How a Direct Recruitment Model Saved Epsilon £430,000

How a Direct Recruitment Model Saved Epsilon £430,000 It is likely that before reading this article you would not be aware of the company “Epsilon”.   This is despite Epsilon’s status as the world’s largest permission-based email marketers and a leading marketing services provider with over 4500 employees and revenue just shy of $1 billion.   The figures may not necessarily stand out, but as a leader in one of the largest “growth sectors”, the Epsilon brand should be a familiar name.   Here lies the first challenge! Based in London I have been managing Epsilon’s direct recruitment on the international side (EMEA APAC) for less than two years, and in that time we have seen some fantastic results.   Like many in-house recruiters, my remit was to implement direct recruiting to save costs and improve the quality of hires (so nothing too demanding then!).   My brief agency background certainly helped with this, but the tools and methods used have contributed to the overall success. To a lot of recruiters, the volume hired will seem very low, hiring around 50-60 vacancies a year (though 2013 is on target for about double that).   However, the real challenge comes with the difficulty of each position. The talent pool we need to recruit from is quite small due to the hyper-tight market that Epsilon operates in, that also has an extremely low unemployment rate. Couple this with some difficult office locations and multiple languages requirements, and you have a real challenge on your hands. Most of our vacancies are for marketing professionals, whether email, database, direct, digital or creative. There are also some very technical roles, client services and sales positions ranging from junior to VP level. Implementing a Direct Recruitment Model Obviously, there are many other benefits to an internal recruitment model, but the cost is always going to be a major reason for a business to shift to this model.   Large sums were spent on agencies and we wanted to reduce fee expenditure, especially on the more senior positions. From the beginning, this was a very ‘hands-on’ role where I was sourcing multiple positions directly, especially in the UK where I decided to cut the use of agencies immediately.   Initially, the tools at hand were pretty basic.   I had a career site, a kind of ATS, access to a Monster CV database and LinkedIn “Talent Finder”. There was a referral scheme already in place that was proving very successful in the US. As I was cutting the use of agencies it was important to talk to the business, assess their requirements, talk about key competitors, sources of candidates etc, to ensure they received the service levels they had been accustomed to.   After filling some initial key vacancies I focused on a more structured and strategic approach to internal recruitment, using a variety of tools: Tools Methods I Use to Recruit: Currently, the key methods I use for sourcing and attracting candidates include: Professional networking Sites LinkedIn, Xing (Germany) and Viadeo (France) CV Databases Monster, Brand Republic CWJobs Job Board Advertising â€" A couple of generic sites (Monster Totaljobs mainly), but I make use of many niche sites dependent on the positions such as Only Marketing Jobs,   Marketing Week, Jobserve Design Week to name a few Epsilon Careers page Employee referrals Events (not so much in the UK but we made a key hire   in Germany via the DMEXCO event) Social Media â€" Basic use of Twitter I admit LinkedIn has been an amazing tool for targeting staff at competitors that fit seamlessly into the business.   This made the initial transition from an agency model to in-house model much easier. The volume of applicants we were naturally attracting online when I joined was quite low.   This has significantly improved since using the various niche boards as it helped to increase brand awareness in the sector.   Job boards primarily attract active candidates but we try to be smart with our job postings mixing things up with postings that have added features to attract or target passive job seekers. Recruitment Technology, Process Talent Pooling When I joined Epsilon too many candidates were dropping out of the process with our existing recruitment/ATS system.   The candidate experience was pretty bad so I needed an alternative to quickly improve how we managed applicants.   Also, moving to an in-house recruitment model inevitably means more administration. In line with the theme of general cost-cutting, I opted to experiment with a new free recruitment system called Qandidate.com. It’s a pretty intuitive system so didn’t take long to get to grips with. The application method is much simpler for candidates who can also apply with their LinkedIn profiles.   This simplified candidate experience solved the ‘drop off’ problem; instantly we saw an improvement in the numbers of relevant candidates completing applications.   Our jobs are displayed on search engine optimised ‘mini-sites’ which has helped attract more direct applications (there’s a lot more we can do around SEO in our wider recruitment strategy). One of the things I’m looking to develop further in 2013 is to create a larger pipeline of future candidates.   Qandidate has a talent pool function which allows me to match interested applicants against different roles within the business either now or in the future, but I’m also looking at other methods/technologies to complement this such as newsletters, social media etc. Results â€" 100% Retention Savings of £430,000+ to date Our key results from the switch to direct recruiting include: In the UK, no agencies have been used since I kicked off the in-house model back in April 2011 In 2011 we achieved a 70% reduction in our cost per hire (approximately £140,000 in savings overall) compared to the previous year. In 2012 no agencies were also used in France, Ireland, Singapore, Hong Kong or Spain. In 2012 ‘hypothetically’ we saved approximately £350,000 compared to using the old agency model.   This figure was calculated by the cost of if the direct hires had been completed through agencies at the PSL rates.   Our spend on job boards, LinkedIn etc is relatively low, so taking into account all factors and salaries, the savings are closer to £290,000 which is still pretty substantial. We still use agencies in Germany, Japan China where recruitment can be a bit trickier; although this will decrease as we gather more local expertise during 2013 (Japan is especially difficult, any tips here greatly received!) Furthermore, the above has been achieved with a 100% retention rate of UK direct hires since April 2011.   This is a metric a lot of people ignore but a ‘bad’ hire is often responsible for a large portion of recruitment costs.   By ensuring the right cultural fit, we’ve managed to recruit great people who want to stay in the business. The Future â€" Employer Brand, Video Stories Although we are happy with the results of switching to an internal recruitment model there is still a lot of work to do.   It is essential to further increase the general brand awareness of Epsilon as a place to work. We are currently exploring different strategies such as a more effective use of social media and the creation of video content to give a better insight into life at Epsilon. Developing a mobile-friendly careers site job adverts will be crucial moving forward, as more people begin to spend their time viewing jobs on a mobile device.  Getting more out of our referral scheme is another aim. Overall I’d like our attraction strategy to be more brand and ‘story’ focused. 2013 is looking to be an exciting year! If you’re an in-house recruiter and you have any specific questions on any of the above, or tips you would like to share with me, I’d love to hear from you.

