Recruitment evolution trims hiring expenses

The past 10 to 15 years have seen significant changes in the field of recruiting, not only in the branding, advertising and mergers of agencies, but also in the way in which the whole recruitment process is managed. Recruiting tended to be a highly administrative function, largely focused on placing job advertisements in newspapers, then scanning job applications, processing CVs, followed by setting up candidate interviews.

There were massive volumes of paperwork, internally and externally, not to mention any testing required was usually completed in person and, again, was highly driven by paperwork. This was time-consuming, inefficient and not very environmentally-friendly.

Then along came the internet. This opened up a whole new world. It gave access and the ability to connect (internally and globally) to a wider range of candidates. From this then came the advent of the "integrated talent management system".

This assisted in getting rid of unnecessary paperwork and gave way to a process of managing the candidate more effectively. Recruitment and many other fields would never be the same again. These systems are evolving at the speed of light, very much like new games, smartphones or applications for these smartphones. With all this technological advancement and a change in attitude, the recruiting focus is shifting from hiring efficiency to an emphasis on staffing effectiveness. Ensuring you find the right fit for the job, not just for the immediate future, but for the longevity of the role and the company.

Recruiting companies are still held accountable for efficiently processing and rapidly placing high calibre candidates.

However, the effectiveness is gained from using such systems to manage and communicate with the candidate base. This eliminates many of the time-consuming steps, allowing recruiters to better focus their attention on getting the right person for the role.

The difference between average recruiting agencies and exceptional ones lies in their abilities to fill positions with the best-performing candidates at the lowest cost, which is where the integrated talent management systems come into their own.

Costs that are saved in time show up in the fee structure, thus reducing the fee for the service, and everyone involved in the recruitment process benefits.

Mark Doyle is client services manager for Shamrock Recruitment Group in Wellington, which caters to recruitment needs for both client and candidate and specialises in commercial and executive recruitment and psychometric assessment services. See www.srg.co.nz

Source  www.bayofplentytimes.co.nz/news/recruitment-evolution-trims-hiring-expenses/1538003/

PIL: Launch special recruitment for SCs

A PIL has claimed that the 33 government departments in Tamil Nadu had nearly 50,000 backlog vacancies meant for scheduled caste candidates, and has sought a special recruitment drive for SCs in the state.

The first bench comprising Chief Justice M Y Eqbal and Justice T S Sivagnanam, before which the PIL filed by S Karupiah, founder of Central and State Government SC and ST Employees Federation, came up for admission, has sought the government's response by next week.

The petitioner's counsel P Vijendran furnished department-wise shortfall/surplus data which revealed that more than 50,000 vacancies meant for eligible SC candidates were lying vacant in 33 departments. According to him, there were 874 vacancies remaining unfilled in Group A posts, while there were 7,638 vacancies in Group B, 14,862 in Group C and 28,674 vacancies in Group D posts.

The state government had recently issued a notification to recruit 1,870 village administrative officers, ignoring that backlog vacancies for SCs was unfilled. Another notification intending to recruit 3,631 Group-II vacancies through the TNPSC too disregarded this fact, he said.

Vijendran said there were thousands of eligible SC candidates waiting to take part in the selection process in the state, and added that a representation to this effect was sent to the authorities on May 5 and added that the PIL was filed because there was no response from the authorities. 

Source  http://timesofindia.indiatimes.com/city/chennai/PIL-Launch-special-recruitment-for-SCs/articleshow/16522713.cms

JOBS IN GAMES: Using recruitment agencies - why the figures add up

When our Jobs In Games special, in association with OPM, began we published a piece by Aardvark Swift's Ian Goodall about why recruitment consultants are still relevant today.

Now DataScope MD Julian Hofer chips in with his own opinion on the matter, arguing that agencies can help employers save money as they seek to expand their workforce. 

USING AGENCIES – WHY THE FIGURES ADD UP?

by Julien Hofer, DataScope

I enjoyed – and agreed with – the thoughtful piece by Ian Goodall earlier this month on why agencies will survive the rise of social media.

I’d like to address the wider question of why it makes sense to use a recruitment agency from a financial point of view.

As Ian says, it’s tempting to think that by bringing recruitment in-house you’ll save money. In today’s cash-strapped world isn’t it sensible to avoid paying agency fees and do the job oneself?

Actually, no. Companies who choose the in-house route often end up paying out more.

First and foremost, an agency can save you time when you need it most, and that time is most definitely money. Most hires are made because the company will benefit financially by bringing the new person in. The sooner they make that hire, the earlier they get that benefit.

On average, a professional will boost revenue by the amount of his or her salary plus twice as much again. So, every month of employment is worth two months of the salary paid in gross profits.

