Is your dream to be an international playboy, top footballer, supermodel or successful pop star? According to Glassdoor, the best jobs in reality are much less exciting.
Their list, based on career opportunities, potential salary, and the number of job openings, is the über-normal 'marketing manager'. Sounding even less likely to be the role everyone desires, Glassdoor lists 'finance director' at number two.

Perhaps the most manual role featured in their top ten is at number three: 'mechanical engineer'. Here's the rest:

4. Sales manager
5. Business analyst
6. IT manager
7. Civil engineer
8. Product manager
9. Lawyer
10. Software engineer

YouGov conducted similar research, with interesting results. From their survey, the top three jobs most coveted by the UK population are: 1) author (60%); 2) librarian (54%); and an academic (51%). It would seem from this that the majority of us are book lovers, or we're certainly keen to continually learn. Correlation between YouGov's poll and Glassdoor's findings shows that 'lawyer' is the only role to appear in both top ten lists.

Gender stereotypes were more likely to be confirmed than diminished in YouGov's survey – men were more likely to aspire to be astronauts and train drivers than interior designers or librarians, the latter preferred predominantly by women.

As to what makes 'the best job' has been the subject of various studies. One theory suggests that there are three separate elements that, when combined, make a role particularly covetable.

1) Matches our skills: The best roles are those that we're confident we can carry out, but which also challenge us at the same time.
2) Makes a difference: We don't have to be working for Greenpeace to believe we're having some sort of impact. Believing that what we do, day to day, is valued, is crucial.
3) Palatable colleagues: Working for a boss that we respect, and with colleagues we like, makes any job more enjoyable. A good environment makes for happier employees.

So there you have it. No water-slide testers or sex toy quality controllers in sight. Though many of us may feel a slight mood dip each Monday morning, it's quite possible that we're already working in our 'dream job'.

Fast Recruitment Websites is rapidly becoming the UK's leading low-cost recruitment website supplier. For a no obligation informal chat about your website design needs, contact us on 01302 288591 or info@fastrecruitmentwebsites.co.uk.

A new survey from finance company Pay4Later has shown that 23% of the population are not just looking to change their company, but to change their job altogether, through retraining. A huge number, particularly when you realise this represents 10.9 million people.

The commitment from those looking to learn new skills and take control of their career was high, with over half prepared to fund any associated costs themselves.

The sector within which most were hoping to retrain was healthcare, with some 22% of health workers surveyed – representing 2.34 million – planning such a move within the next three years. Compare that with employees from the beauty industry – only 2%, 229,000, felt that they wanted a complete change.

Education was another prominent sector; 18% of teaching staff plan to retrain, whilst 12% of those working in the financial sector are keen to do the same.

Geographically, it's perhaps no surprise to learn that 38% of Londoners crave new skills and different opportunities. Those living in Wales, according to the survey, appeared to be the most settled, with only 16% looking at retraining opportunities.

Looking at the ages of those making plans to retrain, 18-24 year olds were the most likely, with just under half of those interviewed planning a new career in a different industry. We could assume that this is down to the career longevity this age group has before them, compared with older employees more likely to be constrained by such as financial responsibilities that demand consistency and stability. However, considering 39% of 35-44 year olds also stated plans to retrain, this doesn't seem to be the case.

It isn't always job progression that sees people retrain, some employees swap roles/industries to gain a better work/life balance, or for the chance to alter their working pattern – to work from home, for example. Whatever the reason, as an agency, gathering information that details all suitable retraining opportunities and facilities in your locality will further help you steer your candidates in their next move.

Fast Recruitment Websites build high quality websites for UK recruitment agencies without the inflated price tag. We specialise in helping start-up agencies get online fast, and established agencies to enjoy the benefits of a professional site without the need for excessive capital investment. Call us on 01302 288591 or email us via info@fastrecruitmentwebsites.co.uk.

Source: http://www.onrec.com/news/statistics-and-trends/to-109-million-people-plan-to-retrain-for-new-jobs

There are some that say the economy is still shaky, and others – mostly politicians – that tell us the economy is definitely on the up. Stability is increasing, jobs are everywhere, business is booming, so they say. So does this mean that one subject firmly 'parked' for almost a decade will finally be back on the table?

Pay rises are rarely expected in today's market. But new research shows that, currently, one in three workers would consider moving jobs if a pay increase wasn't somewhere to be found on the horizon.

A report by Glassdoor reveals that 39% of those surveyed will look for a new job if they don't receive an increase in their pay within the next year, which equates to approximately 12 million people. With statistics quoting the average cost of a vacancy as £30,000, that's one heck of a headache for employers – surely, facing such an outlay for replacing these members of staff, a fair and conservative increment seems like a good business move?

How much is 'fair'?

What an employee expects and what their employer can afford to pay, or will consider paying, could be poles apart. Glassdoor showed that 48% of survey participants expect a rise of 2% or less. Perhaps that will stop those at the top of organisations from breaking out into a nervous sweat, and see them convinced instead that a pay rise could be a good thing. Not least for employee engagement and retention, but also when it comes to their competition, who could benefit from your mass exodus of staff heading for more lush pastures.

Recruiters would also benefit if a third of all workforces suddenly upped sticks in the hope of a fairer deal. Though it's been proven that pay is only one of the reasons someone would be attracted to a job, it seems like recruiters should brace themselves for it to be a hot topic with candidates fed up with no increases year on year whilst fighting the rising cost of living. Job satisfaction is all well and good, but it doesn't pay the bills. One compromise is extra benefits, such as healthcare packages and company cars; remote or flexible working, for example.

One last significant finding from the Glassdoor report concerned redundancy, with 35% of those surveyed feeling this was a threat not yet put to bed in our improving economy. It appears there's little foundation for such fears, however, given that fewer bosses have communicated that redundancies are possible, and the actual number of people being made redundant dropping.

Recruiters may see a rise in vacancies, balanced against an equal rise in the number of people looking for work. Their challenge is, if someone has left because a pay rise wasn't on the cards, how will the next candidate - who may have also 'walked' because he/she didn't see the increment they felt they deserved in their previous position – find what they seek in the new organisation?

Fast Recruitment Websites help recruitment agencies attract the best talent and clients with their attractive, functional, fit-for-purpose, affordable websites. Call 01302 288591 for an informal chat about your requirements, or email us at info@fastrecruitmentwebsites.com.

There are so many avenues and platforms nowadays, that searching every niche, nook and cranny for top talent can be a very time-consuming job. Traditional methods could also be easily overlooked with today's tech-savvy candidates, which is all the more reason to be creative in your approach.

Here are some tips for creative recruitment:

Add another filter to your shortlisting: once you've whittled down your list, invite those shortlisted to an open group event. Not everyone will show up, which will help you determine those with more commitment towards the role. Invite current employees along to the same event and watch how the candidates interact with them, and where there's the most synergy. A face-to-face group situation also allows you to drill deeper into each candidate's background, experience and skills, much more than via a written C.V.

Traditional job fairs may not be the best place to find talent. Rather than waiting for the next wave of talent to come to you, go and look at what's available in the marketplace. Social events and places of leisure can be hotbeds for talent, and visiting local businesses gives you a good idea of those looking for their next leg up and any undiscovered, exceptional talent. The same goes when online; don't just post an advert on traditional job boards, place them where your potential candidates hang out, such as relevant/niche forums.

