UK Recruitment Industry launches NHS Initiative
Danielle Meakin - 6 Comments - 29 Sep 2019

Without a doubt, the Coronavirus has hit UK businesses hard and in less than two weeks the recruitment industry has effectively been brought to its knees with online revenues being reduced by around 70% – almost literally, overnight.

Commenting on the crisis Mark Stephens, CEO at Smart Recruit Online (SRO) said, “Despite the issues we’re all facing at the moment we’re united in our battle to fight through this crisis, along with other industry sectors that have been hit just as hard and, in some cases, even worse than us.

On the front line, fighting the effects of this virus on a humanitarian level, are the NHS and its brave and courageous staff.  Unfortunately, they are already light on numbers as many NHS staff have contracted the virus and are now in isolation.  This is placing massive amounts of pressure on those remaining to cope with increasing casualties and a growing problem.

“Recruiting replacements and volunteers is a major challenge and the UK recruitment industry, despite its own predicament, is stepping up to do what it can to support this NHS staffing crisis.”

Mark has brought together recruitment industry leaders and has created a recruitment initiative which he is now driving forward.  Adds Mark, “Initially I decided to use the spare capacity I have within my own business to help address the front-line staffing issues affecting the NHS right now.  Then, I approached some of the major Job Boards to establish whether there was an appetite for a collaborative effort and the initiative was soon up and running.”

SRO will provide NHS Hospitals and Trusts with free access to its award-winning recruitment system, tools, screening and support services and the Job Boards and media channels have agreed to provide free advertising for NHS jobs posted from within the SRO platform.

Commenting on why he has created this initiative Mark says, “We are in a privileged position where our businesses can combine our efforts to help and support the NHS, without actually placing ourselves into harms’ way.  The NHS and its staff are amazing.  They are our front line troops in protecting the most vulnerable and those affected by this virus.  We are proud to be part of the UK recruitment sector that has put aside its own difficulties and challenges to collaborate on such a worthwhile initiative.”

Theakreh Mosley, Talent Acquisition Lead, NHS Property Services who is tasked with recruiting hundreds of replacement staff across the UK for administrators, cleaners and kitchen staff said, “You guys are amazing.  Thank you so much, we really appreciate your help through this initiative.”

So how will SRO and its collaborators be able to help the NHS?  Mark explains, “The SRO platform will act as central cloud-based, plug and play recruitment system.  It is designed to make the recruitment of staff simpler and more effective than any other means of recruiting staff online.  The system is integrated with the latest AI, Machine Learning and Predictive Analytics to automate large parts of the recruitment process so that it delivers a better user and applicant experience and will save NHS recruiters lots of time during their screening and selection process.  The system also comes pre-integrated with some of the latest recruitment screening tools too, including dynamic forms, video profiling, behavioural assessments and reference and ID checking.  The video technology enables remote interviewing capability and SRO, uniquely, allows clients to onboard and complete basic training in less than an hour.  This is something that will prove critical in maximising the number of NHS functions that will be able to take advantage of this service and offer.

“The SRO platform is fully integrated with leading Recruitment Technology provided by Broadbean and Burning Glass that will allow NHS recruiters to rapidly create and post job adverts, manage and screen applicants effectively and quickly for front line NHS positions.  This will all be complemented by free national recruitment advertising media provided by the UK’s leading job boards including CV Library, Reed, Totaljobs, Guardian Jobs, Monster and JobsToday.  With such a strong collaboration, we are confident that we’ll be able to positively contribute to the recruitment of key NHS staff that are essential in enabling us to fight  Coronavirus.”

 

Quotes generated By Industry Leaders on this initiative:

 

Lee Biggins, founder and CEO of CV-Library added, “These are truly challenging times and sadly the recruitment industry is feeling the effects.  However, we’re also part of the solution.  By harnessing our expertise and working together with companies like Smart Recruit Online we can help the NHS to tackle what lies ahead and recruit the front line staff our country so desperately needs.  We’re delighted to be a part of this initiative and to help push these roles in front of the 15 million candidates in our database, including 1.1 million healthcare professionals.”

