Research carried out by Lever has shown that agency candidates are more than five times efficient as applicants. Here’s why…
Recruitment software company, Lever, has carried out a benchmarking study which analysed the hiring process of nearly 600 companies. The report focused on businesses with less than 200 employee starts and analysed 12 months of data from the companies and 1.5 million candidate considerations.
The extensive research found that it takes:
- 128 applicants to make one successful hire;
- 64 sourced candidates to make one successful hire;
- 25 agency candidates to make one successful hire.
That’s more than 5 times as efficient
The findings show that agency candidates are more than 5 times as efficient as applications. The key is to focus on improving applicant quality, so you don’t necessarily need to reduce your focus on applicants altogether.
If you’re looking for applicants yourself, job descriptions are good to filter candidates out at the start, but if the description is too broad, you can get a lot of applications which will make it much harder to decipher the good from the poor.
How do we do it then?
We attract our agency candidates by finding out about your business which includes culture and mission, the role you’re recruiting for, it’s specifics, candidate requirements and the results expected. We use a variety of platforms to attract applications and will be selective about where we advertise depending on the position. Applications are then filtered, candidates pre-screened and short-listed.
Once we’re engaging with a short-listed candidate, it’s important to find out their motivations. Why are they looking to move? It could be they’re looking to broaden their skill-set, or looking for a company that can offer career advancement opportunities. Once we have all this information and we believe they’re a fit for your requirements, only then are they are put forward, hence why our candidates are 5 times more likely to become a successful hire.
Save time, money and get the best results
Not having much luck with your own applicants? If you would like assistance with a role you’re currently recruiting for, please get in touch with a member of our team today for a no obligation discussion on 0141 248 4711.
The GDPR will come into effect across the whole of the EU on 25 May 2018. Here we have provided information on what the new rights for individuals will be and new obligations for organisations.
The current data protection regime, set out in the Data Protection Act 1998 (DPA) is now almost twenty years old. The DPA sets out eight principles of data protection including that personal data must be processed lawfully, fairly and for the purposes for which it was given. However technological advances have fundamentally changed how individuals and organisations interact with each other – the General Data Protection Regulation (GDPR) is a response to those changes.
The GDPR will come into effect across the whole of the EU on 25 May 2018.
It will apply in the UK as Brexit happens. Post-Brexit the GDPR will continue to apply to any organisation based outside the EU but that provides services within the EU. The government also plans to introduce a new Data Protection Bill to apply within the UK post-Brexit, however not much detail has been published about this yet.
There are no exemptions for any industry and so everyone will have to take steps to comply with the GDPR.
First thing’s first, what is ‘Personal Data’?
This is any data which relates to or identifies a living person. The GDPR will expand the definition of personal data to include location and biometric data. Sensitive data relates to a person’s race, health, sexual orientation, religious or political views, trade union membership and criminal records and this must be given a higher level of protection.
What will be the New Rights for Individuals?
One of the key drivers of the GDPR is to enhance individual data protection rights. These include:
Express consent – the basic principle is that individuals will have to give express consent so that their data can be processed. Express consent is consent that is actively and freely given. However, “legitimate interests” is an alternative to consent though it must be used only where appropriate.
Withdraw consent – individuals will have the right to withdraw consent at any time. It should be as easy to withdraw consent as to give it and organisations will have to tell individuals that they have this right.
Rectification – individuals will also have the right to request that any incorrect personal data is corrected by the organisation holding it. They will also have to tell any other parties to whom they have transferred the data that the data has been rectified.
Erasure – this is also known as the ‘right to be forgotten’. Individuals will have the right to request that their personal data is removed and again, organisations will also have to tell any other parties to whom they have transferred the data that the data has been erased. However, this isn’t an absolute right and so must be balanced against other requirements to keep records such as payroll, working time records or safeguarding records.
Data portability – this is an interesting right in that it allows an individual to bring their personal data with them from one data controller to another. It must be given to them in a ‘structured, commonly used and machine-readable format’.
New Obligations on Organisations
Consent – the basic principle will be that organisations will need express consent to be able to process data. You will no longer be able to rely on pre-ticked or opt-out boxes. However, organisations may also be able to rely on ‘legitimate interests’ to process data.