Even social media platforms fluctuate in their popularity. Some recruiters are using Instagram, Snapchat, Flickr and Buzzfeed as a way of getting to the next generation of talent, rather than the more 'traditional' Facebook and Twitter. It's important, as a recruiter, to download these apps and know how to best use them before putting your creative strategy into practice, if you're looking to attract, not confuse potential candidates.

To attract talent already working in rival companies, you may have to use a completely different approach. Volkswagen distributed damaged cars to workshops across Germany, with a job advert on the underside of each vehicle, perfectly positioned for the mechanics tasked with mending the machines. A similarly creative initiative worked well for Quixey, a Silicon Valley startup similar to Facebook,

On the hunt for the country's top programmers. Their recruitment approach was to set a 60-second coding puzzle as part of a competition, alongside a cash prize. Not only did the winners get the cash, they were also headhunted by the firm, with many brought on board.

It doesn't matter which industry you're in, the best companies are those that adapt. If the best talent has already been snapped up, posting adverts on job boards is a redundant move if they're not actively looking for a job, as are job fairs and similar events. Moving your target elsewhere doesn't mean you can't still strike a direct hit, but you do have to know where your audience hangs out.

Contact Fast Recruitment Websites on 01302 288591, or email us at info@fastrecruitmentwebsites.com.

Original articles: http://www.social-hire.com/social-recruiting-advice/5091/five-creative-ways-to-improve-your-recruiting-strategy; http://blog.seed.jobs/2014/07/13-creative-recruitment-campaigns/

Introducing Cloud Applications (Dropbox, Google Drive, OneDrive)

We are very proud to announce a major improvement to our mobile device job application process.

Over recent years, there has been huge growth in the popularity of cloud storage solutions like Dropbox and Google Drive combined with a massive increase in mobile browsing (on phones, tablets etc.).

This has created a job market where candidates expect to be able to apply for jobs on any device at any time, whether they have their CV saved on that device or not.

Historically, when applying for jobs on iphones or ipads for example, candidates could not attach their CV so had to send themselves a reminder to apply later from a PC or other device.

To tackle this problem, we have developed a tool that allows candidates to connect to their cloud service, attach their CV and apply from any device, at any time. This revolutionary tool has been validated by the major cloud service providers and is now offered as standard on all our recruitment websites.

So if you are looking for a new recruitment website that offers true mobile device applications from a trusted specialist, contact us today!

There are few businesses nowadays that can afford not to have a functional, attractive mobile

option complimenting their main website. The majority of us nowadays use our smartphones to

access the internet, so it's not surprising that initial searches for job vacancies take place on a mobile

phone. Statistics shows that 40% of job-hunting is carried out on a mobile, which exceeds that of

desktops PCs and laptops. The use of tablets has also increased exponentially; it's imperative your

site/pages look good across all sizes of screen.

Our attention spans are increasingly narrowing; if we haven't found the answer we're looking for

within a couple of seconds we look elsewhere, which makes a mobile site's navigation and

functionality paramount.

Given the competition between recruitment agencies, speed is also a benefit. That an agent can

liaise directly and instantly with applicants once a vacancy appears is one benefit, but mobility also

helps if the candidate in question is at work and discussion about their needs is difficult. When

surveyed, candidates cited convenience as the main reason they'd access an agency's site on a

mobile, with privacy and freedom close behind.

The need to offer an integrated service, with social media platforms a feature, appears to be

requisite for today's job-hunters. According to Indeed Web Based Recruitment, traffic levels to

agencies from mobiles can be as much as 30%. Without a mobile option, therefore, you're

effectively losing out on a third more business.

Engagement is key, and reports have shown that visitors can often drop off a website or click away

because they're not engaged with the content. A recent survey showed that all candidates expect

from a mobile site are brief details of the job on offer and who to call if they want to register their

interest. User experience and accessibility are crucial, which is where we come in: we can help you

see your business' digital touch points through the eyes of your clients and candidates.

Mobile design is crucial, to ensure the layout of your site on smaller screens is effective and lucid.

Simplicity is key, it's not the time to overload the user with reams of information. A clear vision of all

your sites and platforms, and how they work in conjunction with each other, is the first step.

To discuss how our responsive designs work on all mobile devices, and can help your business,

contact us for a free, no obligation chat on 01302 288591, or contact us via

info@fastrecruitmentwebsites.com.

We’re living in the age of equality; women are breaking the glass ceiling and sitting in boardrooms

more and more. But, according to new research from Technojobs, they’re not so enamoured with

the digital industry, as figures show only 1 in 20 applicants for vacancies in IT are female.

2013 statistics show that there were 176,000 female IT professionals, compared with 953,000 men.

When surveyed, women claimed the industry does little to lure them in, with its image as a male-

dominated industry. A vicious circle, perhaps. We all know of Steve Jobs and Bill Gates – perhaps a

contributory factor is that there are so few female role models in the industry, which does little to

encourage women’s interest in technological positions.

Given that technology is one of the fastest growing global industries, there’s no doubt such an

approach is wrong. Women use technology as widely as men, so surely the ongoing development of

IT products would benefit from a female perspective? IT support fares even worse, with only 10% of

the support staff workforce being women.

The education system has been cited as another hurdle for females to combat; poor support and a

lack of information seem to be all that’s on offer when women show interest in technology and the

digital industry. However, other sources refute this claim, saying that education can no longer be

used as an excuse. A recent study by Catalyst showed that a good proportion of women are

graduating with technical degrees, yet the industry fails to appeal from that point onwards.

The report suggests a gender gap rears its head from the very start of a woman’s career in IT, with

pay and positions affected as a result. Being in an entry-level position is why 53% of women leave

the industry. This is compounded by the feeling they’re the ‘outsider’ when working on projects and

in teams – 75% of women feel ostracised, compared with only 17% of men.

Suggestions to combat this include mentoring programmes and sponsorship for women towards

higher positions. Irrespective of gender, having so many people leaving the industry at the outset

affects the whole bottom line; pretending the issue doesn’t exist is costly.

Do your IT vacancies appeal to both genders? Would you like feedback on other aspects of your site?

Contact Fast Recruitment Websites for a free, no obligation chat on 01302 288591 or email us at

info@fastrecruitmentwebsites.com.

It appears there's currently no quick turnover in the recruitment industry, given the findings of research recently released. The same survey went on to report that 27% of positions remain open for three months until they're no longer vacant.

The downside is not just extra recruitment manpower that these vacancies require before they're taken, compared to openings that are filled quickly, but also the wider impact 'empty desks' have. Jobs that take more than a month to attract a successful candidate represent a combined loss of more than £18bn per year.

So, what's the reason for such drawn-out job openings? A lack of skilled staff? No impetus to recruit in a still-shaky economy? No clear strategy when it comes to recruiting the right person for the role? Though it's been a while since there's been an abundance of jobs and fewer people seeking them, is this any more favourable a predicament?

