find yourself snagging a possible gem of an employee, who could very well go onto build a successful career within your company. Here we’ll look at some great reasons to open your doors to budding talent, by offering internships to young graduates.

1. Take possible future employees for a test drive

It’s a common theme within many businesses I’ve worked with – you’re bowled over by an all-fireworks impression that a job candidate has given you in an interview, and ultimately you offer them the job. However, within a month of putting them on the payroll, you find that they don’t quite ‘gel’ with the rest of the team, adding little unwanted friction within the office.

Opening the position up as an internship, however, allows you to gauge the effect possible employees have on the office before you snag them for good.  It gives you the option to evaluate their strengths, weaknesses and overall potential before deciding to make them a permanent addition to the team.

2. Fresh perspective

It’s often said that planting a sapling among a copse of trees helps to rejuvenate their growth and colour, which is absolutely analogous with injecting the fresh outlook of a young prospect into an experienced office.  Hiring an intern can help breathe life into your team, by boosting creativity and offering an ‘outsiders’ viewpoint on the business.

3. Productivity increase of other staff

One of the most researched topics – when it comes to team management – is the ability to increase the productivity of employees. Many workers often find themselves bogged down with lesser tasks, meaning they’re unable to devote their full attention to more productive work, thereby reducing the efficiency of the team.

While there’s certainly no miracle potion that can cure this problem, by hiring an intern you’ll be boosting the man-power of your workforce. Smaller, less important tasks which would often tie up a good portion of the morning for a few – more experienced – workers could be handed over to the intern to handle. Not only will this free up time for the rest of your team, but also give your intern the opportunity to learn the ropes from the ground up.

4. Low-cost labour

It’s a well-known fact that around 60% of small businesses fail within the first 5 years of trading. Add that to the financial crisis we currently find ourselves in, and you’ve got yourself a recipe for a potential company meltdown. There are many reasons that those who do survive the first 5 years pull through unscathed, but one of the most important factors is employing effectively. A good company knows how to mix youth and experience in order to employ the most cost-effective and dynamic workforce – and interns play a big role in allowing them to do that.

Most interns are paid significantly less than full-employees, yet they still remain amongst the most motivated of any team – such is their desire to learn and progress within their field. It’s obvious then, why many small to mid-sized companies prefer to source a good chunk of their future employees by taking on a number of interns.

And Finally…

If you do decide an intern can help you and your business, then HiringMadeSimple.co.uk can help you advertise your internship by posting your advert across multiple UK job boards.

Employing Your First Apprentice

A couple of weeks ago we looked at the uphill struggle that small businesses face to keep staff motivated during times of economic hardship. But for many companies, it could be too much of a fight to keep staff – who may well look for higher-paying alternatives elsewhere – on their side in order ride out the current financial storm. In fact, many start-ups may find themselves with their backs against the wall, trying desperately to find a way to keep employees on-board and motivated whilst not being able to fully meet a salary that the current cost of living demands.

Faced with this situation, it’s easy to get demotivated yourself (which, incidentally, will probably rub off on your remaining workforce). So it’s vital that instead, you focus your energy towards finding a cure for your business head-ache. One such antidote could be employing an Apprentice, a move that the mayor of London – Boris Johnson – has recently urged small to mid-sized business to consider heavily when looking to hire new workers.

Rejuvenating the Workplace

Many businesses seem to be put off by the prospect of an apprentice due to the level of commitment required to train them, but instead it may be worth looking at the positives. Personally, when I think ‘apprentice’, I think youth, fresh ideas, buckets of enthusiasm and a positive work ethic, and to me, all of these great attributes more than justify investing a few extra hours per week into their career development. And what’s more, with the Government now providing up to £1,500 worth of funding to firms as an incentive to take on an apprentice, it looks to be a great financial move too.

In the past, I’ve worked for a number of companies who’ve looked towards young talent to grow their business – and it’s proved to be successful in every single case. Not only does it allow small firms to take advantage of the financial rewards offered by the scheme, but it also gives the office a new lease of life to have a young, ambitious and talented, fresh face around.

How to Take on an Apprentice

Now that you know exactly why hiring an apprentice can be both very rewarding and lucrative for your business, your first step should be to contact the National Apprenticeship Service (NAS), who can offer advice as to which scheme will best suite your business. There are many different types of apprenticeship programs, so it’s important to choose the right one from the offset.

Next you’ll want to advertise your apprenticeship on the internet. There are many jobsites that allow you to post apprenticeship positions on the web – such as Reed, Monster and Total Job. It also helps to keep your net as wide as possible, increasing the number of good quality applications you receive and allowing you to cherry pick only the most promising talent – take a look at how to post the perfect job advert for more tips in this area.

Finally, you’ll need to put together a training and development plan for your new protégé. You’ll be responsible for the apprentice’s on-the-job training and arranging the supervision, mentoring and support they’ll need whilst working with you, so it’s very important you plan well ahead in order to keep things running smoothly when they start.

Maintain Enthusiasm in Your Workforce during Economic Hardship

The Motivation Monster

You might think that during times of economic hardship that staff motivation should feature second – or even third – on your to-do list. But as we looked at last week, a recent study by the Chartered Institute of Personnel and Development showed that many small to mid-sized businesses are under heavy strain to bridge the gap between salary and the cost of living for their employees. With this in mind, it’s not hard to understand why many workers in the current climate are finding it increasingly difficult to stay motivated at work; with many feeling undervalued, unenthused and unfocused within the workplace.

And with staff ultimately driving the bottom line of your business, it’s never been more essential to get out your sweats and play the part of Mr Motivator in order to keep your workforce on a high and maximise your employee’s efficiency. Remember, by losing employees, you may well end up losing your business too.