Appointing a data protection officer – some organisations will have to appoint a data protection officer (DPO) because of the nature and volume of personal data that they collect, e.g. significant amounts of sensitive personal data or because they are a public authority. However, other organisations can choose to appoint a DPO. The DPO must have sufficient authority and resources to be able to do their job properly. Importantly, the DPO will not be personally liable if the company breaches the GDPR, liability remains with the organisation. Even if a business chooses not to formally appoint a DPO, somebody should be responsible for managing data protection within the organisation.
Subject access requests (SAR) - under the DPA individuals have the right to make a SAR to find out what data an organisation holds on them. Organisations can currently charge up to £10 per SAR and must respond within 40 days. However under the GDPR, organisations will no longer be able to charge for a SAR except where the individual makes repeated or unfounded SARs. They will also have to respond within one month, though this can be extended to 2 months where the request is particularly complex.
Automated decision making – individuals should not be subject to automated decision-making.
Liability for data breaches – this is a key point. Supply chains have become longer and more complex and companies frequently transfer data to other parties. However they will need to be sure that any party to whom they transfer data also complies with the GDPR. Where an individual suffers damage as a result of a transfer of their data any of the organisations that transferred the data or received it may be liable for the breach. Consent which is hidden in terms and conditions will be neither express nor freely given.
Accountability principle – organisations will have to be able to show that they comply with the GDPR. It will be important that they have appropriate processes in place to inform individuals of their rights, manage requests to withdraw consent, or rectify or delete data when requested. They will also have to report data breaches within 72 hours of becoming aware of the breach.
Sanctions for non-compliance
The GDPR allows members states to apply appropriate administrative fines for lesser breaches. However, fines of up to 20 million Euros or 4% of annual worldwide turnover (whichever is the highest) will apply to the most serious breaches.
So it will pay to get it right!
Information provided by the REC. For further details, please see the Information Commissioners Office (ICO) website on an Overview of GDPR.
Are you an experienced Scaffolder looking for a change of scenery? Would you like to travel and earn money at the same time? Now is your chance!
Primestaff is working on behalf of our client based in New Zealand to urgently source 15 experienced Scaffolders to work in Aukland on a temporary basis. New Zealand is a favoured destination for travellers and by applying for a valid Working Holiday Visa, you will be eligible to explore this great country whilst also earning money working for our client.
Working Holiday Visas allow applicants from the UK to stay in New Zealand for up to 23 months (12 months outside of the UK). Further details about this are available here.
Due to strict criteria, applicants must be aged 18-30 and you must also prove to have at least NZ $350 in your bank account to live on for each month of your stay in New Zealand (for example, a full year would amount to around £2,400).
Applicants for these positions must have an in date CISRS Card (Part 2 or Advanced) and pass a drug and alcohol screening test and police clearance prior to an offer of employment. Applicants with a criminal history won’t be eligible to access the country.
If you are serious about this once in a lifetime opportunity, positions start as soon as next week! You must be ready to take responsibility for organising your own finances, such as return flights and your Visa application. Primestaff are happy to advise you on the process but there is clear and simple advice available as well as a criteria check you can do yourself here.
The current rate of pay for this position is $28 – $32 per hour and our client will pay for accommodation for your first week and also assist you in setting up a bank account and inland revenue details.
Get in touch
If you tick all of the criteria outlined above and you’re ready to take on a new challenge in a brand new setting, do not delay and make the call to us today! Please call Marti on 0141 248 4711 for a detailed discussion or e-mail firstname.lastname@example.org with your CV and contact details.
Have you ever considered starting a new life in New Zealand? Now might be the perfect opportunity as Primestaff begins a recruitment program for one of NZ’s largest civil engineering companies as explosive demand for Truck Drivers and Heavy Machinery Operators continues
Our client is able to offer long-term assignments and a possible pathway to New Zealand permanent residence after two years employment.
According to Civil Contractors New Zealand (CCNZ), it is estimated that New Zealand’s construction industry will need another 30,000 workers during this growth phase which is expected to continue way beyond 2019.
Due to such a high demand within the sector, Primestaff are now working with our client to source workers from the UK and across Europe. Our goal is to recruit around 300 permanent personnel over the course of 2017.
