Kensington Consulting is an engineering and manufacturing recruitment firm based in Lancashire that was founded in 2006 by Phillip Hodson. Unlike other recruiters, Kensington prioritizes developing relationships with both clients and candidates to provide a personalized experience. While most recruiters focus solely on clients, Kensington maintains contact with candidates even after job placement to ensure satisfaction. This approach has led to the firm's growth and receipt of recruitment awards despite economic challenges reducing available positions.
This is the annual magazine for Chad Harrison International - a global search and selection firm operating in the Built Environment, Life Sciences, Mining and Metals and Print and Packaging sectors.
It provides useful insights into all of the aforementioned industry sectors as well as useful advice about talent acquisition globally.
The Good The Bad The Ugly of the Recruiting WorldPradeep Sahay
The document discusses both the positives and negatives of the recruiting industry. It begins by tracing the origins of staffing companies back to 1890. It then discusses that relationships have always been and will continue to be the most important aspect of recruiting (the good). However, the industry also lacks innovation and leadership (the bad) and faces a significant talent deficit as recruiting is not seen as an attractive career by many (the ugly). Addressing these issues around talent, innovation, and leadership will be critical to the long-term success and health of the recruiting industry.
Become is a global recruitment agency specializing in media and creative roles. It has offices in Hong Kong, Sydney, Melbourne, London, Manchester, and Amsterdam. Become recruits for a variety of roles including creative, production, media, digital, client services, and marketing. It prides itself on matching top talent with leading agencies through a personalized recruitment process and by understanding each local market.
Westport Intl is an executive search firm founded in 2005 with offices in Greenville, SC and Cleveland, OH. The firm has over 100 years of combined recruiting experience and focuses on building deep relationships with a select number of clients. Westport Intl prides itself on becoming an extension of its clients and incorporating their goals. The firm delivers unparalleled accountability and is focused on identifying world-class talent through its global search expertise.
Rilwood Associates is a nationwide executive recruitment consultancy headquartered in Leeds, West Yorkshire. It was founded in 2003 by Ben Riley and Wayne Underwood and has since expanded to multiple offices across the UK. Rilwood specializes in recruiting for specific industries such as retail, IT, and engineering through dedicated consultant teams. The company prides itself on providing a personalized service and has maintained high levels of repeat business and referrals.
Lets Job Consulting India Pvt. Ltd. is a staffing and recruitment company that provides a range of services including software development, global staffing, training, and corporate marketing. The company sources candidates for clients across industries and helps fill positions both long and short term. Lets Job aims to understand client needs, source qualified candidates, and ensure a good fit between the client and new hire to achieve satisfaction for both parties.
This is the annual magazine for Chad Harrison International - a global search and selection firm operating in the Built Environment, Life Sciences, Mining and Metals and Print and Packaging sectors.
It provides useful insights into all of the aforementioned industry sectors as well as useful advice about talent acquisition globally.
The Good The Bad The Ugly of the Recruiting WorldPradeep Sahay
The document discusses both the positives and negatives of the recruiting industry. It begins by tracing the origins of staffing companies back to 1890. It then discusses that relationships have always been and will continue to be the most important aspect of recruiting (the good). However, the industry also lacks innovation and leadership (the bad) and faces a significant talent deficit as recruiting is not seen as an attractive career by many (the ugly). Addressing these issues around talent, innovation, and leadership will be critical to the long-term success and health of the recruiting industry.
Become is a global recruitment agency specializing in media and creative roles. It has offices in Hong Kong, Sydney, Melbourne, London, Manchester, and Amsterdam. Become recruits for a variety of roles including creative, production, media, digital, client services, and marketing. It prides itself on matching top talent with leading agencies through a personalized recruitment process and by understanding each local market.
Westport Intl is an executive search firm founded in 2005 with offices in Greenville, SC and Cleveland, OH. The firm has over 100 years of combined recruiting experience and focuses on building deep relationships with a select number of clients. Westport Intl prides itself on becoming an extension of its clients and incorporating their goals. The firm delivers unparalleled accountability and is focused on identifying world-class talent through its global search expertise.
Rilwood Associates is a nationwide executive recruitment consultancy headquartered in Leeds, West Yorkshire. It was founded in 2003 by Ben Riley and Wayne Underwood and has since expanded to multiple offices across the UK. Rilwood specializes in recruiting for specific industries such as retail, IT, and engineering through dedicated consultant teams. The company prides itself on providing a personalized service and has maintained high levels of repeat business and referrals.
