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Poorly Advertised Job Role?
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Started this discussion. Last reply by Jon Malbon Mar 9.

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At 4:29pm on May 28, 2008, Lisa S. Pimm said…: Jon,

I would be happy to send you information on Kolbe. Perhaps you can provide your e-mail address where it would be best to send a communique with a few attachments?

Thanks!

At 3:47pm on May 28, 2008, Rob Williams said…: Thanks for your message.
The activities we carry out to get this data are normally part of a wider Human Capital or Employee effectiveness project, ROI from people. In retail we normally pilot on bulk/volume roles or those that are seen as commercially adding the most value to identify strongest performance drivers in people. These insights then support succession planning or L and D interventions.
How many roles are you covering and what number of job families do they belong to?

At 10:14am on May 28, 2008, Rob Williams said…: Hi Jon,

I have used DISC in the past and like a couple of the others have recommended it as an excellent management tool as opposed to an effective tool to pre-screen and validate candidates' capability to perform in the role.
If your drivers are ensuring you recruit the right personality and skills for the role with a view to engagement, performance and minimising attrition and absence I would suggest a slightly different approach.
We collect a fairly extensive amount of customer, business
and HR data then establish the true performance and capability of people currently in the roles you are recruiting for of which one aspect is psychometric and behavioural profile. We then use artificial intelligence technology to accurately model the linkages
between employee capability and business performance. This provides a a comprehensive review of the
effectiveness of existing recruitment processes.
One client in the insurance industry has achieved an increase in their good hire rate from 43% to 83%, a 21% reduction in sickness absence and cost savings and efficiency improvements in the region of £12 million over 3 years.
I'd be delighted to tell you more if you are interested.

At 11:08pm on May 27, 2008, Richaqrd Fox said…: Hi John,

First, let me declare a self-interest. I am the European Sales Manager for Taleo Business Edition (the Taleo eRecruitment system for small and medium sized businesses). TBE has (as I expect many of our competitor have) the facility to create pre-screening questions as part of the online application form that a candidate fills in to apply for a job. One can attach pre-screening questions to a job, taking them from a library of pre-screening questions. Each question has a certain weight and each answer a fraction of that score.

The other option would be to have each candidate take an assessment test (offered by various companies, for example, Thomas International).

I would be happy to fire up a Webex session and show you the pre-screening functionality of TBE and test its suitability for your need. My email address is rfox@taleo.com.

Kr,

Richard

At 4:35pm on May 16, 2008, Green Dog said…: Jon

You can edit YOUR blog posts (see how I am using the text options) but NOT comments. Same as most blogs. You can however delete your comments.

GD

At 11:29pm on April 3, 2008, Ryan Cheyne said…: Hi Jon, just had a look around the Trainee site and it looks really good.

At 3:57pm on April 3, 2008, Roy P. Walker said…: Thanks for the heads up on Workhound. We already use Job Rapido, Work Circle and Click a Job who are similar in directing relevent traffic to our site.

At 3:19pm on April 3, 2008, Roy P. Walker said…: Hi Jon,
My third 'friend' on here and first since Peter renewed the site. I did like the idea of it being just for the retail sector- more exclusive ! :-) It is starting to come together though. I am strictly not allowed to sell on this networking site otherwise i will be banned! I had a look at your tranee careers site- looks brilliant- but i think you know that! Will def attract the grads etc.
We are on the verge of our site relaunch- very frustrating in regard to getting the functionality just right etc! Who did you use to build yours?
All that investment in building a brilliant site but how are you getting relevent traffiic to it?

At 12:18am on March 19, 2008, Peter Gold said…: Jon, welcome aboard. Hope you get some great tips from the network! Try posting a specific question on the site blog to get some direct answers.

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Profile Information

Current employer name: NEXT PLC

Which best describes your current job role?: HR professional

Current job title: HR Systems

What is your geographic area of responsibility for Talent Management?: Online Recruitment Strategies for NEXT Careers Head Office and Retail Stores

What do want to achieve by joining this network?: Website improvements, comparisons to other websites, Ideas, Do's and Don'ts, Recommendations, Reducing agency costs, reducing costs etc..etc..

What is your company website address?: http://www.next.co.uk/careers

Jon Malbon's Blog

Axiom DISC - Personality Profiling

I'm looking at this type of software to use as an applicant filtering tool. It will hopefully work to give us a better personality profile of the candidate and help us decide if they will be the right fit.

Does anyone have experience of this product or similiar products ?

Disc

Message me direct if you don't want to publish on the public forum. But discussion is welcome !

Thanks

Jon

Posted on May 27, 2008 at 10:40am — 7 Comments

Types of Job Seekers

We don't all go searching for jobs on the boards every night but at the same time don't like it when Agencies from 12 months ago call you up when you are sitting at your desk.

At the same time, would you turn down a job of increased responsiblity and pay that is closer to home and at a better company ?

Im guessing most people would say No ?

So this asks the question, what type of job seekers are there out there? With sites such as Linkedin and the social networks where your profile /cv is som… Continue

Posted on May 7, 2008 at 2:41pm — 2 Comments

Talent Management - New Corporate Careers Site - Typical Costs and ROI ?

Not sure if this is relevent to the forum but here goes (you all seem to be in Recruitment Technology so you probably have a better idea than me)

As I warm more to the idea of Talent Management (everyone else seemingly is too) , one of my first steps in our 'Recruit and Retain' project is to create a new environment for the Recruiting part in the form of a new Careers site. Having never really done anything like this before I would be interested to hear any views on typical costs and budgets fo… Continue

Posted on May 7, 2008 at 10:00am — 14 Comments

What is Talent Management Software?

Excuse my ignorance !

I keep seeing this term - Talent Management Software - and wouldn't mind a laymans overview of what it is/where it sits/who manages it/why is it worth buying etc...

So it appears that Companies are tightening their belts and recruitment costs/staff retention is one way of saving costs.

What would be the difference between me linking our HR Database to an Access Database named ' Talent Management System', keeping a Live connection so that all updates on the HR Database, n… Continue

Posted on April 10, 2008 at 10:23am — 12 Comments

NEXT Trainee Recruitment Site goes Live

In our first steps to updating an admittedly dated Careers website, today we have launched a new Trainees section. There will be additions and amendments to come - namely the removal of the bolted on application form ! We have our own bespoke application system that is already live on the main site which will be applied to the trainees in due course.

Let me know if you hate it ;-)

Posted on March 20, 2008 at 2:30pm — 8 Comments

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