• Contractor Signup

    Latest Release Focused on Contractor User Experience

    Elevate Direct Contractor Software

    London, 24th March 2014 – Elevate Direct the end to end direct recruitment solution that automates the sourcing of contractors has rolled out its latest platform update, one of several releases planned over 2014.

    James Griffin, Client Services Director at Elevate Direct was pleased to announce: “The latest upgrade focuses on improved workflows and user experience for candidates signing up and applying for jobs. Offering the best experience possible to candidates, and ensuring more of them provide richer profiles, is a massive boost for the employers hiring via Elevate.

    Overview of Release Changes

    For Employers

    – Better engaged candidates via improved user experience leading to improved profile conversions and bigger talent pools.

    – Workflow improved to ensure quicker time to hire.

    For Candidates

    – Improved UX resulting in quicker job applications and profile creation.

    – Higher levels of automation around certain data points such as location, rate etc.

    – More visible to employers in less time providing much needed velocity to the contract hiring process.

    About Elevate Direct

    Elevate Direct is the only cloud based end to end Contractor Recruitment Solution that allows employers to recruit contractors directly, significantly reducing the high mark up costs associated with hiring a contractor through an agency.

    Once logged into the platform employers can post their contract jobs for free.  Elevate Direct’s innovative technology matches the key skills required for the job against registered candidates automatically producing a shortlist of suitable contractors.  In addition the platform takes care of all the required back office operations, time-sheeting, payroll and consolidated invoicing.

    For more information about Elevate Direct visit www.elevatedirect.com


  • Contractor Signup

    Recruitment content marketing. STOP giving your content away

    The buzz word for social media is “content” and content is king, for good reason. Without content it is virtually impossible to develop any dialogue with anyone whether they are your current employees, potential customers or the wider world. In the context of recruitment, (this is a recruitment blog of course) it would be almost impossible to attract the required talent if you’re building a direct recruitment strategy.

    Essential Content 

    Believe it or not, contingent job specifications should be viewed as essential content and the type of content that organisations require in a growing market. Unfortunately the way many in-house recruitment teams have been set up, a lot of this contingent “content” is given away to a raft of PSL suppliers who in the main provide a good service but at a price. There is further risk in this type of recruitment strategy for employers. Third party suppliers are not able to promote and maximise an employer’s brand across the appropriate online channels and specialist communities essential to attract the right type of talent. Their model just does not allow it.

    The growth of contingent hiring is one of the main reasons why unemployment figures have continued to fall over the past 2-3 years, however the contingent talent pool seems to be under served by organisations when it comes to direct recruitment. Given the fact that many companies aim to convert the best of this worker group to permanent members of staff, a dialog needs to begin with them now. One way is through the promotion of an organisation’s own contingent job specification “content”

    There are reasons why many in-house teams now subcontract the attraction of contingent workers out to PSL suppliers, however the main reasons seem to be a lack of manpower, knowledge and a lack of networks within specialised niche markets. Simply put, they can’t access the talent and rely on those who can, which is a short term and expensive solution.

    The Good News

    The good news is that with right technology, processes and some training in place the attraction and management of contingent workers, even in new markets, can now be undertaken without necessarily increasing internal recruitment staff numbers.  Even as this contingent population starts to become a growing part a direct hiring strategic mix.

    Become The Gatekeeper 

    It’s essential that in-house recruitment teams start to take control of this population now. The alternative is that their PSL suppliers will remain as the gatekeepers of the on-going relationships with the talent that is being hired. As a direct result the potential for converting a great contingent worker to a permanent member of staff will be severely reduced.

    Don’t give your content away use it as a strategic tool to promote your employer brand and you will organically build relationships with candidates. As a result your dependency on recruitment agencies will reduce and the costs of conversion to permanent hire will be under control.

  • Contractor Signup

    Helping you recruit smarter on Elevate

    As a new angle to the blog we want to share with you more information about Elevate, how the system works and what improvements we are making. We iterate frequently so you should see these posts often but we will keep them concise!!

    These improvements focus on the employer side of the app.

    User Permissions – Add users to Elevate and limit access to only the features and functionality that they require. Not all users need to use all of the system so allow colleagues to engage with Elevate faster and easier by focusing their access on areas that matter to them.