That’s a bit more than 15 per cent of the annual salary.  Now recruitment fees for a sole agency assignment are, typically, 15 per cent as well. So you can see now that if, by using a specialist agency, you are able to bring forward the start date by just one month, you will have covered your agency fees.

That’s not to mention all the other benefits of using an agency - saving a huge amount of time, widening the net considerably, and the most important benefit of all, having the support and expertise of independent people with unparalleled knowledge of the market and long-term relationships with both client and candidate.

Second, an agency helps you stay in control with salary negotiations. In-house recruitment tends to rely quite heavily on headhunting and/or social media.

But in both these avenues, you are approaching the candidate rather than the other way round, and that means he or she has the upper hand with regard to salary.

You are likely to have to pay more to entice him or her to jump ship. This has a knock on effect on your salary structure and employment costs for existing staff. Your development costs gradually rise.

There have been a number of cases of studios going from being able to pay below average (because staff motivation and retention was high) to paying above average for everybody. In some cases staff were made redundant because costs became unsustainable.

So agencies don’t just offer the knowledge, expertise and relationships which make for excellent hiring recommendations.They can save you money in the most direct ways, too.

Source  http://www.mcvuk.com/news/read/jobs-in-games-using-recruitment-agencies-why-the-figures-add-up/0103145

Changes to visa application services in China

Changes to the Australian visa delivery service in China are now in place with two application centres operating in Beijing and Shanghai and two more in Guangzhou and Chengdu being considered for next year.

The Department of Immigration and Citizenship (DIAC) said that the new Australian Visa Application Centres (AVAC) will provide visa applicants with more convenient access to immigration services in these regions, including extended operating hours with phone lines operating until 5pm weekdays and internet kiosks with an online application tracking facility.

DIAC has restructured the visa processing responsibilities among the Australian Embassy and Consulates in China but decision will still be taken by DIAC staff.

‘Staff at the AVAC will have no involvement in the decision making process or have any knowledge of the application outcome,’ said a DIAC spokesman.

Chinese visa holders who have been granted a visa by an office in Australia can submit their passport to the Australian visa office at the Australian Consulate in Guangzhou to receive a visa label, if required.

The AVACs will charge RMB175 for each visa application over and above the standard visa application fee plus charges for outgoing such as couriers, photocopying, passports photos, translation services and faxes.

In addition to the introduction of AVACs, there will also be changes to where certain visa applications are processed in China.

‘Consolidating visa processing for certain visa applications into processing centres will enable a greater level of consistency in processing and decision making and will improve the service the department provides to clients in this region,’ said the DIAC spokesman.

These changes mean clients who reside in provinces within the Beijing and Shanghai catchment areas applying for most Australian visas should lodge their application at an AVAC in either Beijing or Shanghai.

Clients in the Guangzhou catchment applying in person or by post for an Australian visa should continue to lodge their application directly with the Australian Visa Office at the Australian Consulate in Guangzhou.

There will be no change to the current lodgement and processing arrangements for Government officials applying via the Ministry of Foreign Affairs (MFA) or their local Foreign Affairs Office (FAO), Australian Destination Status (ADS) travel or Australian citizenship by Descent applications which should continue to be lodged directly with the nearest Australian Visa Office.

Meanwhile, the Australian embassy in Beijing will process temporary residence visa applications for the whole of China and liaise with Chinese government stakeholders.

Source  http://www.australiaforum.com/information/immigration/changes-to-visa-application-services-in-china.html

Visa ban a PR disaster for British system

AN Australian friend, formerly a vice-chancellor, wrote from his holiday house in the south of France last week of the myriad dangers of recruiting international students to universities.

He had been listening to al-Jazeera's commentary on the plight of students of London Metropolitan University, whose vice-chancellor is another Australian, Malcolm Gillies. The UK Border Agency had rescinded the highly trusted sponsor status of London Met.

Source  http://www.theaustralian.com.au/higher-education/opinion/visa-ban-a-pr-disaster-for-british-system/story-e6frgcko-1226472059265

Warning Over Fake Recruitment Agents

Australia and Solomon Islands are on the look out for bogus recruitment services agencies trying to cash in on the Seasonal Workers Scheme. 

 

Tonga, Samoa, Vanuatu, Papua New Guinea and Kiribati have been part of the Seasonal Workers Program since 2009.

The scheme underwent a major expansion last month to include East Timor, Nauru, Tuvalu and Solomon Islands.

Mark Roddam, from Australia's Department of Education, Employment and Workplace Relations, has told Radio Australia's Pacific Beat they are aware of at least one bogus agent in Solomon Islands.

"There's been a case in the Solomons of a group claiming to be part of the seasonal worker program, and they are not one of our approved workers under the scheme," he said.