Ruth Edwards, Business Development Director at Talent in Logistics commented saying, “Dealing with the outbreak of Covid-19 is a big enough challenge for the logistics sector.  There is a high demand on the supply chain, with the need to keep shops, hospitals and fuel stations stocked.  In these unusual times, we understand that extra resource and staff are needed to fulfil operational and delivery requirements and are, therefore, delighted to be part of this important initiative.”

“Our goals are clear,” concluded Mark.  “We will assist the NHS wherever we can in the recruitment of staff to ensure that front line positions are filled quickly.”

 

How you can help

 

  • NHS – If you work within the NHS and need to recruit front line staff, then call 0800 634 1818 and speak to the Smart Recruit Online team who will get you set up quickly and your jobs live within 24 hours.

 

 

  • General public – Please share this information with your entire network.  We need to get this message in front of as many NHS recruiting staff as possible

Smart Recruit Online



Simple Tips For Successful Senior Care Recruitment
Danielle Meakin - 6 Comments - 29 Sep 2019

Simple Tips For Successful Senior Care Recruitment by Lucy Wyndham.

It’s no secret the care sector has a high turnover rate — 128,000 new staff members need to be hired every year to meet increasing demand and replace those who leave or retire. Increased demand alone means a whopping 500,000 new employees need to be recruited this decade. That means the pressure is now on for recruiters to attract and win over the most qualified individuals.

 

Use a Multi-media approach

There are more than 500,000 job related searches performed that relate to the care sector every single month and most prospective candidates will start their job search in a search engine. However, the diversity of results means that posting your jobs to just one or two channels will significantly reduce the number of job advert views and subsequently applications. The major job boards such as Reed, CV-Library, Monster, Indeed and Totaljobs certainly dominate the search engine results and according to statistics provided by Smart Recruit Online, will provide the majority of online applications.

Talent Attraction

Social media 

Social media is one of the most useful recruitment tools in the modern age. Senior living providers should ensure they have a strong web presence and advertise vacancies on popular social media sites like Facebook, Twitter, and LinkedIn (the latter is visited by 25 million job seekers each week).

Moreover, it’s useful to create an entirely separate careers pages for recruitment. Not only will this look more professional to families and seniors (they won’t have to see job ads when they check out your site), but you’ll also look more organised to job applicants as well. On the other hand, it’s also important to monitor company review sites for opinions posted by current and former employees. If an interviewee brings up a negative review in an interview, you want to be ready and able to address their concerns.

 

Help prevent elderly abuse

Abuse is taking place in 99% of care homes across the UK, the Independent reports. It’s commonly found homes with high levels of abuse also have high levels of staff burnout. Care Home staff are often under pressure without adequate support or training, which leads to various types of abuse. Financial abuse, in particular, is a huge problem for the elderly. Seniors are often vulnerable to theft and extortion, which is carried out by people close to them like caregivers.

Although pressure is on the government to solve the root causes of elder abuse, recruiters can also act to help keep care home residents safe. In particular, recruiters should look for staff with the right values to fill care roles. It’s also essential to check credentials and references and run background checks for all potential hires since elderly people are at such a high risk of abuse.

 

Promote the positive aspects of the job

It’s commonly thought working in the care industry is an emotionally and physically draining job with little relief. Recruiters should work to combat this myth by promoting the positive benefits of the job on social media channels.

In particular, you can play up the social aspects, such as outings and activities with the senior residents. Highlight the close relationships formed between elderly residents and their carers. Moreover, many people — particularly those in the Millennial generation — are now looking for jobs that allow them to make a positive difference in the world. So, recruiters should also highlight the positive impact carers make in the lives of the elderly.

It’s true that jobs in senior care aren’t for everyone; it takes a special kind of person.

 

Care Lucy Wyndham is a Freelance Writer and Editor.

