How Recruitment Trends are Changing to Suit the Current Candidate-Driven Market

How Recruitment Trends are Changing to Suit the Current Candidate-Driven Market Through our day-to-day work supporting clients and candidates, we see how employers and HR personnel are adapting and evolving their recruitment approach to suit the current candidate-driven market. Here are some of the emerging trends and recruitment actions becoming a top priority as employers look to compete and stand out. Employer brand A LinkedIn survey revealed 75% of applicants now consider an employer’s brand before even applying for a job, which is why we are seeing more organizations genuinely investing in creating a strong employer brand based on the company’s vision, values, and culture. A commitment to creating an attractive employee value proposition will help businesses to attract, retain and engage the best people. And a strong employer brand now goes beyond just a competitive salary, and even learning and development, career progression and well thought out perks and benefits. There is a growing trend for candidates to also base their decisions on ethical and lifestyle factors including how socially responsible a business is and its workplace environment and culture. Competitor research As businesses recognize the significant impact employer brand can have on the ability to recruit the best people, more employers are taking the time to research their industry and local recruitment market to understand how they can compete and stand out. Our expert consultants are regularly asked for advice based on our wealth of experience within our specialist sectors and our knowledge of the Eastern region. Employers are keen to be better equipped to be able to share with candidates what they can offer them in return for their knowledge, experience, and expertise, compared to a competitor who may also have made them a job offer. Flexibility While offering flexible working opportunities is ultimately part of an employer brand, it is becoming such a competing factor that it warrants a section of its own. People realize that they can still be ambitious without having to be in an office for over 12 hours a day and are looking for roles which can give them the time and flexibility to do things outside of work. Employers are also recognizing that they are risking missing out on, or losing top talent from the organization if they can’t provide business-suitable flexibility for employees such as return to work parents or those with caring responsibilities. Recruitment marketing Having researched the market and created an attractive employer brand, more precedent is being put on actively marketing this to both current and future employees. Businesses are promoting themselves as employers people want to work for by communicating their employer brand across multiple channels and in a variety of different, engaging ways. A simple newspaper advert or online advert is unlikely to be enough to stand out, recruitment materials are proactively showcasing company culture and employee value proposition and are backed up with engaging content on dedicated website careers sections, social media activity, employee-related news, blogs and case studies and videos about working for the company. Employee referrals Another LinkedIn survey revealed that candidates are three times more likely to trust a companys employees when looking for credible information on what it is like to work there. Employees have always been an organization’s biggest advocate and more businesses are harnessing this by implementing employee referral schemes, engaging them to provide positive online reviews, featuring real-life employee case studies in print and videos, and enabling employees to act as inspiring role models through work with local schools, colleges, and universities. Strategic recruitment Rather than potentially competing for talented candidates unnecessarily, businesses are taking a more strategic approach and only going out to the market to buy new talent when there is a clear need for immediate, long-term skills and experience. Instead, many businesses are planning ahead and using skills audits to identify what they need to meet the company’s goals and looking to build their own talent and expertise from within or to recruit people they can see potential in and committing to training them to become the full package. Alternatively, they are looking to borrow expertise on a temporary basis, capitalizing on the growing gig economy which has opened up the pool of talent available to businesses for short-term projects. Recruitment speed Businesses are increasingly conscious that it is often the first organization to the finish line who will win the race to employ top talent. They are reviewing their recruitment processes to make them as agile, while still effective, as possible and are prioritizing time to meet with high-quality candidates rather than risking losing out to a business which has moved faster. Candidate experience Organizations are also increasingly reviewing the candidate experience they provide at every stage of the recruitment journey, from initial clear information through to the interview and the communication of final decisions. A company’s preferred candidate is more likely to accept their job offer, over that of a competitor, if they have had a positive experience throughout. Plus any high caliber candidates who were not successful will still view the organization positively, be more likely to apply again and to recommend the business to others; maintaining the company’s reputation and its ability to attract top talent. A good recruitment consultant will have their finger on the pulse of the industry they specialize in, and the local market, and will be able to provide valuable insight into any shifting trends. Here at Pure, our expert consultants don’t just support clients in finding the right person for the role they also provide expert market insight, employer branding advice, talent planning support and help to create a positive candidate experience.

