Archive for January, 2010

Origin Forward Solutions join The Employment Agents Movement, TEAM!

Here at Origin Forwards Solutions we are pleased to announce that we have recently joined the The Employment Agents Movement aka TEAM. I am personally delighted to become a part of this network and think by joining this network Origin can improve the service we deliver to both our candidates and clients by tapping into a network of recruitment companies who are experts in fields outside the Oracle arena.

So what is TEAM?

Well TEAM is the largest independent networked group of recruitment and employment service providers in theUK.With TEAM, a business gains all the advantages synonymous with a local agency whilst also benefiting from a substantial support network. TEAM has over 300 branch locations across the UK with a combine 1 billion turnover with an estimated 26,500 placements across the UK last year.

The Benefits for our Clients and Candidates

So whats the benefit to you?

Well a large number of the candidates we speak to do not just specialise in Oracle technologies, they move between technologies and types of positions.

So for example candidate A may be an excellent Oracle Retail Business Analyst or Project Manager but they may also be equally adept working with SAP IS Retail or another technology. In the past we would only be able to help candidate A find a job in the Oracle market, however now via the TEAM network we will now be able to refer candidate A for opportunities in the SAP market as well via the SAP specialists who are also partners with TEAM.

Also being a partner of TEAM can benefit our clients. We have established with relationships with clients who are used to our service and like the way Origin work, however we have only been able to add value to their Oracle recruitment processes. We have received opportunities to recruit for in the past which we have had to politely turn down as we do not have the expertise and would make our service to general.

Now we will be able to assist our clients on opportunities outside the Oracle area via the TEAM network meaning our client can still maintain their relationship with ourselves but know they will still be receiving the same specialist service. At the same Origin will not be diluting our Oracle Specialism.

Win Win Situation isn’t it?

Lastly TEAM has recently expanded their network to include the NPA which is the worldwide recruitment network.

The NPA is an international, member-owned recruiting network facilitating cooperative, partnership recruitment between its members. In 2008, NPA members shared over US$9 million in split-fee revenue. Founded in 1956, NPA has 420 member offices with more than 1,500 individual consultants in 25 countries on 6 continents (Europe, Asia, Australia, Africa and the Americas).

As Origin Forward Solutions make placements globally from Australia to the Middle-East and Nigeria to North America we will be able to benefit from local knowledge expertise via our NPA members allowing us to provide a more thorough service to our global clients.

I’m very excited to begin this relationship and hopefully it will enable us to provide a better service to all our candidates and clients.

Watch this space.

Richard

Origin Forward Solutions

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The Difficulties with working with HR

It is a common feeling as a recruiter that Human Resources and Internal Recruiters are often pushing in the opposite direction as us. And as HR teams seem to have a lifespan similar to that of a recruitment consultants, we often end up building new relationships which each other every 6 months instead of building on established relationships which would improve the whole recruitment process.

When things do work it’s brilliant, but when things don’t work to say you feel like pulling your hair out is an understatement.

Well anyway I found an excellent article the other day written by Ted Meulenkamp in Barcelona, Spain. Ted works for Orange Telecoms Internal Recruitment Team. Judging from his comments it’s safe to say he understands the issues your average recruiter is faced with. Here’s his post below and it was found on the Recruiting Blogs website.

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Ted Meulenkamp, Orange Recruitment Services – A Rant About Corporate Recruiters……… by a Corporate Recruiter

Last week I read an old but amusing article about how horrible external recruitment agencies actually were and why on earth did we work with them again? You know; they have no knowledge, are slow or too aggressive, they throw resumes without really interviewing the candidates, send resumes of people that actually aren’t interested, send unsollicited resumes, they lie about the qualities of the candidates and on and on. As corporate recruiter myself last week I got another call from a desperate recruiter who just needed to get a visit or a job to work on. Despite the crisis they still need to make their 50 calls or 10 visits a week even though nobody is even hiring a receptionist. Their job isn’t easy and there we are, corporate recruiters putting salt on the wounds. But….let’s have a look at us corporate recruiters through the eyes of a external recruiter……………..

1) You call them to try and visit them and they never seem to have time, claim to have a preferred supplier list or simply very few open positions. Looking at their job site you actually do see that they have 35 open jobs with an average open days of 65?

2) They claim that all agencies always shout the same thing; that we’re the best, leading agency, very specialized but yet able to fill all your positions. They claim we never come up with creative solutions but ….have you ever seen an innovative corporate recruiter?

3) So in the end they do let you come over because they have a job open. You spend 2 hours of your time talking about the job, process and fees and go home thinking you got in the bag. Then when you try to follow up you simply can’t reach them and they are not returning your emails/calls. Three weeks later you hear they are working with another agency and apparently didn’t bother to inform you. Relationship building anyone?

