Quarsh Blog

The top five ways to reduce the cost of recruitment

Since the release of our blog 'The True Cost of Recruitment', we have discovered that this has been a frequent talking point, not only with potential clients but with other members of the recruitment and HR communities online. Therefore, we decided to summarise in a 'Top 5' (its so 'on-trend'!), the Top Five Ways to Reduce the Cost of Recruitment. Read it, it could save you some money!

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Times They Are A-Changin’

The green shoots of recovery have well and truly taken root if all the latest reports are to be believed. The figurative trees of finance are in full bloom and bearing the fruit of some considerable size and value. Employers are feeling more and more confident, order books are the fullest they’ve been for some time,

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Employer branding: The ‘why’, ‘who’ and ‘how’ of being found by candidates

We all have places we genuinely want to work at, because of how we perceive them as a place to work. Big companies like Google don’t have to find talent because people find them. The companies who need employer branding most, and who do it best, are the smaller ones who always seem to find the right people.

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Banishing Resistance and Getting Recruitment Process Outsourcing Buy-in from Hiring Managers

It’s an all-too familiar stage in the business cycle when we experience periods of expansion after a period of economic downturn; your company is going through a notable stage of growth or change and you’ve enlisted the expertise of an outsourced recruitment provider to help deliver your recruitment. Having spent a considerable amount of time contemplating, assessing and then implementing a Recruitment Process Outsourcing function into your business, things should just slot into place, right? Unfortunately, it’s not always as simple as that.

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The Power of a Digital, Social, Consistent Brand

Quarsh invited three industry leading consultants to present on their specialities at the first Candidate Communication Breakfast Forum last week. Matt Alder, Kat Fox and Andy Headworth discussed the power of mobile recruitment, employer branding and social media respectively, demonstrating how these ideas can be harnessed to improve talent acquisition efforts both individually and how they can come together to develop a solid recruitment marketing strategy. Here, we review the key messages that we took away from the day.

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Employee Engagement - Why You Need to Listen

People are the key asset that a company has. People have the ideas; people win the business; people deal with the customers; people make things happen; people fix the problems. Companies succeed or fail due to the quality of the people they employ.

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Colours for interviews – What to wear and why

 

The colours one wears to a job interview communicate a great deal about the interviewee, and when the process is based around first impressions, what kind of impression you want to give to your prospective employer is of the utmost importance. Interviews don't just depend on your CV, references or even body language and the amount of times you smile. The interviewer is seeing you for what is probably the first time, and could hire or pass you over depending on the subconscious effect of the colour of your attire. So, what colours make a great first impression?

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The 5 biggest mistakes made when buying RPO

Recruitment Process Outsourcing (RPO) is one of the most common forms of outsourced service and when done well is often one of the most successful, delivering greatly improved performance compared to in-house solutions. Yet there are all too many anecdotes of failed projects and delivery issues, indeed almost half of all Recruitment Process Outsourcing projects last only a year or less, so why is that?

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Recruiting the Superheroes

Hollywood is awash with superheroes, and the catalogues of Marvel and DC are being mined at every release date. Even television has caught the bug, with shows such as Arrow, Smallville, Gotham and Agents of SHIELD popping up season after season.

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Employer Branding and Social Media – or be brave and shout about how great you are!

“We’ve tried everything, but we still struggle to find enough good people to work for us.” Does this sound familiar? Talent attraction about much more than offering more money, unlimited annual leave or free food Fridays. You can exhaust every agency, every method of direct sourcing and advertise everywhere, and still not find the right people. So what else can you do to find and appoint good people?

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Recruiting for Cultural Values in Small Businesses

A lot of time is spent by large organisations talking about the importance of their cultural identity, and of people joining fitting the cultural mould, but the truth is that the smaller the company the more important cultural issues become.

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What Is the Point of RPO When I Can Hire An In-House Team?

This is a question that we get asked time and time again, and the answer, in brief, is that if you can find an in-house recruiter which is as skilled as you will find externally, then you absolutely should opt for an in-house solution.

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How SME's Can Turn the Tables on Recruitment Costs

Why does recruitment cost so much?

By quite a long way, the most common issue we are asked to tackle is the cost of recruitment. As 75% of SME recruitment is done through agencies, usually this translates to “we’re spending too much on agencies”, typically at the end of a financial period when recruitment stands out on the P&L as a relatively enormous spend. SMEs get a rough deal compared to their larger big-name competitors.

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Social Media Recruitment: When is it appropriate to check a candidate's social media activity?

Social media is becoming an increasingly important part of recruitment. 10 years ago no such thing existed. For me, the division is very clear – Facebook for friends, LinkedIn for business, and the two are used very differently. However, Twitter doesn’t have as obvious a place and this caused a huge problem recently for Paris Brown, sacked by Kent Police at the tender age of 17 for comments she had made on her Twitter feed before she was employed by the force.

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Survey Results: The impact a UK Brexit would have on Talent Management strategy

This is the first of what will be a series of hopefully interesting or instructive and maybe occasionally thought-provoking blogs that will be shared amongst a community of our HR contacts.

The bulk of these blogs will be written either by myself, Adrian Hill, Director of Quarsh’s Executive Search Practice or Lucy James, co-founder of Quarsh and an accomplished search practitioner in her own right; although other members of our team might make contributions.

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The True Cost of Recruitment

How much does recruitment cost? Most HR and recruitment professionals will talk to you about agency fees, advertising costs and the salaries of in-house recruiters, but is that it? Most companies underestimate the cost of recruitment by 90-95% not least when they are looking to cut costs, this often leads to terrible decisions that not only fail to reduce costs, they can even drive them up. So what are these costs, and more importantly, what can you do about them?