Lets Job Consulting India Pvt. Ltd. is a staffing and recruitment company that provides a range of services including software development, global staffing, training, and corporate marketing. The company sources candidates for clients across industries and helps fill positions both long and short term. Lets Job aims to understand client needs, source qualified candidates, and ensure a good fit between the client and new hire to achieve satisfaction for both parties.
The document provides information about Atrium Staffing, a staffing agency founded in 1995 with a focus on applicant-centric philosophy. It summarizes Atrium's services such as temporary, temp-to-hire and direct hire placements across various industries. It also describes their expertise in contingent workforce solutions including payrolling services, independent contractor compliance, intern program design and managed service provider models. The document highlights Atrium's national presence and status as a women-owned business enterprise.
Beta-Research is a recruitment process outsourcing firm that guarantees high quality hires in less time and at lower cost than employers could achieve themselves. They analyze the labor market and education system to better match candidates' skills to jobs. Employers save significant time and resources while Beta-Research ensures candidates are 90% qualified regardless of attributes. The process involves collecting CVs, interviewing candidates, making job offers, and onboarding, with employers participating as desired. Fees are based on candidate salaries, with guarantees to replace candidates within a month if needed.
This document provides information about the Employee Engagement Awards Africa event. It discusses the history and purpose of recognizing organizations that excel in employee engagement. The document outlines the various award categories, how to enter, important dates, and details about the awards gala and conference where winners will be celebrated. It encourages organizations to enter to gain recognition for their employee engagement efforts and benchmark against other companies.
Final Presentation - Business Proposal MVCPL.odp [Repaired]More Ventures
More Ventures Consultants Pvt. Ltd. provides a range of business services including human resources, administrative services, real estate, travel and tourism, and events and entertainment. The company was founded to offer solutions to common challenges faced by SMEs and corporates in these areas. More Ventures has experience in industries like IT, manufacturing, retail, and construction. It aims to help clients attract and retain talent, ensure compliance, improve processes, and gain insights through analytics and reporting. The company is headquartered in Mumbai and works with clients across India through its network.
Jeremy Kruse has over 15 years of experience in recruiting for various industries. He is currently the Manager of Talent Acquisition at Outerwall/Redbox, where he leads a team of recruiters and has helped lower the company's time-to-fill by 28%. Prior to this role, Kruse held recruiting positions at companies including Epsilon, WMS Gaming, James Hardie Building Products, Sears Holdings Corporation, and U.S. Cellular Corporation. He utilizes his experience and relationships to source candidates and advise hiring managers.
This document provides information about ireadyTojob.com, an online job portal that aims to directly connect employers and job seekers using video resumes. It discusses how video resumes allow candidates to showcase their personality and communication skills, helping employers make hiring decisions based on fit rather than just experience. The portal is intended to help both candidates find the right jobs and employers find the right hires in a more efficient manner than traditional recruitment methods.
India is facing a demographic challenge as its large young population enters the workforce, but it has failed to provide enough manufacturing and high-skill jobs, forcing many to take low-productivity security guard jobs, squandering the potential demographic dividend; this risks political instability as youth face high unemployment and the economy struggles with low growth and a chronic trade deficit. While India once aimed to emulate East Asia's manufacturing boom that lifted many out of poverty, it has shown reluctance to undertake the economic reforms needed to rapidly create sufficient formal sector jobs.
ZeroChaos was hired to address high turnover of sales representatives at a national telecom equipment supplier. They found that the company's recruiting process focused too much on quantity over quality, treating candidates as commodities. Exit interviews revealed employees felt disrespected and morale was low. ZeroChaos overhauled the career website, optimized the applicant tracking system, adjusted the hiring process, and embedded recruiters regionally. They also improved employee development and morale. As a result, turnover decreased from 55% to less than 30% in six months, improving the pipeline and reducing costs of replacement hiring.
WHITEPER Relationship Based RecruitingFadi Bishara
The document discusses relationship-based recruiting as an effective hiring strategy for startups. It describes relationship-based recruiting as utilizing a recruiter's existing relationships with both employers and candidates to find the right matches, rather than sorting through large numbers of resumes. This targeted approach saves companies time compared to traditional hiring methods, while also giving access to a pool of top talent specifically suited for innovative technology companies. The document advocates that relationship-based recruiting through a professional recruiter can provide major financial and time advantages that are critical for startups.
Liam Fairey heads the Quality & Manufacturing team at Genesis Associates. He has extensive experience in this industry sector working on both shop-floor and senior management roles. As the key contact for Quality & Manufacturing positions, Liam offers clients and candidates a bespoke service tailored to their specific needs, especially for the automotive, aerospace, and engineering industries. He prides himself on going the extra mile to exceed expectations and ensure the right match by keeping all parties informed throughout the process.
