Porthaven Care Homes goes live!
Porthaven offers luxury care accommodation across their 18+ UK-based care homes, along with high standards of residential, nursing and dementia care from their compassionate and professional staff.
Moving forward from having no centralised system, they can now operate with a straightforward and frictionless vacancy and advertising process which allows them to seamlessly raise and publicise vacancies for their care homes whenever they please.
Porthaven was set on having a site that reflected their corporate styling and that showcased images of their care home colleagues with residents. We did just that by refreshing the page with updated, unique imagery all while reflecting their brand in a way that is accessible to all their candidates.
It was a pleasure to work on this exciting project with the team, and we look forward to continuing our collaboration in the near future.
Neurodiversity Celebration Week!
It is interesting to learn that no two brains are alike, and when talking about neurodivergent individuals, people usually focus on the challenges rather than the strengths. In light of this, recruiters ought to give candidates the best chance to succeed by not taking a "one size fits all" approach. You can make your recruitment process more neurodiverse by taking the following steps.
1. The use of video interviewing. Candidates can record their answers at their own pace so that they can take a breath, compose and provide a more in-depth response and even record again if they are not satisfied with their answers.
2. Using personality profiling questionnaires, there are no right or wrong answers and your candidates are not bound by the clock.
3. In addition to being untimed and not cognitively complex, SJTS can be great when paired with simplified language and good use of video or images.
4. With an accessibility tool, you can enable accessibility features such as a screen reader, magnifying glass, and colour contrast adjustment on your careers site.
Taking all that into account, are your processes inclusive of neurodiversity?
Octavius Infrastructure Limited goes live!
Octavius Infrastructure is a specialist transport infrastructure and civil engineering business focused on railways and highways. The business is a Tier one supplier to key public bodies such as Network Rail, National Highways, and Transport for London.
The team are now able to easily attract a diverse range of candidates and onboard as efficiently as possible. Since going live, Octavius has been able to offer a more streamlined process for all applicants and internal stakeholders.
We cannot wait to continue with the project! With Phase 1 of the careers site complete, the team are already working behind the scenes on Phase 2.
Watch this space!
It was a true pleasure to work on this project with the amazing Octavius team.
International Women's Day 2023!
The theme of #EmbraceEquity this year emphasises gender equity, real inclusion, belonging, and action that is equitable. Our collective responsibility as allies is to continue to support and embrace equality.
Happy International Women's Day!
Myth vs Reality
Gartner's survey showed that 59% of candidates would turn down a job with a 10% salary increase for a position with a better work-life balance.
They also found that 25% of candidates were looking for another job because they felt underappreciated in their current position. Under 50% of candidates did not apply for a job because it didn't include a remuneration package in the job description.
For many candidates, transparency and authenticity are motivations for working for a company where they feel valued by their team and the company.
Ultimately, work-life balance, job satisfaction, and company culture are important factors in whether a candidate joins an organisation.
Our first Masterclass session of 2023!
The lunchtime session with our clients was hosted by Hilat Ozcan and Ashleigh Webster from our Customer Success team. We covered the importance of recruitment metrics and hints and tips on how to get the most out of their metrics.
Recruitment metrics are crucial to helping you make informed hiring decisions, from selecting candidates to creating hiring plans and tracking team productivity. The hiring process becomes more efficient, reduces costs, and is more effective when recruiters leverage their metrics in the right way.
Thank you to everyone who attended.
Mazars goes live!
The main ambition was to increase their brand awareness and engage with inclusive talent, driving interest, and ultimately more applications.
The new site features authentic employee stories, updated immersive imagery, and video content in line with their branding.
The accessible site includes refreshed pages, including life at Mazars, early careers, experienced careers, as well as diversity, inclusion, and well-being.
It was a pleasure to partner with the Mazars team, Lauren Edwards, Rachel Hill and Zoe O'Connor on this project.
We cannot wait to see the impact over the coming months.
IHR - In-house Recruitment Candidate Experience Conference
The day was full of insightful conversations, the latest tech innovations and shared experiences.
Thank you to everyone who came to our stand and joined our round table discussions.
Another successful event hosted by the IHR - In-house Recruitment team!
Which? in the hot seat!
Julian Harris was in the hot seat telling us about his experience partnering with and the phenomenal impact the recruitment marketing has already had on the business.
Full video pending…. Watch this space!
National Apprenticeship Week - Here's what two of our team members, who took on apprenticeships, had to say
This year’s theme is 'Skills for life'. The theme highlights the true benefit of apprenticeships and the valuable skills and experience gained for future employment and a rewarding career.
We asked some of our team about their apprenticeships and how this has supported them in their careers so far. Here is what they had to say:
Keelan - I had no idea what I wanted to do after my A-Levels. I made the decision to submit applications for both apprenticeships and universities. I decided to undertake a Level 3 Apprenticeship in IT, Software, Web, and Communications and then progressed to a Level 4 Advanced Apprenticeship. This was motivated by a desire to acquire new skills through hands-on learning while collaborating with other people and teams. The knowledge I gained throughout both of my apprenticeships is invaluable and still supports me in my role now. I would encourage anyone to consider an apprenticeship, especially if you are unsure what path you want to take.
Louise - Participating in an apprenticeship helped me to gain so much new knowledge and experience while enhancing my skills. Since completing my apprenticeship and achieving a high qualification in Business Administration, I now feel confident and motivated in my role here at eArcu to perform to as high a standard as possible. The programme itself was a great experience as it allowed me to learn and earn alongside others. I can definitely say I am still utilising the skills and knowledge I gained from my apprenticeship in my current role today.
Our Diversity Analysis tool has now been updated!
So, how can you guarantee that every step of your hiring process is as inclusive as possible?
At eArcu, we offer a Diversity Analysis tool that helps our clients compare their applicants to the diverse mix of candidates in regions across the UK, compare with other vacancies, and make data-driven decisions when it comes to advertising channels.
Following the publication of the latest census data (2021), we are pleased to announce that our Diversity Analysis tool has now been updated with the new data.
Here is what Gerard, our CTO in Product, had to say:
"Our diversity monitoring functionality is one of the best in the market, but now with the latest Census 2021 information from the ONS, it’s even better. This will allow our customers to see in real-time the diversity of their applicants and compare it with the latest regional information. It's proving invaluable to our clients.".