In previous articles we have talked about how hard it is to find excellent candidates – and how keeping hold of them is vital to future success of any recruitment business.
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With changing economies, increase in contingent jobs and the advances in technology, recruitment agencies need to not only adapt to the changes, but also ensure that they are able to fill jobs quickly and efficiently.
Being a recruiter is hard work. Finding excellent candidates is even harder. You already know that your success as a business depends on how you grow your talent pool but have you stopped to think how important
A New Zealand GP hit the headlines recently after his hunt for a replacement caught the attention of the world’s media.
In today’s database-driven recruitment world, agencies rely on up-to-date electronic information about candidates and clients.
Figures from the OECD reveal that a third of the UK’s healthcare workforce was born overseas – while the UK ranks second in the EU in terms of the number of British-born doctors working abroad, and top in terms of the number of nurses it sends overseas.
High levels of demand from organisations within the NHS are creating significant opportunities for UK recruiters who are able to supply the qualified staff they need on an agency basis.
Recruitment companies spend too much time on non-essential processes and should consider offshoring them to focus on what matters: finding people jobs, according to RIB Report director Nigel Harse.
Many recruitment organizations across the globe look at ORS as not only a vital method to reduce cost and improve efficiency of their existing staff, but also as a necessity to stay a globally competitive force.