Losing £18bn a year may make UK businesses realise the importance of effective, efficient recruitment. For recruitment agencies, getting the right candidate for the right vacancy is perhaps more prevalent, in light of the financial black hole any role contributes to if not filled quickly, or if the job and applicant are a poor match; the wider impact affects us all.

Different industries reported more 'empty desks' than others, with the wholesale and retail sector being the most notorious for unfilled vacancies. Indeed SVP Paul D'Arcy commented, "For today's job seekers, these are positive conditions, however, at around £18 billion per year, the cost of unfilled roles should serve as a wake-up call to UK businesses developing recruitment strategies in a post-recession environment."

This should signify an opportunity for forward thinking, strategic agencies – particularly those that can offer a proven track record for timely take-up of roles by perfect candidates.

Fast Recruitment Websites deliver attractive, clear, functional websites to their clients, which help attract the right calibre of candidate. For more information regarding how they can help your recruitment agency, contact 01302 288591.

Following the change in legislation to give all employees the right to ask for flexible working, and considering the surge of self-employed entrepreneurs launching their own companies, is there anyone still working 9-5?

There can be a multitude of reasons why people want to work outside what we consider 'traditional hours', and given that technology supports such flexibility, is there any reason why they should conform to what could be argued as outdated working patterns?

Devices and applications are always ready to work 24/7, and only a small corner is needed to facilitate output; can flexible working be the future?

People Per Hour founder, Xenios Thrasyvoulou, suggests another plus – that employers could gauge a candidate's skill and worth by trialling them on an ad-hoc basis. And another benefit of such flexibility is that it often doesn't warrant formal contracts, or the payment of legislative benefits, like holiday pay, etc.

But just because an employee asks to work flexibly doesn't mean they'll have their wish granted. Perhaps it wouldn't suit how the business operates – whatever the reasoning behind rejecting such requests, there's no denying flexible working is becoming ingrained in our society. According to The Timewise Foundation, the potential market for this sort of work is huge: the number of full-time workers who say they would like a more flexible job stands at around 8.7million.

Though temporary opportunities are part of most recruitment agencies' strategies, can they also offer their clients support with ad-hoc, 'hyper flexible' opportunities? Being able to assemble a skilled team for specific projects could be a lucrative service, but the operational challenges to deliver such a solution may counteract financial benefit.

Gabe Miano, vice president of product management at OnForce predicts that the interest and need for freelance, ad-hoc or flexible workers will grow over the coming year, and so will the competition for suitable roles. Employers win out, as they will have more choice; and recruitment agencies should also benefit if they choose to help their clients whittle the wheat from the chaff, so to speak. However, Gabe warns, "they mustn't lose sight of the bigger picture."

Open all hours? As long as it's 'open for business', should the hours a business' employees work actually matter that much? Does your agency support this flexible trend, or ignore it completely?

Fast Recruitment Websites help their clients stand out from the crowd in today's challenging marketplace. Call us on 01302 288591 for an informal evaluation of your current recruitment website.

According to WCN, the e-Recruitment software provider, following a recent seminar, good communication is one thing that's thought to be lacking in the recruitment industry.

A mismatch of information and miscommunication between recruiter and line manager/HR personnel can result in an inaccurate job listing. Like a snowball rolling down a hill, the issue compounds from there: from the misleading advert comes unqualified and unsuitable applicants, then unsound hiring decisions – as it's often after candidates are hired that their ill-fitting competencies are exposed.

The downsides, of course, affect the client company, in time wasted and further cost to find the best-suited applicant; to the original candidate, who has to return to job-hunting with a brief 'blip' on their CV, and also to the recruitment agency, whose reputation is slightly tarred from the experience.

Obtaining the correct job definition from the outset can be challenging if the line manager finds it difficult to articulate the role's responsibilities. Competencies are a better alternative, says Sandra Walton, Senior Consultant from the ECC, as 'they can be quickly reviewed to see if the candidate is developing.'

Kirstie Kelly, Director of Sales and Marketing at LaunchPad Recruits, thinks video should be utilised more. 'Statistics show that video is 60,000 times more engaging than other communication methods, making it a vital tool for any organisation looking to recruit. With an average of 23 candidates applying for every role, video screening helps to improve the calibre of candidate advancing to further assessments, and reduces costs by up to 24%.'

Should a mismatch situation arise, redeployment of the inappropriate candidate was another solution mentioned, one which would benefit all parties in the long-term. For instance, WCN found internal hires performed better in the first 6-12 months than external hires.

It's clear that drilling-down towards the role's specifications, responsibilities and competencies is crucial. A mixed-message or unclear job description has ramifications that snowball if left unchallenged.

Mixed messages also cause problems when you market your business. Your website reflects your brand and your own competency as a recruitment partner. Is it serving you well?

Fast Recruitment Websites specialise in the design of websites for companies just like yours; call us for an evaluation of your site, with no obligation, on 01302 288591.

Is your dream to be an international playboy, top footballer, supermodel or successful pop star? According to Glassdoor, the best jobs in reality are much less exciting.
Their list, based on career opportunities, potential salary, and the number of job openings, is the über-normal 'marketing manager'. Sounding even less likely to be the role everyone desires, Glassdoor lists 'finance director' at number two.

Perhaps the most manual role featured in their top ten is at number three: 'mechanical engineer'. Here's the rest:

4. Sales manager
5. Business analyst
6. IT manager
7. Civil engineer
8. Product manager
9. Lawyer
10. Software engineer

YouGov conducted similar research, with interesting results. From their survey, the top three jobs most coveted by the UK population are: 1) author (60%); 2) librarian (54%); and an academic (51%). It would seem from this that the majority of us are book lovers, or we're certainly keen to continually learn. Correlation between YouGov's poll and Glassdoor's findings shows that 'lawyer' is the only role to appear in both top ten lists.

Gender stereotypes were more likely to be confirmed than diminished in YouGov's survey – men were more likely to aspire to be astronauts and train drivers than interior designers or librarians, the latter preferred predominantly by women.

As to what makes 'the best job' has been the subject of various studies. One theory suggests that there are three separate elements that, when combined, make a role particularly covetable.

1) Matches our skills: The best roles are those that we're confident we can carry out, but which also challenge us at the same time.
2) Makes a difference: We don't have to be working for Greenpeace to believe we're having some sort of impact. Believing that what we do, day to day, is valued, is crucial.
3) Palatable colleagues: Working for a boss that we respect, and with colleagues we like, makes any job more enjoyable. A good environment makes for happier employees.

So there you have it. No water-slide testers or sex toy quality controllers in sight. Though many of us may feel a slight mood dip each Monday morning, it's quite possible that we're already working in our 'dream job'.

Fast Recruitment Websites is rapidly becoming the UK's leading low-cost recruitment website supplier. For a no obligation informal chat about your website design needs, contact us on 01302 288591 or info@fastrecruitmentwebsites.co.uk.

A new survey from finance company Pay4Later has shown that 23% of the population are not just looking to change their company, but to change their job altogether, through retraining. A huge number, particularly when you realise this represents 10.9 million people.

The commitment from those looking to learn new skills and take control of their career was high, with over half prepared to fund any associated costs themselves.

The sector within which most were hoping to retrain was healthcare, with some 22% of health workers surveyed – representing 2.34 million – planning such a move within the next three years. Compare that with employees from the beauty industry – only 2%, 229,000, felt that they wanted a complete change.

