A recent article titled “LinkedIn, Twitter, Facebook: How CIOs are hiring and engaging with staff" posted on http://www.silicon.com/ has promoted me to write this post.
There are so many mediums out there weather it be Social Media or online job boards it is no wonder employers are building in house recruitment teams or CIO’s, CTO’s and Development Managers are looking to ditch the recruiter and hire direct through the likes of LinkedIn, Twitter and Facebook or one of the online job boards, so we thought we would put together a guide to help employers hire direct.
What are the options and what is the cost?
Monster
Monsters entry level offering at £299 + VAT includes one 30 day job posting and 30 days access to its online CV database search, which sounds like good value. However, you are limited to 25 views of the CV database.
More information can be found following Monster Recruitment Packages link.
Jobsite
Jobsite offers a two week job posting for £99 + VAT and a 2 week CV database search for a staggering £600 + VAT.
For more information http://www.jobsite.co.uk/cgi-bin/ovp_products.cgi?partner=hplink
Jobserve
A one week job post will cost £110 + VAT and there are other offerings available such as £5 + VAT for a CV download from their online database, find out more here: www.jobserve.com/recruiterlanding.aspx
CWJobs
To post your vacancy for one week with CWJobs will set you back £195 + VAT. CWJobs also offer other packages such as CV database search, information can be found at: https://recruiter.cwjobs.co.uk/Recruitment/SelfService/JobPostIntro.aspx
Totaljobs
Advertise your role for one week for just £99 + VAT, http://recruiter.totaljobs.com/
LinkedIn
The recruitment game changer will let you advertise on the site for a 30 day period for just $195.00. LinkedIn also offer a variety of recruitment packages for your in house recruitment team
Stack Overflow
Stack Careers offers a 30 day posting and will set you back $350. Stack Overflow Careers also offer a CV database search, which you can test drive for free, but will set you back $500 for a 1 week subscription to view the results of your search.
github:jobs
If you have an open source position to fill posting on GitHub rather than StackCareers will save you $50 for a 30 day posting https://jobs.github.com/post#create
Coderstack
For those of you who hate recruiters a job board that is run by developers for developers. There are no third party recruiters, just companies looking to hire directly. Technologies advertised include ASP, C#, C, C++, Flash, JavaScript, Java, Objective-C, Perl, PHP, Python, Ruby.
Coderstack offer a variety of advertising solutions starting at £50 up to £500 for a 30 day posting, these postings get advertised through their Twitter feed but with @cs_jobs having 53 followers and @coderstack having 64 followers I am not sure how much exposure you roles will receive. Any way there is more information at: www.coderstack.co.uk/advertise-developer-job
Superscout
Superscout is a recruitment and career networking community inspired by social network innovations. The site allows companies to create an in-depth company profile, post job advertisements and interact with candidates for free! More information about Superscout
Authentic Jobs
Authentic Jobs has been helping some of the biggest brands recruit since 2005, big player names such as Apple, Skpe and Facebook. A 30 day posting for a full time permanent position costs $249 with 100% money back guarantee if you are not satisfied
Empty Lemon
EmptyLemon is an IT job board purly for direct employers with no 3rd parties or recruitment agencies. They offer a 100% free trial of their service, alough there is no indication of the cost of advertising once you sign up. Empty Lemon is an anagram of recruitment and are also playing on the fact that nobody likes recruiters!
Empty Lemon’s Twitter feed @EmptyLemon currently has 1,263 followers from which they tweet your IT related vacancies.
Work In Startups
If you are a start up and want to get your vacancy advertised for free, this may be for you! This site is for technical and functional roles, contract, permanent or even if you are looking for an intern.
Work in startups Twitter feed is @workinstartups and has 363 followers
Social Media
We are not social media guru’s but understand how a successful social media strategy and help companies attract staff and greatly reduce their cost per hire while eliminating the need for recruiters who are only employing the mediums mentioned above. Companies looking to hire directly should certainly create a company page on LinkedIn, a Facebook page and have a Twitter account where they can interact with potential hires as well as promote jobs and enable potential hires to gain an understanding of your brand and working environment.
Social media is about being social and interacting, just posting endless positions on a Twitter feed isn’t going to deliver the high calibre candidates you are looking for.
Are We Mad?
Why is an IT Recruitment company writing a guide to help companies hire direct?
All the things we have mentioned so far anybody can do, so we wouldn’t expect you to pay us thousands of pounds to use these channels to hire the high quality, passive candidates most organisations desire. We want you to cut you cost per hire for the easy to fill roles, which can be filled via online job advertisements or by searching LinkedIn and online CV databases.
