There is a real concern out there that companies may be walking into a ‘perfect storm’ regarding keeping and engaging their talent. “Companies without the right talent strategies risk developing a major skills shortage just when they need employees’ energy and commitment most”.

Read the full article at:

The Driver and Vehicle Licensing Authority (DVLA) cut the cost of recruitment by £800,000 last year by “in-sourcing” its assessment and recruitment processes. 

This was a response to not getting value for money from the service provider.  Judith Smith, director of HR and estates at the DVLA, believes “You can always do it cheaper and better in-house from an HR perspective”.

What’s your experience of in-sourcing versus out-sourcing?

Read the full article at http://www.peoplemanagement.co.uk/pm/articles/2010/03/dvla-uses-in-sourcing-to-cut-recruitment-costs.htm?wa_src%3demail%26wa_pub%3dcipd%26wa_crt%3dpmnews_3%26wa_cmp%3dcipdupdate_030310

With such a high level of admitted fraudulent activity by candidates, the value of thorough, targetted and objective assessment as part of your recruitment process becomes critical. Are you putting in place measures to combat the increasingly desperate lengths that candidates will go to secure a role?

http://www.recruiter.co.uk/most-candidates-lie-on-cvs-to-get-jobs/1003456.article

We like to think of ourselves as a caring company and believe actions speak louder than words. For that reason we’ve committed to donate 10% of our annual profits to a chosen charity of the year. We have chosen OXFAM as our charity for 2009-2010.

I was fascinated to read yesterday that the Royal Navy are now making use of Facebook and iPhone apps to recruit engineering personnel. These apps are essentially games: “As the responsible lieutenant, the player makes crucial decisions, as they would as an engineering officer – from repairing the engine or preparing for a simulated missile attack to re-wiring the radar system.”  One example from a rising tide no doubt and I bet we see some close copies of this particular idea.
Social media seems like an essential tool for recruitment these days. It’s an unusual example with the Navy apps…  I wonder how wide the appeal is and if this type of attraction strategy could be applied to your organisation?  I suspect in most cases the answer is ‘Yes’.  Let us know your thoughts!