Project Engineer Job Description Sample - Algrim.co

Project Engineer Job Description Sample - Algrim.co Project Engineer Job Description Template Download our job description template in Word or PDF format. Instant download. No email required. Download Template Using Your Template Follow these instructions to use your new job description template Step one: Fill out all details in your job description template using the provided sample on this page. Step two: Customize your requirements or duties to anything special to your workplace. Be sure to speak with team members and managers to gauge what's required of the position. Step three: When the census of the team has agreed on the description of the work, add in a Equal Employment Opportunity statement to the bottom of your job description. Step four: Check with your legal department, management team, and other team members to ensure the job description looks correct before creating a job advertisement. Choose a job board that's specific to your needs.

6 Smart Ways to Manage Your Finances Online

6 Smart Ways to Manage Your Finances Online Image via Flickr by GotCredit A recent Gallup poll revealed that only 32 percent of Americans create a monthly budget, and just 30 percent have a long-term financial plan. Clearly, Americans have quite an aversion to financial planning. Why do so many fail to plan their financial futures? Two of the most common reasons cited are that money management is too time-consuming and too complex. Fortunately, online financial management tools can solve both of these problems. The following six online tools make budgeting and financial planning convenient, quick, and simple. Read on to find out what each tool can do to improve your financial condition. Mint: Money Management Tool As far as free online tools go, Mint.com is arguably the webs best resource. Once you sign up, you provide information to link your checking, savings, credit, and investment accounts. Every day, Mint will update your account information and provide you with a financial snapshot â€" a big-picture view of what you have, what you owe, and where your money goes. For each account, Mint labels your spending categories and offers personalized savings tips to help you trim your financial fat. BudgetSimple: Taking the Headache out of Budgeting Budgeting by hand is a tedious, painstaking process, but budgeting software can get pricey and overly complicated. BudgetSimple.com offers the best of both worlds â€" automated budgeting help that is free and delightfully user-friendly. BudgetSimple will evaluate your finances, create a budget plan, and point out areas where you can cut costs or beef up your savings. In fact, the site is so confident in its services that they guarantee they will find at least $5 of saving opportunities in your budget. Mobile Banking Apps: Finance on the Go With virtually every major bank now offering a mobile app, not tracking and planning your spending is getting harder and harder to justify. Mobile banking apps let you turn your smartphone and tablet into financial-planning tools. Instantly, you can pull up your account deposits and view recent activity to track how and how much youre spending. The capabilities of most mobile banking apps extend even further, allowing users to instantly send money online and even deposit checks using their smartphones cameras. Buxfer: Individual and Group Budgeting Like Mint, Buxfer helps you organize all of your financial information in one place for a big-picture view. You can see where your money goes, reduce excess spending, and even predict your future earnings and expenses based on previous spending patterns, balances, and earned interest. What makes Buxfer unique, though, is its ability to manage shared expenses. The site allows groups to split up bills easily and make payments to one another online, which makes it an ideal budgeting tool for roommates. Cleaning up Your Credit with SavvyMoney SavvyMoney has a unique niche in that it helps subscribers focus on the credit and debt aspects of personal finance. At no cost, you can sign up with SavvyMoney for a free monthly credit score as well as a personalized analysis of your credit and debt situation. Your credit report comes with helpful tips on how to reduce your debt and improve your credit score. For example, every month, the site will show you your revolving debt ratio and tell you how healthy your ratio is. Jemstep Portfolio Manager Jemstep.com allows you to manage your retirement savings and grow your nest egg. When you sign up, you provide information like your age, annual income, expected age of retirement, and existing retirement savings to see what you can expect in Social Security benefits. You can then specify the level of risk youll tolerate and the kinds of investments you prefer. Finally, youll link your current retirement accounts for the site to analyze. With this information, Jemstep creates an action plan with suggestions on what to buy and sell for a secure retirement. With these online tools, you can handle virtually every aspect of your finances, from creating a budget to improving your credit score to saving for retirement. These six web-based tools make budgeting and planning so easy and convenient that you wont have any more excuses not to get your finances in order.