We want clients to come to us when they have utilised their normal talent acquisition channels such as Monster, Jobsite, Twitter and LinkedIn when they know they have a niche, in demand or hard to find skill set, because our service is then appreciated as we can add true value to the recruitment process.
What Do We Do Different?
Since the dawn of the online job board recruitment has become too sales focused as candidates were in abundance applying for job averts and posting their CV’s to online databases. Recruiters gained sales skills but lost their ability to source hard to find skill sets and deliver on their promises!
We noticed this shift away from online job advertisements and CV databases and proactively looked for alternative methods of sourcing and delivering high calibre hires for our clients.
We implement a variety of sourcing techniques to deliver the candidates that aren’t found applying for online job postings or uploading their CV to internet. We use:
• Human capital Data Analysis (Information on Human Capital Data Analysis)
• Agile, Lean, Just-In-Time recruitment
• Boolean Queries
• Semantic Search for recruiting Wikipedia Semantic Search
If you have utilised all your existing recruitment channels and wish to have an open discussion about how we can help you source the niche, in demand and hard to find skills you need call us on 0845 496 0000 or email us to arrange a call from one of our skilled consultants.
Wednesday 4 May 2011
Wednesday 6 April 2011
Is Recruitment a Profession like Architecture, Accountancy or Law?
Yesterday I had lengthy telephone discussion with the CEO of a GSM Tracking, Security & Surveillance Company which has prompted me to make this post. The CEO mentioned the following points:
• Didn’t use recruitment companies
• He has used recruiters in the past
• He has been charged a 25% fee for a placement
• Recruiters just advertise on job boards and search CVs
• Recruiters do not add any value
• Why can’t a recruiter charge like any other profession such as a solicitor, Architect or Accountant?
• Transparent fees, quoting a daily charge for a set piece of work
This was music to my ears, as I believe recruiters need to be more transparent about the fees we charge but also clients need to understand the labour intensive process a good recruiter will go through to identify, target and successfully recruit a candidate for any given role.
So we discussed how the recruitment process could be split into four parts:
1. Research: A realistic time frame is agreed to identify the target skills required and make contact with targeted candidates to ascertain weather they are interested in your opportunity and receive CVs of interested parties
2. Shortlist: Time frame agreed to speak to each interested party and shortlist most suitable candidates for review by client
3. Manage interview process e.g. set up of interviews and manage candidates expectations
4. Manage offer and close stage of the process
Essentially what the client was asking for is a retained search model rather than a contingency recruitment model, which I believe to be the best option for both the client and recruiter as both appreciate the work involved in delivering high calibre candidates and both understand the fees associated with each stage of the recruitment process.
But how many clients out there are open to a retained search when the purse strings are drawn tight and internal recruitment and HR teams are looking to hire directly or drastically reduce contingency based recruitment fees.
So what I am trying to ascertain is how realistic is it for a recruiter to quote a fee for a set recruitment campaign just like a solicitor, accountant or architect would for a given project or piece of work?
I am interested in hearing the thoughts of recruiters, HR professionals and hiring managers, and would love to hear your take on the following questions?
• Is recruitment a profession on par with accountancy, architecture and law?
• Should recruiters charge a set price for a recruitment campaign whether a candidate is hired or not at the end of the process?
• What do you believe to be a fair price for carrying out a recruitment campaign weather a successful hire is made or not?
• What is a fair fee for a successful placement utilising a contingency based recruitment model?
• Didn’t use recruitment companies
• He has used recruiters in the past
• He has been charged a 25% fee for a placement
• Recruiters just advertise on job boards and search CVs
• Recruiters do not add any value
• Why can’t a recruiter charge like any other profession such as a solicitor, Architect or Accountant?
• Transparent fees, quoting a daily charge for a set piece of work
This was music to my ears, as I believe recruiters need to be more transparent about the fees we charge but also clients need to understand the labour intensive process a good recruiter will go through to identify, target and successfully recruit a candidate for any given role.
So we discussed how the recruitment process could be split into four parts:
1. Research: A realistic time frame is agreed to identify the target skills required and make contact with targeted candidates to ascertain weather they are interested in your opportunity and receive CVs of interested parties
2. Shortlist: Time frame agreed to speak to each interested party and shortlist most suitable candidates for review by client
3. Manage interview process e.g. set up of interviews and manage candidates expectations
4. Manage offer and close stage of the process
Essentially what the client was asking for is a retained search model rather than a contingency recruitment model, which I believe to be the best option for both the client and recruiter as both appreciate the work involved in delivering high calibre candidates and both understand the fees associated with each stage of the recruitment process.