C.V and Resume Writing

C.V and Resume WritingWhen people think of the C.V and resume writing they often think of it as the same thing, but it is not always. The resume is an introduction to a job application while the C.V is simply a summary of what has been submitted to the company and tells them who you are.So, when you are looking for that perfect job, there is a pretty good chance that your resume will also be your C.V. So how do you go about this? How do you know if the resume is what you need?First off, if you write a good resume, then you will want to hire someone to write your C.V. Even though it may seem like a lot of work to do just to create a resume, it will be well worth it in the end. Once you do get a resume, you will want to use it for more than just a job application.If you have a number of resumes and none of them are what you were looking for, it may be time to start doing an all around job application for each one. This means you take them all and you apply them to different companies s o that you can look at each as a potential job opportunity. This is a good way to see if your resume is the right one for each company, and a great way to start building your C.V.Second, when you are doing your C.V. and resume writing, you want to make sure that you do not overuse keywords. As with any other writing style, you want to get into the layman's terms so that it will be easier for the hiring manager to read it and decide if they will contact you.Third, when you are doing your C.V. and resume writing, make sure that you use the same font throughout your resume and C.V. That means that when you are checking off the job duties you are going to the company and completing them, be sure that you change it to the next and be sure that you have completed them on time.Fourth, when you are doing your resume and C.V. writing, make sure that you do not use more than one bullet point for each task on your resume.Fifth, keep in mind that when you are doing your C.V. and resume writing, that the business that you are working for might not be hiring for the same type of person each day or you might be using a job as an opportunity to learn a new skill.

What happens when they call you for the interview, and youve forgotten you even applied. Career Coach JobJenny

What happens when they call you for the interview, and youve forgotten you even applied. Career Coach JobJenny Pretend scenario that you do not want happening to you, ever:* RING RING * You: Hello?HR Person at Some Sweet Company (HRPASSC): Hi, Is this Sue Walker?You: Yes, this is Sue Walker.HRPASSC: Hello, Sue. I'm calling about the Supply Chain Director position you applied for here at our enormously sweet company.You: Er, ah, um, oh... ahem... yes. Of course, yes. The job I applied for. THAT one. Um, yes, of course!HRPASSC: (Beginning to suspect you have no recollection of even applying for this position) Yes, we'd like to have you come in for an interview next Tuesday at 2 p.m. You know where we're located, right?You: Er, ah, um... ahem... Why, yes. Of course. OF COURSE I know. You're right over by, um... Where are you again?HRPASSC: (Rapidly losing interest in Sue Walker, the candidate who clearly doesn't have a burning desire to work for this enormously sweet company.)As you might imagine,Sue Smith will be walking into that intervewwith some work to do. She's made a poor first impression with her first contact at the enormously sweet company, and that impression will follow her through the interview process. It may well also eliminate her from contention.How can you avoid this scenario?It's called a notebook. Or a spreadsheet. Or even some chicken scratch on a napkin, if you must.KEEP TRACK, job seeker. You must keep track.Keep track of the jobs for which you've applied, at which companies. Keep track of the contacts to whom you've submitted your information, and communicated with.Keep track of the status of the application, and any follow up conversations.Keep trackso you look like you care.Keep track so they feel like you truly want that job, at that company.That way? When HRPASSC calls you for an interview?The first impression is stellar.Remember, you speak paragraphs about yourself before you ever walk into the interview.Which paragraphs do you want to speak when they call?Photo: Flickr.com Creative Commons (Pink Sherbet Photography)

