One of the most obvious problems the United Kingdom and its leaders face today is the unparalleled unemployment numbers. Not since the Great Depression have there been so many able bodied people unable to find a job. There are myriad causes for the situation we have come to realize, but its most sinister aspect has been its tendency to feed upon itself in a slow but steady downward spiral. As we begin to see some rays of hope in the times ahead, hiring will be a priority, and the rec2rec recruitment process will be key for employment success.
The spiral that sees poor economic output result in diminishing capital and the concomitant reduction in credit availability means business has only one recourse; is to reduce expenses. This translates to job loss, and it is has happened across the United Kingdom with debilitating social consequence. We have not seen this level of unemployment and production malaise since the Great Depression.
But government has stepped in with drastic intervention and has stemmed the bleeding a little. With the marginal positive business environmental response to this course of action, we see small returns in business normalcy. Now that businesses need to hire again, they are faced with a new and baffling problem, how to proceed with the incredible glut of labor available.
The internet has inserted itself into business permanently, and so there is no surprise that has become a major factor in the hiring process, but it is a two edged sword for management. While it is certainly easier to get the job description publicised, there is the ironic consequence that the employee candidate pool has become unmanageably huge. For every job hired, the number of responses easily overwhelms the traditional management hiring process.
Out in this sea of potential employees there is that one candidate with the proper skills, motivation and education to be productive and happy in the position, but how does she get noticed with all the competition. Faced with such a large group of competitors, the process of building and submitting a resume has spawned an industry of its own, and this further complicates an already difficult task. The internet has opened the floodgates for the employee and the employer, and now there is a need for some filtering system to help the right candidate find the right employer and vice versa.
Entrepreneurship being what it is, there are a plethora of websites created to help in this new environment, which ultimately simply compounds the problem. If business owners make the decision to employee a recruiting firm to help with this newly daunting task, they now have a similar problem separating the recruiting firms. The upside is that finding a good recruitment firm need only be a one time event leading to a long term relationship, and the process is easier than sorting through individual candidates.
With a little up front work, checking with associates, calling and interviewing recruitment organizations, a business owner can identify a firm that will take the time to learn the specifics of your business. Once selected, the owner can relax while a professional experienced in the process of finding and vetting employee candidates does the legwork. They are aware of all the tricks of professional resume preparation and can quickly eliminate the chaff from the wheat, verifying the short list is made up of qualified people.
These recruiting firms owe their livelihood to employee good, honest, hardworking recruiters who remain constantly busy. How then do they identify their own employees when vacancies arise? They take their own advice and use the rec2rec recruitment process which allows them to remain focused on their business, while professionals find and refine a list of experts to join their team of professionals.
The spiral that sees poor economic output result in diminishing capital and the concomitant reduction in credit availability means business has only one recourse; is to reduce expenses. This translates to job loss, and it is has happened across the United Kingdom with debilitating social consequence. We have not seen this level of unemployment and production malaise since the Great Depression.
But government has stepped in with drastic intervention and has stemmed the bleeding a little. With the marginal positive business environmental response to this course of action, we see small returns in business normalcy. Now that businesses need to hire again, they are faced with a new and baffling problem, how to proceed with the incredible glut of labor available.
The internet has inserted itself into business permanently, and so there is no surprise that has become a major factor in the hiring process, but it is a two edged sword for management. While it is certainly easier to get the job description publicised, there is the ironic consequence that the employee candidate pool has become unmanageably huge. For every job hired, the number of responses easily overwhelms the traditional management hiring process.
Out in this sea of potential employees there is that one candidate with the proper skills, motivation and education to be productive and happy in the position, but how does she get noticed with all the competition. Faced with such a large group of competitors, the process of building and submitting a resume has spawned an industry of its own, and this further complicates an already difficult task. The internet has opened the floodgates for the employee and the employer, and now there is a need for some filtering system to help the right candidate find the right employer and vice versa.
Entrepreneurship being what it is, there are a plethora of websites created to help in this new environment, which ultimately simply compounds the problem. If business owners make the decision to employee a recruiting firm to help with this newly daunting task, they now have a similar problem separating the recruiting firms. The upside is that finding a good recruitment firm need only be a one time event leading to a long term relationship, and the process is easier than sorting through individual candidates.
With a little up front work, checking with associates, calling and interviewing recruitment organizations, a business owner can identify a firm that will take the time to learn the specifics of your business. Once selected, the owner can relax while a professional experienced in the process of finding and vetting employee candidates does the legwork. They are aware of all the tricks of professional resume preparation and can quickly eliminate the chaff from the wheat, verifying the short list is made up of qualified people.
These recruiting firms owe their livelihood to employee good, honest, hardworking recruiters who remain constantly busy. How then do they identify their own employees when vacancies arise? They take their own advice and use the rec2rec recruitment process which allows them to remain focused on their business, while professionals find and refine a list of experts to join their team of professionals.
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