But how many clients out there are open to a retained search when the purse strings are drawn tight and internal recruitment and HR teams are looking to hire directly or drastically reduce contingency based recruitment fees.
So what I am trying to ascertain is how realistic is it for a recruiter to quote a fee for a set recruitment campaign just like a solicitor, accountant or architect would for a given project or piece of work?
I am interested in hearing the thoughts of recruiters, HR professionals and hiring managers, and would love to hear your take on the following questions?
• Is recruitment a profession on par with accountancy, architecture and law?
• Should recruiters charge a set price for a recruitment campaign whether a candidate is hired or not at the end of the process?
• What do you believe to be a fair price for carrying out a recruitment campaign weather a successful hire is made or not?
• What is a fair fee for a successful placement utilising a contingency based recruitment model?
Tuesday 5 April 2011
IT Recruitment & The Lost Skills
Since the dawn on the internet job board and certainly over the last 10 years the skills of the IT Recruiter have slowly eroded. Internet job boards and CV database search has resulted in a generation of recruiters who have relied upon the posting of online advertisements or searching the same CV databases, to create a shortlist of candidates for review by the client and then pick up a fee at the end of the process.
During the early years of the internet job board there was an abundance of candidates eager to post their CV online or apply for the exciting job that promised exposure to the next big technology or the “break into banking” and the mega bucks on offer, but the candidates soon cottoned on that not every job posted exists and the recruitment agent did not always have the candidates best interests at heart!
This abundance of online talented resulted in recruiters being targeted on the number of new business calls they make and the number of new clients they can bring onboard, a pure sales mentality, there was no need for recruiters to be able to research and recruit talent, because it was readily available online at a click of a mouse button!
So where are we now? Companies, hiring managers and HR departments now have access to the same tools as any recruiter, LinkedIn, Twitter, FaceBook and all the online job boards. However, from my experience online CV databases certainly do not offer an abundance of highly skilled IT technologists and online advertising rarely yields a good return on investment. The age of social media has resulted in information over load and posting a link to a job on your corporate Twitter account will certainly not generate high quality candidates.
So what about recruiters who have relied on these mediums to source candidates, unfortunately they have lost the fundamental skills required to be a successful recruiter, especially in a downturn. They can now only offer the skills required for any telesales or telemarketing role and do not have alternative tools that will deliver candidates internal recruitment and HR teams do not have access to. The conclusion is many of today’s recruiters do not possess the skills required to target and source candidates who are protected by well trained gate keepers, the walls of buildings or confined to the deep web.
What do we bring to the table?
We still use job boards and online advertising, because from time to time a great candidate will post their CV online or apply to a job posting, but this is a rare and hell of a lot of luck is needed! We have always ensured we use a host of mediums to target and source a variety of candidates for our clients, we deliver candidates or clients and our competitors can not find!
How?
Simple, we use the following strategies to search, target and attract the very best talent:
• Client mapping: we search for companies with similar technical skills and industry specific knowledge in your locality
• Telephone name gathering: we build organisational charts to find out who does what within an organisation
• Boolean search of the main internet search engines and Meta search engines
• Data mining of databases and search engines
• Deep web search of social media, blogs, online communities, groups and forums
• Proactive candidate marketing (head hunting)
The skills mentioned ensure we deliver candidates that are not found by HR and internal recruitment teams or by many of our competitors who have been heavily reliant of online job boards. We are actually providing a service and adding value to the recruitment process!
We are eager for companies to use all the online tools and social media available to them to cut their cost per hire, but when there is a position that can not be filled using your normal recruitment channels we are available to demonstrate the skills many recruiters have either lost or never learnt.
We are keen to demonstrate our ability to deliver hard to find and niche skills and prove that there are recruiters who are skilled and can add value to the recruitment process.
If you have exhausted your normal recruitment channels and would like to find out how we can help you hire the niche and in demand skills your organisation needs to grow why not email info@eventus-it.com to arrange a call from one of our team.
During the early years of the internet job board there was an abundance of candidates eager to post their CV online or apply for the exciting job that promised exposure to the next big technology or the “break into banking” and the mega bucks on offer, but the candidates soon cottoned on that not every job posted exists and the recruitment agent did not always have the candidates best interests at heart!