    Collaborative Comments – colleagues and team members are now able to comment on candidate profiles within each vacancy and share those comments back to the team. All within the Elevate app. Empowering you to streamline your internal communications and make quicker decisions on candidate suitability.

    Notification settings – we have enabled users to customise system notification settings (email sent to you when something has happened within a project you are assigned to). If you are assigned to a project and don’t want to be notified of each message simply turn them off (and turn them back on again when needed)

    Original CV – Whilst we remain convinced that consistent profiles will replace the CV in the long term we have listened to the reasons why at times it is useful to see the candidates original CV as well as their Elevate profile. For details on how to do this please contact your account manager or contact to learn more if you are a potential new customer – (team@elevatedirect.com)

    We will continue to listen to all feedback we receive in our drive to build the most efficient, user friendly and collaborative recruitment platform that enables you to reach your business objectives. If there is anything else you would like to see on Elevate or any questions you may have then please call (0207 928 2519), email (team@elevatedirect.com), or for existing customers you can send us your idea via the SUPPORT & FEEDBACK feature in the app. Login here https://app.elevatedirect.com/employers/login

    Until next time….

  • Contractor Signup

    Tips to Reduce your Cost to Hire

    When times are good, trimming recruitment budgets becomes an ongoing project. When times are testing, however, it’s a necessity. In both good and bad times recruiting continues, whether it is increasing headcount during the good times or replacement hiring during periods of economic slowdown. By employing creative recruiting strategies you can reduce your recruitment costs while generating maximum returns on your investment.

    Here we show you 5 – arguably different – ways to help you to reduce your recruitment costs.

    Use social media

    Much has been said about the influence that social media – or ‘social recruiting’ – has as a part of the recruitment process, and justifiably too. But how exactly does the use of social media sites such as LinkedIn and Twitter actually save employers money? First, social media sites give your advertising a global reach, so if you are looking to recruit a senior ERP consultant on a six-month contract, for example, you are not geographically restricted in terms of candidate reach. Second, social media significantly reduces the number of man-hours spent searching for suitable candidates. Third, social media erodes employer reliance on recruitment agencies, who typically charge between 15 – 20% in commission fees. And the fourth reason is that social media can not only support, but also build your brand as an employer of choice through improved communications and greater engagement with candidates via online communities and forums who are ‘on’ the market and ‘in’ the market.

    Video interviewing

    One area that has consistently remained costly, both from a time and financial outlay perspective is the interview process itself, and this has sparked a rise in the use of video – both two-way and one-way – interviewing among employers with Sonru from ireland making a real splash in the UK (http://www.sonru.com/ ) According to the Aberdeen Group, a market research firm, the number of companies using video as part of the hiring process jumped from 10% in 2010 to 42% in 2011 for several reasons: Shorter time-to-hire process; reduces costs; convenience; provides employers with access to a global talent pool; ensures consistency of questions; and shorter interviews. (http://www.aberdeen.com/Aberdeen-Library/7776/AI-video-talent-acquisition.aspx)

    Create an employee referral scheme

    Employee referral schemes have been around for some 30 years or more, yet there remains a number of organisations who don’t have any form of employee referral program in place despite its proven ability to reduce recruitment costs. There are a number of benefits to employers of implementing such a scheme, including: providing employers with a source of passive candidates; in the interests of safeguarding their own reputation, candidates referred by employees also tend to be of higher quality; and, the monetary bonus paid to a referring employee invariably acts as a morale booster which in turn, boosts productivity levels.

     Adopt a direct recruitment model

    Without question, advertising and the use of recruitment agencies represent the highest costs to employers, and this has sparked a rise in those opting to take a direct approach to their recruitment strategies. Dubbed ‘disruptive technology’, direct recruitment platforms, such as that provided by Elevate, enable employers who recruit short- to mid- term contractors with the medium by which they can reach more of their target candidate base and keep costs to a minimum. For instance, the direct model allows employers to post their advert online while the platform provider then distributes it across all job boards relevant to the advertised role. It also enables employers to search and proactively approach suitable candidates registered on the system. And if an offer of employment is made, the platform provider charges a commission fee of just 4%; thereby significantly reducing the average cost-per-hire.

