Career Funda

Students often are confused regarding which subject to choose for their higher studies. Even if they are sure about engineering stream; they often hesitate to narrow down their choices to a particular subject in engineering. This situation is mainly because of they are not confident whether that particular field will be able to offer good career prospect in future. A little research can save them from this fear.

First of all analyse your area of interest. Are you fascinated with creating or recreating things? Or computers attract you most? Do you find interest in creating a new chemical mixing different solution? You have to find out your forte. Otherwise, just looking at market facts you will not be able to do justice to your career choice.

It is always good to analyse job market but it must not be the final decision maker in case of your subject selection. From online job portals you will be able to discover recruitment scenario of a specialized subject. It is better to see available jobs worldwide. There are global job websites that enlist jobs as well as provide career information.

Specialized websites are there that highlight jobs of a particular sector. Like there are global sites for civil engineering jobs, mechanical jobs and for such other specialized fields.

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Email marketing basically means sending emails campaigns from a business to their customers. In the recruitment industry it’s done both to engage the passive candidate (someone not actively looking for a job) and to get the active candidates (current jobseekers) to apply for jobs.

An email from a recruiter may include any number of the following things:

• Their brand
• Call to action
• Jobs
• Thought leadership information (white papers, blog content)
• Competitions
• Testimonials
• Case studies
• Client portfolios

Opinion differs as to what are the most important aspects of a marketing email. However, the company branding and a call to action are probably indisputable. These are important for recruitment website design, so it makes sense to have them in emails too.

Email recruitment marketing campaigns are popular as they take a company’s brand and message straight into the inbox. It drives brand awareness and gives the company an opportunity to sell their products, services or share their message. Personalisation is a key buzz word in marketing at the moment. It may happen subtly in email marketing, for instance saying “Dear John”. Some email marketing software is developing beyond this however, and is able to send emails at effective times for different recipients e.g. when they’re most likely to be in their inbox.

Email marketing works best when it is organised within a campaign. This means defining how often the emails will go out and what time of day. It’s deciding the content, and where this will come from. For example, will the email link out to articles on a website? Or will it have a main body of text that links through to jobs or submit CV functionality? Then to assess their effectiveness, tracking is important. Open rates, clicks through and conversions are key reporting stats for email marketing.

An essential part of the campaign is recipients. Sometimes email marketing lists are the result of years of harvesting contacts from job applications, contacts on social networking sites and referrals. Lists can also be bought, which is an effective way to get your message out, but may not be as successful as creating an organic list over time.

So, with these main aspects of email marketing in mind, a successful campaign can be started!

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A report published this month by the Recruitment and Employment Confederation (REC) suggests that many UK businesses are looking at taking on a more temporary workforce to keep them ticking over during these uncertain economic times.

The organisation’s ‘JobsOutlook’ report is compiled by surveying 600 employers around the country each month. This month it found that 83% of employers were planning on either increasing the number of temporary workers on their staff, or would be maintaining current levels over the next 12 months. More than three quarters of employers (79%) said that they would be recruiting additional workers from employment agencies or maintaining numbers over the course of the next three months.

Temps fill in the ‘peaks and troughs’

The REC’s Director of Research, Roger Tweedy, said that the figures revealed that many businesses remained “cautious,” about their long-term prospects, and were utilising temporary staff as a safer alternative to permanent workers. He commented that it was: “a timely reminder of how a flexible workforce [can] help employers meet peaks and troughs in demand for services and products during uncertain times.”

The report showed that only 67% of those surveyed had plans to increase their numbers of permanent staff over the next three months, a drop of 7% on last month’s figures. Just less than half of employers were planning to hire more permanent staff in the next 12 months, down from 66% in July. Overall though, the picture looks much more stable than has been the case in the recent past, with 91% of employers saying that they plan to either increase or maintain their levels of permanent staff over the next year.

Largest ever temporary workforce in the UK

These latest figures seem to suggest that while there are still plenty of new jobs being created in the UK at the moment, a significant proportion of these are for temporary agency workers. According to the REC, there are currently more temporary workers in the UK than ever before, with a total of 1.6million currently available to employers.

This trend may well continue until the economy is seen to be on a firmer footing, but may be affected by the upcoming introduction of the new Agency Worker Regulations, which come into force in October. Under these regulations, temporary workers will be given the same rights as permanent staff after remaining in the same job role for 12 weeks.

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The success rate of an organisation depends a lot on its employees. Employees are the most valuable asset of every organisation but it is also important to appoint the right employee for the right job. Most companies follow a strict recruiting process to select the right candidate for a particular post.  Traditional recruiting processes are followed by most companies. With the increasing number of applicants for a particular post the traditional recruitment processes seems to be quite time- consuming and costly for the employees.

Problems of Traditional Recruitment Process

Traditional recruitment process involves manual reviewing of candidate resumes and screening. The source of incoming applications and information are in various formats which seem to be a complex data gathering process to shortlist candidates. The imprecise data from the candidates along with lack of collaboration amongst the hiring team also creates a lot of problem in recruiting process. There is no data-mining tool or centralised database for information storage, extraction or retrieval of relevant information. All these create a lot of problems in tracking the useful information at the right time.

To solve this problem most organisations today are using saas recruitment which is an automated web-based e-recruitment solution. To use this process it is not necessary to install or maintain any software or hardware. With the help of this application it is possible to collect, manage and build specific database. This flexible and scalable process helps to manage the entire hiring process.

Advantages of SAAS e-Recruitment Solutions

SAAS e-Recruitment Solutions enable proper sharing of knowledge and information between the members of the hiring team. It acts as a centralised platform providing consolidated data in a standard format from multiple recruiting sources from various locations and units. Information of candidates can be easily retrieved for future use. It helps to reduce the manual administrative workload.

By using this solution, it is possible to form and edit job–specific resume forms to get accurate candidate information in a standardised format. It provides the flexibility to take care of not only current business requirements but also creates the scope for future business expansion. Not only the recruiting organisation but the job seekers also enjoy certain benefits by using saas jobs solutions.

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The main thing is to clear up your confusions with regards to what a recruitment agency is actually. In other words the recruitment agency is also called an employment agency. The recruitment agency is a medium with the help of which a job seeker gets in contact with the employer.  Most of the countries around the world have public employment exchange with other private companies dealing with the same subject.

The public employment agencies were opened decades back just to meet the employment demands of the country. This was set up just to ensure that there remain no problems with regards to unemployment, which is a grave issue for any country.

However to specify of how a recruitment agency works in UK, it is better that we deal with certain relevant questions on the subject and thereby give you the answers.

Here you would find the answers to questions jamming your mind.

1.How does a private recruitment agency in UK execute their work procedures?

The recruitment agency in UK would first sort out candidates for appropriate job profiles and then send them to companies which considered the help of recruitment agencies for employment. It falls upon the recruitment agency to take the entire responsibility of sending eligible candidates for interviews to the employer’s company for posts as per the requirements of the same.

2.The second most interesting question is how do these recruitment agencies earn?

They usually charge a specific percent of the first salary of a successful candidate. This is how recruitment agencies work in UK.

3.How to go about approaching a recruitment agency in UK?

First and foremost you must get yourself registered with the employment agency. Upload your current cv and send it to the agency. If they find that there are any flaws in your cv or it doesn’t convey enough information about your career profile, then the recruitment agencies take the initiative to upload your cv to the latest format and make the necessary changes. Of course they would charge you for this.

Today the recruitment agencies in UK have become a fundamental means through which a job seeker gets employed in a job which suits his profile. The entire job market is dependent on employment agencies.

Tags: employment agency, recruitment agency in UK
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