GroupHR is an engineering recruitment firm that specializes in assessing and recruiting business leaders to create value for clients. They believe success is built on understanding people dynamics and leadership needs. Their collaborative culture allows them to provide recruitment and business relationship services. Clients benefit from their unique knowledge. They use a collaborative approach and focus on leadership qualities rather than just qualifications. Their understanding of the engineering industry comes from experience and industry partners. They can fulfill recruitment needs across various engineering disciplines and management levels.
Based in Australia & New Zealand and put your employees at the heart of your business - then you should enter The 2017 ANZ Employee Engagement Awards. Deadline September 16, 2017
Talent Works International provides cost-effective and innovative resourcing solutions through talent pooling, recruitment research, and market intelligence. They create talent pipelines for clients to reduce costs and time associated with hiring. Talent Works maps competitors to gain market insights and identifies potential candidates. Their solutions include maintaining talent pools of passive candidates and identifying targets from competitors to approach about current and future opportunities. Clients include large multinational companies across various industries.
Construct Recruitment Solutions (CRS) has submitted a proposal to STAR Industries to assist with recruiting 4 new staff positions. CRS would conduct the recruitment process including developing selection criteria, sourcing candidates, screening applications, conducting interviews and assessments, providing a shortlist, and performing reference checks. CRS offers a 6-month guarantee on its placements and would remain involved for feedback and support during that time. The fee structure includes a 15% fee of the total remuneration package, paid in installments, plus additional costs for advertising. Peter Marchant would serve as the account manager to coordinate with STAR Industries.
This document provides an overview of Sanford Rose Associates' Dallas North telecommunications recruiting practice. It discusses challenges in the telecommunications industry such as growth, competition, marketing, technology, and retaining top talent. The company aims to find executive candidates that are a strong technical, cultural, and experiential fit for clients' needs. Sanford Rose uses a rigorous dimensional search process and database of over 200,000 candidates to match clients with talent that can help address challenges and achieve growth objectives. The company mission is to provide superior talent acquisition services to the telecommunications market by presenting outstanding executive candidates that exceed client expectations.
Value of Trust in Kurdistan Article by Brady Edholm Parts 1 and 2Brady Edholm
The document discusses doing business in Kurdistan and the importance of trust. It notes that Kurdistan has a rapidly growing economy but that fear and lack of understanding prevent more Western firms from entering. To overcome these barriers, companies can perform due diligence and find a trusted local partner. The document emphasizes that trust is built on character and competence. It provides examples of how understanding character and assessing competence are important for evaluating potential partners in Kurdistan's business environment. The conclusion states that opportunities exist for foreign companies that understand how to properly leverage local partnerships using tools like trade missions, chambers of commerce, and consultants.
Yahoo! News reaches 36 million US users, over 16 times more readers than USA Today's circulation of 2.2 million. Staffing agencies are a good way to find both temporary and permanent jobs. They work to match candidates' qualifications to employers' needs. Agencies like Diversified Employment Services, Talent Tree, A.R. Mazzotta Employment Specialists, Express Personnel, and Hamilton Connection provide services like temporary staffing, direct hiring, payroll, and career coaching to job seekers and businesses.
Recruitment agencies and in-house teams each have advantages when sourcing candidates for companies. Agencies have extensive networks and experience recruiting for specialized roles, while in-house teams are less costly and can mobilize candidates faster. The best approach uses a combination of both - agencies help with difficult roles or large hiring needs, while in-house teams focus on internal candidates and take over once an agency identifies someone. Building strong relationships between recruiters and agencies leads to understanding client needs and supplying qualified candidates efficiently. However, attracting top talent remains a challenge.
This document provides information about a study on recruitment and selection processes. It includes an introduction describing the business process outsourcing industry and the company being studied, RS Employee Consulting. It then lists the chapter contents and tables of data collected. The first chapter introduces the objectives, need, scope and limitations of the study as well as an overview of the recruitment literature review and research methodology to be used.
Global talent trends and the role of Recruitment agenciesPeter Cosgrove
The document discusses global trends in recruitment agencies and talent management. It notes that recruitment agencies play an important role in helping companies find talent more easily. The recruitment agency market is large and growing, with Europe, the US, and Japan being the largest markets. Employers use agencies to find hidden talent, save time in hiring, improve their brand, and gain expertise in new markets. Jobseekers use agencies to access opportunities, get advice, and find flexible work arrangements. For agencies to thrive, they need to specialize, demonstrate their value online, and focus on building talent networks rather than just providing CVs.