"We have around 25-30 approved employers under the scheme...and they've gone through a process to get approval from the Australian Government to participate in the program."

Mr Roddam, who manages the department's migration services branch, says some people have lost money.

"The information we have from the Solomon Islands that there are many workers that have paid fees," he said.

"That is obviously of considerable concern to us and we have been working with the Solomon Islands Government to make sure that the right information is out there for people in the Solomons who would like to one day participate in the program."

Tonga, Samoa, Vanuatu, Papua New Guinea and Kiribati have been part of the program since 2009.

The department is directing potential new workers to the Solomon Islands Labour Mobility Unit, which will direct them to one of the approved international recruitment agencies.

Mr Roddam says the main focus is around accurate communication in both Australia and the workers' home countries.

"In terms of Solomon Islands, they've got their four approved agents, so...for people in the Solomons it's ensuring that you're dealing with only one of those agents," he said.

"From the Australia side, it's ensuring that our countries have up to date information on who our employers are, and as more employers become approved, we let all of the countries know.

"So it's ensuring that everyone has up to date information and clear information on who the people who participate in the program - who the approved ones are."

Source  http://www.solomontimes.com/news.aspx?nwID=7223

Hashtag recruitment and the social network's global reach

A US study downgrades the importance of agents. Elizabeth Gibney and Jack Grove report

Social media generally reach a wider range of US-bound international students than recruiting agents, a report produced by US non-profit research agency World Education Services has found.

Among respondents to a survey of nearly 1,600 prospective students from 115 countries, 56 per cent follow social media accounts managed by US institutions before making application choices and 32 per cent use social media to source information. Just 16 per cent use agents.

The survey also found that social media are useful for targeting all kinds of student, whereas affluent but less academic ones are most likely to use third-party agents.

US social media do not penetrate all nations equally, however. Although 88 per cent of Indian social media users log on to US-based platforms such as Facebook and Twitter daily or weekly, only 22 per cent of Chinese users do the same, opting instead for local alternatives.

The most widely used channels for gaining information about US colleges are institutional websites or networks of family and friends (used by 90 per cent and 67 per cent of those polled, respectively).

Rahul Choudaha, director of research at WES, said that many institutions needed to update their recruitment strategies to take into account the increased use of social media. However, he added, the survey also shows that they need to use such platforms more effectively.

"A lot of the time social media usage is just reposting the links from institution's websites, but that's not...engagement," he said.

Dr Choudaha added that the report highlights the differences among international students, so institutions must tailor their recruitment services to the kinds of student they want and are likely to attract.

Not All International Students Are the Same, published on 28 August, aims to help institutions distinguish between applicants by splitting them into four profiles: "strivers", those with high academic preparedness but low financial resources; "strugglers", those with low preparedness and low resources; "explorers", those with low academic preparedness but high financial resources; and "highfliers", who have the best of both.

The people termed in the report "highfliers", for example, are generally attracted only to a narrow band of top-ranked institutions, whereas "explorers" and "strugglers" are less selective but require more academic assistance. "Strivers", meanwhile, are academically well prepared but may not enrol in the US unless they receive financial aid, the report says.

The survey also found that different nations have different student profiles, with Indian students most likely to be "strivers", Chinese students most likely to be "highfliers" and Koreans most likely to be "explorers". Different nationalities also have different priorities, it says.

Career prospects post-graduation take precedence for around half of the students from India and China, suggesting that institutions that want to maximise their intake from those countries should highlight services such as internship opportunities or career counselling.

With many US public institutions facing cuts, universities are looking to reduce their deficits by increasing their intake of overseas students, Dr Choudaha said.

If a university wants to recruit more Chinese students, "what they can do is look at where 'highfliers' and 'explorers' go to look for information first", he said.

Sceptical response

The report's conclusion that agents tend to recruit "strugglers" or "explorers" with weaker academic backgrounds has not been universally welcomed.

Will Archer, chief executive of i-graduate, a firm that tracks student perceptions on behalf of university and government clients, said its "headline-grabbing conclusions should be taken with a pinch of salt".

"Many of the best and most selective universities use agents. Many of the best prospective students need advice on where to go," he said. "The claim about lower academic ability is incorrect."

Agents play a vital role in helping students to reach university, he argued, as "for the countries referenced, the vast majority of students will be coming from families without prior experience of international study". In addition, he said, the report's claim that high barriers of engagement are caused by agents charging substantial fees is "misleading" as "most do not".

Mr Archer labelled the report "lightweight", with "superficial insights. To put [its] scale into context, we've just taken feedback from 180,000 international students on behalf of universities that are serious about international recruitment. The report itself acknowledges its own significant limitations."

Source  http://www.timeshighereducation.co.uk/story.asp?sectioncode=26&storycode=421073&c=1