    Invest in the staff you already have

    Could the solution to staffing needs actually be found closer to home? Sometimes the search for a quick-fix solution to your staffing needs may be misplaced. A company’s investment in training can effectively nullify both short- and long-term shortages with evidence from the UK Commission for Employment and Skills revealing that there has been a rise of more than a third in the number of higly-skilled people employed by UK Plc as a direct result of employer investment in staff training. Furthermore, reviewing your performance management strategy can also boost skill levels among employees. Manging the performance of staff is part and parcel of a manager’s job, but left unchecked for a long period of time, poorly performing workers can become a major problem and by addressing the situation early on, you can save yourself and your company both time and money.

    Building the infrastructure to execute strategies that reduce cost of hire aren’t all daunting and are all achievable. Especially if you define a route to deliver them that allows the business to embrace the change and more importantly allows you to keep delivering good quality candidates whilst that change comes through.

  • Contractor Signup

    5 things you may not know about Contract Recruitment

    The use of skilled and experienced contract workers to manage sudden changes in demand and other project work is increasingly becoming a favourable option for employers. In fact it is an absolute necessity to hire certain skills as they simply don’t exist in the permanent side of the talent pool.

    Whether you are a small and fast-growing start-up or an established organization hiring contractors, it’s now a strategic choice to deliver the right change to your business, services to your customers and value to your shareholders.

    You could say it is en vogue but it is a lot more considered than that. Here we look at the top 5 advantages of using contract workers.

    1. Skills analysis

    Hiring contract staff enables Hiring Managers to observe the abilities of a worker over a period of time without having to make a long-term commitment. In this way, you avoid the risks of a probationary period you normally have with a new hire and you also save on cost-per-hire and the costs associated with making a bad hiring decision. It is quickly correctable too!

    2. Cultural & environmental fit

    For small to medium sized businesses contract workers can be a significantly cost-efficient way of ‘test-driving’ potential permanent staff and can be a win-win situation for both the candidate and your company. In the USA I believe it called a try-buy. Some contractors will not consider permanent positions under any conditions so be sure to open those discussions at the top of your relationship so everyone is on the same page.

    3. Screening

    Direct contract hiring has significant positive cost and time of hire implications for employers. Not only are recruitment costs kept to a minimum, the time spent screening and interviewing suitable candidates is also reduced. Simply put if the worker meets your requirements and has the qualifications for the role at hand, you can (in theory) hire them immediately. This eliminates the somewhat lengthy process often associated with permanent recruitment practices.

    4. Boost to business growth

    Hiring contract workers can also play a major part in adding to your bottom line. Regardless of whether you are undergoing a period of change or growth (or both), your company can benefit from the skills, knowledge and commercial experience that probably does not exist elsewhere in your business. Contract workers typically have an ability to add value immediately. They thrive on solving problems, can grasp a challenge and hit the ground running to deliver you an ROI sooner than you may have expected.

    5. Strategic flexibility

    Contract workers enable you to drive your business change safe in the knowledge that you can scale projects back or accelerate quicker should you need to without having to manage costly redundancy programmes, structural reorganisations and diminished morale. In the current climate of global economic uncertainty the ability to increase or decrease your workforce on demand is a key driver to business success. The Holy Grail used to be to attract the best talent as a permanent asset of the company. Take that risk now and you could be holding the costs on your payroll long after that employee stops adding any value. Through no fault of yours or theirs. Build a true contingent workforce of professional and highly skilled contractors and you build real agility into your business.

    When you bear in mind the points made above, perhaps it’s no surprise that in 2012, the number of new permanent jobs in the professional recruitment market fell, with research revealing a 2% drop in the number of available jobs over the last year. Meanwhile, the number of temporary placements increased by 4%. Ann Swain, Chief Executive at APSCo, the Association of Professional Staffing Companies said “We’re seeing a very continuous trend in the professional recruitment market towards the hiring of temporary staff in preference to permanent staff. Businesses still don’t have the confidence to make permanent hires when they can use temporary staff instead.

    “Whilst an increase in temporary placements may not appear good news as permanent hires fall, the use of contract workers is offering a great deal of flexibility to both employers and employees.”

    To find out more about how the jobs market changed over the past 12 months, make sure you take a look at Professional jobs market continues to replace permanent jobs with contractors by APSCo.

    You may be surprised at exactly how many UK businesses are turning to contractors…