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

Book a demo

 

 

Lucy Wyndham


Lucy Wyndham is a freelance writer and editor.


Health, Wellbeing & Mental Health Community goes live
Danielle Meakin - 6 Comments - 29 Sep 2019

Health, Wellbeing & Mental Health Community goes live by Mark Stephens.

 

Its time to take action

As a nation, we are travelling head-first into a national crisis around mental health, with the NHS and GP’s already overloaded beyond their capacity.

Subsequently, without the resources to cope, individuals are being signed off work and prescribed antidepressants at an alarming rate. This is leading to an ever-increasing number of sick days, thus impacting individual businesses and costing billions of pounds in revenue losses to the economy each year already.

Businesses cannot rely on the government to address this issue. The solution sits within the realms of corporate responsibility and unless we each take action to address this very real issue, we will undoubtedly suffer the repercussions through disruptions to workflow and productivity ourselves.

However, there is a reward for adopting a more caring culture that supports a genuine and practical approach to the wellbeing of staff, as businesses will inadvertently be establishing a more attractive cultural brand that will appeal to the future talent that they would like to attract.

 

Health and Wellbeing Events

Together with our trusted partners, we have come together to create a Health and Wellbeing Community, which will help you to address this issue. Our core team already contains more than 50 CEO’s, experts and practitioners and we are aligned with more than 50 organisations providing practical solutions across diet, health, fitness, alternative medicines, DNA research, holistic solutions, financial debt resolution, company benefit schemes and more.

Our efforts will be directed towards running regular health and wellness-themed events across the UK for Senior HR, business owners and individuals who are responsible for corporate wellbeing initiatives within their business. Giving you the chance to attend and meet with peers, practitioners, suppliers and industry professionals to hear personal stories and establish meaningful relationships.

The purpose of this group and ultimately these events is to educate businesses on how to support staff from the perspective of both mental & physical health and to share and generate practical ideas to take into your business. Ultimately leading to increased staff retention, productivity, and overall business success.

 

Health & Wellbeing Group

 

A successful launch

The launch of our Health and Wellbeing event a few weeks ago was hugely successful, hosted by Bannatyne Health & Fitness and professionally run and organised by the team at Business Live UK, we are pleased to say that the feedback has been outstanding and we are looking forward to announcing the next set of dates and locations as we take this event on a UK wide tour.

If you work in or around HR and the company you work with are looking at health, wellbeing or mental-health initiatives, then these events offer a fantastic way to explore what and who is out there providing meaningful resources and solutions. Our events are hosted in a totally relaxed non-sales environment, with free food, drink, great speakers and of course collaborations alongside industry peers.

The following video was filmed at the launch event; over 75 individual businesses attended along with 20 carefully selected industry suppliers, and our team of organisers, promoters, sponsors and speakers.

 

You can watch the video here

 

If you would like to join our Health, Wellness and Mental Health community, share ideas, get useful insights, engage with experts and stay informed about future events, then please join our community and group on LinkedIn: Here

 

Smart Recruit Online offers an award-winning talent attraction software that will streamline and revolutionise your recruitment strategy.

We offer a customisable software platform integrated with multiple selection and screening tools, enabling you to make well-informed recruitment decisions. 

To find out what we can to for your recruitment strategy, book a demo by clicking here.

 

Book a demo

 

More about the author

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

His company, Smart Recruit Online, have been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months and currently hold the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Connect with Mark Stephens on LinkedIn

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


The Power of Hypnotherapy
Danielle Meakin - 6 Comments - 29 Sep 2019

The Power Of Hypnotherapy by Amanda Coles.

Hello! My name is Amanda Coles and I spent over 20 years working in Corporate HR before retraining as an NLP Hypnotherapist and Life/Business Coach. But I have a confession to make, and it took me years to confront it. Throughout my 20’s and 30’s I suffered with anxiety, stress and panic attacks brought on by numerous personal issues and too much stress at work.

