What Should You Put In A Mother’s Day Hamper? Here Are Just A Few

Recently here at Shredded-Paper.co.uk, we took you through the steps you could take to create a gift hamper for you to give as a present. However, if you’ve been thinking of following those instructions to put together a Mother’s Day hamper for Sunday 14th March, you might remain none the wiser as to what its contents should be. 

Of course, you probably have a good idea of what kind of thing your mother likes – but what types of present would look especially good nestled in a hamper? Here are a few tried-and-tested ideas that could be just right for both a hamper and, well, Mother’s Day.  

Retro sweets 

With an assortment of these sweets piled up in a glass jar itself placed carefully inside the hamper, you can cast your mother’s mind nostalgically back to her childhood. 

One especially good thing about this idea is that, generally, retro sweets – like Black Jacks, Fruit Salads and Raspberry Bonbons – are relatively inexpensive to source. 

When layering up the sweets in the jar, you should be careful to put the heaviest sweets in first, before leaving the lightest for the top layer. Then, screw the lid tightly back onto the jar. 

Homemade flapjacks 

Well, if you’re already making the hamper, why not add even more of a personal touch by also making food to go inside it?

To start, mix 100g of brown sugar, 200g of butter and 3-4 tablespoons of golden syrup. With the resulting mixture, thoroughly coat some light porridge oats and then pour all of this into a baking tin lined with butter-greased baking paper. 

You can then bake at about 150°C and, once the resulting slab has cooled, cut it into squares.

Chocolate – and a good combination of it 

Although chocolate might initially seem like an obvious choice of Mother’s Day gift, you can inject more thoughtfulness into it by mixing up the types of chocolate you place in the hamper.

So, while you don’t strictly have to leave out the likes of Thorntons and Lindt chocolates, you could also include some tins of hot chocolate powder and perhaps even some chocolate-scented candles. Your mother is unlikely to consider having all of these chocolate-themed delights in just one basket “too much of a good thing”!

As you won’t want any of the hamper’s contents to incur damage as you take them to your mother, you could also order some hamper kraft filling paper suitable for cushioning your Mother’s Day presents in the basket. 

You may find yourself particularly enticed by what you see in our new Spring Collection of shredded paper here at Shredded-Paper.co.uk. So, why look any further for the hamper kraft filling paper that will truly complete your Mother’s Day hamper – and delight your mum in the process? 

5 Soft Skills That Your Next Recruit Must Have

While, here at Webrecruit, we would never wish to understate the importance of the appropriate technical skills for a given vacancy, it is also true that tools and processes are becoming smarter and easier to use all of the time. Our own online recruitment solutions go some way to demonstrating this.

It’s vital, then, to also not overlook the role that employees’ soft skills play in keeping an organisation’s day-to-day operations smooth.

Indeed, the below are just five soft skills that even your most technical candidates should have.

Positivity

Even the most seemingly stress-free workplaces routinely bring up issues to which workers must respond with positivity if they are to help to keep their wider team on the straight and narrow.

After all, deadlines can be missed and clients may express disappointment at even the most seemingly high-calibre work. The last thing you therefore need in such tricky situations is any of your employees adopting a glass-half-empty perspective and polluting the team’s morale.

Written and oral communication

Even technical employees are still required to work with others, and must be able to communicate concerns that are of urgent importance if projects are to be completed well.

Any misunderstandings arising from miscommunication can lead to assignments being delayed or delivered to a poor standard. This, in turn, can create conditions for conflict between employees.

Problem solving

Sometimes, even the most capable technical employee won’t have all of the answers to a particular quandary. They must therefore know how to seek out the information that will enable them to produce such answers.

An employee who is proactive in resolving problems is much more valuable to a business than one that constantly needs their hand to be held.

Time management

Everyone’s workload can get on top of them at times. However, not every employee is necessarily effective at devising ways to fit in the time to accomplish the things during the working day that they need to accomplish.

