PizzaExpress, the nation’s favourite Pizza Restaurant has partnered with Changeworknow, the online recruitment specialists, to develop a recruitment solution that will support the business in its continuing mission to recruit ‘People with Passion’.
Changeworknow’s new and exciting recruitment platform will enable PizzaExpress to deliver a fantastic candidate experience, in order to attract the very best people; and recruit a workforce, with ease and efficiency, that is serious about making a difference and WOWING its customers.
Changeworknow was selected because of its strategic partnership model and unique approach to online recruitment, which builds core organisational values and motivations into the selection process.
Lesley Nash, Managing Director at Changeworknow comments “The online recruitment solution for PizzaExpress is totally aligned to the strategic direction of the business and will play an important role in their recruitment strategy, putting Pizza Express ahead of their competitors in an intensifying war for talent. The cutting edge candidate management system is built on our brand new platform which challenges the paradigms of traditional ATS’s allowing recruiters and hiring managers to engage super-efficiently with candidates and hire perfectly matched people”.
Working on the principle of ‘one size does not fit all’ the solution will be flexible enough for Restaurant Managers to recruit team members with ease and minimum effort and for Central Recruiters to manage more sophisticated campaigns and talent pools.
Louise Gallant, Recruitment Manager, explains “PizzaExpress have been working with Changeworknow for only a matter of weeks so far in which time we completed the first phase of implementation. We wanted a recruitment system that would not only manage a smooth candidate journey for us and provide state of the art functionality, but a provider who understood the people they were working with whilst providing us with the best people for the job. The online process provides a seamless and pleasurable experience not only for the user but considers the feelings of any potential candidate and guides them through the application process with ease and confidence, even if they are not quite right for the role they are applying to. The online questionnaires work effectively to select the right candidates time after time and make our life very easy”.
Thursday, 19 August 2010
Tuesday, 17 August 2010
Personnel Today Awards 2010
We are pleased to announce that River Island has been shortlisted as a finalist in the Award for Excellence in HR through Technology or Social Media category of the Personnel Today Awards 2010.
With results such as £300,000 saving on screening applications and an estimated £800,000 saving as a result of process improvement using the latest recruitment technology developed by Changeworknow, we are delighted that our partnership with River Island has been recognised by the biggest and best awards in the HR profession.
The winners will be announced at the Awards ceremony in November. Members of Changeworknow and River Island will be attending so fingers crossed!
With results such as £300,000 saving on screening applications and an estimated £800,000 saving as a result of process improvement using the latest recruitment technology developed by Changeworknow, we are delighted that our partnership with River Island has been recognised by the biggest and best awards in the HR profession.
The winners will be announced at the Awards ceremony in November. Members of Changeworknow and River Island will be attending so fingers crossed!
Thursday, 29 July 2010
River Isand - leading the way in fashion and online recruitment!
River Island the leading high street fashion retailer has expanded its online recruitment system to incorporate head office roles. Following on from their highly successful retail online recruitment activities River Island is now looking to recruit all vacancies within the business using our solution. The head office online system has been launched using Changeworknow’s brand new platform launched in early summer.
The new system features the latest and most advanced technologies on the market and will enable River Island not only to drive down agency costs but create greater efficiencies in the recruitment process with features such as tag clouding, activity prioritisation cues and extensive use of tooltip for a much improved recruiter and manager experience.
The retail team have been using the new system since May and the productivity gains have been outstanding and immediate. An amazing 400 quality hires were made in just two weeks by one recruiter alone.
Lesley Nash, Managing Director, explains “This new system has been designed to give recruiters and managers significantly more efficiencies in how applicants are managed and communicated with. The system interface is highly intuitive and challenges all the existing paradigms of how a traditional applicant tracking system should be used. River Island have seen the benefit of these efficiency changes in a matter of weeks”.
The new system features the latest and most advanced technologies on the market and will enable River Island not only to drive down agency costs but create greater efficiencies in the recruitment process with features such as tag clouding, activity prioritisation cues and extensive use of tooltip for a much improved recruiter and manager experience.
The retail team have been using the new system since May and the productivity gains have been outstanding and immediate. An amazing 400 quality hires were made in just two weeks by one recruiter alone.
Lesley Nash, Managing Director, explains “This new system has been designed to give recruiters and managers significantly more efficiencies in how applicants are managed and communicated with. The system interface is highly intuitive and challenges all the existing paradigms of how a traditional applicant tracking system should be used. River Island have seen the benefit of these efficiency changes in a matter of weeks”.
Tuesday, 13 July 2010
Birthday celebrations at the Henley Festival
Last week Changeworknow took a break from online resourcing and headed to the Henley Festival to celebrate our end of year and the start of our tenth year as a company. A lot has changed in the ten years that we have been in operation and over the next year we will be celebrating this milestone with some special events.
But first off a night at the Henley Festival of Music and Arts with the team to sample some fabulous food at the Albert Roux restaurant and to watch Will Young perform. Our two founders were more than delighted to have their picture taken with Michel Roux himself!