This abundance of online talented resulted in recruiters being targeted on the number of new business calls they make and the number of new clients they can bring onboard, a pure sales mentality, there was no need for recruiters to be able to research and recruit talent, because it was readily available online at a click of a mouse button!
So where are we now? Companies, hiring managers and HR departments now have access to the same tools as any recruiter, LinkedIn, Twitter, FaceBook and all the online job boards. However, from my experience online CV databases certainly do not offer an abundance of highly skilled IT technologists and online advertising rarely yields a good return on investment. The age of social media has resulted in information over load and posting a link to a job on your corporate Twitter account will certainly not generate high quality candidates.
So what about recruiters who have relied on these mediums to source candidates, unfortunately they have lost the fundamental skills required to be a successful recruiter, especially in a downturn. They can now only offer the skills required for any telesales or telemarketing role and do not have alternative tools that will deliver candidates internal recruitment and HR teams do not have access to. The conclusion is many of today’s recruiters do not possess the skills required to target and source candidates who are protected by well trained gate keepers, the walls of buildings or confined to the deep web.
What do we bring to the table?
We still use job boards and online advertising, because from time to time a great candidate will post their CV online or apply to a job posting, but this is a rare and hell of a lot of luck is needed! We have always ensured we use a host of mediums to target and source a variety of candidates for our clients, we deliver candidates or clients and our competitors can not find!
How?
Simple, we use the following strategies to search, target and attract the very best talent:
• Client mapping: we search for companies with similar technical skills and industry specific knowledge in your locality
• Telephone name gathering: we build organisational charts to find out who does what within an organisation
• Boolean search of the main internet search engines and Meta search engines
• Data mining of databases and search engines
• Deep web search of social media, blogs, online communities, groups and forums
• Proactive candidate marketing (head hunting)
The skills mentioned ensure we deliver candidates that are not found by HR and internal recruitment teams or by many of our competitors who have been heavily reliant of online job boards. We are actually providing a service and adding value to the recruitment process!
We are eager for companies to use all the online tools and social media available to them to cut their cost per hire, but when there is a position that can not be filled using your normal recruitment channels we are available to demonstrate the skills many recruiters have either lost or never learnt.
We are keen to demonstrate our ability to deliver hard to find and niche skills and prove that there are recruiters who are skilled and can add value to the recruitment process.
If you have exhausted your normal recruitment channels and would like to find out how we can help you hire the niche and in demand skills your organisation needs to grow why not email info@eventus-it.com to arrange a call from one of our team.
Friday 28 January 2011
Latest C# VB.NET ASP.NET Eventus IT Jobs
To apply for any of Eventus IT’s latest UK opportunities, please follow the link or send your CV to jobs@eventus-it.com
quoting the reference number in the subject line:
Ref: J000239
Position: .NET Software Development Team Lead
Industry: Financial Services
Location: Winchester, Hampshire
Salary: Up to £50K plus benefits
Must Have: VB.NET or C#, ASP.NET, AJAX, Javascript, XML, SQL Server and Team Lead experience
Nice to Have: Silverlight, Windows Presentation Foundation (WPF), Windows Communication Foundation (WCF), Agile, Scrum, Test Driven Development (TDD)
Ref: J000240
Position: .NET Software Developer
Industry: Financial Services
Location: Winchester, Hampshire
Salary: Up to £35K + 25 days holiday, Pension & Health Insurance
Must Have: VB.NET, ASP.NET, Winforms &SQL
Nice to Have: C# Silverlight, Windows Presentation Foundation (WPF), Windows Communication Foundation (WCF), Agile, Scrum, Test Driven Development (TDD)
Ref: J000241
Position: C# ASP.NET Developer
Industry: Media
Location: London, NW1
Salary: £35K + Bonus + pension
Technology: C#, ASP.NET, Visual Studio 2010, Web Services, WinForms, Silverlight and GUI
Ref: J000242
Position: C# ASP.NET Software Developer
Industry: Ecommerce
Location: London, W1
Salary: Up to £50K
Must Have: Microsoft.NET (all versions but 3.5 upward preferred), C#, LINQ, ASP.NET, IIS 6 and 7.5, SQL Server 2005/2008.
