Clients
REC4 has established its foundations working within the recruitment (rec2rec) sector, where we recruit across all levels ranging from Trainee Recruitment Consultants through to Team Leaders, Managers, Branch Managers, Business Development Managers, Sales Managers, Regional Managers and Board Level appointments.
The tools of our industry are these days generic to most recruitment companies. REC4 believes that what sets the quality service providers apart is the way those tools are applied. Specifically within rec2rec we also subscribe passionately to the belief that a good service is derived from a thorough knowledge and understanding of your market place. With over 50 years of recruitment industry experience to draw from we feel this is an area we always deliver on
Whether you are a candidate who expects honest advice and a genuine understanding of your needs or a client whose vacancy potential must not be compromised by over zealous CV submittal - REC4 simply delivers on all levels.
Our Recruitment 2 Recruitment service aims to gain maximum leverage from our own personal experience within the industry hence we specialise within the following areas: Accountancy, Banking, Finance, Technical, Construction & Engineering. We generate our applicants/clients primarily within the high end contingency and executive search sectors.
Whilst this website offers the provision to submit CV's and vacancies 24/7 there is no substitute for personal contact in communicating needs. Our industry is synonymous with lengthy hours, so we do urge visitors to avail themselves of our out of hours contact numbers when required.
**INDUSTRY NEWS
11th May 2011
OUTLOOK IMPROVING
Increasing numbers of employers are planning to grow their permanent workforce in the next year
REC Jobs Outlook suggests growth in workforces in coming months.
Nearly a quarter of employers are planning to expand staff numbers in the next three months and a third following suit in the coming year according to the latest REC research.
Meanwhile 64 per cent of those asked intended to keep numbers static.
At the same time, demand for temporary and contract staff remains strong with 93 per cent saying they will either keep their use of agency workers at existing levels or grow them in short term with another 81 per cent doing the same in the longer term. More below....
“The long-term prospects for the jobs market ties in with forecasts that private sector investment and trade will start accelerating in the second half of the year. However, until then, our jobs market will show signs of volatility until the infrastructure for private sector growth is in place to enable more jobs to be created within it.”
Roger Tweedy, the REC director of research, pictured, said: “The current figures really do show we have a transitional jobs market borne out last week by the slight decrease in the unemployment figures. Confidence among employers about their hiring intentions have stayed the same level as last month at the same time as their reliance on temporary and contract staff is still strong though easing slightly.
18th April 2011
AWR GUIDANCE MEET
BIS attend AWR guidance discussion held by ARC.
It would appear BIS accepts there are many grey areas and ambiguities within the recently published draft guidance notes for the AWR following an ARC meeting in London yesterday.
The Association of Recruitment Consultancies' meeting, held at the BIS Conference Centre in Westminster, was a chance for ARC members to help BIS clarify details in the draft guidance before the final article is released in a few weeks.
Fronted by ARC chairman Adrian Marlowe the event saw BIS representatives taking on board suggestions and criticisms of the regulations which will see temporary workers given similar basic rights as their permanent colleagues following 12 weeks in a role.
Among the points raised by the delegates was the interpretation of the word 'professional', in other words are qualified and licensed lorry drivers to be regarded in the same bracket as doctors?
Also the meaning of the word 'bonus' appeared to be an issue many were not comfortable with; one delegate exposed the difficulty in being forced to pay a temporary worker a bonus when they were restricted in assessing them through the same appraisal channels as their permanent staff.
BIS has not given a date for the publication of the full guidance notes as yet, but it is expected by mid-May.
14th March 2011
HUGE PERCENTAGE RISE
Use of temporary labour in the UK rises by 65 per cent in February on last year.
February saw a massive year-on-year increase of 65 per cent in the UK's use of temporary labour according to de Poel.
The company also said its figures show that the number of hours worked by temporary agency workers increased by an average of 17.8 per cent in February 2011, with sectors such as facilities management growing by 65 per cent and business services by 58 per cent. More below...
A statement form the company said: "The rise in the use of temporary agency labour comes as businesses continue to adapt to fluctuating demands using a flexible workforce. Despite that pending new legislation, Agency Workers Regulation, in October, will affect the way many organisations operate their flexible workforce many businesses are still unprepared. Organisations will be left exposed to hefty fines and damaging company image."
The news has come out of a new global survey of HR professionals published by StepStone Solutions. From the candidates’ perspective, 82 per cent of jobseekers respond positively to contact via social media, making it ideally suited to building talent pools among in-demand staff.
According to the report 60 per cent of the employers surveyed already use social media as part of their recruitment strategy and over a quarter of employers are yet to explore social media plan to do so in the near future. Yet 28 per cent said that corporate policies restricted their access to social networking sites; a lack of awareness of social media was cited by 69 per cent of respondents as the greatest barrier to implementation.
StepStone Solutions CEO, Matthew Parker, said: “Recruiters’ interest in social media is growing – 96 per cent of recruiters said that social media has a role to play in recruitment - because it’s one of best ways to reach out to potential employees worldwide and build new talent pools, especially for high demand skills like mobile application developers or managers with experience in emerging markets. “However, many recruiters aren’t opening Twitter accounts or LinkedIn pages in the absence of clear corporate support. Red tape and a lack of understanding may be harming the uptake of social media despite the fact that recruitment tools with built in capabilities are there to support them.”