Education was another prominent sector; 18% of teaching staff plan to retrain, whilst 12% of those working in the financial sector are keen to do the same.

Geographically, it's perhaps no surprise to learn that 38% of Londoners crave new skills and different opportunities. Those living in Wales, according to the survey, appeared to be the most settled, with only 16% looking at retraining opportunities.

Looking at the ages of those making plans to retrain, 18-24 year olds were the most likely, with just under half of those interviewed planning a new career in a different industry. We could assume that this is down to the career longevity this age group has before them, compared with older employees more likely to be constrained by such as financial responsibilities that demand consistency and stability. However, considering 39% of 35-44 year olds also stated plans to retrain, this doesn't seem to be the case.

It isn't always job progression that sees people retrain, some employees swap roles/industries to gain a better work/life balance, or for the chance to alter their working pattern – to work from home, for example. Whatever the reason, as an agency, gathering information that details all suitable retraining opportunities and facilities in your locality will further help you steer your candidates in their next move.

Fast Recruitment Websites build high quality websites for UK recruitment agencies without the inflated price tag. We specialise in helping start-up agencies get online fast, and established agencies to enjoy the benefits of a professional site without the need for excessive capital investment. Call us on 01302 288591 or email us via info@fastrecruitmentwebsites.co.uk.

Source: http://www.onrec.com/news/statistics-and-trends/to-109-million-people-plan-to-retrain-for-new-jobs

There are some that say the economy is still shaky, and others – mostly politicians – that tell us the economy is definitely on the up. Stability is increasing, jobs are everywhere, business is booming, so they say. So does this mean that one subject firmly 'parked' for almost a decade will finally be back on the table?

Pay rises are rarely expected in today's market. But new research shows that, currently, one in three workers would consider moving jobs if a pay increase wasn't somewhere to be found on the horizon.

A report by Glassdoor reveals that 39% of those surveyed will look for a new job if they don't receive an increase in their pay within the next year, which equates to approximately 12 million people. With statistics quoting the average cost of a vacancy as £30,000, that's one heck of a headache for employers – surely, facing such an outlay for replacing these members of staff, a fair and conservative increment seems like a good business move?

How much is 'fair'?

What an employee expects and what their employer can afford to pay, or will consider paying, could be poles apart. Glassdoor showed that 48% of survey participants expect a rise of 2% or less. Perhaps that will stop those at the top of organisations from breaking out into a nervous sweat, and see them convinced instead that a pay rise could be a good thing. Not least for employee engagement and retention, but also when it comes to their competition, who could benefit from your mass exodus of staff heading for more lush pastures.

Recruiters would also benefit if a third of all workforces suddenly upped sticks in the hope of a fairer deal. Though it's been proven that pay is only one of the reasons someone would be attracted to a job, it seems like recruiters should brace themselves for it to be a hot topic with candidates fed up with no increases year on year whilst fighting the rising cost of living. Job satisfaction is all well and good, but it doesn't pay the bills. One compromise is extra benefits, such as healthcare packages and company cars; remote or flexible working, for example.

One last significant finding from the Glassdoor report concerned redundancy, with 35% of those surveyed feeling this was a threat not yet put to bed in our improving economy. It appears there's little foundation for such fears, however, given that fewer bosses have communicated that redundancies are possible, and the actual number of people being made redundant dropping.

Recruiters may see a rise in vacancies, balanced against an equal rise in the number of people looking for work. Their challenge is, if someone has left because a pay rise wasn't on the cards, how will the next candidate - who may have also 'walked' because he/she didn't see the increment they felt they deserved in their previous position – find what they seek in the new organisation?

Fast Recruitment Websites help recruitment agencies attract the best talent and clients with their attractive, functional, fit-for-purpose, affordable websites. Call 01302 288591 for an informal chat about your requirements, or email us at info@fastrecruitmentwebsites.com.

There are so many avenues and platforms nowadays, that searching every niche, nook and cranny for top talent can be a very time-consuming job. Traditional methods could also be easily overlooked with today's tech-savvy candidates, which is all the more reason to be creative in your approach.

Here are some tips for creative recruitment:

Add another filter to your shortlisting: once you've whittled down your list, invite those shortlisted to an open group event. Not everyone will show up, which will help you determine those with more commitment towards the role. Invite current employees along to the same event and watch how the candidates interact with them, and where there's the most synergy. A face-to-face group situation also allows you to drill deeper into each candidate's background, experience and skills, much more than via a written C.V.

Traditional job fairs may not be the best place to find talent. Rather than waiting for the next wave of talent to come to you, go and look at what's available in the marketplace. Social events and places of leisure can be hotbeds for talent, and visiting local businesses gives you a good idea of those looking for their next leg up and any undiscovered, exceptional talent. The same goes when online; don't just post an advert on traditional job boards, place them where your potential candidates hang out, such as relevant/niche forums.

Even social media platforms fluctuate in their popularity. Some recruiters are using Instagram, Snapchat, Flickr and Buzzfeed as a way of getting to the next generation of talent, rather than the more 'traditional' Facebook and Twitter. It's important, as a recruiter, to download these apps and know how to best use them before putting your creative strategy into practice, if you're looking to attract, not confuse potential candidates.

To attract talent already working in rival companies, you may have to use a completely different approach. Volkswagen distributed damaged cars to workshops across Germany, with a job advert on the underside of each vehicle, perfectly positioned for the mechanics tasked with mending the machines. A similarly creative initiative worked well for Quixey, a Silicon Valley startup similar to Facebook,

On the hunt for the country's top programmers. Their recruitment approach was to set a 60-second coding puzzle as part of a competition, alongside a cash prize. Not only did the winners get the cash, they were also headhunted by the firm, with many brought on board.

It doesn't matter which industry you're in, the best companies are those that adapt. If the best talent has already been snapped up, posting adverts on job boards is a redundant move if they're not actively looking for a job, as are job fairs and similar events. Moving your target elsewhere doesn't mean you can't still strike a direct hit, but you do have to know where your audience hangs out.

Contact Fast Recruitment Websites on 01302 288591, or email us at info@fastrecruitmentwebsites.com.

Original articles: http://www.social-hire.com/social-recruiting-advice/5091/five-creative-ways-to-improve-your-recruiting-strategy; http://blog.seed.jobs/2014/07/13-creative-recruitment-campaigns/

Introducing Cloud Applications (Dropbox, Google Drive, OneDrive)

We are very proud to announce a major improvement to our mobile device job application process.

Over recent years, there has been huge growth in the popularity of cloud storage solutions like Dropbox and Google Drive combined with a massive increase in mobile browsing (on phones, tablets etc.).

This has created a job market where candidates expect to be able to apply for jobs on any device at any time, whether they have their CV saved on that device or not.

Historically, when applying for jobs on iphones or ipads for example, candidates could not attach their CV so had to send themselves a reminder to apply later from a PC or other device.

To tackle this problem, we have developed a tool that allows candidates to connect to their cloud service, attach their CV and apply from any device, at any time. This revolutionary tool has been validated by the major cloud service providers and is now offered as standard on all our recruitment websites.

