Despite the government’s repeated pleas to the banks to open their purses to small- and medium-sized firms, a recent survey of SME recruiters shows how the banks’ intransigent position is truly stifling growth. DeeDee Doke reports
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Received wisdom suggests that permanent jobs won’t be around for ever, with project work dominating labour markets of advanced service economies
In a downturn, it’s the companies which act decisively that will benefit in the long term. It’s time to turn to inexperienced talent to increase your future potential
We hope that, regardless of which segment of the recruitment profession and industry you occupy, you took time to weigh in on the Conduct Regulations consultation before the deadline to comment passed last week (11 April).
As an employer I recently engaged the services of a recruitment consultant.
Following Deputy Prime Minister Nick Clegg’s calls for tightening of UK immigration system by introducing security bonds for applicants from ‘high-risk’ countries, while NES Global Talent recognises the need to address immigration issues, we would ask the government to exercise caution.
With reference to the article about the NHS in your email bulletin (‘NHS struggles to recruit outside management talent’, 18 March), the plain and simple truth of the matter is that the reason why the NHS is failing to attract good managers from outside the NHS is that those who write the job descriptions and who place the adverts for those positions always ask for/demand prior NHS experience!
I note in Recruiter last month another organisation (DEA) set up to support in-house recruiters in a similar manner to the IOR’s in-house support offering (‘DEA fills in-house niche’, Recruiter, March 2013).
Is it time for recruiters to reduce the emphasis on finding candidates for the employer and concentrate more on representing candidates themselves?
“What’s the best way you’ve found to motivate your team?”