In 2013 my GP wanted to give me anti-depressants. They are commonly dispensed by GP’s who struggle in a short 10 minute window to get to the root cause of problems. In fact, they are so common that 1 in 6 adults between the ages of 18-64 are currently on anti depressants, and according to the latest study by the Mental Health Foundation 23% of all absences in the workplace are mental health related and it is the leading cause of absence in the UK. Having worked in HR I have seen for myself the rise in mental health problems.

 

A Better Alternative

I decided to investigate alternative and complementary therapies rather than take anti-depressants. Waiting times on the NHS for CBT were up to 2 years and so in desperation, I turned to hypnotherapy.

It was so successful I decided to retrain as an NLP Hypnotherapist and Life/Business Coach. I now combine my HR background with my experience as a Coach and Hypnotherapist and I work with companies to implement mental wellness strategies and individuals who want to re-engineer their lives for greater success.

What is hypnotherapy? One of the questions I am always asked by potential clients is will you make me cluck like a chicken? My answer is always the same – only if you want me to.  As far as I’m concerned it’s unlikely to be a solution to your problem.

Hypnotherapy is not something you need to believe in for it to work and more than you have to believe in gravity to fall off a building. So is it all just suggestion and placebo? No. It is scientifically proven that the process of hypnosis causes specific physiological, neurological and physical changes in your body and brain.

It is not something I do TO you, it is a collaborative process and you simply need to give yourself permission to heal yourself and through my unique blend of therapy, motivate you to a successful outcome.

 

Does it Work?

So how effective is hypnotherapy?? A study conducted by American Health Magazine found that only 38% of patients recovered after 600 sessions of psychoanalysis. In behavioural therapy, it took 22 sessions for 72% of patients to recover but after just 6 sessions of hypnotherapy, 93% of patients recovered.

We all know that mental health problems are on the rise. The pressure of stress found at work, within relationships, through comparison with others and within a drive to “succeed” can affect everybody, no matter what your background is.

The reality is however that hypnotherapy helps to treat more than just anxiety and stress. It has been scientifically proven to have many other uses, and that’s because nearly everyone can benefit from learning how to relax, how to think positively and use their imagination to rehearse the positive changes they would like.

 

Mental Health in the Workplace

The estimated cost of mental ill-health to UK employers each year is between £33 billion and £42 billion.

Organisations suffer the consequences of poor mental health. A CIPD study highlighted the impact that mental ill-health has on companies and found that:

– 37% of sufferers are more likely to get into conflict with colleagues
– 57% find it harder to juggle multiple tasks
– 80% find it difficult to concentrate
– 62% take longer to do tasks
– 50% are potentially less patient with customers/clients.

As an employer, you can help manage and prevent stress by improving conditions for staff at work. But you also have a role in making adjustments and helping someone manage a mental health problem at work as mental health is covered as a disability within the Equality Act of 2010.

Wellness

 

 

So what can you do practically?

By constructing and implementing mental wellness strategies within your workplace you can reduce absenteeism and presenteeism, increase engagement and staff retention – all proven ways to increase profits.

So in summary, hypnotherapy is not the woo-woo, voodoo magic it is so often portrayed in the media, rather it is a safe, effective, fast and drug-free method for improving your health and happiness – who wouldn’t want some of that?

Amanda Coles

Amanda Coles is a CNHC Registered Clinical Hypnotherapist, NLP & Meridian Practitioner & Life Coach.

 

Smart Recruit Online offers an award-winning talent attraction software that will transform your recruitment strategy.

To book a demo with us and learn more about what our technology can do for your business, click here.

Book a demo

 

Amanda Coles


Amanda Coles is a CNHC Registered Clinical Hypnotherapist, NLP & Meridian Practitioner & Life Coach.


8 Reasons Recruitment Within the Health & Care Sector isn’t Working
Danielle Meakin - 6 Comments - 29 Sep 2019

8 Reasons Recruitment Within the Health & Care Sector isn’t Working by Mark Stephens

We’ve been working closely with more than 100 Health & Care organisations over the past 18 months, and we have gained significant insights and an understanding of the most common issues and challenges facing people recruiting within this sector.