The document provides information about Atrium Staffing, a staffing agency founded in 1995 with a focus on applicant-centric philosophy. It summarizes Atrium's services such as temporary, temp-to-hire and direct hire placements across various industries. It also describes their expertise in contingent workforce solutions including payrolling services, independent contractor compliance, intern program design and managed service provider models. The document highlights Atrium's national presence and status as a women-owned business enterprise.
Beta-Research is a recruitment process outsourcing firm that guarantees high quality hires in less time and at lower cost than employers could achieve themselves. They analyze the labor market and education system to better match candidates' skills to jobs. Employers save significant time and resources while Beta-Research ensures candidates are 90% qualified regardless of attributes. The process involves collecting CVs, interviewing candidates, making job offers, and onboarding, with employers participating as desired. Fees are based on candidate salaries, with guarantees to replace candidates within a month if needed.
This document provides information about the Employee Engagement Awards Africa event. It discusses the history and purpose of recognizing organizations that excel in employee engagement. The document outlines the various award categories, how to enter, important dates, and details about the awards gala and conference where winners will be celebrated. It encourages organizations to enter to gain recognition for their employee engagement efforts and benchmark against other companies.
Final Presentation - Business Proposal MVCPL.odp [Repaired]More Ventures
More Ventures Consultants Pvt. Ltd. provides a range of business services including human resources, administrative services, real estate, travel and tourism, and events and entertainment. The company was founded to offer solutions to common challenges faced by SMEs and corporates in these areas. More Ventures has experience in industries like IT, manufacturing, retail, and construction. It aims to help clients attract and retain talent, ensure compliance, improve processes, and gain insights through analytics and reporting. The company is headquartered in Mumbai and works with clients across India through its network.
Jeremy Kruse has over 15 years of experience in recruiting for various industries. He is currently the Manager of Talent Acquisition at Outerwall/Redbox, where he leads a team of recruiters and has helped lower the company's time-to-fill by 28%. Prior to this role, Kruse held recruiting positions at companies including Epsilon, WMS Gaming, James Hardie Building Products, Sears Holdings Corporation, and U.S. Cellular Corporation. He utilizes his experience and relationships to source candidates and advise hiring managers.
This document provides information about ireadyTojob.com, an online job portal that aims to directly connect employers and job seekers using video resumes. It discusses how video resumes allow candidates to showcase their personality and communication skills, helping employers make hiring decisions based on fit rather than just experience. The portal is intended to help both candidates find the right jobs and employers find the right hires in a more efficient manner than traditional recruitment methods.
India is facing a demographic challenge as its large young population enters the workforce, but it has failed to provide enough manufacturing and high-skill jobs, forcing many to take low-productivity security guard jobs, squandering the potential demographic dividend; this risks political instability as youth face high unemployment and the economy struggles with low growth and a chronic trade deficit. While India once aimed to emulate East Asia's manufacturing boom that lifted many out of poverty, it has shown reluctance to undertake the economic reforms needed to rapidly create sufficient formal sector jobs.
ZeroChaos was hired to address high turnover of sales representatives at a national telecom equipment supplier. They found that the company's recruiting process focused too much on quantity over quality, treating candidates as commodities. Exit interviews revealed employees felt disrespected and morale was low. ZeroChaos overhauled the career website, optimized the applicant tracking system, adjusted the hiring process, and embedded recruiters regionally. They also improved employee development and morale. As a result, turnover decreased from 55% to less than 30% in six months, improving the pipeline and reducing costs of replacement hiring.
WHITEPER Relationship Based RecruitingFadi Bishara
The document discusses relationship-based recruiting as an effective hiring strategy for startups. It describes relationship-based recruiting as utilizing a recruiter's existing relationships with both employers and candidates to find the right matches, rather than sorting through large numbers of resumes. This targeted approach saves companies time compared to traditional hiring methods, while also giving access to a pool of top talent specifically suited for innovative technology companies. The document advocates that relationship-based recruiting through a professional recruiter can provide major financial and time advantages that are critical for startups.
Liam Fairey heads the Quality & Manufacturing team at Genesis Associates. He has extensive experience in this industry sector working on both shop-floor and senior management roles. As the key contact for Quality & Manufacturing positions, Liam offers clients and candidates a bespoke service tailored to their specific needs, especially for the automotive, aerospace, and engineering industries. He prides himself on going the extra mile to exceed expectations and ensure the right match by keeping all parties informed throughout the process.
GroupHR is an engineering recruitment firm that specializes in assessing and recruiting business leaders to create value for clients. They believe success is built on understanding people dynamics and leadership needs. Their collaborative culture allows them to provide recruitment and business relationship services. Clients benefit from their unique knowledge. They use a collaborative approach and focus on leadership qualities rather than just qualifications. Their understanding of the engineering industry comes from experience and industry partners. They can fulfill recruitment needs across various engineering disciplines and management levels.