4) Great, they finally give you the assignment but of course only on a contingency basis. They seem to forget that we as well have our cost to cover, recruiters to pay for etc. They feel insulted if you then try and work quickly and send them resumes on the fly. What do you want, that I invest loads of time and money while you give the same job to 3 other agencies? You get what you pay for right? If you want pure dedication and high quality services you pay for it.

5) Before you can start you do of course first need to be set up as a vendor which requires you to fill out 4 different forms, take calls from their Indian call center trying to make sense of what this person is talking about. The contract itself is of course a corporate contract and is so complicated and utterly one-sided that you need to get external help to try and understand it and to make sure your not being tricked into something. But you need the work so you sign with the exception of the payment terms that you set at 14 days.

6) You try and get a complete picture of the positions (beyond the badly written shopping list they call a job description) but the recruiter is not very interested in helping you and doesn’t seem to be very knowledgeable about the position. Your request to talk to the hiring manager is denied because “they don’t want to bother the hiring manager too much”. So we are left (again) with an incomplete picture and later they complain that the candidate isn’t that perfect or tell you that you’ve oversold the job?

7) You are able to present 3 candidates (that you feel are really good) and never hear from you again? The recruiter apparently went to Disneyland for 2 weeks because it is impossible to reach him/her. Due to the terrific backup plan other recruiters have no clue what so ever about that position and tell you to wait until the recruiter is back. After getting close to being sued for harassment you get a short email that they have an internal candidate, a hiring freeze or simply have closed the position.

8) It takes approx 3 weeks before they are able to arrange an interview with your presented candidates and then they complain that your candidate has taken another offer? Oh and yeah, can you send 3 more candidates because they feel they can’t take a decision without having seen at least 5 candidates?

9) After a gazillion emails and calls you then finally get some feedback on your candidates. They really needed 3 weeks to get all the managers together and get feedback. It turns out that the manager doesn’t actually know whether he has the budget for the hire and it first needs to be approved by the VP. The VP however is again busy with a reorganization and it might very well be that the job no longer exists.

10) After a process of 4 months, 3 phone screens, 8 interviews spread out over 3 days, an assessment center they need you to check references because they are still not quite sure about this candidate. As if references are going to give the best insight?

11) OMG, by now you are taking medication against your anxiety attacks but they are ready to make an offer. The thing is that they only have a budget of 80K instead of the 100K they talked about before. But you know, there is a crisis going on so the candidate will just have to accept it. RSU’s and a sign on bonus are out of the order of course so you really need to pull all the plugs and again sell the job and company to convince the candidate.

12) And yes, you did it! The candidate accepts their horrible offer and you are ready to send your eagerly awaited invoice. The candidate later tells you about the absolutely horrendous onboarding where it took 5 days to get an email address, 8 days to get a laptop and most likely 2 months to get that company car he order (while driving around in some battered Ford from the guy they fired last week). Training seems to be non-existent and his manager doesn’t seem to have time to get you settled in.

13) While your contract clearly states that you have a payment term of 14 days their Indian service center now tells you that they always have 45 days in any contract and that the recruiter doesn’t have the authority to change that. And they didn’t get a PO number so it’s going to take a bit longer as it’s against company policy to open a PO after the service has already been delivered. So it’s just gonna take a bit longer than those 45 days because they closed the books already for this month.

14) While you are busy trying to find new clients they all of a sudden remember you because they decided to let go of the candidate and although the contract says you don’t refund the money they would highly appreciate it as they will not replace. When you try to find out why they let go of the candidate they somehow are not able to articulate the reason. The candidate you placed tells you that he still doesn’t really know either but does know that he is the 5th in a row in the last year that has been let go off.

So, corporate recruiters; let’s not always bash so hard on external recruiters! We are not always making things very easy and don’t always create conditions for success. Perhaps next time I’ll try to come up with some ground rules to work together. In the end we both have the same objective?

oh and yes, this piece is for a bit of fun…………….

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I thought this was an excellent article as a recruiter many of us have been through some of the above scenarios and then we’re left to the dirty work and tell the candidate that the client hasn’t come back to us which in turn leaves a bad taste in the candidates mouth as he knows the job specification and has all the required skills and can not understand why he has not been asked for interview.

Who said finding finding professionals jobs or companies professionals was easy?

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After positing this to the blog we found another great article on HR and Recruiters written by an excellent blogger Recruitment Dad.

Aptly named “The Real Reason HR Hate Recruiters Finally. Recruitment Dad manages to ask the questions and get the answers and reasons behind the difficulties HR and Recruiters face and why they arise.