Primestaff are now looking to speak to workers experienced in any of the following positions:
- Diggers / Excavators
- Miller Operators
- Road Milling Operators
- Rolling Operators
- Grader Operators
- Asphalt Operators
- Machine Operators
- Plant Operators
- Heavy Machine Operators
- Water Technicians with under pressure and hot top experience
- Truck Drivers – Grader operators / Miller Operators
- Asphalt and Surfacing Operators
Learn more and register your interest
If you are keen to learn more about opportunities that could be waiting in New Zealand, we invite you to call us for a no-obligation discussion.
Contactable on 0141 248 4711, Derek Thomson or Matthew Bowater will talk you through details about the company, the permanent roles available, what experience and skills are required to be considered, wage rates, relocation assistance information and further information on the New Zealand permanent residency pathway (provided by a NZ licensed Immigration Advisor).
You can also register your interest via e-mail at email@example.com – Please use ‘New Zealand opportunities’ as the subject line and include an up to date CV with a valid contact number if you contact Primestaff using this method.
If, after the discussion with us, you match the requirements for the role and are seriously interested in taking the next step in the process, your VISA eligibility will be assessed by a NZ licenced Immigration Advisor without cost.
Should you be offered employment, the Immigration Adviser will assist you with the preparation of visa documentation and lodge the application on your behalf – all professional fees are paid by the employer.
Make the call today
We appreciate that this is a life changing opportunity and you may have a lot to consider! Feel free to give Derek or Matthew a call on 0141 248 4711 for a no-obligation chat for further advice.
If you would like read up on further information about moving to New Zealand before talking to us, feel free to do so. We advise you to take a look at the New Zealand Immigration’s advice here.
More than 300 Scots could be set for a new life “down under”, as Primestaff begins a recruitment drive on behalf of one of New Zealand’s leading civil engineering firms.
What has been described as an “explosive demand” for construction workers has created an opportunity for 300 permanent jobs in the country across 2017/18 – and that’s just the beginning.
According to Civil Contractors New Zealand, it is estimated that New Zealand’s construction industry will need another 30,000 workers from 2019, and this phase is expected to continue for the foreseeable future.
Recruitment consultancy Primestaff’s construction director Michael Docherty said: “We are looking for quality construction workers in Scotland, and across the UK, for a unique, life-changing, opportunity in New Zealand. This is just the start. It’s clear that the demand doesn’t end here, it’s a very interesting time for the construction sector.
“Our client has described the demand as explosive and that’s why he’s called on us to fill these positions with impressive candidates who are ready to take on a new challenge.
The employer has engaged a NZ Licenced Immigration Adviser to assist successful applicants with all aspects of the visa process without cost to applicants.
Among the roles Primestaff is looking to fill are truck drivers, diggers and operators specialising in milling, rolling, grading, asphalt, heavy machinery and water. To find out more about the opportunity, phone 0141 248 4711 or register your interest via email at firstname.lastname@example.org .
This is a major contract for Scotland’s leading recruitment consultancy, Primestaff, which has doubled its turnover in just over five years. The Scottish company acquired Direct Workforce, a subsidiary of Bibby Line Group, late last year and targets rapid expansion in Edinburgh. The deal for the business based mainly in the north of England, will see joint turnover exceed £20m.
The group, which recently moved to new premises in both Glasgow and Edinburgh, now provides almost 1,500 temporary staff to 300 clients.
Can you put a cost on a Bad Hire? The potential figure is shocking… In a report issued by the REC last month, we discovered that employers are completely underestimating the financial impact of getting recruitment wrong and are not seeking to improve their processes and practices.
The Recruitment & Employment Confederation found that almost 9/10 (85%) of HR professionals have worked for a business that hired the wrong person for a job. The potential costs of a bad hire can encompass more than the time and money spent on repeating the recruitment process; it will have a negative impact on staff morale, a loss of productivity and potentially even an impact on your reputation and brand. Costs like these are more difficult to quantify, but recruitment fees and money spent on training are easily measurable.
All this translates to weakened performance and in fact, these are the principal indicators of the longerterm and critically adverse effects of poor hiring decisions on the organisation’s ability to succeed financially.