On the Job by Anita Bruzzese Why Some Leaders are Terrible Communicators

On the Job by Anita Bruzzese Why Some Leaders are Terrible Communicators If youre a leader and your team complains about being overwhelmed, youre not alone. We often blame technology whether its the telephone 50 years ago or social media today for much of our ills at work. But the real problem may not be your team tweeting too much but rather your poor communication skills as a leader. Think about it: How many times have you sent an email to a team member who is sitting in the same room? How many times have you avoided picking up the phone in favor of sending a text or an email? How many times have you sent emails that require more than three follow-up emails because the team seems to be confused? If youre guilty of any or all of these offenses, then its time you listened toPhil Simon, author of Message Not Received: Why Business Communication is Broken and How to Fix It. He says that while poor communication has always existed, the world is moving so fast these days that poor skills in this area will have bottom-line consequences and only grow worse unless leaders make a commitment tochange their ways. While theres no shortage of bad examples of emails out there, Simon says the real problem is not email itself, but the people misusing it and often peppering it with jargon that no one clearly understands. He provides some examples: The next generation of cloud is about people. Their WaaS technology is the middleware to match the right person to the right work at the right time. By plugging into the information ecosystem and participating through the creation and curation of information, organizations can augment existing information channels. Part of the problem, Simon explains, is that people like sending emails because it clears their plate of a task. By firing off an email with lots of jargon, a leader may feel like she is showing the team that she is supporting the company strategy. But as Peter Drucker notes, Culture eats strategy for breakfast. So the leader who piles jargon-riddled emails onto her team may feel like shes communicating, but the reality is shes undermining the culture that is needed to keep teams focused and engaged. Without their buy-in, any business strategy will falter. Ultimately,poor communicationfrom a leader can lead to a team that feels overwhelmed, under-appreciated, confused and possibly looking for another job. The problem isnt email, Simon says. Its how we use it. So if leaders truly want to amend their bad habits and help their teams function at their best, Simon suggests they need to: Give up the 50 cent words.You may think it makes (read more here)