The Motivation Hit List

Okay, there will no doubt be a hundred and one ways to tackle low employee motivation, but in the end it all boils down to the root cause of the problem – in this case financial strain. In the mind of the employee, underpaid is synonymous with undervalued, and if you feel undervalued then you’re less likely to maintain focus or enthusiasm over your work. Obviously, stuffing more bank notes into pay-packets (in this case) is not an option (otherwise you wouldn’t be reading this article), so instead we’ll look at other ways to strike each contributing factor off the motivation hit-list.

1.    Make Employees Feel Valued

There’s nothing worse than feeling like you’re of no worth to a company – as if you’re just a cog in a machine that the business could replace on a whim. What’s more, if you have an employee who feels undervalued, you have an employee who’s not shining to their full, gleaming, potential. So, how do you tackle this problem and make them feel more like a pillar holding up the company, and less like a wheel going round and round.

The most obvious answer would be to include them in business discussions; ask their opinion on how the company should run in certain areas; keep them informed as to business direction and, in a nutshell, make them feel like they’re making an active and beneficial contribution to the future of the company.

It’s also important to set aside some time to relate to your workforce on a personal level. By this I mean talk with them on a one-on-one basis not only regarding the business, but about other things too. By opening the door to this employer-employee relationship, you’ll break down all kinds of barriers that may have stopped your employees voicing their opinions and concerns in the past.

In short, communicate with your workforce regularly; make them the one’s you go to for advice, opinions or just a friendly chat, and you’ll find yourself spearheading a team that feels much more appreciated and proud to work for you.

2.    Keep Employees Enthused

It’s not easy to keep your staff brimming with enthusiasm when they’re faced with all kinds of financial difficulties (including job security!), but if you’ve already tackled the first step in making your employees feel valued (see above), then you’ve also taken a giant leap in rediscovering their passion for their jobs. The next rung in the ladder is to bring that passion right up to the surface – so it’s there for all to see. Passion is infectious; get one staff member beaming with enthusiasm, and you’ll probably find the rest start to shine too.

How to discover this hidden passion? For most people it’s already there, you just need to know how to fish for it. Imagine you’ve a customer service team; they’re on the phones from 9am until 5pm every day taking calls from disgruntled customers. It would be hard to maintain any kind of enthusiasm when you’re being dealt verbal blow after verbal blow from the other end of the earpiece. Why not, then, put a positive spin on this? Try running a competition, whereby the customer service employee who successfully solves the most complaints – turning angry customers into happy customers – within a week, wins a small prize. Or perhaps get the marketing team together once a week for a no-rules, crazy, creative, whacky workshop in an effort to come up with a great advertising campaign.

It’s things like this that gets people remembering why they love what they do, and will help to no end with employee enthusiasm.

3.    Maintain Employee Focus

When you’re sat behind a computer desk all day, with money troubles on your mind, it can be hard for anyone to stay focused. However, there are little things you can do to help keep your staff productivity levels high, and apply all of their energy to their work.

  1. Make work fun – I’m not saying blow up a bouncy castle and stick it in the middle of the office, but rather make every effort to ensure employees associate the workplace and work crowd with good times. Hold an office quiz every Friday afternoon, break up the days with off-topic discussions, or maybe even get everyone out of the office for twenty minutes in the afternoon for a coffee break – together. It may seem backwards logic, but keeping things fresh like this means employees don’t slip into other kinds of procrastination, and it also helps a lot with staff attitude and morale!
  2. Hold frequent catch-up and career development meetings with employees. Showing them you like to keep up to date with what they’re doing will have a positive effect on their productivity.

Closing Comments

To summarise, it’s not going to be easy turning around an unmotivated team, but just a little more effort in the right areas could make a huge difference.

Of course, it all starts at finding the right staff for your business – and no-one can help you do that more than HiringMadeSimple.co.uk – check out the homepage for more information.

Employers Look to Maximise Team Efficiency

Employers Look to Maximise Team Efficiency

The news of an inflation drop of 3% in April this year will no doubt be warmly welcomed by many employers. However, the Chartered Institute of Personnel and Development has warned that the struggle to afford salaries that are in-line with the cost of living will still cause financial problems for some companies.

Data from the Labour Market Outlook survey suggests that, although most companies would like to provide their employees with a rise in pay substantial enough to bridge the gap between salary and the cost of living; any form of wage increase will probably be based on overall business performance.

With this in mind, it seems paramount for any business to manage their employment strategy very carefully; ensuring focus and drive is maintained within the workplace. And during times of such austerity, it makes it all the more important for a company to adopt an ethos based on a hard-working, determined and loyal team.

Charles Cotton, rewards advisor at the CIPD commented about the survey: “Our data shows that many employers are keen to raise pay in line with inflation but are struggling to close the gap as inflation remains stubbornly high. Line managers and HR professionals need to look at how they can continue to keep employees engaged and performing well in the absence of substantial pay rises, while at the same time limiting the impact of financial distress on employees by offering financial education, debt counselling and voluntary benefits packages.”

Fighting off the Workplace Blues

It’s no surprise then that many organisations are looking for new ways to beat off the ill-fated effects of the current financial climate, to sustain a happy and hard-working environment in the office. After all, when employee satisfaction levels drop, so does business performance – ruling out any kind of salary boost across the company. It’s a vicious circle that – if not managed effectively and quickly – can have a lot of employers to fighting for air just to keep their business afloat.

Of course, there will be many factors that contribute to a company successfully sailing through times of financial hardship, but it all starts with attracting the right kind people to work with you. Hiring a talented, dedicated and enterprising team isn’t a walk in the park, and if not planned properly, may find your organisation swimming with the sharks.

Hire Effectively…

HiringMadeSimple.co.uk makes hiring the right employees for your company much easier. Read more about our dedicated job advertising services and start driving your business forward the right way today!