Lion Taming Part One

Lion Taming Part One photo courtesy: http://www.copyright-free-photos.org.uk Steven L. Katz is the author of Lion Taming: Working Successfully with Leaders, Bosses and Other Tough Customers. Katz has worked as a corporate lion tamer for over 20 years; he’s been the executive assistant and right hand to many high-level executives and leaders, including a senior (unnamed in the book) U.S. senator. He intersperses real lion tamer advice from circus performers with advice on how to work with powerful leaders in business. You may be working with or for a lion if the person: rules the kingdom, but seeks out others to serve and protect him keeps others off balance, while remaining sure-footed is instinctively commanding, but seeks to be understood, and displays a tough exterior, but takes things very personally inside. Katz goes on to explain why being a lion tamer is a good thing â€" even If you may be a lion yourself. It’s a rule of life; everyone has a boss; yours may be a lion. You may even work among many lions; a powerful CEO, strong board of directors, community leaders, or politicians. The more effective you are at dealing with lions when you encounter them the more successful you will be in your own career.   At the very least, you’ll avoid being devoured. Lion taming isn’t for everyone; many people simply find it to be too much work, and too dangerous. There’s even a school of thought that says that these powerful, challenging, and sometimes disruptive personalities don’t belong on a functional team. But Katz argues that we need lions. These are the powerful people who get things done â€" the ones with confidence to run large corporations, create powerful change, and hold high office. Lions are charismatic and have great instincts as leaders. If you can manage a lion well, you can focus her energy to create powerful change in an organization.   Katz presents some basic rules: never forget that a lion is a lion (they think differently than most people.) Patience, focus, and determination are essential when trying to attract their attention without annoying them. The idea is to position yourself as part of their pride (the name for a gathering of lions) and so become part of their protected group. If you are not part of the pride, you risk becoming part of one of three dangerous categories: enemies, prey, or ignored. It’s obvious that you don’t want to be perceived as dangerous or as dinner, but some of you will be wondering what’s so bad about being ignored. Let the big guy focus that killer gaze on someone else, you think. The problem with this theory, according to Katz, is that disappearing off a lion’s radar screen means that you’ll be overlooked for promotions, projects, and other benefits that the members of the pride will receive. Your projects may be starved of resources, and you may not get credit for the good work you do. Being ignored may lead to a slow and agonizing decline in your career. Corporate lion tamers understand the difference between good lions and bad lions. Good lions have power and influence, and they know how to use them well. They respect other lions and take good care of their team. Bad lions do not have control over their killer instincts; they bully staff, abuse their power and create chaos by infighting with other lions. They spend more time defending territory than moving forward on projects. If you have the courage to work closely with a lion, you will be close to the seat of power. You’ll have the opportunity to work on the most exciting projects and learn how to get big things done. Next: lion taming tips.

Resume Writing Lessons For High School Students

Resume Writing Lessons For High School StudentsYour resume is the first contact you will make with the companies who are seeking to hire you. If you have never tried to write a resume before, you may be dismayed when you learn how difficult it can be. With the right resume writing lessons for high school students, you can achieve a job success that rivals your parent's achievements.Writing a resume for a person with a history of sexual abuse and a severe learning disability may sound ridiculous to you. However, someone without either type of disability may have the same questions about the nature of their disability and the extent of their experience. With these types of people, it is important to clarify what they will be required to do on their resumes so that they will be able to respond properly to any questions they may have.Being placed in a position where you have to take decisions is a major problem for many adults. When a company wishes to hire someone, they want to know tha t you are able to react quickly in a crisis. You should follow the advice in resume writing lessons for high school students in order to find a situation in which you will be able to show a company that you can be a trusted decision maker.Often, you will have to prove that you are physically fit for the job. This is important because some companies may not want to hire a person who is unable to get up in the morning and go to work. It is important to know how to write a resume that covers all of these issues in order to succeed in this industry.You should also know how to write a resume that will not only cover your skills, but also your personality. You should not copy the resume that an applicant has to present. This means that you should take an extra ten minutes to read the person's resume and identify the areas that may need improvement.A good resume is something that you should learn from resume writing lessons for high school students. A good resume will contain information a bout your academic record, your work experience, your educational history, and your current job status. If you are trying to become a manager or a professional employee, you should use a section that tells your employer that you understand the importance of your job, your reason for wanting to become a manager, and your commitment to being part of the company's success.You should also include different sections in your resume for each level of experience you have had. These sections should highlight your job responsibilities and accomplishments. For example, you should highlight your job as a mechanic in your resume, highlight your career as a medical assistant in your resume, and highlight your experience as a secretary in your resume.When it comes to a resume, you need to remember that each section is vital in order to make your resume stand out. You should learn from resume writing lessons for high school students how to make your resume more appealing. In addition, you should al so know how to write a resume that will help you get the interview you need.