When asked about the biggest costs of a bad hire, respondents identified the following:
- training costs (53%)
- negative impact on staff morale and performance (46%)
- recruitment costs (41%)
- loss of productivity (36%)
Some however fail to understand and interpret these in financial terms.
Can you put a figure on a Bad Hire?…
In the report, the REC used a scenario. Company Z hired Employee A to join a team of five audit professionals on a starting salary of £42,000.
- Wasted salary £28,000
- Wasted training £1,500
- Recruiting and training new employee £9,730
- Lost productivity of new employee £9,625
- Lost productivity of team £29,160
- Staff turnover £54,000
They calculated that a poor hire at this middle-management level could end up costing a business £132,015 in total to resolve! As outlined above, they came to this figure through calculating wasted salary, training, direct recruitment costs including time spent on interview and selection, re-allocation of work to other team members, team morale / lost productivity costs and replacement.
What can you do? Create a robust selection process and open your mind!
Start with a clear idea of what success looks like for your business. Create a robust selection process and build close partnerships with recruiters to help you source candidates in an increasingly competitive market. When you do make a mistake, review what went wrong, learn, and make sure it doesn’t happen again.
The UK’s unemployment rate is the lowest since the 1970s, meaning demand for staff is increasing as our talent pool shrinks. When candidates are scarce, employers can be tempted to make hasty hiring decisions. While being fast is sometimes no bad thing, if it leads to poor hiring decisions it can be very costly.
In today’s tight labour market, many recruiters now see that for growing businesses, the answer might not always lie in a candidate’s level of experience. It can be as important to identify the potential of your applicants and select the candidates who will bring both passion and possibility to your organisation.
What can we do? Match employees by skill, personality; get it right, first time!
As expert recruitment Consultants, we are determined to get the right candidate for your business. Let’s get it right, first time.
By working to a partnership model, we gain an understanding of your company’s culture and the candidate requirements for the role. We then source potential employees and short-list them dependent on skills, experience, talent and passion!
As well as carrying out telephone screening and face-to-face interviewing procedures, we can also offer tailored candidate skills testing.
If you would like further information about the full REC report, or discuss recruitment options with us, please get in touch today.
Lesley-Anne has been with Primestaff since September 2015 and in this honest and insightful interview, she tells us about her career to date, how she has found herself within Construction Recruitment and how proud she is to say she works for Primestaff.
Describe your career to date…
I have worked for the likes of Howdens Joinery Co. and British Gas in sales roles, and they stood me in good stead to step into recruitment. From Howdens I moved to a recruitment as a Trainee Consultant. Initially I was in Office Services but I didn’t hit it off, I really wasn’t cut out for it! I knew that I wanted to be in recruitment but I just needed to find the right division!
That’s when I made the move to another agency as a Consultant in the Construction Division. This role gave me the platform to learn more about the industry as well as growing my confidence to enable me to make the move to Primestaff.
I have continued my work in the Construction Division as a Recruitment Consultant at Primestaff. Having worked here for a couple of years I am well settled and we are continuing to grow month on month. I work in the Edinburgh office and we have made a huge stamp in the market, both in terms of the number of temporary staff we have working for us and the reputation that we hold with our clients.
Without a doubt, moving to Primestaff has been my best career move! I can’t see me going anywhere soon!
Talk us through what you do on a normal day?
Mornings usually consist of checking that temps are where they should be! Once the ship is up and running, current clients need to be serviced to ensure that all is good and well, and to touch base in regards to any requirements. Time will be dedicated AM and PM to generating new business.
Throughout the day, bookings will come on board so job adverts will be posted on various media and contact will be made with candidates to fill the bookings. It goes without saying that the phone will ring with enquiries from candidates and clients. On the days that I am in the office it is full steam ahead. As the day comes to a halt, all problems/ issues/ enquiries/ booking are appropriately wrapped up and a plan in place for the following day!
I regularly head out on site visits and drop ins. In general I spend at least one full day out of the office each week. This involves making planned visits to get in front of our clients / prospective clients to discuss their requirements and to get to know them and their business.
How do you plan your days?
I stick to a basic weekly format. Then I break each day down into daily activities hour by hour. Don’t be fooled into thinking that this plan is stuck to religiously as one phone call can turn your day / week on its head and you need to rejig your plan! You need to allow an element of flexibility for any plan whilst still ensuring that you focus on core activities such as calls and visits.
