Students’ site helps firms make the perfect matchOn 9 May 2001 in Personnel Today Previous Article Next Article Comments are closed. Most HR managers have had good and bad experiences of the student placementsystem. When the student fits in, works well and is given a full-time job at the endof it, the system has provided an effective and low-cost method of recruitment.But when the student doesn’t fit in or have the attributes to secure a jobafterwards, it can do more harm than good – the company has wasted time andresources and the student goes back to college telling his or her peers that heor she wouldn’t work for the company if you paid them. Four students from Manchester, however, are set to change the face of theplacement system via an Internet-based matching service, which will enable HRdepartments to target the right kind of students for their company. The ukplacements idea is based on a model they’ve seen in the US, wherebycompanies can potentially save $6,200 (£4,320) by recruiting undergraduatescompared to what it would cost to recruit them as a graduate. “When we were setting up our own placements we found it was difficultto find which companies offered which placements and corporate websites didn’tshow sufficient interest in this area,” says one of the founders, UsmanMalik, 22 who, like co-founders Adeel Quyoum, 21, and Shabir Ahmed, 25, haveyet to graduate from Salford University, having taken a year out after theirown placement to set-up and run the business. The fourth director, Mohsin Siddique, 21, has already graduated from Umistand did his placement at Kimberley Clark. At the end of 1999, they came up with the idea of a network that wouldfeature profiles of the kind of students the companies are looking for andwhich gave them the chance to match their abilities and desires with vacancies.They progressed the business plan and, despite the dotcom doom and gloom inthe second half of last year, impressed Carabiner Capital enough to get thebacking they needed. “We decided that rather than partner student websites, we’d go tocorporates and let them tap into the talent,” explains Malik, who addsthat it enables a company to target a good student two to three years inadvance. Revenue comes from a flat fee charged to the corporate, rather than aper-vacancy charge, and packages range from £3,000 to £10,000. Students sign upfor free. The service has been live since February, and firms including Accenture,Eaton Corporation and Fidelity Investment have already signed up. Accenture recruitment manager Helen Glasgow says she is impressed. “Youcould tell they’d really thought it through. We’ve signed up for a year,because I feel you’ve got to give it that long to analyse the results, butalready we’ve had quite a few CVs that have come via ukplacements.” Corporates can post news and updates on the site, so they can be in directcontact with the student community. Glasgow says, “We’re trying to broadenour reach because a lot of people think we’ll only be interested in students onbusiness or senior management-related courses, but Accenture recruits from anydegree, so it helps us get that message across. It’s also helping us build ourprofile in the IT and technology sector.” Usman believes this service will become increasingly significant in an ageof self-funded higher education. “Many students come out with debts of£4,000 plus, so they are looking to secure a job much earlier to get a returnon their investment. They’re also looking at the companies that they might liketo work for much earlier,” he says. At some point, Malik, Quyoum and Ahmed have to find time to go back touniversity, but they remain committed to the business, which has a natural fitin the age of e-HR and corporate websites. “I could certainly see it working at intranet-level,” says Usman.”Basically, we’ll listen, and do whatever firms want us to do.” Related posts:No related photos.
Comments are closed. Related posts:No related photos. Recruitment: The Candidate Opt-outShared from missc on 14 Apr 2015 in Personnel Today Previous Article Next Article Anyone who has spent a reasonable amount of time in the HR/recruiting industry invariably will have been on the wrong end of candidate opting out of an application process. There are of course a multitude of reasons why this might happen, a lot of which are outside of our control, but sadly in a large amount of cases, accountability rests on the shoulders of the agent/HR pro and in a lot of cases this can have significant ramifications. For example, in agency-land the client can quickly lose faith in an agent’s ability to close the recruitment loop. In internal talent acquisition you will be held accountable for the cost associated with the time spent resulting in a no-hire etc. Not to mention the pounding your reputation could take from the candidate or client perspective if it a regular occurrence. Sadly in HR and recruitment the candidate opt-out is an evil that will always play a part in our role but if we ensure adequate focus on the quality of our communication and efficiency of our processes, the risk will be largely minimized. It’s not rocket science by any means, but it’s good to not lose sight of the basics as our experience grows.Clarity is King: Grey areas are the mortal enemy of any recruiter. When talking to a candidate, the more details that go undiscussed or the more inaccurate the information you give the applicant, the higher the no-hire’o’meter will rise. When talking to a candidate, if you get the impression that any details you’ve divulged about the remit, remuneration package, location or pertinent skills managed to raise the candidate’s eyebrows and perhaps caused un-easiness, DRILL DOWN!. Don’t be happy with getting a half-hearted approval to flick a CV to a client/hiring manager. Ultimately all you will be doing is facilitating the beginning of a fact finding mission for the candidate (which they will opt out of as soon as any facts they don’t like arise) as opposed to offering up all the facts and ascertaining that they are your/clients next superstar. Yes, your CV submittal rate will be higher but your conversion rate will stink.Recruit in a timely manner, without lacking substance. Anyone who has read my previous blog post (Why the long……process) will know my thoughts on drawn out, lengthy recruitment processes. IMO, if a recruiter or HR pro must ask a candidate to go through a 6 stage process in order for them to ascertain suitability, or if they lack the ability to consult properly with their clients/hiring managers around why this is not needed, then there is some serious training required. Personally, I’m a fan of a robust phone screening process followed by a panel interview or a well put together 2 stage interview process. Keeping in mind the candidate experience, neither option would be arduous but will give more than adequate time to ensure a full screening process.As I said, by no means rocket science but I’d suggest just keeping these two things in mind will largely contribute to overall recruitment success rate and conversion ratios. Read full article