Great Read!

http://recruitmentdad.com/the-real-reason-hr-hate-recruiters-finally/

Recruitment in 2010 – The Statistics on 2009 – Origin Analysis

Happy New Year Everyone!! We enter a new decade…

2009 on the whole would probably be a year for most companies and people to forget. The implications of the credit crunch which began in 2008 were fully felt within 2009 across the world. End-Clients deferred projects which had no immediate return this resulted in consultancies reducing their head count due to having less concurrent projects and increasing consultant numbers on the bench not working. End-Clients reduced their permanent recruitment strategies and all companies looked at ways of cutting costs which resulted in a contracting global employment market.

However it wasn’t all doom and gloom the internal and external pressures that the credit crunch put upon organisations forced companies to reduce costs and streamline services and this resulted in companies developing more intelligent and effective ways of carrying out their business activities.

2009 saw trends such companies increasing their internal resourcing teams to reduce recruitment costs, reducing the number of contractors on their payroll to reduce operating capital and become much more diligent when it came to hiring new members of staff, there’s stories of people going through 6 interviews to get a development job.

The changes which happened in 2009 will have an everlasting effect on the employment market with the landscape changed forever and how things will play out over the next 12 – 36 months no one can fully predict.

They say following a credit crunch there is always one significant change in the employment market and how it operates.

It’s probably a fair analysis to say that the biggest change in 2009 is the rise of Social Media, people are now able to find, get in touch and keep in touch with one another with increased ease and this change will really challenge the need for recruitment companies in the future if they do not continue or in some cases begin to add value in other parts of the recruitment cycle.

So where does that leave the market for 2010?

Well, despite the snow storms which have brought England almost to a standstill in the first 2 weeks of January it is fair to say that the market looks remarkably brighter already. We have had an abnormal amount of enquiries about profiles in the first week of January alone so we are fully confident that this year will be better than last year.
The majority of industry professionals have apparently earmarked Summer2010 as the date when they expect the employment market to be back in full swing and be back to something near pre 2008 levels.

However, it’s all nice us saying the markets going to pick up, I’m sure every candidate who regularly keeps in touch with a recruiter is hearing the same thing, but I’ll let you in a secret most recruiters don’t know what’s going to be happening next week on their own desk, god knows how they could give you a valued prediction of when they think the whole market is going to pick up.

So what I have you is some concrete evidence. Centaur Media Plc is one of the UK’s leading specialist and business publishing information companies. Their major brands include Marketing Week, Money Marketing, The Lawyer, Creative Review, The Engineer, Homebuilding & Renovating and Perfect Information.

Mid-last year they approached us to take part in a survey with 500 other consultants and recruitment directors from leading recruitment businesses and 100 In House HR professionals from leading blue-chip organisations. The results were split with a seperate survery for internal HR and external recruiters.

If you would like a copy of the results of the survey then feel free to e-mail us here at Origin. However key questions and results to those questions are.

Consultants & Recruitment Directors Feedback from survey

When do you expect to see a significant improvement in your recruitment business?
53.6% expected the market to be back in full swing in Spring 2010, followed by 14.7% who felt the Summer 2010 was more realistic.

When we emerge from the recession how do you think the recruitment industry will have changed?
Most people expected the biggest difference post recession will be that there are fewer recruitment companies, 75.6% thought this. This is probably good news as there is the feeling the market is getting saturated with sub-standard recruitment operations. The second biggest expectation post recession from recruitment companies is that Employers’ own recruitment teams will be doing more in house recruitment (59.6%), Third was the increased pressure on fees with 55.6%.

Which of the following types of employment do you expect to see more or less of as a proportion of your clients’ future workforce?
The Answers to this question were split Permanent is expected to stay the same, however 50% of recruiters think there will be an increased demand for contractors in the next 12 months.

Other interesting things to come out of this survey were that 33% of recruitment directors are planning to expand their geographical region of recruitment. This could probably be down to the fact that it is now easy to carry out recruitment activities for roles far away from your base location especially with the reductions of telecoms and the increased ROI of social media.

Everyone who took part in the survey recognised the need to add value in other ways post recession. Also an important fact is 70% of recruitment companies will be expanding their operations over the next 12 months meaning that recruitment directors are expecting an increase in recruitment and it’s not just a line recruiters are spinning to contractors to keep them happy.

In House HR Professionals feedback

Over the next 12 months, do you expect to spend more, less or the same on recruitment overall?
Top Answer: 47.9% to spend less

Do you think your organisation’s business performance will improve over the next 12 months?
Top Answer: 71.3% expected an increase in their businesses fortunes

Will your organisation’s recruitment/resourcing team expand, contract, or stay the same over the next 12 months?
Top Answer: 60% Said stay the same

Do you expect increased pressure to recruit absolutely the right person for the job?
Top Answer: 65.1% expect increased pressure to hire the right person

Do you expect to place increased emphasis on developing your employer brand in the near future (12 to 18 months)?
Top Answer: 80.5% said yes and of those 80.5%, 75.6% planned to do this through increased recruitment training for line managers.