What do you enjoy most about working at Primestaff?
The best thing for me is the approachability of all staff at all levels. There’s a sense that we are all equal, which is a brilliant quality for any business to have! It’s a quality that you just can’t buy, you either have it or you don’t!
Hands down Primestaff is the best company I have worked with over the years. Everyone gets on so well with each other and it’s a great working environment. There’s a lot of fun to be had when working here, be it with office banter or the various social events that we have.
We get the job done and there is no micro management or anyone breathing down your neck. Primestaff breeds success and this is all down to the work environment we are in.
I am proud to tell people that I work for the company. We are growing year on year and making a massive presence in Scotland, and now with the acquisition of Direct Workforce that presence will be UK wide!
What challenges do you face on a daily basis?
Everyday can present a new challenge, from issues with timesheets to candidates who are no shows. No day is the same as the last. It’s all about evolving and learning from any challenges so that you can simplify the resolution process for any trials that you come up against.
We are in a candidate led market at the moment, so as you can imagine this can make it difficult to source available candidates. But that’s part and parcel of the role as a Recruitment Consultant!
What do you think are the most important skills needed to do your job?
Resilience and bounce-back ability go a long way! You get knock backs and let downs but you need to learn to simply brush yourself down and move on. There can be high pressured days, weeks or even months so you need to be able to deal with pressure well without blowing your top!
Organisation plays a massive part in recruitment. You need to be on the ball and keep on top of things. It’s a case of keeping the plates spinning at the same time and doing it well!
Building rapport and great communication skills are key. Personally, I find that this is made a lot easier with my cheeky banter. Clients and candidates warm to this making the job so much easier.
As well as the above I am passionate, driven, tenacious, honest, down to earth and approachable. For someone thinking about stepping into the recruitment sector I’d say it’s important to possess these characteristics.
What would you consider to be a good day in your role?
I thoroughly enjoy my work, it’s a bit cliché but every day is a good day So, I’d ask myself “what’s a great day?”…. A great day for me is when I can see my hard work unravel in front my eyes in the way of bringing on a new client. It’s a rewarding feeling, particularly if you have been knocking on their door for a long time.
What is the best tip you can think of to give someone wanting to do what you do?
Work smarter, not harder! Don’t be a busy fool! I’ve been that busy fool in the past so I know what I am talking about! In order to overcome this you need to focus on where you will make your gains and concentrate your energy and hard work on this. Don’t spend your time chasing your tail or stressing the little things, it’s a waste of time!
Getting into recruitment wasn’t something I had set out to do. It was more of a “recruitment found me” type of thing! Isn’t that the case with us all?!
- See more at: http://primestaff.co.uk/about/employee-lesley-anne/#sthash.0ljujHfq.dpuf
We would like to dispute a few myths about recruitment. In March this year, we asked some of our existing clients to complete an online survey and using factual findings from the feedback, we tackle some of these misconceptions here.
#1 “Recruitment agencies don’t understand our business or our market”… 92% of our clients said we do!
A common misconception; recruitment agencies don’t and won’t ever understand your business because we don’t work alongside you, on the ‘inside’. Our knowledge of the recruitment market, specifically within your sector, means we are in touch with many other companies and can offer consultative advice based on our past experiences and findings.
In our latest client survey 92% of respondents marked either 8, 9 or 10 out of 10 when asked to rate our understanding of their business needs. We have happy clients because we take the time to fully understand their business, their needs and continually work in partnership from the offset.
#2 “Recruitment agencies are too expensive for what they do” … 83% of our clients said we’re value for money!
Unfortunately for us, many individuals who have not used an agency before are unaware of the work we carry out behind the scenes and the steps we take in order to meet the needs of both our clients and candidates.
In our latest client survey 83% of respondents marked either 8, 9 or 10 when asked to rate our recruitment services when considering specifically the cost. We make ourselves available 24/7 and by taking on the entire recruitment process: we save you money and valuable time.
How much money are you potentially losing from not having a flexible or fully staffed and productive workforce? How much time are you spending away from your day job trying to find the right candidate/s for your business? We can provide a full run-down of the recruitment process we carry out for you if required.
