Quarsh Blog

Automated Interviewing, effective? - 3,2,1, answer the question....

In today’s fast paced society, our time is valuable. Which is why we’re not surprised by large companies being advocates for the automated video interview. For an automated interview, a candidate logs onto a portal and is given a series of questions to answer. They’re given a practise round and then a set time to answer each question. We saw on our LinkedIn network, a candidate had a video interview and lost his words, he panicked so much that he just didn’t move until the time was up. That way, the company would have thought the system had frozen. You have to hand it to him for his quick thinking!

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10 reasons recruitment is a problem - Part 1: Talent Pipelining

It’s impossible to plan for the future without knowing whether the talent you need is actually out there.

Think of it as taking the guess work out of planning and future proofing. Nothing is more important than executing business strategy correctly. If you don’t have a good talent pipeline in place, you’ll always be playing catch-up. You’ll more than likely be hitting the big red panic button, spending budgets unnecessary by relying on recruitment agencies, or hoping that your advert brings in good candidates.

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What DO they look like!?

It’s safe to say that at one point or another in our lives, we’ve judged someone by their appearance before even speaking to them. We’ve already decided that they were not a nice person, driven, capable, lazy or even worse.

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Falling Back in Love with RPO

Relationships can be complicated, there's no doubt about that. When you're passionate about something and it's close to your heart, you take a vested interest in it whether it's your nearest and dearest, your favourite football team...even your RPO provider. 

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Robots and our Children – Talent in the (not so far) future

The robots are coming, as sure as the seasons, and the jobs that were the bedrock of employment, social status and wealth will in many cases be taken by faster, better and cheaper pieces of technology. What does that mean for the employment market of the future?

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What is Future Proofing?

 


Look at any management magazine or discussion board at present and you’ll find the topic of Future Proofing front and centre. Everywhere you look we are being told that we need to ‘Future Proof’ our organisations, and that failure to do so will spell some various degree of doom for us and our cherished companies. But what is Future Proofing? Is it really so new, and if so how have we survived without it so far? Certainly, the lack of clarity seems to be inspiring a sense of near paranoia in many. We’ve heard executives close to panic because their boards have demanded that they present a plan for Future Proofing the company, and the fact is they don’t know what it is, let alone where to begin. 

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Employer Brand: Build It and They Will Come

Working as part of an RPO in a company that is making significant changes to its hiring strategy is fascinating. Recruitment is generally complex, and although it takes many elements to make a process successful, I have noticed that one thing in particular has the ability to impact on the entire process before it has even begun, and that is employer branding. When you are looking to attract talent, your company’s reputation and branding is absolutely key.

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What LinkedIn Reference Search Tells Us About Modern Recruitment

 

“Get the real story on any candidate” is what you greets you on the ‘reference search’ landing page (presumably because all candidates are liars by default..?). Finally, a way to expose the CV fabricators, the gossip instigators and those who are productively challenged, leaving only the very best talent behind! Don't get too carried away, though - it seems that getting the “real story” can prove to be troublesome.

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What is Recruitment Process Outsourcing?

Overview

RPO stands for Recruitment Process Outsourcing, the management and delivery of recruitment services to an organisation by a professional recruitment third party provider. Or, more simply put, someone else does your recruitment for you.

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Don’t Let Your Recruitment Get Snowed Under

With the harshest winter for decades set to rear its head over the coming weeks, many businesses run the risk of grinding to a halt as hurricane-force winds and heavy snowfall are expected to cripple roads and rail lines across the UK. With disjointed travel links comes disruptions and cancellations galore, and so it is key to ensure that your business takes the necessary precautions to function effectively during the winter.

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How to...succeed at first interview stage

Interviews are really stressful. We all know that. You’ve an hour or so to impress the socks off the person you’re talking to, and at the same time, you’re trying to find out whether they’re a business you want to join. Even though you know you can do this job, you’re probably worried about what you’re going to say, whether you’re going to come across as a bit of an idiot and how you’re going to manage not to talk utter rubbish at times. First interviews are not usually the most fun you can have, and to top it off you’re taking time off work.

