Archive for the 'IT Market' Category

Oracle Retail Business IT Change Manager – Permanent – Middle-East

Oracle Retail Business IT Change Manager – Permanent – Middle-East

Origin Forward Solutions are currently resourcing for the following position for a client in the Middle-East.

Job Title: Oracle Retail Business IT Change Manager
Type: Permanent
Location: Middle-East
Start Date: ASAP
Rate/Salary: Competitive Salary + Excellent Package (Tax-Free)

Details of Role: Oracle Retail Business Change Manager is currently required to work on a large scale Oracle Retail Project. The Business Change Manager is accountable for ensuring appropriate changes are made in the business culture, processes and organisation, to ensure that it operates effectively during and after the implementation of Oracle Retail Solutions Suite.

Essential Skills:

  • Thorough retail industry domain experience
  •  Knowledge of Merchandising (Plan, Buy, Replenishment), Warehouse & Supply Chain & Stores Operation
  •  Channel Management experience ideally while implementing Oracle Retail
  •  Effective client manager and communicator
  •  Influencing Skills, High confidence, Passion for retail, Empathy for people, Strategic thinking
  •  Understanding of interaction between Retail Technology and the Business

Restrictions: Applications are welcome from candidates who do not live in the region but are prepared to emigrate permanently.

This is an excellent opportunity working for a well known retailer who offer excellent working conditions and a challenging working environment.

Contact: Origin Forward Resourcing
Telephone: +44 (0)20 7826 8593

To be considered for this position, please send your CV immediately to oracleretail@originforward.com

To find out more about the role send your CV in to the above e-mail address and follow up with a telephone call.

Regards
Richard Twumasi
Oracle Retail Business Development Manager
Origin Forward Solutions
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Tel: +44 20 7826 8593
Mob: +44 7772 562 565
e-mail: richard@originforward.com
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website:

http://www.originforward.com
blog: https://originforward.wordpress.com
twitter: http://www.twitter.com/originforward
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Oracle Retail DBA – Permanent – UK Excellent Benefits

Oracle Retail DBA – Permanent – UK  Excellent Benefits

Origin Forward Solutions are currently resourcing for the following position for a client in Europe

Job Title: Oracle Retail DBA
Type: Permanent
Location: UK
Start Date: ASAP
Rate/Salary: Competitive Salary + Excellent Benefits Package

Details of Role 1: Oracle Retail DBA is currently required to work for a well known retailer in the UK. As an experienced Oracle Retail DBA you will take responsibility for the installation, support and maintenance of Retail applications and their supporting infrastructures, which are hosted on Oracle databases. Always looking for ways to optimise database and application performance, you’ll undertake performance analysis, tuning and availability monitoring and reporting. Using your specialist knowledge, you’ll contribute to projects and provide mentoring and training for your colleagues
Essential Skills:
• Oracle Retail DBA skills
• Oracle Fusion configuration and performance tuning
• Technical expertise in; RMS, WMS, RPM, RIB, RPAS
• Cloning and object migration
• CRP configuration and patching
• Excellent team player, with strong communication skills and “can do” attitude
Restrictions: EU Nationals will be given preference by the client. (A FACE TO FACE INTERVIEW IS REQUIRED BEFORE BEING OFFERED THIS POSITION, A PROSPECTIVE CANDIDATE IF LIVING ABROAD WILL BE EXPECTED TO PAY FOR THEIR FLIGHTS TO ATTEND AN INTERVIEW, HOWEVER THIS WILL ONLY BE NECESSAARY IF THE CLIENT IS CONFIDENT THEY WILL HIRE YOU)

This is an excellent opportunity working for a well known retailer please send your CV immediate and follow up with a telephone call.
Immediate interviews. Immediate Start. Apply Now to be considered.

Contact: Origin Forward Resourcing
Telephone: +44 (0)20 7826 8593

To be considered for this position, please send your CV immediately to oracleretail@originforward.com

To find out more about the role send your CV in to the above e-mail address and follow up with a telephone call.

Regards
Richard Twumasi
Oracle Retail Business Development Manager
Origin Forward Solutions
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Tel: +44 20 7826 8593
Mob: +44 7772 562 565
e-mail: richard@originforward.com
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website: http://www.originforward.com
blog: https://originforward.wordpress.com
twitter: http://www.twitter.com/originforward
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Oracle Retail RDF\AIP\RETL Consultant – Permanent – UK – Excellent Benefits

Oracle Retail RDF\AIP\RETL Consultant – Permanent – UK – Excellent Benefits

 

Origin Forward Solutions are currently resourcing for the following position for a client in Europe

Job Title: Oracle Retail RDF\AIP\RETL Consultant
Type: Permanent
Location: UK
Start Date: ASAP
Rate/Salary: Competitive Salary + Excellent Benefits Package

Details of Role 1: Oracle Retail RDF/AIP/RETL consultant is currently required to work for a well known retailer in the UK. The key responsibilities for the role are to work as part of the team to deploy and support the RDF and AIP applications. You will provide support, maintenance and monitoring of the applications through implementation and support phases. You will be required to work closely with other technical teams, business users, 3rd party system integrators and suppliers to resolve any issues. As part of the role, after significant training you will be required to take part in out of hours on call shared support.