#3 “Recruitment agencies don’t deliver what they promise”… 97% of our clients said we have!
As a one-stop-shop for recruitment, we work in close partnership with our clients to deliver results and meet expectations through an approach built on honesty and integrity.
We don’t over promise; when you’re happy, we’re happy and if there is something we cannot deliver, we simply say it! In our latest client survey, 97% of respondents answered ‘Yes’ when asked if we had met their expectations from our very first meeting.
#4 “Recruitment agencies just supply poor quality workers”… Our clients are happy with our candidates!
As we get to know your business, we grasp what is required from candidates to ensure they fit right in to your workplace and hit the ground running. In our latest client survey,
three-quarters of respondents marked either 8, 9 or 10 when asked to rate the quality of our candidates we had supplied to them.
We listen to your feedback regarding our candidates that we supply and also carry out candidate care calls to heighten reliability.
#5 “Recruitment agencies are all the same”… Our clients say we’re better than the rest!
In our latest client survey, three-quarters of respondents said we were ‘better’ than other agencies that they have used in the past. In addition, over a quarter of
the clients that participated in the survey said they had come to us via a recommendation.
We are proud of the service we deliver to clients and candidates. If you would like to learn more or discuss how we can aid your business, please get in touch today.
*These figures are based on feedback provided by Primestaff clients in March 2017.
Each and every one of our magnificent seven crossed the Kiltwalk finish line in Glasgow on Sunday (30th April) after trekking the 23.3 mile ‘Mighty Stride’ in aid of their individually chosen charities.
Sean McPolin, Matthew Bowater, Chris Keay, Hayley Henretty and Yasmin Sweeney of Primestaff as well as Kelly Morgan and Faye Grist of Direct Workforce were all delighted to complete the challenge in under 9 hours.
Encouraging each other from start to finish despite their incredibly sore feet, aching limbs and blisters, it was a show of true team spirit throughout.
More than 7,200 people took part in the annual event in Glasgow, which is the biggest ever Royal Bank of Scotland Kiltwalk to date. The event is on course to raise a staggering £1 million for charities across the country.
Event participation cost just £32 per person, paid by each participant; which contributes to event organisation and the Kiltwalk charity. The STV Children’s Appeal distributes it to projects helping children all over Scotland. Our team then set up additional sponsor pages for their own individual charities and so far, the team have collectively raised over £1,330.
Primestaff funding gives charities a boost
With Primestaff’s charity match-funding scheme, each team member is eligible to claim £100 on top of funds raised, taking the total up to an amazing £2,030!
Expanding Glasgow-based recruitment consultancy creates new role for key player in last year’s partial management buy-out
Expanding recruitment consultancy Primestaff has promoted its finance chief to the newly-created role of managing director as it prepares for further growth.
The move is a further step up for Antonio Vezza, who together with Primestaff founder and chief executive Danny McIntyre put together last year’s partial management buy-out of the Glasgow-based consultancy.
As part of that restructuring in July, finance director Vezza and construction director Michael Docherty joined the board of directors.
Turnover at Primestaff, which also recently invested in new premises in Glasgow and Edinburgh, is set to hit £20m following December’s acquisition of Direct Workforce. This comes on the heels of a near-doubling of revenues during the five years to April 2016.
Direct Workforce provides temporary and permanent staff in the logistics and industrial markets, primarily in the north of England. The combined operation provides approximately 1,500 temporary staff to 300 clients.
Primestaff’s turnover for the year to April 2016 hit a record £11m, with gross profit up by 22 per cent on the previous year to exceed £2m.
Figures for the current year – which will include only a partial contribution from Direct Workforce – are expected to show further progress.
Vezza said this performance is particularly impressive in a sector with high levels of business failures.
“Bringing Direct Workforce into the group massively increases our opportunities for growth through expansion into other industries and further developing the existing client base across more locations across the UK,” Vezza said. “We are in a great position.”
The company has plans for rapid expansion in Edinburgh in 2017. McIntyre said Vezza’s promotion will allow Primestaff to continue on its “impressive trajectory”.
“He has been a fantastic hire from the beginning and he is at the very heart of our success,” said McIntyre, who set up Primestaff in 1993.
“This move will allow him to continue his strategic approach to growth and to identify opportunities for the group.”