So if you are looking for a new recruitment website that offers true mobile device applications from a trusted specialist, contact us today!

There are few businesses nowadays that can afford not to have a functional, attractive mobile

option complimenting their main website. The majority of us nowadays use our smartphones to

access the internet, so it's not surprising that initial searches for job vacancies take place on a mobile

phone. Statistics shows that 40% of job-hunting is carried out on a mobile, which exceeds that of

desktops PCs and laptops. The use of tablets has also increased exponentially; it's imperative your

site/pages look good across all sizes of screen.

Our attention spans are increasingly narrowing; if we haven't found the answer we're looking for

within a couple of seconds we look elsewhere, which makes a mobile site's navigation and

functionality paramount.

Given the competition between recruitment agencies, speed is also a benefit. That an agent can

liaise directly and instantly with applicants once a vacancy appears is one benefit, but mobility also

helps if the candidate in question is at work and discussion about their needs is difficult. When

surveyed, candidates cited convenience as the main reason they'd access an agency's site on a

mobile, with privacy and freedom close behind.

The need to offer an integrated service, with social media platforms a feature, appears to be

requisite for today's job-hunters. According to Indeed Web Based Recruitment, traffic levels to

agencies from mobiles can be as much as 30%. Without a mobile option, therefore, you're

effectively losing out on a third more business.

Engagement is key, and reports have shown that visitors can often drop off a website or click away

because they're not engaged with the content. A recent survey showed that all candidates expect

from a mobile site are brief details of the job on offer and who to call if they want to register their

interest. User experience and accessibility are crucial, which is where we come in: we can help you

see your business' digital touch points through the eyes of your clients and candidates.

Mobile design is crucial, to ensure the layout of your site on smaller screens is effective and lucid.

Simplicity is key, it's not the time to overload the user with reams of information. A clear vision of all

your sites and platforms, and how they work in conjunction with each other, is the first step.

To discuss how our responsive designs work on all mobile devices, and can help your business,

contact us for a free, no obligation chat on 01302 288591, or contact us via

info@fastrecruitmentwebsites.com.

We’re living in the age of equality; women are breaking the glass ceiling and sitting in boardrooms

more and more. But, according to new research from Technojobs, they’re not so enamoured with

the digital industry, as figures show only 1 in 20 applicants for vacancies in IT are female.

2013 statistics show that there were 176,000 female IT professionals, compared with 953,000 men.

When surveyed, women claimed the industry does little to lure them in, with its image as a male-

dominated industry. A vicious circle, perhaps. We all know of Steve Jobs and Bill Gates – perhaps a

contributory factor is that there are so few female role models in the industry, which does little to

encourage women’s interest in technological positions.

Given that technology is one of the fastest growing global industries, there’s no doubt such an

approach is wrong. Women use technology as widely as men, so surely the ongoing development of

IT products would benefit from a female perspective? IT support fares even worse, with only 10% of

the support staff workforce being women.

The education system has been cited as another hurdle for females to combat; poor support and a

lack of information seem to be all that’s on offer when women show interest in technology and the

digital industry. However, other sources refute this claim, saying that education can no longer be

used as an excuse. A recent study by Catalyst showed that a good proportion of women are

graduating with technical degrees, yet the industry fails to appeal from that point onwards.

The report suggests a gender gap rears its head from the very start of a woman’s career in IT, with

pay and positions affected as a result. Being in an entry-level position is why 53% of women leave

the industry. This is compounded by the feeling they’re the ‘outsider’ when working on projects and

in teams – 75% of women feel ostracised, compared with only 17% of men.

Suggestions to combat this include mentoring programmes and sponsorship for women towards

higher positions. Irrespective of gender, having so many people leaving the industry at the outset

affects the whole bottom line; pretending the issue doesn’t exist is costly.

Do your IT vacancies appeal to both genders? Would you like feedback on other aspects of your site?

Contact Fast Recruitment Websites for a free, no obligation chat on 01302 288591 or email us at

info@fastrecruitmentwebsites.com.

It appears there's currently no quick turnover in the recruitment industry, given the findings of research recently released. The same survey went on to report that 27% of positions remain open for three months until they're no longer vacant.

The downside is not just extra recruitment manpower that these vacancies require before they're taken, compared to openings that are filled quickly, but also the wider impact 'empty desks' have. Jobs that take more than a month to attract a successful candidate represent a combined loss of more than £18bn per year.

So, what's the reason for such drawn-out job openings? A lack of skilled staff? No impetus to recruit in a still-shaky economy? No clear strategy when it comes to recruiting the right person for the role? Though it's been a while since there's been an abundance of jobs and fewer people seeking them, is this any more favourable a predicament?

Losing £18bn a year may make UK businesses realise the importance of effective, efficient recruitment. For recruitment agencies, getting the right candidate for the right vacancy is perhaps more prevalent, in light of the financial black hole any role contributes to if not filled quickly, or if the job and applicant are a poor match; the wider impact affects us all.

Different industries reported more 'empty desks' than others, with the wholesale and retail sector being the most notorious for unfilled vacancies. Indeed SVP Paul D'Arcy commented, "For today's job seekers, these are positive conditions, however, at around £18 billion per year, the cost of unfilled roles should serve as a wake-up call to UK businesses developing recruitment strategies in a post-recession environment."

This should signify an opportunity for forward thinking, strategic agencies – particularly those that can offer a proven track record for timely take-up of roles by perfect candidates.

Fast Recruitment Websites deliver attractive, clear, functional websites to their clients, which help attract the right calibre of candidate. For more information regarding how they can help your recruitment agency, contact 01302 288591.

Following the change in legislation to give all employees the right to ask for flexible working, and considering the surge of self-employed entrepreneurs launching their own companies, is there anyone still working 9-5?

There can be a multitude of reasons why people want to work outside what we consider 'traditional hours', and given that technology supports such flexibility, is there any reason why they should conform to what could be argued as outdated working patterns?

Devices and applications are always ready to work 24/7, and only a small corner is needed to facilitate output; can flexible working be the future?

People Per Hour founder, Xenios Thrasyvoulou, suggests another plus – that employers could gauge a candidate's skill and worth by trialling them on an ad-hoc basis. And another benefit of such flexibility is that it often doesn't warrant formal contracts, or the payment of legislative benefits, like holiday pay, etc.

But just because an employee asks to work flexibly doesn't mean they'll have their wish granted. Perhaps it wouldn't suit how the business operates – whatever the reasoning behind rejecting such requests, there's no denying flexible working is becoming ingrained in our society. According to The Timewise Foundation, the potential market for this sort of work is huge: the number of full-time workers who say they would like a more flexible job stands at around 8.7million.

Though temporary opportunities are part of most recruitment agencies' strategies, can they also offer their clients support with ad-hoc, 'hyper flexible' opportunities? Being able to assemble a skilled team for specific projects could be a lucrative service, but the operational challenges to deliver such a solution may counteract financial benefit.

Gabe Miano, vice president of product management at OnForce predicts that the interest and need for freelance, ad-hoc or flexible workers will grow over the coming year, and so will the competition for suitable roles. Employers win out, as they will have more choice; and recruitment agencies should also benefit if they choose to help their clients whittle the wheat from the chaff, so to speak. However, Gabe warns, "they mustn't lose sight of the bigger picture."