Based in Australia & New Zealand and put your employees at the heart of your business - then you should enter The 2017 ANZ Employee Engagement Awards. Deadline September 16, 2017
Talent Works International provides cost-effective and innovative resourcing solutions through talent pooling, recruitment research, and market intelligence. They create talent pipelines for clients to reduce costs and time associated with hiring. Talent Works maps competitors to gain market insights and identifies potential candidates. Their solutions include maintaining talent pools of passive candidates and identifying targets from competitors to approach about current and future opportunities. Clients include large multinational companies across various industries.
Construct Recruitment Solutions (CRS) has submitted a proposal to STAR Industries to assist with recruiting 4 new staff positions. CRS would conduct the recruitment process including developing selection criteria, sourcing candidates, screening applications, conducting interviews and assessments, providing a shortlist, and performing reference checks. CRS offers a 6-month guarantee on its placements and would remain involved for feedback and support during that time. The fee structure includes a 15% fee of the total remuneration package, paid in installments, plus additional costs for advertising. Peter Marchant would serve as the account manager to coordinate with STAR Industries.
This document provides an overview of Sanford Rose Associates' Dallas North telecommunications recruiting practice. It discusses challenges in the telecommunications industry such as growth, competition, marketing, technology, and retaining top talent. The company aims to find executive candidates that are a strong technical, cultural, and experiential fit for clients' needs. Sanford Rose uses a rigorous dimensional search process and database of over 200,000 candidates to match clients with talent that can help address challenges and achieve growth objectives. The company mission is to provide superior talent acquisition services to the telecommunications market by presenting outstanding executive candidates that exceed client expectations.
Value of Trust in Kurdistan Article by Brady Edholm Parts 1 and 2Brady Edholm
The document discusses doing business in Kurdistan and the importance of trust. It notes that Kurdistan has a rapidly growing economy but that fear and lack of understanding prevent more Western firms from entering. To overcome these barriers, companies can perform due diligence and find a trusted local partner. The document emphasizes that trust is built on character and competence. It provides examples of how understanding character and assessing competence are important for evaluating potential partners in Kurdistan's business environment. The conclusion states that opportunities exist for foreign companies that understand how to properly leverage local partnerships using tools like trade missions, chambers of commerce, and consultants.
Yahoo! News reaches 36 million US users, over 16 times more readers than USA Today's circulation of 2.2 million. Staffing agencies are a good way to find both temporary and permanent jobs. They work to match candidates' qualifications to employers' needs. Agencies like Diversified Employment Services, Talent Tree, A.R. Mazzotta Employment Specialists, Express Personnel, and Hamilton Connection provide services like temporary staffing, direct hiring, payroll, and career coaching to job seekers and businesses.
Recruitment agencies and in-house teams each have advantages when sourcing candidates for companies. Agencies have extensive networks and experience recruiting for specialized roles, while in-house teams are less costly and can mobilize candidates faster. The best approach uses a combination of both - agencies help with difficult roles or large hiring needs, while in-house teams focus on internal candidates and take over once an agency identifies someone. Building strong relationships between recruiters and agencies leads to understanding client needs and supplying qualified candidates efficiently. However, attracting top talent remains a challenge.
This document provides information about a study on recruitment and selection processes. It includes an introduction describing the business process outsourcing industry and the company being studied, RS Employee Consulting. It then lists the chapter contents and tables of data collected. The first chapter introduces the objectives, need, scope and limitations of the study as well as an overview of the recruitment literature review and research methodology to be used.
Global talent trends and the role of Recruitment agenciesPeter Cosgrove
The document discusses global trends in recruitment agencies and talent management. It notes that recruitment agencies play an important role in helping companies find talent more easily. The recruitment agency market is large and growing, with Europe, the US, and Japan being the largest markets. Employers use agencies to find hidden talent, save time in hiring, improve their brand, and gain expertise in new markets. Jobseekers use agencies to access opportunities, get advice, and find flexible work arrangements. For agencies to thrive, they need to specialize, demonstrate their value online, and focus on building talent networks rather than just providing CVs.
debasis ppt on recuitment consultancy_finalDEBASIS NASKAR
The Indian consulting industry has grown rapidly in recent years and is projected to become a Rs. 23,000-crore industry by 2013. Currently valued at Rs. 19,000 crore, the sector sees the largest presence in Delhi, Mumbai, Chennai, and Kolkata. The growth has been driven by increasing demand from both domestic and foreign firms for consultancy services. Major players in the industry provide expertise in areas such as engineering, telecom, power, and software. Differentiating in the future will require quantifying the value provided to clients and developing rating systems to compare consultants. There is also interest in measuring return on investment for consulting projects through objective evaluation.