Managing time is a constant challenge, to which your technical employees need to be able to rise. They will need to be efficient in how they work, but also able to identify the most urgent tasks and prioritise if time does become tight.

Mindfulness

For all of the persistent talk about multitasking in some quarters, the truth is that no employee can expect to do good work if they are trying to take on several challenges at once.

They therefore need to be mindful of this, but also of all of the other challenges that can confront them in the workplace on a day-to-day basis, and how these challenges can be met. This calls on them to be honest about what they can and cannot do with the time and resources they have.

Remember that while almost anyone can develop a technical skill if they are trained in it, even the highest levels of technical ability cannot compensate for inadequate soft skills. You should therefore be looking for these skills in your candidates in every online recruitment campaign your firm launches, as they are very much the ‘glue’ that will help your business to grow.

Don’t Overlook The Importance Of A Finely Honed Onboarding Process

Most of us appreciate how crucial it is to get almost any relationship off to the best possible start. However, sometimes, employers can invest heavily in their online recruitment campaigns while neglecting the subsequent onboarding process.

Past research has shown that firms with well-developed approaches to onboarding and retention tend to enjoy higher profits than those that don’t have much of a plan in these areas.

If, then, you want to keep hold of your company’s top talent, the following onboarding steps could be instrumental.

Get off to a swift start

It may seem like mere common sense to suggest that the onboarding process should be quick; after all, we’re sure you’re well aware of the many weeks or even months that the candidate sourcing, interviewing and hiring process can take.

However, there may be elements of your onboarding approach that are unnecessarily extending the process. Do you, for example, wait until your new employee is physically on your premises before starting to onboard them? Well, some of your competitors will almost certainly be finding ways to onboard their incoming workers as soon as the job offer is accepted.

Indeed, the initial stage of the onboarding process could be considered as preparation for your new employee’s first day in the office. Don’t just tell them the basic logistical details, such as what they need to wear or what they need to bring. That’s because you can also start issuing vital work-related documentation to them through an online communication portal, or even send them a virtual greetings card or other welcome from your existing team.

Don’t prioritise speed for the sake of speed, though

While an efficient onboarding process should be a goal for your company, that doesn’t necessarily mean it ought to be completed within a short space of time. Indeed, if – as is the case for so many organisations – you only spend less than a week or a month on onboarding, this could be having a detrimental effect on your workplace’s morale, productivity and turnover rates.

Past surveys have indicated precisely this phenomenon. We would therefore suggest that you at least make your onboarding process long and structured enough to not only train your new hires in the basics, but also nurture them to help to fully integrate them into your organisation over time.

Sure enough, it has been found that in firms with longer and more structured onboarding approaches, employee engagement, trust in leadership and retention rates all tend to be higher.

Don’t hesitate to enquire to us about hiring

You only effectively get one chance to onboard each new employee, so you shouldn’t overlook the opportunity that this process represents to make them feel welcomed and valued within your workplace. It’s something that will have serious benefits for your business, too, long after the online recruitment campaign that brought the given worker into your company has ended.

Call the Webrecruit team now, on 01392 829400, to learn more about what we can do to boost your own firm’s results from its online recruitment efforts.

Mind The Gap: Thoughts On Sourcing The Talent Your Business Needs In 2019

The people that you have under your organisation’s roof are absolutely central to its success; after all, they are your organisation. You therefore need to have ways of attracting new staff to your company who are talented, engaged and able to thrive in your employ.

All too often, though, firms struggle along with poorly engaged and dissatisfied employees. This, in turn, hampers the company’s competitiveness and makes a high rate of staff turnover more likely.

This situation heightens the risk of severe talent gaps at the business. The term ‘talent gap’, of course, refers to the phenomenon of not being able to find enough people to fill your business’s skills gaps. It’s a potentially serious issue – not just because of the detrimental effect it can have on your business’s productivity, but also due to how expensive and time-consuming it is to plug said gaps.