Knock it Out of the Park Phone Interview Questions and Tips - CareerAlley

Knock it Out of the Park Phone Interview Questions and Tips - CareerAlley We may receive compensation when you click on links to products from our partners. Phone interviews have become very popular as the first interview in the hiring process. Companies are overwhelmed with hundreds of submissions of applicants for each position posted online. How people work in the job market has changed so much that, if you plan to telecommute, there is a strong chance that you may never set foot inside a companys headquarters. Communicating by phone, email, and webcam may be the only means of communication you ever use.

Are you needlessly stuck in your job search - Hire Imaging

Are you needlessly stuck in your job search - Hire Imaging I’ve talked to a lot of job seekers. That’s what I do. Many of these people have found their right job fit, but some of them get stuck in their search. I’ll be honest with you. Those who find their dream jobs immediately right out of the gate in this recession are the minority. But there are many, who after discovering and applying this secret, do find what they want. Job Search: Stuck to unstuck with one word I certainly don’t question your motivation to want to succeed in finding that right job fit. But it’s bogus to believe that you’ll never find what you want and you’ll stay stuck. There is a secret. And it takes work. The word is options. I challenge you to accept and live by this principle. There are jobs out there. And I will move forward to find mine by using options. You may have tried some of these. I bet you have not tried all. Self-assess. If you have not, do this first. Inventory all your transferrable skills and interests. List both the things you like and do well, so that you can describe in striking detail the job(s) you would most like to your friends, family, contacts and employers. Tap this knowledge to move forward in your job search. The Internet. Look for employers’ job postings on their sites or job boards / other sites (CareerBuilder, Monster). Post your resume and apply for advertised openings that match your qualifications. Get seen (LinkedIn, Twitter, Facebook). If your social media or computer skills are back in the 90s, ask for help. It’s that important. Networking. Ask friends, family, neighbors and people in your brick-and-mortar and online communities for job leads. Make phone calls, schedule informational interviews and write emails / letters / messages to people at least five days a week. School. Ask for help from former professor or the career / alumni services at a school you’ve attended (graduate or undergraduate university, community college, trade or vocational school, high school, professional development training). Volunteer. If finances allow, volunteer to work for nothing, short-term, somewhere that interests you. It will feel good to help with something that is a cause you believe in. It’s also a way to get hired. Happens all the time. Resumes. Get yours updated. Check that it’s focused, branded and rich with keywords and metrics-driven successes. And yes, I’m actually telling you this. Mail those resumes out blindly to anyone and everyone with the caveat that you feel you could contribute to their continued success (this means doing your homework on who they are and what they need; not whether they have openings). The phone book. Use your paper or online phone book’s Yellow Pages to spot 5-10 subjects or fields that interest you â€" that are in the city where you are or you want to be. Then call these organizations for informational interviews. Dig deeper with places that interest you. Knock on doors of an employer, store, office, manufacturing plant or organization that intrigues you, whether they have a known vacancy or not. Retraining. Go back to school for training on something besides what you’ve been doing. Research what skills are in demand, what would fit for you, who offers this training, if there’s financial aid or other help with it. Think beyond whether you can afford this. Given long-term projections, it may be a very sound investment. Temp agencies. Visit temp agencies (agencies that get you short-term contracts in places that need your skills temporarily) and ask if they can place you. Get on board. It’s often a way to get hired on permanently. At the very least, it’s resume fodder. Newspapers. Answer local “want-ads” in print or online. The Sunday edition is usually the most helpful. Note that this is not the biggest ROI. But do it anyway. Affiliations. Read professional print or online journals in your field or profession. Find related groups on LinkedIn. Join them. Participate in the discussions. Get to know people who know you, what you do and may be able to help you. Government. Take a civil service exam to compete for government jobs. http://federaljobs.net/exams.htm. Go to private employment agencies www.usa.gov/Agencies/State_and_Territories.shtml. Work for YOU. Start your own small business after finding out what you do well that might be needed. It could range from reselling goods on eBay to any service that taps your talents. Check out some ideas from Entrepreneur. Job Search: Pick at least three There are of course other options. Pick at least three of these. Do all if you can. If you feel stuck again, I can help.  It’s going to likely be a long haul in this employment landscape. There is always one more option. Be persistent. You can keep moving. Photo: robstephaustralia