Feedback Questionnaire

Why online review sites can improve or damage your employer brand

In our rapidly-evolving digital world the Internet is able to influence everything we do and even what we think. People trust online reviews and opinions from complete strangers more than they do information from any business and a recent survey found that 85% of consumers trust online reviews as much as personal recommendations. In the world of recruiting job candidates have never been in a better position to research potential employers and employees, current and past, have never been more able to voice their opinions, good and bad, on a workplace. Sites such as Glassdoor, WorkAdvisor, Indeed and The Job Crowd appear high in search engine results and afford candidates and employees the unprecedented opportunity to learn more about companies to see if the culture is a fit for them and to share real insider knowledge allowing every aspect of a company from salary information, photographs of the office space, the interview process and details of employee benefits to be reviewed. You can even read an approval rating for a company’s CEO. Good you may think, but for a business this is where the dangers of anonymous online review sites can present themselves. By offering the writer anonymity they also offer a lack of accountability, which does mean there is an opportunity for exploitation. A sacked employee could, for example, easily post exaggerated negative reviews or indeed a company could even fabricate positive reviews. Like it or not these sites are not going anywhere and their influence is likely to increase especially in the competitive world of recruitment as research highlights that nearly 1 in 3 workers have declined a job...

Does the science behind psychometric tests stack up?

Psychometric testing in recruitment is nothing new and is highly prominent in executive search but is also widely used when selecting candidates for promotions, graduate positions and where there are a high volume of applicants. For those that use them there is a clear believe that they bring a certain level of objectivity when selecting and judging candidates that interviewing alone cannot offer. When psychometric tests get it right it is easy to see why more than 75% of The Times Best Companies to Work For and 80% of Fortune 500 firms use them. They can offer a means of supporting managers by increasing their self-awareness, reducing unconscious biases and filtering large numbers of candidates and amounts of information in a short period of time. However, when psychometric tests get it wrong the consequences can be widely felt as in the case of the former Chairman of the Co-operative Bank, Reverend Paul Flowers. After a large scandal MPs heard through evidence given to the Treasury Select Committee, being held regarding the matter, that although Flowers, a former Methodist minister, had little experience in banking when he was appointed in 2010 he was indeed appointed to the senior banking role after “He did very well in the psychometric tests.” So, could psychometrics really be to blame for one of the country’s most high profile and misjudged appointments? Many believe the answer to be a resounding yes as they should have highlighted that Flowers had a tendency towards extreme risk taking and was therefore clearly unsuitable for his role. So, have businesses become too reliant on psychometric testing for recruitment and...

Google for Jobs finally arrives in the UK

After Google secured the content from several major UK recruitment services, including Totaljobs, Reed, Guardian Jobs and Haymarket, as well as global sites including Glassdoor and LinkedIn, they have launched their UK version of their job hunting search tool: Google for Jobs. The goal of Google for Jobs is to stop job seekers from having to sift through numerous results from different job sites, in order to find the role they are looking for. As well as the major job listing sites Google for Jobs also highlights the content of thousands of smaller, niche and specialist sites and lists the newest and most relevant jobs on offer based on the location of the user and the keywords they have entered. So, what are the benefits of Google for Jobs? For the user the key benefit is the ability to search in one place for jobs from all over the internet. For the job sites and employers whose job roles appear on the site, the major benefit is that they can use the power of the Google brand to get their jobs exposed to as many potential candidates as possible, free of charge. For both groups Google for Jobs offers some unique “search smarts” over other sites, including the ability for job seeks to carry out one search to find similar jobs listed under different titles, for example: programmer, software engineer and developer. A major frustration for job seekers, the ambiguity and discrepancies over job titles can lead to users having to make multiple searches, with multiple keywords, as employers call the same job role by many different titles. Google...