There are, though, ways to minimize the likelihood of talent gaps in your business, particularly with regard to your online recruitment approach. Here are just a few of the key things to think about.

Are you identifying and developing leaders who can cope with change?

Nothing ever stays the same for long in business, but change – especially of the technological sort – has felt particularly swift in recent times. Such technological changes have brought new opportunities for organisations and reshaped entire markets, but firms that fail to adapt to them risk going under completely.

This is why, when you are looking to source talent in 2019, you should be seeking out truly agile leaders. By this, we mean candidates who are able to balance many different choices and challenges at the same time, thereby helping to maintain a company’s smooth operations even through times of tumult.

Do you have a strong succession pipeline at your firm, consisting of candidates who will be able to step up to leadership roles when needed, with minimal disruption? If not, we suggest that you make this a focus during the coming 12 months.

Embrace the new dominant generation of workers

As workforce’s across the globe age, emphasis is being taken off Baby Boomers who are increasingly retiring, and being placed onto Millennials who are stepping into leadership roles.

With the prominence of Millennials in leadership positions only set to heighten further over the next decade, now is the time for your firm to prepare workers from this generation to take on more responsible roles within your workplace.

Past studies have suggested that Millennials are more likely than past generations to leave a job that they don’t feel offers them sufficient career learning and growth opportunities. However, Millennial employees also tend to be very receptive to feedback. It’s therefore crucial for you to keep such workers engaged if they are to still be present at your company when the time comes to replace retiring Boomers.

Continued evolution in the whole nature of work

There is now much less of a tendency for everyone employed by a given company to be based together in the same office at the same time. Instead, advancements in communication technology have helped to accelerate the rise of the remote worker, with one study in 2018 finding that 70% of professionals now worked away from the office at least once a week.

So, are your own company’s virtual staff well-equipped to bolster your firm’s productivity, with the right communication tools and structure? If not, they may be tempted by approaches from other organisations that manage remote workers better – thereby forcing you to dip into the online recruitment market in search of new virtual employees all the more often.

Our fixed-fee online recruitment solution here at Web recruit, including such vital services as expert recruitment copy writing, access to helpful technology and even a campaign manager, could be instrumental in boosting the success of your business’s hiring efforts in 2019. Call 01392 829400 or email info@webrecruit.co.uk to learn more about the breadth and depth of our specialist know how.

Are You Doing Everything Possible To Keep Hold Of Your Employees?

Whatever your company’s sector or stage of growth, your investment in online recruitment is likely to be significant – so you will want to make sure you get the very best value out of it.

That won’t be the case, though, if the employees that you have worked so hard to recruit keep on leaving. In fact, not only does a personnel departure create the need for you to spend once more on an online recruitment campaign, but it could also wreak havoc on the cohesion, chemistry and morale of your broader team.

So, what are the steps that you can take to help to ensure as many of your staffers as possible actually remain on board – for not just weeks or months, but years to come?

Cultivate employee loyalty from the get-go

It’s never too early to begin all of the efforts that you will encourage your latest recruit to stay with your firm for the long run. You need to consider whether you are sending out all of the right signals to your employee from the moment they become your employee.

Are you, for example, already presenting them with intriguing educational and professional development opportunities? Are you making them feel like they’re playing a central role in your company’s mission? Are you also receptive to any concerns they have, and continually looking for ways to address those concerns so that they rarely have any reason to look to the exit door?

Make communication central to your relationships with your employees

We touched on it above, but it’s worth emphasizing – you should always preserve open channels of communication with your current workers.

That should entail always making clear to your employees just how important they are to the ‘big picture’ of your company’s success. However, it should also mean constantly asking your staffers about any problems, struggles or fears that they presently have. As you do, you should be proactive in coming up with ways to make their lives easier.