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6 Things To Consider Before Choosing Your RPO Partner

Now you’ve decided that Recruitment Process Outsourcing in some guise would probably benefit your business and you’re now starting to look at your options. The good news is that there are relatively few variables that you should take into account. As with all business decisions, research is key to making the right choice.

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15 Do’s and Don’t's for… Telephone Interviews

  • Do… prepare. Ask for a briefing document; talk to the recruiter or client about the role and what’s expected; dig around the company’s website; look at Companies House.
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A Guide to Telephone Interviewing Done Well


I recently wrote about a telephone interview that had gone about as badly as it’s possible to go, both for the interviewer and the interviewee.(When Telephone Interviews Go Wrong)

Telephone interviews are generally not the first option, but can be useful in a few circumstances, and even then only when Skype is not an option:

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When Telephone Interviews Go Wrong


Recently, a close friend was telephone interviewed for a pretty senior technical position as a “Head Of”, paying around £120k. He asked me for some guidance on how to perform well. This wasn’t an easy task as we didn’t have much to go on.

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Recruitment Process Outsourcing: The Big Lie

So you’ve made the momentous decision to look at talent acquisition differently, more strategically, to align the growth strategy of the business with the hiring needs required to deliver a great outcome for your company. It’s a huge decision, one not to be taken lightly, so please do be careful and don’t get drawn in by the various companies/agencies/charlatans out there who will try and sell you something and have you believe it’s Recruitment Process Outsourcing when it isn’t.

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An interview with Quarsh Directors, Lucy and Jason on their RPO business

Jason Collings and Lucy James founded their company in 2010. Quarsh specialises in the design, implementation and operation of best practice recruitment for clients. Setting up the business and solving companies’ problems is what Quarsh loves to do - discovering the best recruitment processes for individual clients to achieve effective, worthwhile recruitment.

But how did the RPO duo get to this point?

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More than just a pool table: Know your audience when building your EVP

Employee Value Proposition, or EVP is invariably confused with employer brand, but there are key differences. True, both relate to the perception of an organisation, but they are not the same. Employer brand is how you are seen externally as a potential employer: your image and reputation. Whereas EVP is the value employees receive by working for you. One is perception, particularly external, the other is received value. Developed as a concept after the rise in employer branding, EVP typically falls under the HR remit, but it crosses all boundaries from Board level down.

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RPO - Have You Bought What You Think You've Bought?

Over a coffee recently, a prospective client posed me an interesting question. If you have been onsite with your client as an RPO provider for three years, would you suggest Executive Search to fill a senior post? The answer is pretty straightforward: if the RPO provider has done their job well, there should be no need. The candidate is likely to be currently working for an immediate and known competitor.

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Working with Recruitment Agencies

What you should expect and accept

Anyone who has ever worked with recruitment agencies is likely to have some horror stories, like estate agency it is an industry sadly notorious for its cowboys and sharks. So what should you expect when you engage a recruitment agency? What standards should you hold your suppliers to and feel upset if they don’t meet?

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Why does employer branding matter?

Employer branding: The values of your organisation, marketing and what is attractive for potential employees.

In short, it is the image potential employees have of you. Every employer knows how important it is to understand what their customers, shareholders and employees think about them and marketing professionals are constantly trying to develop new techniques to attract customers, communicate with them and build their loyalty to the brand the consumers are buying into.

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Why the candidates you reject matter

In the employment world, rejected candidates are often seen as the surplus or unimportant, because they are not immediately useful to hiring organisations. Overlooking these people, however, could be a costly mistake, not only in advantages missed but in disadvantages gained by your company in neglecting them.

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SMEs and Recruitment Process Outsourcing: Is RPO only for big business?

I have noticed a widespread belief that Recruitment Process Outsourcing is only for big business. People aren’t thinking and talking about the benefits that it can deliver to SMEs, especially SMEs that are growing rapidly. Frankly, this is a very one dimensional view of what RPO can do for a company. In fact, smaller businesses are often better placed to benefit from RPO services than the large multinationals.

The perception seems to be that RPO is just a ‘big machine’, a large scale beast that thrives solely on economies of scale and is wholly concerned with driving down costs. Now, these are typical characteristics of many examples of RPO that can be found in the wild, but that doesn’t mean that this is all that RPO is or can (should) be.

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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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