One can never be sure of the weather on these occasions but we were blessed with perfect conditions for the team to enjoy the delights of Henley at its very best. The consensus was that we should do it all again next year and with our new year off to a great start there should be no reason why not!
But first off a night at the Henley Festival of Music and Arts with the team to sample some fabulous food at the Albert Roux restaurant and to watch Will Young perform. Our two founders were more than delighted to have their picture taken with Michel Roux himself!
One can never be sure of the weather on these occasions but we were blessed with perfect conditions for the team to enjoy the delights of Henley at its very best. The consensus was that we should do it all again next year and with our new year off to a great start there should be no reason why not!
Thursday, 24 June 2010
Finding candidates with a "teachable fit"
With records levels of unemployment some organisations are still struggling to fill key positions. Simply the skills required and the people available do not always match up.
Flexibility and agility is a key part of success in today’s world of work, and individuals often now experience several career transitions during their working life. Employers must adapt and take advantage of this flexibility to ensure they have the talent they need. Employers should consider candidates who may not meet all of the job specifications, but whose capability gaps can be filled in a timely and cost-effective way. A commitment to re-skilling and up-skilling current and potential employees will enable organisations to expand the available pools of talent (both internal and external), ensure that their workforces continue to be appropriately skilled and keep employees engaged in their work. The key to this new mindset is the ability to identify a “teachable fit.”
So how can you use online recruitment to identify this "teachable fit" and what role can it play? Lesley Nash explains:
"I agree whole heartedly with the notion of "teachable fit" when recruiting and have to admit that the increased use of online recruitment systems with automated screening has, in many cases just made matters worse and encouraged organisations to become narrow minded in their search for perfection. ‘In’ or ‘Out’ is the order of the day for many organisations.
Online questionnaires, in inexperienced hands are often used as blunt instruments to find perfection and reject the rest. The ubiquitous use of killer questions, or showstoppers give no room for highlighting those candidates who don’t quite match the specific skills set needed but DO have a ‘teachable fit’.
Killer questions are the quick and dirty way to get a questionnaire set up and start to sift volume. And yes, they can help you find the top stars, but an awful lot of talent can get overlooked when the bar is set to perfection.
We have been helping clients for over 10 years at the very beginning of the selection process to not only identify the star talent ie the A candidates, but also to identify those with potential, with a ‘teachable fit’, ie the B candidates. What is needed are flexible questionnaires and sophisticated scoring tools along with a good dose of common sense when it comes to questionnaire design.
So City Inn and Mitchells and Butlers are both able to be flexible and agile when it comes to recruitment and filling their capability gaps by having a pool of candidates who can be identified as either star performers, or those with potential worth investing in. Long may that continue."
Flexibility and agility is a key part of success in today’s world of work, and individuals often now experience several career transitions during their working life. Employers must adapt and take advantage of this flexibility to ensure they have the talent they need. Employers should consider candidates who may not meet all of the job specifications, but whose capability gaps can be filled in a timely and cost-effective way. A commitment to re-skilling and up-skilling current and potential employees will enable organisations to expand the available pools of talent (both internal and external), ensure that their workforces continue to be appropriately skilled and keep employees engaged in their work. The key to this new mindset is the ability to identify a “teachable fit.”
So how can you use online recruitment to identify this "teachable fit" and what role can it play? Lesley Nash explains:
"I agree whole heartedly with the notion of "teachable fit" when recruiting and have to admit that the increased use of online recruitment systems with automated screening has, in many cases just made matters worse and encouraged organisations to become narrow minded in their search for perfection. ‘In’ or ‘Out’ is the order of the day for many organisations.
Online questionnaires, in inexperienced hands are often used as blunt instruments to find perfection and reject the rest. The ubiquitous use of killer questions, or showstoppers give no room for highlighting those candidates who don’t quite match the specific skills set needed but DO have a ‘teachable fit’.
Killer questions are the quick and dirty way to get a questionnaire set up and start to sift volume. And yes, they can help you find the top stars, but an awful lot of talent can get overlooked when the bar is set to perfection.
We have been helping clients for over 10 years at the very beginning of the selection process to not only identify the star talent ie the A candidates, but also to identify those with potential, with a ‘teachable fit’, ie the B candidates. What is needed are flexible questionnaires and sophisticated scoring tools along with a good dose of common sense when it comes to questionnaire design.
So City Inn and Mitchells and Butlers are both able to be flexible and agile when it comes to recruitment and filling their capability gaps by having a pool of candidates who can be identified as either star performers, or those with potential worth investing in. Long may that continue."
Thursday, 17 June 2010
High Street Agencies - their new role
Lesley Nash, MD, contributes to an article in this months ONREC magazine. She discusses how the role of the high street recruitment agencies is changing in today's recruitment landscape.
http://tiny.cc/j7cfw
http://tiny.cc/j7cfw
Thursday, 10 June 2010
Barratt Homes build dream workforce
Recent press coverage about Barratt Homes discovering the ideal time to build their dream workforce http://tiny.cc/52lnj
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