Salary guide, most in-demand technology jobs and other insights - Quarterly N...M&T Resources
M&T Resources has just released our quarterly update which recaps the first quarter of 2015.
It contains some insights into hiring in the technology and business market, along with some M&T Resources news.
A few highlights of this issue:
- Chris reflects on the recent client event we held at the Australian Open Women's Grand Final when he didn't make a sale, but made quite a few friends.
- Our Regional Directors report on some of the most exciting technology projects and the intense competition for Business Analysts and CRM people.
- Most in-demand contract and permanent roles, highest paid permanent roles and most actively hiring industries.
- Salary movements of technology and business roles.
- Prosci Change Management training now offered by SMS / M&T Resources.
- Recap on the Future of Project Management Meetup.
- Industry news.
Global Consultants is a recruitment firm that faced challenges in finding passive candidates and niche skills using traditional methods. They partnered with LinkedIn Talent Solutions to tap the passive talent pool and source niche skills regularly. This helped Global Consultants overcome challenges, meet their ROI within 3-4 months, and venture into new industries. Their use of LinkedIn's Recruiter License and Talent Solutions helped bring more relevant profiles and remove restrictions on the industries they work in.
NTC 2014 presentation by Lynn Winter of Gorton Studios and Grant Howe of Abila around how to hire technical employees and consultants. Step processes for each as well as tips are included in the presentations
1) Abell Pest Control switched benefits consultants in 2013 to improve employee service after being unsatisfied with their previous consultant. They researched options and interviewed several consultants before selecting one.
2) Switching consultants requires understanding the process and doing due diligence. Firms often stay with consultants for long periods due to specialized knowledge and relationships required for benefits plans. However, some switch for improved expertise or service.
3) When switching, employers should assess fit, expertise, value added, and service quality, not just cost. Reference checks and understanding consultant culture and capabilities are important parts of selection.
The document discusses challenges facing executive search consultants, including weak hiring markets, rising competition, and disruptions from social media. It focuses on the relationship between search firms and their corporate clients, highlighting concerns over the length, quality, and cost of searches. The interview with Steve Hayes of The Human Capital Group describes how his firm addressed these concerns by creating a process to deliver candidates faster while maintaining quality, in order to provide better value and reduce costs for clients. Hayes discusses focusing on speed, quality, and value based on client feedback and evolving their model incrementally over 12 years.
Consulting In India The Present And The Futuresumeet85
The document discusses the growth and development of the consulting industry in India. It notes that the service sector now contributes over 50% to India's GDP and that the consulting sector in India is expected to grow rapidly to Rs. 17,000 crore by 2010 from Rs. 13,000 crore in 2008. The strengths of Indian consulting firms include professional competence, low costs, diverse capabilities, and adaptability while weaknesses include low quality assurance and a lack of overseas presence and market intelligence. The document also discusses trends in the global consulting industry like increased demand for one-stop solutions, shortages of skilled professionals, and the need for objective measurement of return on investment for consulting projects.
Quantica provides bespoke recruitment solutions for senior and key appointments in construction. It lists placements it has made for various construction companies in roles such as regional director, commercial director, and senior project manager. It provides testimonials from clients praising Quantica's customer service and ability to attract high quality candidates. Quantica also lists the markets and disciplines it recruits for.
This document discusses Signature Resourcing Limited and the benefits of partnering with them for recruitment. Signature Resourcing is a recruitment agency based in Leeds with nearly 15 years of experience. Partnering with them provides an effective recruitment process to deliver high caliber talent at a lower cost than using multiple suppliers. Working with one dedicated agency allows them to fully understand a company's culture and needs. Their recruitment process focuses on identifying the best fit candidates that are motivated by the role and company. Partnering with Signature Resourcing provides an experienced recruiter, efficient recruitment, and improved hiring costs over time.
The document discusses the role and requirements of a recruitment consultant. It summarizes that recruitment consultants work to attract both clients and candidates, screening and interviewing candidates to place them in suitable jobs. The role requires strong interpersonal and communication skills, ambition, and the ability to handle a fast-paced and diverse work environment. Experience in sales, marketing, or customer service can be beneficial for entering the industry, though on-the-job training is also common. Progression within the industry may lead to roles like senior consultant or branch manager.
Greythorn is a global consulting and recruiting firm established in 1976 that specializes in information technology placements. It has offices in major cities across the United States as well as 13 other countries on 4 continents. Greythorn focuses on recruiting candidates for roles in areas like infrastructure, software development, ERP, and telecommunications. Clients and candidates praise Greythorn for its professionalism, high quality placements, and responsiveness.