Open all hours? As long as it's 'open for business', should the hours a business' employees work actually matter that much? Does your agency support this flexible trend, or ignore it completely?

Fast Recruitment Websites help their clients stand out from the crowd in today's challenging marketplace. Call us on 01302 288591 for an informal evaluation of your current recruitment website.

According to WCN, the e-Recruitment software provider, following a recent seminar, good communication is one thing that's thought to be lacking in the recruitment industry.

A mismatch of information and miscommunication between recruiter and line manager/HR personnel can result in an inaccurate job listing. Like a snowball rolling down a hill, the issue compounds from there: from the misleading advert comes unqualified and unsuitable applicants, then unsound hiring decisions – as it's often after candidates are hired that their ill-fitting competencies are exposed.

The downsides, of course, affect the client company, in time wasted and further cost to find the best-suited applicant; to the original candidate, who has to return to job-hunting with a brief 'blip' on their CV, and also to the recruitment agency, whose reputation is slightly tarred from the experience.

Obtaining the correct job definition from the outset can be challenging if the line manager finds it difficult to articulate the role's responsibilities. Competencies are a better alternative, says Sandra Walton, Senior Consultant from the ECC, as 'they can be quickly reviewed to see if the candidate is developing.'

Kirstie Kelly, Director of Sales and Marketing at LaunchPad Recruits, thinks video should be utilised more. 'Statistics show that video is 60,000 times more engaging than other communication methods, making it a vital tool for any organisation looking to recruit. With an average of 23 candidates applying for every role, video screening helps to improve the calibre of candidate advancing to further assessments, and reduces costs by up to 24%.'

Should a mismatch situation arise, redeployment of the inappropriate candidate was another solution mentioned, one which would benefit all parties in the long-term. For instance, WCN found internal hires performed better in the first 6-12 months than external hires.

It's clear that drilling-down towards the role's specifications, responsibilities and competencies is crucial. A mixed-message or unclear job description has ramifications that snowball if left unchallenged.

Mixed messages also cause problems when you market your business. Your website reflects your brand and your own competency as a recruitment partner. Is it serving you well?

Fast Recruitment Websites specialise in the design of websites for companies just like yours; call us for an evaluation of your site, with no obligation, on 01302 288591.

Is your dream to be an international playboy, top footballer, supermodel or successful pop star? According to Glassdoor, the best jobs in reality are much less exciting.
Their list, based on career opportunities, potential salary, and the number of job openings, is the über-normal 'marketing manager'. Sounding even less likely to be the role everyone desires, Glassdoor lists 'finance director' at number two.

Perhaps the most manual role featured in their top ten is at number three: 'mechanical engineer'. Here's the rest:

4. Sales manager
5. Business analyst
6. IT manager
7. Civil engineer
8. Product manager
9. Lawyer
10. Software engineer

YouGov conducted similar research, with interesting results. From their survey, the top three jobs most coveted by the UK population are: 1) author (60%); 2) librarian (54%); and an academic (51%). It would seem from this that the majority of us are book lovers, or we're certainly keen to continually learn. Correlation between YouGov's poll and Glassdoor's findings shows that 'lawyer' is the only role to appear in both top ten lists.

Gender stereotypes were more likely to be confirmed than diminished in YouGov's survey – men were more likely to aspire to be astronauts and train drivers than interior designers or librarians, the latter preferred predominantly by women.

As to what makes 'the best job' has been the subject of various studies. One theory suggests that there are three separate elements that, when combined, make a role particularly covetable.

1) Matches our skills: The best roles are those that we're confident we can carry out, but which also challenge us at the same time.
2) Makes a difference: We don't have to be working for Greenpeace to believe we're having some sort of impact. Believing that what we do, day to day, is valued, is crucial.
3) Palatable colleagues: Working for a boss that we respect, and with colleagues we like, makes any job more enjoyable. A good environment makes for happier employees.

So there you have it. No water-slide testers or sex toy quality controllers in sight. Though many of us may feel a slight mood dip each Monday morning, it's quite possible that we're already working in our 'dream job'.

Fast Recruitment Websites is rapidly becoming the UK's leading low-cost recruitment website supplier. For a no obligation informal chat about your website design needs, contact us on 01302 288591 or info@fastrecruitmentwebsites.co.uk.

A new survey from finance company Pay4Later has shown that 23% of the population are not just looking to change their company, but to change their job altogether, through retraining. A huge number, particularly when you realise this represents 10.9 million people.

The commitment from those looking to learn new skills and take control of their career was high, with over half prepared to fund any associated costs themselves.

The sector within which most were hoping to retrain was healthcare, with some 22% of health workers surveyed – representing 2.34 million – planning such a move within the next three years. Compare that with employees from the beauty industry – only 2%, 229,000, felt that they wanted a complete change.

Education was another prominent sector; 18% of teaching staff plan to retrain, whilst 12% of those working in the financial sector are keen to do the same.

Geographically, it's perhaps no surprise to learn that 38% of Londoners crave new skills and different opportunities. Those living in Wales, according to the survey, appeared to be the most settled, with only 16% looking at retraining opportunities.

Looking at the ages of those making plans to retrain, 18-24 year olds were the most likely, with just under half of those interviewed planning a new career in a different industry. We could assume that this is down to the career longevity this age group has before them, compared with older employees more likely to be constrained by such as financial responsibilities that demand consistency and stability. However, considering 39% of 35-44 year olds also stated plans to retrain, this doesn't seem to be the case.

It isn't always job progression that sees people retrain, some employees swap roles/industries to gain a better work/life balance, or for the chance to alter their working pattern – to work from home, for example. Whatever the reason, as an agency, gathering information that details all suitable retraining opportunities and facilities in your locality will further help you steer your candidates in their next move.

Fast Recruitment Websites build high quality websites for UK recruitment agencies without the inflated price tag. We specialise in helping start-up agencies get online fast, and established agencies to enjoy the benefits of a professional site without the need for excessive capital investment. Call us on 01302 288591 or email us via info@fastrecruitmentwebsites.co.uk.

Source: http://www.onrec.com/news/statistics-and-trends/to-109-million-people-plan-to-retrain-for-new-jobs

There are some that say the economy is still shaky, and others – mostly politicians – that tell us the economy is definitely on the up. Stability is increasing, jobs are everywhere, business is booming, so they say. So does this mean that one subject firmly 'parked' for almost a decade will finally be back on the table?

Pay rises are rarely expected in today's market. But new research shows that, currently, one in three workers would consider moving jobs if a pay increase wasn't somewhere to be found on the horizon.

A report by Glassdoor reveals that 39% of those surveyed will look for a new job if they don't receive an increase in their pay within the next year, which equates to approximately 12 million people. With statistics quoting the average cost of a vacancy as £30,000, that's one heck of a headache for employers – surely, facing such an outlay for replacing these members of staff, a fair and conservative increment seems like a good business move?

How much is 'fair'?