Essential Skills:

  • Oracle Retail Knowledge in: AIP (Advanced Inventory Planning), RDF (Retail Demand Forecasting & RDW (Retail Data Warehousing)

 

  • Technical expertise in; UNIX, Oracle PL/SQL, Oracle SQL, C++, Shell Scripting or Java

 

  • Team Player

 

  • Excellent Communication Skills

 

Restrictions: EU Nationals will be given preference by the client.

(A FACE TO FACE INTERVIEW IS REQUIRED BEFORE BEING OFFERED THIS POSITION, A PROSPECTIVE CANDIDATE IF LIVING ABROAD WILL BE EXPECTED TO PAY FOR THEIR FLIGHTS TO ATTEND AN INTERVIEW, HOWEVER THIS WILL ONLY BE NECESSAARY IF THE CLIENT IS CONFIDENT THEY WILL HIRE YOU)

This is an excellent opportunity working for a well known retailer please send your CV immediate and follow up with a telephone call.

Immediate interviews. Immediate Start. Apply Now to be considered.

Contact: Origin Forward Resourcing
Telephone: +44 (0)20 7826 8593

To be considered for this position, please send your CV immediately to oracleretail@originforward.com

To find out more about the role send your CV in to the above e-mail address and follow up with a telephone call.

Regards
Richard Twumasi
Oracle Retail Business Development Manager
Origin Forward Solutions
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Tel: +44 20 7826 8593
Mob: +44 7772 562 565
e-mail: richard@originforward.com
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website: http://www.originforward.com
blog: https://originforward.wordpress.com
twitter: http://www.twitter.com/originforward
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Oracle Retail Lead Business Analyst – Permanent – London

Oracle Retail Lead Business Analyst – Permanent – London

Origin Forward Solutions are currently resourcing for the following position for a client in Europe

Job Title: Oracle Retail Lead Business Analyst
Type: Permanent
Location: UK
Start Date: ASAP
Rate/Salary: Competitive Salary + Excellent Package

Details of Role: Oracle Retail Business Analyst is currently required to work for a retailer in the UK. The role of the Europe Lead Business Analyst is to act as a liaison between the global IT project/technical teams and the Europe business community in the delivery and support of system and process solutions primarily for the UK & Europe Product teams including but not limited to Buying, Merchandise Planning, Distribution, Field and Finance functions.

Essential Skills:

  • Proven experience working with Oracle Retail/Retek Suite software and other complex packaged software preferred
  • Extensive experience in managing relationships with business partners, global team members and external vendors
  • Proven experience in requirements gathering, testing, training and implementation
  • Proven ability to analyse complex problems and ascertain solutions
  • Experience in designing and conducting test cycles would be a plus.
  • Experience of managing an IT project

Restrictions: EU Nationals will be given preference by the client.

(A FACE TO FACE INTERVIEW IS REQUIRED BEFORE BEING OFFERED THIS POSITION, FOLLOWING AN INITIAL 2 TELEPHONE INTERVIEWS IF YOU ARE LIVING ABROAD).

This is an excellent opportunity working for a retailer please send your CV immediate and follow up with a telephone call.

Apply Now to be considered.

Contact: Origin Forward Resourcing
Telephone: +44 (0)20 7826 8593

To be considered for this position, please send your CV immediately to oracleretail@originforward.com

To find out more about the role send your CV in to the above e-mail address and follow up with a telephone call.

Regards
Richard Twumasi
Oracle Retail Business Development Manager
Origin Forward Solutions
—————————————————————————————————————–
Tel: +44 20 7826 8593
Mob: +44 7772 562 565
e-mail: richard@originforward.com
—————————————————————————————————————–
website: http://www.originforward.com
blog: https://originforward.wordpress.com
twitter: http://www.twitter.com/originforward
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Happy New Year – Oracle Retail Jobs in 2011

Firstly the team here at Origin Forward Solutions would like to wish everybody a belated Merry Christmas and a Happy New Year. It’s 2011 already and before we know it, it will soon be 2012.

As you may already know Origin Forward Solutions are specialists and market leading recruiters in the Oracle Retail market place. We pride ourselves with our level of knowledge and depth of expertise in a market where few other recruiters succeed.