Respect your staff’s desire for work-life balance

Generally speaking, your employees want to be able to have a life outside work. Preserving a healthy work-life balance is a key concern for many employees today, and you have a leading role to play in helping to make this possible for them.

When we say ‘leading’, we mean leading by example – so you might want to think twice, for example, about regularly sending emails with urgent requests to your workers late into the evening. Giving your workers a certain amount of flexibility with regard to hours and opportunities to work from home can also pay major dividends for bolstering retention.

To learn more about how Web recruit’s renowned fixed-fee online recruitment solution could be instrumental in enabling your firm to get more of the right people through the door, don’t hesitate to call our team now on 01392 829400, or email info@webrecruit.co.uk.

The Tools That Mean You Don’t Need To Choose Between Skills And Fit When Hiring

A certain debate that seems to keep popping up in the recruitment sphere is whether one should hire predominantly for fit or skill. You might have heard that it’s best to hire for cultural fit, for instance, because this enables whoever you recruit to acclimatize to your company’s environs quickly, while also boosting the likelihood that they will stay with your firm for longer.

But on the other hand, some people say that recruiting for skill is the way to go because this gives you an employee who you won’t need to invest time and money ‘training up’ for the role. Such a staffer can be more productive within a shorter space of time, so the argument goes.

However, the truth is that you don’t necessarily need to sacrifice fit for skill, or vice versa. Strategies and tools like the below, in fact, will help to ensure your organization strikes the perfect balance in terms of who it recruits.

The comparing of CVs

When a candidate sends you their CV, there can be a lot of information to sift through in terms of their education level, qualifications, industry accreditations and on-the-job experience. How can you possibly hope to compare an applicant’s CV to that of another candidate in a remotely scientific way?

Many ATS providers – such as Webrecruit – can provide the solutions that will enable you to organize and filter applications and CVs in accordance with your requirements for your latest vacancy.

Simulation assessments

Unfortunately, you can never depend entirely on a candidate’s CV when you’re assessing either skills or fit, not least because many people do lie on their CVs. A tenth of Britons admits to having done so, according to YouGov, including in relation to their education, qualifications or how much time they have spent in a given job.

In any case, a candidate possessing a high level of training or industry experience doesn’t necessarily mean they can translate all of that knowledge into useful action.

You may, therefore, decide to subject your candidates to simulation assessments, testing their abilities in a scenario as close to the ‘real world’ workplace as possible. This way, you can gain much more meaningful insights into their true cultural fit and skill level.

The interview

The job interview has been a staple of recruitment processes for decades, and it can still play an invaluable role. Again, ATS providers can greatly help to hire staff to maximize the usefulness they get out of interviews, by making it easier for them to narrow down applicants, set up appointments and communicate interview details to candidates.

But it’s also important to acknowledge the very real flaws of interviews – they are a very subjective art form, after all. There’s, therefore, a risk that overly relying on them will cause you to select the candidates that you merely like best, instead of those representing the best cultural fit for your vacancies, or who have the most suitable skill-sets.

Bring together all of the above elements when devising your hiring strategy, and you can better equip your team with the data and evidence they will need when judging candidates on the basis of both cultural fit and skills. Why not click through to discover our latest case studies showing how we have become one of the most trusted ATS providers today?

Making Your Most Of Your Business’s Looming High-Volume Recruitment Event

If you’re looking to hire a potentially large number of candidates, fast, you might imagine that a high-volume recruiting event is a perfect place for your company to be.

However, we’re also in a candidate-driven market right now. This means that your organization is much likelier to gain satisfactory results from its attendance of such an event if your recruiting team has all of the right knowledge, tools, and metrics to hand.

So, here’s how your firm can best prepare for and make a success of a high-volume recruitment event.

Devise a plan ahead of the event

How will your target candidates be able to keep in touch with your company not just before and during, but also long after an event? We would suggest that you set up a registrant communication hub that will make this aspect of the event simple, easy and engaging for everyone present.