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Fishing in the Dark Pool – Baiting Out the Passive Job Seeker

Recruitment is painful. Admin, agencies, interviewing, offers… It’s a headache for everyone. Getting the right people into the roles at the beginning lowers the chance of having to recruit all over again. 

Research shows that around 79% of the working population is not looking for a new role, but would respond to an approach if it were made in the right way. 10% are actively looking for a new role. Assuming that all of them see your advert and/or talk to your agent, this doesn’t give you great odds of success.

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The Pick 'n' Mix Approach To Recruitment Process Outsourcing

If you’re a growing company, it may be tempting to think that Recruitment Process Outsourcing (or RPO) is not for you. Success stories tend to focus on large corporates or long established household names that have saved millions of pounds recruiting thousands of staff – their HR (or more often, procurement) departments basking in the commercial glory.

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Employer Branding? Or Inbound Marketing?

The employer brand is becoming increasingly important and increasingly digital. It has become a sophisticated offering that aims to persuade and guide the talent that your business needs into your workforce, and keep them there. Employer branding partners both traditional and social recruiting and it should help to increase qualified applications both immediately and long term.

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Is Your Internal Recruitment Process Up to the Job?


When you’ve got a role to fill, managing and tracking external applicants is a necessity - but what happens to internal candidates during the recruitment process in your business? It’s important to have a process in place for employees who wish to put themselves forward for vacancies.

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The Key to Candidate Experience

No news means good news, is that really always true in the recruitment process?

You are probably wondering what I mean by this statement?  Well as a seasoned recruiter I know the famous last words are (or at least one lot) “I will let you know the outcome, whatever”. How many times have you been left in the lurch?

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Turning Talent Threats into Opportunities

 

Quarsh recently conducted a study of 500 white collar UK employees to determine what motivates, attracts and retains talent. Just under a third of surveyed respondents (30%) indicated that they are planning to move jobs within the next three months, creating both a potential problem and an opportunity for employers.

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The 5 C's of people management

Traditional management models stress the development of detailed project plans and the rigorous observation of disciplined models. Developed by engineering and manufacturing organisations they assume workflows with controlled variables and fixed inputs, in short they assume that you are managing machines, not human beings.

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Self-Help Material For Women In Business: Perpetuating An Angry Myth

I was reading a book over someone’s shoulder on the Tube this morning and caught a paragraph which incensed me. It concerned women in middle and senior management, talking about how “most” women at this level were operating from a position of low self-esteem; that they felt less valuable, less impactful and less capable than men and so in their own minds had to fight for their positions. The book went on to talk about assertiveness in an almost bullying way; that women had to stand up for their rights. I had images of a trembling-lipped junior editor squeaking mouse-like to her male boss: “I’m here too, you know! Listen to me! I’m important!” while he talked over her to her male colleagues.

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The Rise of the Millennials: Part Two

In the first of this two-part feature, we explored the who’s and what’s of the millennial generation. We established who they are, what has influenced them, and what (generalised) qualities you can expect of a millennial candidate. Now it’s time to examine the needs and attributes of potential millennial employees during the recruitment process in order to understand what it takes to attract, engage and retain this fiercely reactive and increasingly significant generation of Talent.

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Should You Consider An RPO? Part 2


Following on from the first blog in the mini series Should You Consider an RPO? Part 1, Ashley Steinhausen emphasises the importance of organisational buy-in for companies considering an RPO arrangement.  

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Why the Best RPO's Are Invisible

Ask yourself the following questions; do you look for great people to join your business, or do great people look for you? Are the people within your business genuinely as engaged and productive as they could be, or have they mentally checked out of the building? According to research compiled by Rolepoint, companies with a defined employer brand dominate 60% of the labour market, with notably improved recruitment and retention rates. Can you consider yourself to be a part of that statistic?

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9 Ways to Improve Your In-House Recruitment Process

With a new year comes a new wave of employment openings and initiatives, ensure the procedures and components of your in-house recruitment team are up to scratch with this guide which covers some of the major points that you can address.

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The Rise of the Millennials: Part One

You may or may not be familiar with the term ‘millennials’, but if you’re not, it’s certainly one worth becoming acquainted with. They are at the centre of a generational conflict, which is certainly nothing new; as cultural values and economic and political conditions change over the years,

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Employee well-being, more than just workplace health

Employers used to think of the wellbeing of their employees as a health and safety issue limited to the management of injuries and ill health experienced or acquired at work. It is well researched and documented that a poor physical working environment is linked to high levels of sickness absence and turnover, along with poor performance.

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Five Key Factors To Increase Engagement and Combat Attrition

Typically, people will spend around 40 hours a week at work, and aside from the hours that are spent at the desk, in the warehouse or liaising with customers, there is then the time spent preparing for and commuting to work – plus any additional hours spent working from home. Now imagine investing in and contributing towards a business that doesn’t seem to recognise your contributions or value your commitment as an employee.

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Recruitment Process Outsourcing in a Candidate-Driven Market

 

Last week, the REC and KMPG reported on the strength of the UK labour market and forecasted continued business optimism for 2014. This, amongst other research, affirms what was already being anticipated in the latter part of last year; with more temporary and permanent

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Should You Consider an RPO? Part 1


Entering in to an RPO arrangement is not a decision to be made lightly; a client-supplier relationship of this kind is demanding, and requires a great amount of time and dedication from all involved parties to ensure success. This is the first in a series of blog articles written by Thread Consulting Director Ashley Steinhausen which examines the factors that can impact the suitability and sustainability of partnering with an outsourced recruitment supplier.

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The recruiting game...

Take this quiz to see how you’re doing in the recruitment stakes…

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