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Finding the best engineering talent remains a significant challenge in today’s competitive job market. The demand for top-notch engineers continues to soar, intensifying the recruitment process for companies worldwide.
How HR & TA can Support Digital TransformationLinkedIn Europe
Speaker: Paul Devine, Business Development Director, Forrester Research
In this session, Paul shares how HR & TA can support digital transformation within an organisation through showcasing recent research conducted by Forrester.
The recording can be found here: http://www.slideshare.net/linkedineurope/video-how-hr-ta-can-support-digital-transformation
This document provides guidance for attracting technical talent. It discusses trends in the technology industry such as data-driven recruiting and the importance of employer branding. The primary challenges for tech businesses looking to hire are a lack of relevant experience and difficulty targeting the right candidates. Developers are motivated by pride in their work, innovation, and accountability. When attracting candidates, companies should provide informative messages and feedback. Budgeting for recruitment requires planning for expenses like job boards, recruiters' salaries, and employer branding events. The key is understanding what motivates technical talent and providing the best possible candidate experience.
This document discusses how companies will increasingly hire workers on a project or outcome basis rather than as permanent employees. It argues that companies will seek "work" rather than "workers" and will assemble teams of independent contractors, freelancers, and employees as needed to complete projects. Recruiters will need to adapt by developing ongoing relationships with independent talent and focusing more on engagement and communication over time rather than one-time hiring. The role of recruiters may evolve into "talent attractors" who publish information and advice for independent workers rather than directly sourcing for open roles.
Maersk Drilling needed to hire 3,000 additional employees by 2018 to support its global oil and gas drilling operations but found traditional recruiting methods like job fairs and newspaper ads ineffective and costly. LinkedIn provided a solution through its targeted recruiting tools, allowing Maersk Drilling to efficiently find qualified candidates. Since using LinkedIn, Maersk Drilling has seen a 60% conversion rate of leads to job applications and has hired multiple candidates from just one posting. LinkedIn has helped Maersk Drilling build its employer brand and grow its follower base to over 20,000, providing an ongoing pool of potential recruits.
1. 70 71
E
arly in his career, Phillip Hodson carved an
impressive path through some of the big names
of UK engineering. But with every step — as he
etched the names of Perkins, Caterpillar and Alexander
Dennis onto his CV — one thing left him unsatisfied
with his move. “When I went for interviews as a
candidate I was always left feeling like it had only been
about a single transaction,” he says. “There wasn’t
much investment of time from recruiters in people
relationships. There was a lot of investment in the client
but not enough on me as an individual.”
It was this discontent which inspired the ethos
for Hodson’s own company. “After a couple of
promotions I got to the stage where I needed to use
recruitment companies to hire people myself,” he says.
“My first thoughts were to stay away from those that
I’d had a poor relationship with as a candidate. So
that’s basically our attitude at Kensington — today’s
candidate is tomorrow’s client.”
Kensington does not see one client when a
company asks it to fill a position; it sees many. There’s
the company, the successful applicant, and all of the
other applicants too. And no one takes priority. This is
in contrast to most of Kensington’s competitors, who
tend to follow the ideology that so aggrieved Hodson
in his engineering days. What’s more, the situation has
only got worse since the recession began. “Recruiters
panicked when the work dried up a bit and seemed
to say ‘right, let’s just concentrate on the client and
get the money in’,” said Hodson. “But we made a
bold move and decided to keep our focus on the
relationships throughout the service, comprising the
candidate, the client and us.”
Mismanagement of applicants is not a folly
committed only by rival recruitment firms though.
Most manufacturers have, unfortunately, not
been able to take on many more staff over the last
year-and-a-half. However, of those that have, some
have had to take on the task themselves, due to
cost-cutting, rather than outsourcing the job to a
firm like Phil’s. And some have found this a slightly
trickier affair than they first may have thought. “They
didn’t anticipate how many applications they would
receive, and didn’t have the skills in-house to handle
the relationship with the candidate properly. They
didn’t give feedback for instance. That’s been a real
issue with the recruitment industry in recent times,
candidates become despondent and frustrated at not
being kept in the loop.”
From the individuals’ perspective — entry
professional to boardroom level — Kensington’s services
involve a post candidate care process to ensure that the
new role is meeting expectations. There is a triggered
system on the job seekers database for a Kensington
consultant to call all of the individuals they have found
jobs for at regular intervals. They can then act as
mediator between the company and the employee if
any issues need ironing out. Other services they offer
job hunters include CV and interview preparation and
psychometric testing. From the employing companies’
perspective — SME to blue-chip — Kensington provides
salary surveys, job specification creation, redeployment
services and some legal advice. In sourcing appropriate
applicants it uses its database of job seekers, holds open
days at assessment centres, advertises where it sees fit,
and actively head-hunts suitable candidates.
