IN CASE YOU MISSED IT!

Recruiter News Saturday, March 31 Subsystem level… ref, ‘lead systems engineer, Employers & more…

Recruiter News TLDR / Table of Contents

  • ASA dismisses complaint against Morson job ad | Recruiter
    • The Advertising Standards Authority has not upheld a complaint against a job advert for a lead systems engineer placed by technical recruiter Morson International, which a complainant claimed was misleading.
    • subsystem level… Ref, ‘Lead Systems Engineer, Lead Systems Engineer, internal applicant tracking, additional IVVQ support
  • Employers still uncertain about hiring, says JobsOutlook | Recruiter
    • Employer confidence in the UK economy is showing no signs of improvement, according to the latest ‘JobsOutlook’ survey by the Recruitment & Employment Confederation (REC).
    • employers, temporary agency workers, Short-term hiring plans, permanent staff, policy Tom Hadley
  • The 6 Best and Worst Cities for Small-Business Hiring
    • Big companies have an advantage in the talent wars, but in these cities workers, show a preference for jobs at smaller firms.
    • small businesses, job seekers, biggest hiring advantage, smaller companies, regional pay disparities
  • The ad on a job listings website by Morson, seen on 8 November, stated: Lead Systems Engineer 45-51 p hour | Templecombe | Contact/Interim… A client of ours is seeking a Lead Systems Engineer to provide additional IVVQ support at subsystem level… Ref no: complainant, who did not believe the…
  • In response, Morson provided evidence to the ASA, which included: – – The ASA considered consumers would expect the ad was genuine, adding documentary evidence relating to the role had been provided by Morson, demonstrating two candidates had been interviewed and the role had been filled by a successful applicant….
  • For these reasons, the ASA ruled the ad was not misleading and no further action was necessary.
  • Recruiter contacted Morson for comment.
  • Comment below on this story.

Tags: subsystem level… Ref, ‘Lead Systems Engineer, Lead Systems Engineer, internal applicant tracking, additional IVVQ support

  • The surveys latest findings show employer confidence in the economy remains negative, with more employers continuing to think economic conditions will get worse (33%) than think it will get better (23%).
  • The findings also show employers remain uncertain about hiring, with 20% saying they dont know what their plans are for temporary agency workers in the next four to 12 months.
  • However, this has fallen from 32% last month as some employers begin to firm up plans.
  • The survey of 600 employers also shows: – – Commenting on the findings, REC director of policy Tom Hadley says businesses are still pessimistic about the future of the economy.
  • Employers are potentially turning to temps, which could bring opportunities to candidates interested in temporary work and the flexibility it affords, but is also a sign employers are affected by economic and political uncertainty.

Tags: employers, temporary agency workers, Short-term hiring plans, permanent staff, policy Tom Hadley

  • ZipRecruiter defined small businesses as those with 20 or fewer employees, and large ones as those with 500 or more.
  • It’s possible that job seekers who prefer small businesses overlarge businesses or vice versa are reacting to regional pay disparities in one direction or the other.
  • With that stipulation, small businesses have their biggest hiring advantage in these six cities: – – Wichita (63 percent advantage) Pueblo, Colorado (34 percent advantage) Santa Fe, New Mexico (31 percent advantage) Midland, Texas (30 percent advantage) Dallas (21 percent advantage) El Paso (20 percent advantage) – And these six…
  • The study notes that while America’s three biggest metros are among the worst for small businesses, there is no general correlation between the size of a city and its advantage or disadvantage for small businesses.
  • It’s because people in these cities like to work at small businesses.

Tags: small businesses, job seekers, biggest hiring advantage, smaller companies, regional pay disparities

Top Recruiting Courses

Recruitment Interviewing (603 students enrolled)

By Bob Bannister
  • Identify the best applicants for the role.
  • Interview applicants effectively.
  • Avoid legal infringements.
  • Confidently select the best candidate for Job offer.

Learn more.


Recruitment for startups: How to avoid common pitfalls (89 students enrolled)

By Michelle Gyimah
  • Really understand who they want to hire by examining why they are hiring
  • Get to grips with different employment status which will help them avoid expensive tribunals claims
  • Understand the true cost of recruiting new staff - it's not just about wages!
  • Sound and look professional when interviewing job candidates
  • Stay away from inappropriate questions that land them in tribunal
  • Use a system that helsp them pick the best person for the job - based on facts
  • Understand how to do reference checks when someone cannot provide a reference
  • Save themselves up to £2,000 per employee by doing simple employee checks

Learn more.


Recruiter Training - Hire Top Employees in 30 days (47 students enrolled)

By Craig Brown
  • Become a hiring hero at your company by finding the right person in record time.
  • Free up your recruiting schedule so you can focus on other important areas of your job.
  • Free $99 book version of this course!
  • Learn about the 'Heavy Door' theory of job applications.
  • Evaluate candidates using the 'Cross-Platform Verification' technique.
  • Effectively headhunt candidates using Boolean search strings.
  • Use the advertising industry's 'Rule of Three' when contacting candidates.
  • Create a Talent Pipeline that encourages great candidates to become part of your candidate pool.
  • Properly define the role and get buy-in from colleagues 'before' beginning the search.
  • Define the hiring process 'before' recruiting begins, and learn why this is important.
  • Write an accurate, engaging and precise marketing document (aka Job Description), complete with Call-to-Action.
  • Decide where and how to advertise job positions within your budget.
  • Evaluate online profiles and resumes for the 'paper test'.
  • Effectively screen and assess candidates in the early stages.
  • Decide what format final round interviews should take.
  • Create a job offer, negotiate salary and check references accurately.

Learn more.