Recruitment strategy is becoming vitally important across many industry sectors where there is a shortage of skills, but the care sector, in particular, seems to be in turmoil and many companies and organisations almost at the point of meltdown.

We have dedicated the last 10 years to developing recruitment solutions for business and established our own online service as the most consistently effective method for recruiting staff directly, without the use of any third party services, anywhere in the UK.

We are proud have become the UK’s market leader for online recruitment in nearly all vertical markets. But our solution is no miracle and in truth we are just doing things more diligently that our competitors.

What we do has been driven by research, the analysis of data and by developing a deeper understanding of human behaviours, when it comes to recruitment.

Around two years ago we started working with a few organisations in the care sector and our consultative approach uncovered a number of serious recruitment related problems that seemed endemic of the sector and yet the good news is, that once we applied our processes and solutions to those organisations we were able to make significant improvements towards resolving the lions share of their issues.

All sectors have common challenges, but the health and care sectors seem to have quite a few (more than most) and I wanted to use this article to highlight those that we come across most regularly.

 

Common Challenges

– A lack of funding for job advertising. (yet the same companies are using agencies to provide staff)

– Salary budgets are not competitive. (Yet the same companies are paying double to recruitment agencies)

– Seasonal talent shortages. (Even though they know its coming, many companies make no advanced preparation to deal with this)

– Lack of time/resources for managing recruiting internally. (Again leading to an overreliance on agencies)

– Unattractive/restrictive location for potential employees. (I was surprised how many out of town institutions struggle with this)

– High attrition levels, especially in the first 12 months. (Too many organisations are recruiting the wrong people culturally. Add in poor onboarding, training and a lack of a clear career roadmap, it really isn’t that surprising)

– High levels of competition for care staff. (There are staff out there and although there are not enough to go round, we have been amazed how many companies are doing recruitment so badly).

 

So here are the 8 most common factors that contribute towards making the recruitment of staff so much harder than it needs to be and a few little insights into where positive changes could be made.

 

1.Your adverts suck!

When we assessed over 200 Health & Care job adverts posted across the 5 largest UK job boards and measured them against the most essential criteria that determines whether a job advert is likely to succeed we found that 90% of those job adverts failed miserably.

Most adverts we read sounded like a job specification rather than an advert promoting a career move and most failed to follow any sensible structure. Nearly all the adverts were written using a very formal style or tone that was uninspiring, and the majority of job adverts did not place anywhere near enough emphasis on what the opportunity was for the prospective employee. Statistically we know that over 90% of job searches are performed by people who already have a job and these people will not apply to a job just because they think that they can do it. They need to believe that the role sounds better than what they have already got, or they will vote with their feet and they wont hit the apply button. Oh, and don’t forget to use a job title in your adverts that candidates are actually going to search for.

 

how to write outstanding job adverts

 

2.Job adverts were usually posted on the wrong channels

Around 75% of all online job-related searches start in Google and it was obvious that most advertisers hadn’t tested their job title and location in Google to see which media channels were most likely to generate the best results.

The lion’s share of search traffic will click on one of the first four natural search results that Google or any other search engine generates.

Here is the wake-up call for the Health sector: Health and Care Job related search traffic clicking into more traditional job boards exceeds the number of people visiting NHS jobs many times over. In a survey of more than 100 applicants who had applied for a nursing role for an NHS trust, more than 70% said that they started their search in a search engine and visited several traditional job advertising media channels before going into NHS jobs. It might be free, but it isn’t where the majority of online search traffic is going.

 

3.Your Recruitment process is far too slow or long

Over 90% of candidates applying online are already in employment and according to significant research performed by Indeed, involving more than 250,000 candidates, over 70% said that they were assessing the company that they had just applied to by their experience of the companies recruiting and interview process.

In the care sector, if you take more than 48 hours to respond to a new application, there is a 25% chance that they are no longer available.