Contacting your candidates before the event, after all, signals your interest in them. Sending them a quick ‘thank you’ message after they have attended your booth or stand also affords you an opportunity to continue the relationship by letting them know you’ll be in touch in the future.

Tell attendees what’s next

At every stage, your candidates should be in no doubt about what’s going to happen. If they give you their contact information or CV, for example, where will their information be stored, how will you be using it and how and when will they hear back from you?

You might propose to contact your candidates straight after the event or allow a bit more time. You may also get in touch with them via email, text, phone call or a combination of these. Whatever the situation, you should be transparent in telling your candidates about the process.

Establish the essential event metrics

This is something else that should be absolutely clear prior to the event, including how your metrics align with the organization’s broader strategic plans.

Your team should agree on such aspects as what your firm’s grander objective for the event is – such as hiring a certain number of people or reducing sourcing time – and how you will accomplish this.

A measurable metric is especially crucial. Perhaps you’re looking to bolster your firm’s passive pipeline by 50% over the next six months, for instance?

Equip your team with the tools it needs

Are there any tools – such as a mobile app or other software – that you gain privileged access to as a participant in the event? If so, you should ensure your team knows precisely how to use and make the most of them, including the process of gaining any necessary information from them.

The period leading up to the event could be a good time to compare applicant tracking systems, especially if you anticipate being extremely busy managing and processing high volumes of candidate data before, during and long after the event.

One of the highest rated applicant tracking systems of all, in fact, is our own Fusion Plus platform here at Webrecruit. It’s a comprehensive and intuitive pipeline management solution, as you can learn much more about by booking a demo or calling 01392 829400 to discuss your requirements in greater detail with our team.

How Campus Visits Can Ease Your Student Recruitment Efforts

For a business seeking to foster a steady stream of up-and-coming young talent to its ranks, campuses of higher education institutions are valuable places to drive Recruitment Software. However, a key ingredient is making a positive impression on those students to whom you reach out.

You can do that not only from behind attractive booths at careers fairs, but also through social media and other marketing channels. Here are some ways to push the right buttons.

Publicise Where and When You Will Be At Careers Fairs

As you ready yourself to appear at a careers fair, you could understandably feel excited at the prospect of potentially meeting a future star employee or even CEO of your firm. However, the right candidate might not actually realise that your company is right for them.

That’s the risk you could run if you fail to effectively spread the word about your company’s presence at the event. This is why you ought to not only advertise that presence on social media, but also leverage the power of the university’s own media prowess for further promotion.

Effectively Engage With Candidates

Once you have got the attention of promising students, you still need to clearly tell them what your company is about. Thiswill be beneficial to both parties, as it needs to be established whether the candidate really is the right fit for your firm – including its workplace culture.

It works well here to be succinct, but alsoinformative so that each interested student can gain the insight into your company that they need. This applies whether you are communicating on social media outlets like Facebook and Twitter or in person at the careers fair itself.

Continue Interacting With Candidates after Each Event

Once you have drawn great numbers of students to chat to you at your booth and registered their interest in your company by getting them to join a mailing list or follow your company on social media, you need to take advantage of this captive audience by keeping the online and offline conversations flowing.

Furthermore, with a fixed-fee Online Recruitment solution from our team at Webrecruit, you could reach many more potential candidates and advertise your vacancies further – you never know which students might notice them.</p>

How Can You Turn More Heads With Your Job Adverts?

You may have found it trickier to fill your business’s open vacancies lately, which shouldn’t be a great surprise. After all, it’s widely agreed that the job market presently favours candidates, which may mean firms like yours have to work harder to attract the attention of jobseekers.

Your job advertisements, though, will play a big role in determining whether a given talented candidate takes much notice of your opportunity at all.

So, here are some of the steps we recommend you take to craft a genuinely head-turning advert for your current open position.