What we took back from the feedback from the answers of the HR professionals is that they planned to recruit more in the next 12 months and were under more pressure now than ever to make sure they find the right person for the job however they planned to spend less on recruitment.

The underlying factor throughout all of this is that everyone perceives 2010 to be a better 12 months than 2009. Recruitment companies are hiring to deal with the expected demand and companies are doing more business and are planning to hire.

However with HR planning to cut recruitment spend recruiters fears that pressure on fees post recession will be a key issue are founded but fears that HR will continue to increase their internal recruitment teams are not.

So 2010 looks set for increased hiring, a lot of candidates have had itchy feet over the past 12 months the news now would be to get your CV ready as I predict there’s going to be quite a bit of movement.

Predictions for 2010:

Premier League to Arsenal, we’re Arsenal fans and our hearts rule our heads

World Cup to Brazil, Europeans have never won the world cup when it’s not been in Europe

Nottingham Forest to get in their Premier League

Andy Murray to win a Grand Slam

Lewis Hamilton to out-do his world champion team mate Jenson Button

Enjoy 2010. Good buy Naughties. Hello Oneties, Teenies?

Oracle Retail AIP Business Consultant – United Kingdom – Contract & Perm

Oracle Advanced Inventory Planning is a market-leading enterprise solution, designed for retailers who have constant replenishment inventories to manage. This intuitive and collaborative solution ensures synchronization with suppliers and consumer demand to increase stock availability and boost sales. With Oracle’s solution, retailers will see a reduction in inventory holding while increasing overall service levels, and while improving on the metric of GMROI.

Origin Forward Solutions Leaders in Oracle Retail Recruitment would like to bring to you the below opportunity:

Position: Oracle Retail AIP Consultant*2
Type of Role: Functional &/or Technical
Length of Experience: Previous Implementation Experience Needed
Primary Module: Oracle Retail Advanced Inventory Planning
Expenses: Not covered an All Inclusive rate is required
Details: This role requires deep knowledge of Oracle Retail applications namely AIP in all functional and technical issues and previous experience in Oracle Retail implementation projects.

To find out more information about the above role such as the exact location, rate, length of contract (permanent salary and benefits package) start date and the exact knowledge needed then please get in touch.

My client is willing to go through the Visa process for the ideal candidate.

To apply for the above position or to find out more information please send your CV to oracleretail@originforward.com.

Feel free to follow up your e-mail with a telephone call, please make sure you send your CV initially as this speeds up the process for both of us. Send CVs to: oracleretail@originforward.com

My details are: Richard Twumasi – Oracle Business Development Director – +44 20 3239 5450 – richard@originforward.com.

Good Luck and I look forward to speaking with you shortly.

To find out more information about our organisation please visit our website: http://www.originforward.com

Oracle Retail Fresh Item Management (FIM) Consultant – United States

Oracle Retail Enables an Insight-Driven Enterprise. Oracle Retail is the result of Oracle’s strategic acquisition of best-of-breed applications, as well as the realization of its long-term vision for the retail sector. These applications provide retailers in key vertical segments—including fashion, grocery and hardlines—with more insight, further integration, and greater value to drive customer relationships.

Fresh item management (FIM) technology has matured over the past five years, and its use can generate thousands in additional annual profit per store. With improved demand prediction engines, production planning capabilities, and comprehensive recipe management, FIM solution allows organisations to centrally manage, control and optimize your fresh items with industry leading visibility.

Origin Forward Solutions would like to introduce to you an opportunity to work on a pioneering Oracle Retail FIM implementation.

Position: Oracle Retail Fresh Item Management Consultant
Type of Role: Functional & Support
Length of Experience: Any previous knowledge or experience
Primary Module: Oracle Retail Fresh Item Management
Expenses: Covered – Includes a Per Diem which covers, Flights, Accomodation, Daily Travel and Food.

To find out more information about the above role such as the exact location, rate, length of contract, start date and the exact knowledge needed then please get in touch.

My client is willing to sponsor a Visa for candidates looking for a permanent opportunity.

To apply for the above position or to find out more information please send your CV to oracleretail@originforward.com.

Feel free to follow up your e-mail with a telephone call, please make sure you send your CV initially as this speeds up the process for both of us. Send CVs to: oracleretail@originforward.com

My details are: Richard Twumasi – Oracle Business Development Director – +44 20 3239 5450 – richard@originforward.com.

Good Luck and I look forward to speaking with you shortly.

To find out more information about our organisation please visit our website: http://www.originforward.com


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Origin Forward Solutions is leading Oracle recruitment company. We resource Oracle ERP and Oracle Business Intelligence professionals for projects across the world. This blog is to give an insight into the recruitment world, the oracle market and any other factor that impacts the prior. Enjoy reading the blog and don't be shy to leave comments

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