With that in mind we have a number of Oracle Retail Clients who will be building new teams for exciting new projects globally so if you feel your current organisation is not paying what you feel you are worth or if you have reached a plateau or simply just want to find out what other opportunities are out there in todays market then please call our office for a confidential conversation.

Our consultants know their market and can advise you on salary expectations, upcoming projects among other things. So what are you waiting for call the office and get 2011 started on the right foot.

Recent Opportunities filled have included:

Oracle Retail Project Manager – 6 Month Contract – Ireland

Oracle Retail Developer – 6 Weeks – Ireland

Oracle Retail Business Analyst – Permanent – Hertfordshire

Oracle Retail RPAS Technical Consultant – Permanent – City of London

Oracle Retail AIP Consultant – 6 month Contract – Brazil

Oracle Retail POS Consultant – 3 Month Contract – Morrocco

Oracle Retail SIM Consultant – 12 Month Contract – Sweden

Oracle RMS Consultant – Permanent – Germany

Oracle Retail Programme Manager – Permanent – United States

Oracle Retail WMS Consultant – Contract – Middle-East

These are just some of the opportunities we have filled over the past 12 months, we truly are a global organisation. If you specialise in Oracle Retail get in touch with us immediately.

Origin Forward Solutions – Leaders in Oracle Resourcing

www.originforward.com

Oracle Retail POS 360 Commerce Opportunity – Europe – Contract

Oracle Corporation acquired 360Commerce in 2006, a privately held provider of open store and multi-channel solutions software.

With this acquisition, Oracle delivers on our vision of customer-centric retailing. The combination of Oracle and 360Commerce brings together the best merchandising, supply chain, and optimization solutions, from the enterprise to the store. The combination with Oracle’s leading database infrastructure and ERP applications provides a highly integrated solution for the customer insight-driven retail enterprise.

The combination of Oracle and 360Commerce will enable retailers to enhance customer intimacy, improve employee efficiency, and increase product availability to deliver a superior shopping experience at a lower cost of service. Existing Oracle Retail partners are expected to find new opportunities to address store applications, forecasted by industry analysts to account for the highest spend in retail over the next few years.

We think the 360 Commerce market is on fire, Origin Forward Solutions has been approached to resource for another contract engagement for a 360 Commerce Oracle Retail consultant for a short-term engagement in mainland Europe.

Position: Oracle Retail POS 360 Commerce Technical Consultant

Skills: Technical, Functional

Modules: Oracle Retail POS, 360 Commerce

Secondary Modules: SIM (Store Inventory Management), Java Development Skills, J2EE

Remuneration: Excellent

Length: 3 Month engagement

To find out more about the above opportunity then please get in touch and we can provide more information on the role such as the exact location, the project and the excellent rate being offered. We can also provide a detailed job specification for this role.

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.

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 360 Commerce POS Manager Job – United States – Permanent

Oracle Retail 360 Commerce POS Manager Job – United States – Permanent

Oracle Retail 360 Commerce POS Developer Job – United States – Permanent

Oracle Corporation acquired 360Commerce in 2006, a privately held provider of open store and multi-channel solutions software.

With this acquisition, Oracle delivers on our vision of customer-centric retailing. The combination of Oracle and 360Commerce brings together the best merchandising, supply chain, and optimization solutions, from the enterprise to the store. The combination with Oracle’s leading database infrastructure and ERP applications provides a highly integrated solution for the customer insight-driven retail enterprise.

The combination of Oracle and 360Commerce will enable retailers to enhance customer intimacy, improve employee efficiency, and increase product availability to deliver a superior shopping experience at a lower cost of service. Existing Oracle Retail partners are expected to find new opportunities to address store applications, forecasted by industry analysts to account for the highest spend in retail over the next few years.

Origin Forward Solutions currently have 2 new opportunities for Oracle Retail 360 Commerce Point of Sale professionals. Both of these positions are for permanent employees and are directly with the end-client.

Position 1: Oracle Retail 360 Commerce POS  Project Manager

Skills: Business, Managerial, Functional

Modules: Oracle Retail POS, 360 Commerce

Remuneration: Competitive (we always say this)

Experience: Minimum 5 years

Position 2: Oracle Retail 360 Commerce POS Developer

Skills: Technical, Functional

Modules: Oracle Retail POS 360 Commerce,

Remuneration: Competive

Experience: 5 Years experience with Java and/or 3 Years Development work with 360 Commerce Products

To find out more about the above opportunities then please get in touch and we can send a job specification as well give you information about the exact salary on offer, which state in the United States of America the opportunity is in as well as the other benefits that come with this 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.

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

How to work with your Recruiter!