If the first bedrock upon which Hodson has built
his business is maintaining relationships, the second
is keeping real links to industry. All of the employees
Hodson has taken on have previously been engineering
professionals, some of them with 25 year stints in
the industry. This adds names like GEC Alstom, CAT,
Perkins, Michael Page, Pricewaterhouse Coopers NIS
and Faber Design to the firm’s collective credentials,
along with many special purpose manufacturers
covering most of the mechanical engineering and
process industries.
Kensington also has an engineering alliance with
North West Projects Advanced Engineering Design — an
expanding engineering design consultancy specialising
in a variety of mechanical handling projects largely for
the Nuclear Industry.
And the efforts have not gone unnoticed.
Kensington recently won two national awards at an
annual event run by Job Site. The Most Improved
Recruiter and Best Understanding of Candidate
Needs for 2009 awards have seen the business gain
increased interest from both the candidate and
client communities. There were five awards in total;
Kensington was nominated in all five.
The competition heats up
Of the firms that haven’t trimmed their payroll in the
last couple of years, only a minority have added to it.
That naturally means there has been a large increase
in the number of applicants per job; Hodson estimates
four times more on November 2008 levels. He says
recruitment-wise, the industries worst hit for jobs
since the downturn began have been automotive and
aerospace, along with some general manufacturing.
However, there has been an increase in job availability in
green industries like waste management and recycling,
as well as the design and manufacture of things like
alternative energy equipment and energy efficient heavy
machinery. Advanced manufacturing of new technology
and composites have remained strong too.
Hodson’s advice to so-called traditional engineers is
to jump aboard the green wagon. “There are definitely
transferable skills from other areas of manufacturing
into the green industries. We can help candidates
recognise that they already have the necessary skills
and then we can help market those skills. These are
industries that are going to be around for a long time
so people need to take advantage early.”
In terms of the skills recruiters are now looking
for, Hodson says leadership and people skills and
continuous improvement (CI) understanding are
becoming increasingly important. “They want a real
understanding though, not just buzzwords. I wish I
had a pound for all the people who have 5S on their CV
and don’t fundamentally understand it. They may have
been involved with it and may even be able to articulate
upon it to a certain degree but that’s not enough,
employers are looking for a real understanding.”
A thorough understanding of CI is important
for another trait that recruiters now want; good
business acumen right through the ranks. “Clients
want candidates now that see the clear path to
the customer,” says Hodson. “Engineers struggle
to represent themselves and show how what they
do affects the bottom line. Reducing costs while
improving quality at the engineering stage is where
the two marry up. After a thorough interview it is,
however, apparent they do possess the skills and
experience but find it awkward marketing these to
potential employers. Selling their skills does not come
naturally to them and so we have to work hard to
ensure they see the fruits of their labour and can sell
these benefits.”
Overall, the types of skills that employers want and
the sub-sectors with job vacancies might be changing
but the ethos that Kensington employs when finding
the right person for the role stays the same. The
company’s success is inherently linked to the success
of its clients; employer and employee. You can be sure
you’re in good hands — Kensington Consulting’s best
interests are your best interests.
Kensington Consulting is a Lancashire-based engineering and manufacturing
recruitment services firm that was begun by Phillip Hodson in 2006. He tells
Mark Young about the driving force behind the firm, and shares some insights
on manufacturing recruitment in the midst of a transforming economy
Employing a little care
I wish I had a pound for all
the people who have 5S on their
CV and don’t fundamentally
understand it. They may have
been involved with it and may
even be able to articulate upon it
to a certain degree but that’s not
enough, employers are looking for
a real understanding
Kensington Consulting is an engineering and
manufacturing recruitment services firm based in
Lancashire, serving Northern England from Staffordshire
up to Cumbria, and North Wales to Yorkshire.
Sub sector specialities:
Automotive
Aerospace
General Manufacturing
Defence
Power – (Renewables, Nuclear, Water,
Oil/Gas, Petrochemical)
Process Industries
FMCG
Engineering Disciplines, from
professional level to senior
management
Research / Design / Development
EC&I
Process / Lean / 6Sigma
Manufacturing
EHS
Quality / Validation
Maintenance
Planning / Project Management
Sales / Application / Proposal
Manufacturing / Supply Chain
Disciplines
Production
Operations
Shift Management
Purchasing
Supply Chain