Provide All of the Essential Day-To-Day Details

At the very least, a potential candidate should be able to come away from your job listing with a fairly good idea of what life at your company in this role is probably like.

Does the job involve working at a desk, for instance, or in the field? Will the employee work largely by themselves, or while interacting closely with a team? What daily activities will be expected of them that aren’t necessarily ‘typical’ for this particular job title?

Give a Sense of the ‘Big Picture’

Talented people like to feel that they make a genuine difference in their job. So, does your job advert make clear how this would be the case if they chose to work for you?

The more you reveal in your job description about just how influential the worker in this position will be in the context of your company’s broader operations, structure and culture, the more likely it is that the most genuinely suitable candidates will take an interest.

What teams will the new hire work with, for example? How is their role likely to evolve over time? What is the link between the job and your company’s mission statement and values? In short, how truly significant is this vacancy to the wider health and success of the organisation?

Outline the Past Experience Needed

Yes, a certain combination of skills and personality will be required for your vacancy. However, it’s also vital to set out experience requirements that won’t unnecessarily exclude potentially suitable candidates, nor attract such a wide range of applicants that you have to spend a lot of time whittling them down.

A good ‘baseline’ here is to include the level of experience needed – even if you’re no more specific than simply stating ‘entry-level’ or ‘mid-level’ – along with any associated hard skills, such as proficiency in a certain language or technology.

A well-crafted job advertisement that gives the viewer a good impression of what you genuinely need will lead to many of them self-selecting themselves in or out of the running – which means you are more likely to receive expressions of interest from only the most suitable candidates.

Remember that once you have put together the perfect job description, the most comprehensive Applicant Tracking Systems – such as Webrecruit’s Fusion Plus solution – can help you to distribute it into the wider world both swiftly and easily.

Fusion Plus is just one of the many Online Recruitment services that we are pleased to offer to ambitious organisations looking to optimise their hiring approaches for 2019. To learn more about them, simply peruse the website of our leading fixed-fee recruitment agency today.</p>

How To Recruit The Right Candidates More Time-Effectively?

ATS Providers

Naturally, you will be eager to land the most intelligent and talented candidates possible for your business, but it is also in your interest to do so quickly. A drawn-out recruitment process risks a good candidate in this funnel losing interest and withdrawing their application.

For people on both sides of the hiring fence, you can relieve many of the headaches if you implement a well-optimised recruitment process. Here are some of the ways to do precisely that.

Be specific about what you’re looking for

What is the job title for the position you seek to fill? What are the day-to-day duties and responsibilities that it entails? Will this job call upon particular qualifications and experience? Also, what are the key elements of the company culture in which the successful applicant will work?

You need to address all of these points accurately but clearly in the job description. After all, with this information at your disposal, you can more easily evaluate the suitability of candidates as their applications come in. At the top of the listing, you should summarise the job description as well.

Volume-Recruitment-Circle

Strategically place keywords in the job description

Since people well-suited to the job could easily be carrying out Google searches for positions like yours, you shouldn’t shy away from including appropriate keywords in the text.

However, you should also be careful not to use so many keywords that the job description feels unnatural in its language. Google isn’t geared towards promoting ‘keyword stuffing’ – the search giant’s mission is to help its users to specifically find the information they desire.

Make use of fuss-free online recruitment software

If your hiring team remains in the habit of manually compiling data about applicants, you should consider replacing that antiquated system with an applicant tracking system (ATS). As ATS providers, we can enlighten you about the benefits of our own intuitive ATS, Fusion Plus.

With Fusion Plus in place, you can post vacancies to various job board aggregators with just a click and be quickly notified about new applicants, of which there could turn out to be many, as the system is optimised for mobile devices. The latter feature means prospective candidates of yours can easily apply for your open roles, even while ‘on the move’.

To learn more about the perks of Fusion Plus that have long made Webrecruit one of the premier ATS providers, why not consult our case studies today, or even book a demo of this powerful software?