7 Highly Customizable Employee Performance Review Templates CareerMetis.com

7 Highly Customizable Employee Performance Review Templates Original Image Source â€" Depositphotos.comFor companies and their employees to understand whether goals are being reached, and what areas require improvement, the performance review is an excellent tool. It helps to analyze a number of areas, offering suggestions for improvement and what future goals are attainable. Though some companies create their own review documents, many companies rely on performance review templatesfor this process.Though initially strategized as a method for employee motivation, performance reviews have now become a stressful period of time, with many employees viewing the review as an intimidation tactic from managers.However, while employees are have cause to worry about their performance reviews, many don’t realise that even employers find the process extremely daunting. One of the reasons is the creation of the review document itself, but before we go into that, we should look at what performance reviews are and why there is such a negative perception about them.What is a Performance Review?evalPerformance reviews are a standardized assessment form that managers use to analyze the work of employees. Often called performance evaluations or appraisals, the reviews set out goals for employees so managers can establish how well they are reaching their targets.These reviews are also used as a way to compare employees to each other so managers can understand who is performing higher, who needs more motivation, and whether there are errors being made that require correction.Performance reviews are also a great way for managers and employees to engage with each other in a forum where both are open to discussion.While performance reviews were fairly standard up until a few years ago, employers are now adapting their reviews for modern times. Though reviews are still used to set goals and targets, managers are also using them as an opportunity to enhance employee engagement.Why Are Performance Reviews Feared So Much?Performance reviews can often form the basis of promotions, or demotions, for employees, which is part of the reason why they are considered so stressful.Additionally, sometimes employees feel that they are not being given a fair assessment. This is particularly true if there is a lack of communication between employees and managers for a significant period of time. If managers do not keep up an open line of communication, employees are likely to feel cornered during the review.evalThe major mistake that managers make when conducting reviews is to pass judgment on their employees’ performances. Aside from the fact that nobody likes being judged, especially when every employee believes they are doing more than their best, this attitude calls into question how the manager-employee relationship is being handled.What many managers tend to forget is that though they may be at a higher level, they are still a part of a department or team. By judging their team members harshly, they are alienating those member s, making it highly unlikely that they will perform better next time.It is important for employers to organize training for their managers so that their management skillsbenefit the company and the employees that they work with. That is one of the chief ways to get the best out of the employee pool and make the performance review process comfortable for everyone involved.Why Use Performance Review Templates?One of the major causes of anxiety for managers when it comes time to doing performance reviews is adopting a format that can be used company-wide and for a number of years. This is best done through the use of templates as creating a form from scratch is a labor-intensive task.evalAs performance reviews need to be regulated and standardized, it is extremely important that the performance review template be heavily customizable so that it can be easily adapted for the needs of the organization, and sometimes, for each department or team.Some of the key elements of a good performa nce review template are readability, employer branding, and clearly defined goals. But more than anything else, the template’s flexibility is what will make it a good option to use over time.If you’re looking for the right template for your employee performance reviews, we have seven that will do a great job of putting your employees at ease while also motivating them.1) Simple Review TemplateevalThe simplified review form works for smaller companies or businesses that aren’t overly focused on reaching targets, but more about keeping a record of employee progress. This kind of template is also useful for anyone conducting weekly reviews, as such reviews periods do not require large amounts of information to be shared and likely aim for smaller goals as well.This simple performance review template is a straight-forward and minimalist form. It has five different areas where managers can include bullet points that briefly outline the review points. This is the kind of template th at can be used in a variety of ways, and is easily readable. The color can also be changed to better reflect the brand identity.2) Monthly Review TemplateMonthly reviews are important for businesses that have short term goals that need to be assessed on a regular basis. By performing monthly reviews, there is a high chance of catching errors earlier, and seeing more rapid improvement. Of course, the monthly review system may not work for everyone as it is a time-consuming process, and some companies simply do not need to assess their employees’ performances that often.This monthly review template has more room than the simple template so as to add more detail. The template can also be adjusted to increase, or decrease, the length of the report, depending on how much information needs to be added. Note how the template gives managers the opportunity to share what they believe were the employee’s moments of excellence, while having a smaller column for areas that can be improved. Because the review is about motivation, not bringing the employee down.3) Quarterly Performance TemplateMost organizations adopt the quarterly review format, with targeted goals set every quarter, at the end of which, sales reports, downloads, or percentages are analyzed and used as the basis to begin employee reviews.evalThe quarterly review thus has additional space for information. The columns are longer than the monthly review, giving managers more room to include the points that they feel employees need to know.And, to further illuminate how well, or badly, the employee is performing, the template has a section that includes percentages. This is an excellent visual way for an employee to see how they are performing, and the explanations give further credence as to why the employee has received the numbers they have.4) Annual Performance TemplateThe annual review is usually something that companies include alongside the monthly or quarterly reviews. This document will likely be collated from the year-round reviews to show the comprehensive achievements, and required improvements, of the employee. Which is why the annual report is not as detailed as the monthly or quarterly reviews â€" it is essentially a condensed version of the other reports.This annual performance template thus expands on the simple style with larger rows, with each row being customizable depending on how much information the manager wishes to add.evaleval5) Statistical Review TemplateFor managers who love statistics and more concerned about KPIs, the statistical review template is just what they need. As one can see from the below template, there are numbers assigned to not only the goals achieved by the employee, but also to their personality and attitude.This kind of review template is easy to understand at a single glance, but also has an area at the bottom of the form for the manager to add some comments. The colors are all customizable and the contrast makes the document easier to read.6) Feedback TemplateAs opposed to the statistical template, the feedback focused template is all about the reviewer sharing their thoughts with the employee. There are no numbers or icons here, only text boxes waiting to be filled with critiques.The feedback template is a good choice for employees who need some amount engagement, the kind that cannot be achieved through numbers and charts. Blocks of text may not be the most convenient for managers to create but it could be the difference between an employee feeling motivated as opposed to feeling attacked.7 )Peer Review TemplateSome companies have a peer review system where employees rate each other. This promotes healthy competition between the employees but also encourages people to be team players because, at the end of the day, if you give a colleague a bad review for no reason, it demonstrates to your manager that you aren’t a team player.The peer review form is similar to those used by managers but leaves little room fo r expansive feedback, focusing more on numbers that can easily be calculated by the manager to add to their overall review.ConclusionPerformance Reviews have become part and parcel of business life and though they can be stressful for everyone involved, if conducted correctly, reviews can foster stronger team relationships and help a company’s bottom line.With these easy to use templates, performance reviews can become less of a hassle for managers. Even for employees, the simple yet cohesive forms will ease some of their concerns.Because templates are highly customizable, they are the perfect choice for managers to use. Instead of having to create something from scratch, managers will have more time to spend with their team members and help them grow into the leaders they can be.