It’s widely reported that the employment market on the whole is on the increase. The UK is now officially out of recession 6 months behind the French and German markets and also job opportunities are on the increase for the 6th month in a row across all of Europe.

In the Oracle market non critical projects and fresh implementations, upgrade and customisation projects will be on the rise and we also have the emerging markets rising rapidly to give an overall more competitive market place with greater opportunities across the globe.

So what has the last 12 months been like?

I personally know candidates who have not had one opportunity over the past 12 months and that is through no fault of their own but the conditions of the market they were looking for an opportunity in. I have also spoken to plenty of professionals who have told me they have sent CVs to 100’s of job advertisements that they had all the skills and previous implementation experience to do and have not even had the courtesy of a reply to their application let alone a telephone call. In addition when they have phoned the recruiter who advertised the job they could not get hold of them and never get their telephone calls returned.

So what can be done about this?

Firstly, I always state to job seekers and contractors that they first have to understand what a recruiter’s job is like. Let’s forget about the bad recruiters this relates to good recruiters. A recruiter has to spend the majority of his time identifying new opportunities to present to his candidates, he also has to meet his clients to be able best represent his clients to those candidates, a good recruiter is also likely to have a large number of contractors on their books and they have to manage all the issues that each contractor faces, then when they have an opportunity from their client, that recruiter will have to find a candidate for this opportunity before his competitors do, as most of the time recruiters work on a contingency basis. This creates a job which is very fast paced in order to work faster than your competitors and is highly pressurised as there is no second prize. A recruiter will also be doing this with multiple opportunities simultaneously and at the same time seeking new business for all the applicants that sent their CVs in for their previous position. A recruiter will then have to interview his candidates as a primary screen, reference check every candidate, then they will have to manage the negotiation process and on top of that get back to every single candidate that is not relevant to a role as well as meet corporate activity targets. The bottom line is though that a recruiters worth is valued on the business they bring in to their company not their customer service and consultant skills. This is why a lot of the time getting back to unsuitable candidates who are not relevant to a job comes very low down on their list of priorities.

Once you come to terms with the above you have to think to yourself how can I make the recruiters life easier and how can I be more relevant to their opportunities.

You have to think how can I make it easier for the recruiter in every stage in the process of finding a job?  I think every person who is actively looking for a job opportunity in the Oracle market or elsewhere should be thinking about the below questions.

How can I make it easier to work with me?

How can I make it easier for the recruiter to find me a job?

How can I make myself stand out from the other candidates with similar skills?

What do I want from my recruiter?

What does my recruiter want from me?

So what do you do?

1)      Make a fantastic CV – Skills clearly displayed, core module strengths easy to identify, secondary modules identified, Industry sectors easy to identify, types of projects explained, bullet points rather than long sentences, achievements, qualifications. We will go deeper into this in a separate topic.

2)      Find a recruiter that knows your market – a specialist recruiter is likely to offer more in terms of advice and knowledge then a generalist recruiter. They’ll also have similar opportunities on a regular basis.

3)      Know what you want – It is very easy to have an attitude that you will take anything just find me a job. But this can waste valuable time further down the line when your recruiter presents you with an opportunity which you do not want when previously you said you would do anything. As a minimum you should know what location(s) you are willing to work in, what salary (rate) you are looking for, what types of position(s) you are looking for. If you don’t know what you want, how can anyone help you?

4)      Be Honest – Don’t lie about your work history, salary, job search, previous interviews or personal background. Honesty is essential in building this relationship. If you have any perceived issues, please divulge them up front so the recruiter can assist in addressing diffusing them.

5)      Keep an Open Line of Communication – Recruiters typically see hundreds of CVs a day and speak to a multitude of candidates a day about multiple opportunities. Being patient, positive, and persistent will help you tremendously in your job search. Also when finishing a call make sure there is some sort of action plan or time for a return call otherwise you do not know where you stand. Also let your recruiter know what the best time is to get in touch with you and vice versa.

If you do all of the above then the minimum amount of time will be wasted and your recruiter will appreciate it. Furthermore it will give you the opportunity to build a relationship with your recruiter which is key and once you do this anytime a relevant opportunity arises your recruiter is likely to think of you first and work harder to get an opportunity for you.

Understanding each other is fundamental.

Understand what a recruiter can do for you – Offer advice interview technique, tips on tailoring your CV, knowledge on current market conditions, who you competition for positions are etc.

Understand what a recruiter cannot do for you – Find a position out of thin air

Remember the bottom line is if a recruiter can find you a job he will because that’s when he gets paid, so you’re both on the same team.

Wish you the best of luck looking for your next opportunity and if you’re an Oracle professional looking or thinking about looking for an opportunity don’t forget to send in your CV to: origin@originforward.com

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?


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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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