Global expertise and thought leadership – the ThinkinCircles way

Building strong relationships with our clients is one of the most fundamental parts of the ThinkinCircles ethos. It’s particularly satisfying when those relationships blossom into communication thought leadership that drives one of our clients to greater and greater success. One such client, IMS People are world leaders in Offshore Recruitment Services and work with resourcing and recruitment companies across the globe delivering a wide range of innovative and expertly managed resourcing solutions. Headquartered in India but speaking to a global audience it is vital that IMS People deliver marketing communications of the highest possible quality. Their marketing approach is thorough. Exhibitions and conferences of course but at the heart of everything a well-crafted website with excellent optimisation, containing current and appropriate thought leading articles about the recruitment and resourcing sector backed up with well designed leaflets and emails. A combination which quite rightly has placed IMS People as a leader in the offshore industry. ThinkinCircles have had the pleasure of working with IMS People for a number of years and from simple beginnings, writing a few blogs and articles for their website, we have developed into a communications partner who deliver the vast majority of IMS People’s online written communication. Over the past few years we have delivered copy for a number of IMS People brand websites as well as delivering thought leading articles, blogs and marketing emails that have served to place IMS People as a truly global expert in the recruitment sector. In addition to the online based collateral ThinkinCircles has created copy for a wide range of marketing material including leaflets and brochures and in doing...

Why employee learning and development is so important to recruiters and candidates?

It’s difficult to think of an area of talent management more overlooked than learning and development. Yes, some organisations are good at it when they can see direct benefits for themselves. However, it is still rare to see employers investing in shaping the future direction of their employees’ careers, by offering them the best learning and development opportunities. Unfortunately, few organisations actually realise that by ignoring it, or at best seeing it as an afterthought, the consequence is that they will not be seen as an employer of choice by either recruiters or candidates. Ultimately, these organisations will pay a very high price: the loss of top talent. Having a strong and successful employee learning and development plan helps to grow an organisation’s employer brand and ensures they are a prime consideration for recruiters and candidates alike. A commitment to these areas is transmitted into the career marketplace, including to job seekers and recruiters, by means of positive feedback by current and past employees. Increasingly, an organisation will be recognised by recruiters who seek to place ambitious candidates with them, on the strength of their employer brand and the quality of their learning and development offering. The simple fact is that today’s employees care a great deal about professional development and want to develop more skills. It really is essential to make your organisation stand out by making the professional development of your employees a top priority. Especially as 60% of millennials would rather work somewhere that offered professional development opportunities than somewhere that offered regular pay raises. Yet according to research only 25% of employees feel as though...

New recruitment data shows 96% of recruitment strategies hit by Brexit

With just under a year to go until Brexit, a worrying 96% of recruiters and HR managers are having to rethink their recruitment and hiring strategies to cope with Brexit, according to new research from LinkedIn. Indeed, 46% of respondents are seeing a ‘big’ or ‘huge’ impact as the UK becomes less attractive to international talent. The LinkedIn’s April Workforce Report, which examines job movement across the professional networking site’s 24m members in the UK and is designed to provide members, businesses and policymakers with evidence-based insights into the changing shape of the UK workforce, also shows that the UK is losing talent to the European Union. This month the report also included the results of an independent ‘Recruiter Sentiment’ survey that gauges UK based in-house and agency recruiters’ confidence in their ability to fill available roles: reflecting the trends they are seeing in the marketplace. The survey found that hiring professionals are seeing a negative impact on international hiring into the UK, with 37% of recruiters seeing a decrease in candidates from EU countries over the last quarter. And it’s not just EU candidates being put off by Brexit either as recruiters are seeing a decrease in hires from such countries as the USA, Canada, Australia, South Africa too. This offers the worrying prospect that any fall in EU candidates won’t be filled easily by those from non-EU countries. The figures highlight the negative impact on international hiring into the UK from the following countries over the last quarter: Italy – 37% France – 35% Germany – 35% Netherlands – 32% Spain – 29% Other 27 EU countries...