Nice to Have: ASP.NET MVC (Razor preferred), XML/XSLT, Design Patterns, Microsoft Commerce Server (all versions), Refactoring (ReSharper preferred), TDD, DDD, BDD, Subversion (exposure to GIT would be useful), TeamCity
Ref: J000243
Position: C# ASP.NET WebDeveloper
Industry: Media
Location: West Sussex, RH16
Salary: D.O.E + 29 Days holiday & Benefits
Must Have: C#, ASP.Net, SQL, HTML, CSS, Javascript, AJAX
Nice to Have: Agile, SCRUM, TDDD, DDD
Ref: J000244
Position: C# ASP.NET MVC Developer (multiples vacancies)
Industry: Media &; Ecommerce
Location: London, EC2
Salary: Various Levels, D.O.E
Must Have: C# OR VB.NET, ASP.NET MVC, Javscript AJAX, JQuery, NUnit, Nhibernate
Nice to Have: Ruby, Pair Programming, TDD/BDD, Refactoring, Continuous Delivery Windsor, StructureMap, OpenRasta, RhinoMocks, ReSharper, NDepend Cucumber, RSpec, Rake, Selenium, Watir, Git, Subversion, SQL, Solr/Lucene, TeamCity
Ref: J000245
Position: ASP.NET Web Developer
Location: London, EC1
Salary: £30-45K
Technology:
C# ASP.NET Microsoft .NET framework version 1.1/2.0/3.0/3.5, HTML/XHTML/JavaScript/AJAX/JQuery/CSS, Visual Studio 2005/2008, SQL 2005/2008,XML, ASP.NET MVC
quoting the reference number in the subject line:
Ref: J000239
Position: .NET Software Development Team Lead
Industry: Financial Services
Location: Winchester, Hampshire
Salary: Up to £50K plus benefits
Must Have: VB.NET or C#, ASP.NET, AJAX, Javascript, XML, SQL Server and Team Lead experience
Nice to Have: Silverlight, Windows Presentation Foundation (WPF), Windows Communication Foundation (WCF), Agile, Scrum, Test Driven Development (TDD)
Ref: J000240
Position: .NET Software Developer
Industry: Financial Services
Location: Winchester, Hampshire
Salary: Up to £35K + 25 days holiday, Pension & Health Insurance
Must Have: VB.NET, ASP.NET, Winforms &SQL
Nice to Have: C# Silverlight, Windows Presentation Foundation (WPF), Windows Communication Foundation (WCF), Agile, Scrum, Test Driven Development (TDD)
Ref: J000241
Position: C# ASP.NET Developer
Industry: Media
Location: London, NW1
Salary: £35K + Bonus + pension
Technology: C#, ASP.NET, Visual Studio 2010, Web Services, WinForms, Silverlight and GUI
Ref: J000242
Position: C# ASP.NET Software Developer
Industry: Ecommerce
Location: London, W1
Salary: Up to £50K
Must Have: Microsoft.NET (all versions but 3.5 upward preferred), C#, LINQ, ASP.NET, IIS 6 and 7.5, SQL Server 2005/2008.
Nice to Have: ASP.NET MVC (Razor preferred), XML/XSLT, Design Patterns, Microsoft Commerce Server (all versions), Refactoring (ReSharper preferred), TDD, DDD, BDD, Subversion (exposure to GIT would be useful), TeamCity
Ref: J000243
Position: C# ASP.NET WebDeveloper
Industry: Media
Location: West Sussex, RH16
Salary: D.O.E + 29 Days holiday & Benefits
Must Have: C#, ASP.Net, SQL, HTML, CSS, Javascript, AJAX
Nice to Have: Agile, SCRUM, TDDD, DDD
Ref: J000244
Position: C# ASP.NET MVC Developer (multiples vacancies)
Industry: Media &; Ecommerce
Location: London, EC2
Salary: Various Levels, D.O.E
Must Have: C# OR VB.NET, ASP.NET MVC, Javscript AJAX, JQuery, NUnit, Nhibernate
Nice to Have: Ruby, Pair Programming, TDD/BDD, Refactoring, Continuous Delivery Windsor, StructureMap, OpenRasta, RhinoMocks, ReSharper, NDepend Cucumber, RSpec, Rake, Selenium, Watir, Git, Subversion, SQL, Solr/Lucene, TeamCity
Ref: J000245
Position: ASP.NET Web Developer
Location: London, EC1
Salary: £30-45K
Technology:
C# ASP.NET Microsoft .NET framework version 1.1/2.0/3.0/3.5, HTML/XHTML/JavaScript/AJAX/JQuery/CSS, Visual Studio 2005/2008, SQL 2005/2008,XML, ASP.NET MVC
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