What an employee expects and what their employer can afford to pay, or will consider paying, could be poles apart. Glassdoor showed that 48% of survey participants expect a rise of 2% or less. Perhaps that will stop those at the top of organisations from breaking out into a nervous sweat, and see them convinced instead that a pay rise could be a good thing. Not least for employee engagement and retention, but also when it comes to their competition, who could benefit from your mass exodus of staff heading for more lush pastures.

Recruiters would also benefit if a third of all workforces suddenly upped sticks in the hope of a fairer deal. Though it's been proven that pay is only one of the reasons someone would be attracted to a job, it seems like recruiters should brace themselves for it to be a hot topic with candidates fed up with no increases year on year whilst fighting the rising cost of living. Job satisfaction is all well and good, but it doesn't pay the bills. One compromise is extra benefits, such as healthcare packages and company cars; remote or flexible working, for example.

One last significant finding from the Glassdoor report concerned redundancy, with 35% of those surveyed feeling this was a threat not yet put to bed in our improving economy. It appears there's little foundation for such fears, however, given that fewer bosses have communicated that redundancies are possible, and the actual number of people being made redundant dropping.

Recruiters may see a rise in vacancies, balanced against an equal rise in the number of people looking for work. Their challenge is, if someone has left because a pay rise wasn't on the cards, how will the next candidate - who may have also 'walked' because he/she didn't see the increment they felt they deserved in their previous position – find what they seek in the new organisation?

Fast Recruitment Websites help recruitment agencies attract the best talent and clients with their attractive, functional, fit-for-purpose, affordable websites. Call 01302 288591 for an informal chat about your requirements, or email us at info@fastrecruitmentwebsites.com.

There are so many avenues and platforms nowadays, that searching every niche, nook and cranny for top talent can be a very time-consuming job. Traditional methods could also be easily overlooked with today's tech-savvy candidates, which is all the more reason to be creative in your approach.

Here are some tips for creative recruitment:

Add another filter to your shortlisting: once you've whittled down your list, invite those shortlisted to an open group event. Not everyone will show up, which will help you determine those with more commitment towards the role. Invite current employees along to the same event and watch how the candidates interact with them, and where there's the most synergy. A face-to-face group situation also allows you to drill deeper into each candidate's background, experience and skills, much more than via a written C.V.

Traditional job fairs may not be the best place to find talent. Rather than waiting for the next wave of talent to come to you, go and look at what's available in the marketplace. Social events and places of leisure can be hotbeds for talent, and visiting local businesses gives you a good idea of those looking for their next leg up and any undiscovered, exceptional talent. The same goes when online; don't just post an advert on traditional job boards, place them where your potential candidates hang out, such as relevant/niche forums.

Even social media platforms fluctuate in their popularity. Some recruiters are using Instagram, Snapchat, Flickr and Buzzfeed as a way of getting to the next generation of talent, rather than the more 'traditional' Facebook and Twitter. It's important, as a recruiter, to download these apps and know how to best use them before putting your creative strategy into practice, if you're looking to attract, not confuse potential candidates.

To attract talent already working in rival companies, you may have to use a completely different approach. Volkswagen distributed damaged cars to workshops across Germany, with a job advert on the underside of each vehicle, perfectly positioned for the mechanics tasked with mending the machines. A similarly creative initiative worked well for Quixey, a Silicon Valley startup similar to Facebook,

On the hunt for the country's top programmers. Their recruitment approach was to set a 60-second coding puzzle as part of a competition, alongside a cash prize. Not only did the winners get the cash, they were also headhunted by the firm, with many brought on board.

It doesn't matter which industry you're in, the best companies are those that adapt. If the best talent has already been snapped up, posting adverts on job boards is a redundant move if they're not actively looking for a job, as are job fairs and similar events. Moving your target elsewhere doesn't mean you can't still strike a direct hit, but you do have to know where your audience hangs out.

Contact Fast Recruitment Websites on 01302 288591, or email us at info@fastrecruitmentwebsites.com.

Original articles: http://www.social-hire.com/social-recruiting-advice/5091/five-creative-ways-to-improve-your-recruiting-strategy; http://blog.seed.jobs/2014/07/13-creative-recruitment-campaigns/

Introducing Cloud Applications (Dropbox, Google Drive, OneDrive)

We are very proud to announce a major improvement to our mobile device job application process.

Over recent years, there has been huge growth in the popularity of cloud storage solutions like Dropbox and Google Drive combined with a massive increase in mobile browsing (on phones, tablets etc.).

This has created a job market where candidates expect to be able to apply for jobs on any device at any time, whether they have their CV saved on that device or not.

Historically, when applying for jobs on iphones or ipads for example, candidates could not attach their CV so had to send themselves a reminder to apply later from a PC or other device.

To tackle this problem, we have developed a tool that allows candidates to connect to their cloud service, attach their CV and apply from any device, at any time. This revolutionary tool has been validated by the major cloud service providers and is now offered as standard on all our recruitment websites.

So if you are looking for a new recruitment website that offers true mobile device applications from a trusted specialist, contact us today!

There are few businesses nowadays that can afford not to have a functional, attractive mobile

option complimenting their main website. The majority of us nowadays use our smartphones to

access the internet, so it's not surprising that initial searches for job vacancies take place on a mobile

phone. Statistics shows that 40% of job-hunting is carried out on a mobile, which exceeds that of

desktops PCs and laptops. The use of tablets has also increased exponentially; it's imperative your

site/pages look good across all sizes of screen.

Our attention spans are increasingly narrowing; if we haven't found the answer we're looking for

within a couple of seconds we look elsewhere, which makes a mobile site's navigation and

functionality paramount.

Given the competition between recruitment agencies, speed is also a benefit. That an agent can

liaise directly and instantly with applicants once a vacancy appears is one benefit, but mobility also

helps if the candidate in question is at work and discussion about their needs is difficult. When

surveyed, candidates cited convenience as the main reason they'd access an agency's site on a

mobile, with privacy and freedom close behind.

The need to offer an integrated service, with social media platforms a feature, appears to be

requisite for today's job-hunters. According to Indeed Web Based Recruitment, traffic levels to

agencies from mobiles can be as much as 30%. Without a mobile option, therefore, you're

effectively losing out on a third more business.

Engagement is key, and reports have shown that visitors can often drop off a website or click away

because they're not engaged with the content. A recent survey showed that all candidates expect

from a mobile site are brief details of the job on offer and who to call if they want to register their

interest. User experience and accessibility are crucial, which is where we come in: we can help you

see your business' digital touch points through the eyes of your clients and candidates.

Mobile design is crucial, to ensure the layout of your site on smaller screens is effective and lucid.

Simplicity is key, it's not the time to overload the user with reams of information. A clear vision of all

your sites and platforms, and how they work in conjunction with each other, is the first step.

To discuss how our responsive designs work on all mobile devices, and can help your business,

contact us for a free, no obligation chat on 01302 288591, or contact us via

info@fastrecruitmentwebsites.com.

We’re living in the age of equality; women are breaking the glass ceiling and sitting in boardrooms

more and more. But, according to new research from Technojobs, they’re not so enamoured with

the digital industry, as figures show only 1 in 20 applicants for vacancies in IT are female.

2013 statistics show that there were 176,000 female IT professionals, compared with 953,000 men.