If you take more than one week to respond to an application even if it is to arrange an interview, then there is a 50% chance that the candidate is no longer interested.

This can get worse, especially for harder to fill roles and in many cases we discovered that typically a nurse who has just uploaded their CV into a job board, in order to apply for a job will have received more than 5 job related telephone calls within the first 48 hours.

 

4.Your Recruitment Strategy is all about you

Over 90% of people performing job related searches are currently in work. (yes I know I already said that but it needs repeating again). Passive applicants need nurturing and romancing to win them over, whether that is in your job advert or in the way that you engage with them during the recruitment process. If your adverts or selection process is all about screening out unsuitable applicants, then you will not attract the best candidates for your job or even if you do, they will potentially drop out during the selection process.

 

5.You are not performing your due diligence

There are two equally important factors that you need to assess candidates against:

The tools and processes for making these assessments need to be chosen carefully and must be deployed in the right way. By not performing due diligence you will undoubtedly run the risk of recruiting people that under-perform, become disengaged and ultimately leave. By delivering these tasks inappropriately you will put off some of the best candidates who will subsequently drop out of the process. High levels of attrition in the first year of employment within the care sector can often be put down to poor cultural and behavioural alignment and a bums on seat recruitment strategy.

 

6.The best applicants are not buying into you or your organisation

According to the CIPD, over 90% of business owners agreed that recruiting the very best people they could each time that they have a vacancy, was probably the most influential aspect to future commercial growth. So why do we not approach the recruitment of staff appropriately?

Do you and the organisation build a relationship with the best applicants? Were the best applicants invited in to tour the facility and meet other people as part of your onboarding process?

Are you genuinely in touch with what the most important aspects are for candidates deciding on what new job to take in your sector?

It is a massive decision for most people to quit their current job and so do not expect candidates to accept an offer just because you made it to them.

 

7.Your Recruitment process is counter-productive

If you are re-directing applications from your job adverts to a career page or to an application form, then you will be losing over 50% of the candidates that hit the apply button.

If you can get candidates to hit the apply button, then you have done the hardest bit, so why redirect them to a pre-screening questionnaire? If you are doing this, then statistically you are losing between 70 and 85% of candidates that wanted to apply to your vacancy.

It gets worse… Research proves that the most passive (and probably the best) applicants are the most likely to drop out.

I also want to add in to the mix, that multiple stage interview processes can also lose great applicants. Unless the level or the complexity of the role determines it (and that usually means the salary will reflect this too) then more than one face to face interview places the best applicants at risk. (I should note that on some occasions I would support a second interview presentation and a meet the team type exercise). However, for most roles getting the candidate to keep coming back is quite frankly unnecessary and reflects badly on the companies organisational ability.

 

8.There is a disconnect between the recruiting team and the business

Most Coalface recruiters will admit that getting the job filled quickly and efficiently is their top priority.

But how can a business deploy an effective process for always recruiting the best talent, when the people on the coalface are prioritising just getting the job filled?

Until the business starts to influence and reward the behaviours that change this mentality they will never achieve their objective.

 

About the Author

Smart recruit Online CEO Mark Stephens

Mark Stephens has over 20 years of business management experience, across Sales, Marketing, Recruitment and Technology environments. In 2013 Mark won the Chambers of Commerce award for innovation in business. He is a serial entrepreneur and is the founder of several companies including F10,  Smart Recruit Online and The HR & Recruitment Resource Library.

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last seven years he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications.

Mark also delivers keynote talks and training to recruitment teams in both public and private sector organisations, on writing better advertising copy, targeting passive candidates and understanding candidate behaviours online.

Connect with Mark Stephens on LinkedIn. 

 

Offering support for both recruiters and on-site HR workforces, Smart Recruit Online helps businesses find and hire the best talent more efficiently. To see how SRO can improve your talent acquisition, campaign management, and candidate screening workflows, book a demo today. 

Book a demo

Mark Stephens


Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.


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