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Charity Recruitment Consultants – Value for Money?

Posted by on Jan 5, 2012 in General | 0 comments

Obviously, I would say yes but some charities  feel that the benefits working with charity recruitment consultants do not outweigh the cost.  The value of recruiting a great person for the role is huge, and it is important to put in place some way of measuring the success of the appointment.  The cost of poor recruitment can be devastating and ultimately cost an organisation far more than just money!! Working with an experienced and professional  Consultant should help you to find that great person and ensure good recruitment practice takes place during the process. But before you do choose who you’re going to work with ask yourself these questions:-   Does your Consultant meet with you to gain a better understanding of your organisation, it’s culture, it’s challenges, it’s opportunities and it’s objectives? Are they happy to provide testimonials and for you to speak to other organisations who have used them? Can they demonstrate they understand your requirements in terms of not only skills and experience, but also attitude and personality? Does your Consultant help you write your job description, advise you on salary packages, write and handle your advertising campaign? Does your Consultant respond to everyone who applies for the job in a professional and polite manner, ensuring that your organisation continues to be viewed in a positive light?  With more and more people considering careers in the charity sector, you could end up with a large number of applications. Does your Consultant carry out first interviews with long-listed candidates and provide a shortlist of suitable candidates, complete with interviewer’s report? Does your Consultant make themselves available to meet with you to discuss your shortlist in detail and help you to plan your own interview/assessment day? Is you Consultant on hand on the assessment day and available to be an  member of the  interview panel or at least to facilitate the day? Does your Consultant handle the job offer and any subsequent negotiations on your behalf? Does your Consultant handle written references requests on your behalf? And does your Consultant keep going, even when the ideal candidate appears impossible to find?   If you can answer yes to all these questions, then you are getting great value for money.  If you aren’t using a Recruitment Consultant then hopefully you will now realise the benefits of finding a Consultant who can provide you with all of the above!!...

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Happy New Year

Posted by on Jan 5, 2012 in General | 0 comments

I think most people would agree that 2011 was a toughie!  But will 2012 be any bettrer?  Well it depends on who you speak to, my thoughts are as follows (for what they’re worth) If you’re doing well – don’t take it for granted, you need to continue to up your game If things aren’t going so well – you need to examine why?  Don’t keep doing the same in the hope that something will change.  Doing nothing is not an option!  Sometime you need to take the bull by the horns and sometimes you might need a helping hand.  Whilst my specialist area is recruitment, I also work with associates who can offer expertise in a wide range of areas and am always happy to chat to charities and provide whatever help I can. HAVE A GREAT 2012 – I HOPE ALL YOUR EXPECTATIONS ARE...

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Flexible Working – Burden? What Burden? (by Belinda Newton)

Posted by on Dec 7, 2011 in General | 0 comments

Conflicting advice has emerged from the Coalition Government on the next steps for flexible working rights in the workplace. With rumours of scaling back flexible working rights or pushing towards everyone having the right to request flexible working, there is a message that is being missed. We have preached about maintaining a work/life balance and how important it is for fathers to take an active role in their child’s upbringing and then we are surprised when people want to do it. The right to request flexible working is available to anyone who has a child under the age of 17, or 18 for a disabled child or caring for a dependent adult. With an ageing population, that covers a lot of people. The employee must have 26 weeks continuous service to request a variation to their working patterns. The business may deny the request if it demonstrates that it is not workable for a justifiable business reason – real not imagined! Dealing with flexible working requests can be daunting for small businesses. Though there are statutory rules on how to process these requests, most small businesses do not understand the consequences of not keeping to the timescales. While there were only 277 cases relating to flexible working out of 218,100 claims in 2010, most are settled out of court because of the cost of defence and the impact on the business. You cannot defend the indefensible when failing to follow a statutory procedure. Belinda Newton, Director of The HR Dept Exeter says “If an employee is engaged, happy and spreading the word about your brand and delivering value to the business then flexible working can be a powerful resource. It is a shame that flexible working can be seen as a taboo subject, but that is more than likely because of the strict rules around requests and the fear of consequences as opposed to the benefits if a request is accepted and managed properly for the business.”   For further information please contact Belinda Newton at The HR Dept Exeter, 0845 863 0653, belinda.newton@hrdept.co.uk, www.hrdept.co.uk. Belinda is a human resources professional specialising in providing advice to small and medium sized businesses on all on HR and employment...

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Time to Recruit?

Posted by on Aug 3, 2011 in General | 0 comments

TIME  TO RECRUIT?   How long does it take to recruit a new employee? You can never tell is the short answer.  You can take some steps to manage the process more effectively, but it’s not a good idea to be too rigid in your timescales.  Take for example, a recruitment project that I have been working on and is just not being finalised.  I was instructed in March, the client had already tried to recruit themselves but failed to find the right person.  It was a new role and they had very specific requirements.  We sat down and discussed timescales and agreed an advertising campaign and closing date.  The applications trickled in but no-one ideal was identified.  We had a re-think and the job was looked at carefully to see if we were being realistic in our requirements.  We then re-advertised across a variety of media including social media and still no-one came forward.  After further discussions we agreed to give the advertising a rest but that I would continue looking.  A few weeks later, I was contacted by a candidate who had been recommended to me but had (amazingly) not seen the advert.  I sent her the job description, we met and she then went to meet the client.  BINGO!  My client’s advice is that it is better to wait until you find the right person than to be pressured into recruiting someone, the wrong appointment can prove very costly. It is hard to believe that we did not have many applications for this role at a time when all we hear about is how many people are looking for jobs.  However, if the role requires specific experience and qualifications and is at a more senior level then it is still difficult to source the people. So how do you ensure that your find the right people for you organisation within a reasonable timescale?  A recruitment plan is essential and someone to drive it.  Using a Recruitment Consultant is not such a bad idea, they can help you put together your  plan, manage your advertising campaign, search their existing database, screen potential candidates and carry out first interviews, headhunt, co-ordinate your interviews and assessment days, advise on and  negotiate job offers, take up references and deal with unsuccessful candidates.  There is only a fee if they are successful and if you don’t manage to recruit someone straight away, a good recruitment consultant will keep working on the vacancy until the find the right person is...

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Social Media Charity Event at Seale Hayne Newton Abbot

Posted by on Jul 6, 2011 in Event | 1 comment

Shine and GrowMyCharity joined forces on the 22nd June to put on a lovely event at a beautiful venue – Dame Hannah Rogers Trust @ Seale Hayne, Newton Abbot. In the morning Alistair Gleave, my collaborator on the GrowMyCharity project, presented to about 30 delegates from a number of South West based charities on how to supercharge their social media activity. We looked at how a number of other organisations are using Social Media to boost their profile and engage with the wider community. This provided some lively and interesting discussions. Alistair was his usual bouncy and entertaining self resulting in a dynamic and enjoyable session. This was followed by the Shine Charity Networking Lunch and more delegates joined us for some delicious homemade fayre provided by the excellent catering team at Dame Hannahs. Anita Newcombe, of Anita Newcombe Media, was the after lunch speaker and was able to provide some tips on how to best promote your fundraising event. Anita spent eight years as Managing Editor of the region’s best-loved county magazines, Devon Life, Somerset Life and Cornwall Life, she has also been involved in fundraising for local charites and is currently a Trustee with the Devon Air Ambulance Trust. After lunch, delegates were treated to a tour of Seale Hayne and were able to see the wonderful facilities that Dame Hannahs provides including theatre, live music venue, art and craft workshops, recording studios and music rooms, conferences facilities and lecture...

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