When surveyed, women claimed the industry does little to lure them in, with its image as a male-

dominated industry. A vicious circle, perhaps. We all know of Steve Jobs and Bill Gates – perhaps a

contributory factor is that there are so few female role models in the industry, which does little to

encourage women’s interest in technological positions.

Given that technology is one of the fastest growing global industries, there’s no doubt such an

approach is wrong. Women use technology as widely as men, so surely the ongoing development of

IT products would benefit from a female perspective? IT support fares even worse, with only 10% of

the support staff workforce being women.

The education system has been cited as another hurdle for females to combat; poor support and a

lack of information seem to be all that’s on offer when women show interest in technology and the

digital industry. However, other sources refute this claim, saying that education can no longer be

used as an excuse. A recent study by Catalyst showed that a good proportion of women are

graduating with technical degrees, yet the industry fails to appeal from that point onwards.

The report suggests a gender gap rears its head from the very start of a woman’s career in IT, with

pay and positions affected as a result. Being in an entry-level position is why 53% of women leave

the industry. This is compounded by the feeling they’re the ‘outsider’ when working on projects and

in teams – 75% of women feel ostracised, compared with only 17% of men.

Suggestions to combat this include mentoring programmes and sponsorship for women towards

higher positions. Irrespective of gender, having so many people leaving the industry at the outset

affects the whole bottom line; pretending the issue doesn’t exist is costly.

Do your IT vacancies appeal to both genders? Would you like feedback on other aspects of your site?

Contact Fast Recruitment Websites for a free, no obligation chat on 01302 288591 or email us at

info@fastrecruitmentwebsites.com.

It appears there's currently no quick turnover in the recruitment industry, given the findings of research recently released. The same survey went on to report that 27% of positions remain open for three months until they're no longer vacant.

The downside is not just extra recruitment manpower that these vacancies require before they're taken, compared to openings that are filled quickly, but also the wider impact 'empty desks' have. Jobs that take more than a month to attract a successful candidate represent a combined loss of more than £18bn per year.

So, what's the reason for such drawn-out job openings? A lack of skilled staff? No impetus to recruit in a still-shaky economy? No clear strategy when it comes to recruiting the right person for the role? Though it's been a while since there's been an abundance of jobs and fewer people seeking them, is this any more favourable a predicament?

Losing £18bn a year may make UK businesses realise the importance of effective, efficient recruitment. For recruitment agencies, getting the right candidate for the right vacancy is perhaps more prevalent, in light of the financial black hole any role contributes to if not filled quickly, or if the job and applicant are a poor match; the wider impact affects us all.

Different industries reported more 'empty desks' than others, with the wholesale and retail sector being the most notorious for unfilled vacancies. Indeed SVP Paul D'Arcy commented, "For today's job seekers, these are positive conditions, however, at around £18 billion per year, the cost of unfilled roles should serve as a wake-up call to UK businesses developing recruitment strategies in a post-recession environment."

This should signify an opportunity for forward thinking, strategic agencies – particularly those that can offer a proven track record for timely take-up of roles by perfect candidates.

Fast Recruitment Websites deliver attractive, clear, functional websites to their clients, which help attract the right calibre of candidate. For more information regarding how they can help your recruitment agency, contact 01302 288591.

Following the change in legislation to give all employees the right to ask for flexible working, and considering the surge of self-employed entrepreneurs launching their own companies, is there anyone still working 9-5?

There can be a multitude of reasons why people want to work outside what we consider 'traditional hours', and given that technology supports such flexibility, is there any reason why they should conform to what could be argued as outdated working patterns?

Devices and applications are always ready to work 24/7, and only a small corner is needed to facilitate output; can flexible working be the future?

People Per Hour founder, Xenios Thrasyvoulou, suggests another plus – that employers could gauge a candidate's skill and worth by trialling them on an ad-hoc basis. And another benefit of such flexibility is that it often doesn't warrant formal contracts, or the payment of legislative benefits, like holiday pay, etc.

But just because an employee asks to work flexibly doesn't mean they'll have their wish granted. Perhaps it wouldn't suit how the business operates – whatever the reasoning behind rejecting such requests, there's no denying flexible working is becoming ingrained in our society. According to The Timewise Foundation, the potential market for this sort of work is huge: the number of full-time workers who say they would like a more flexible job stands at around 8.7million.

Though temporary opportunities are part of most recruitment agencies' strategies, can they also offer their clients support with ad-hoc, 'hyper flexible' opportunities? Being able to assemble a skilled team for specific projects could be a lucrative service, but the operational challenges to deliver such a solution may counteract financial benefit.

Gabe Miano, vice president of product management at OnForce predicts that the interest and need for freelance, ad-hoc or flexible workers will grow over the coming year, and so will the competition for suitable roles. Employers win out, as they will have more choice; and recruitment agencies should also benefit if they choose to help their clients whittle the wheat from the chaff, so to speak. However, Gabe warns, "they mustn't lose sight of the bigger picture."

Open all hours? As long as it's 'open for business', should the hours a business' employees work actually matter that much? Does your agency support this flexible trend, or ignore it completely?

Fast Recruitment Websites help their clients stand out from the crowd in today's challenging marketplace. Call us on 01302 288591 for an informal evaluation of your current recruitment website.

According to WCN, the e-Recruitment software provider, following a recent seminar, good communication is one thing that's thought to be lacking in the recruitment industry.

A mismatch of information and miscommunication between recruiter and line manager/HR personnel can result in an inaccurate job listing. Like a snowball rolling down a hill, the issue compounds from there: from the misleading advert comes unqualified and unsuitable applicants, then unsound hiring decisions – as it's often after candidates are hired that their ill-fitting competencies are exposed.

The downsides, of course, affect the client company, in time wasted and further cost to find the best-suited applicant; to the original candidate, who has to return to job-hunting with a brief 'blip' on their CV, and also to the recruitment agency, whose reputation is slightly tarred from the experience.

Obtaining the correct job definition from the outset can be challenging if the line manager finds it difficult to articulate the role's responsibilities. Competencies are a better alternative, says Sandra Walton, Senior Consultant from the ECC, as 'they can be quickly reviewed to see if the candidate is developing.'

Kirstie Kelly, Director of Sales and Marketing at LaunchPad Recruits, thinks video should be utilised more. 'Statistics show that video is 60,000 times more engaging than other communication methods, making it a vital tool for any organisation looking to recruit. With an average of 23 candidates applying for every role, video screening helps to improve the calibre of candidate advancing to further assessments, and reduces costs by up to 24%.'

Should a mismatch situation arise, redeployment of the inappropriate candidate was another solution mentioned, one which would benefit all parties in the long-term. For instance, WCN found internal hires performed better in the first 6-12 months than external hires.

It's clear that drilling-down towards the role's specifications, responsibilities and competencies is crucial. A mixed-message or unclear job description has ramifications that snowball if left unchallenged.

Mixed messages also cause problems when you market your business. Your website reflects your brand and your own competency as a recruitment partner. Is it serving you well?

Fast Recruitment Websites specialise in the design of websites for companies just like yours; call us for an evaluation of your site, with no obligation, on 01302 288591.

Compatible with:broadbean compatible recruitment websites

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idibu compatible recruitment websites 

jobg8-recruitment-website-integration

jobmate