1 / 57

EURORESOURCE INTERNATIONAL LIMITED

EURORESOURCE INTERNATIONAL LIMITED. © Euroresource International Limited 2005. THE EUROPEAN ADVANTAGE. EXPANDING HORIZONS. A NEW STYLE OF COMPANY. PRODUCTIVITY & PROSPERITY. Productivity compared by output per worker. Source: Organisation for Economic Co-operation and Development.

earlene
Download Presentation

EURORESOURCE INTERNATIONAL LIMITED

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. EURORESOURCE INTERNATIONAL LIMITED © Euroresource International Limited 2005

  2. THE EUROPEAN ADVANTAGE

  3. EXPANDING HORIZONS A NEW STYLE OF COMPANY

  4. PRODUCTIVITY & PROSPERITY

  5. Productivity comparedby output per worker Source: Organisation for Economic Co-operation and Development

  6. Sir Digby Jones – Director General of the CBI “To ensure future prosperity, we should aim to increase the 2.5 – 2.75% trend rate of growth over the longer term, by increasing the productive capacity of the economy.” “To deliver such growth, over the course of the next Parliament we will require our productivity to rise relative to our key international competitors, in order to close the productivity gap with France, Germany and the US.”

  7. Our relative prosperity FACT • The UK is ranked 12th out of the EU 15 countries (Source: DTI) FACT • For the 4th largest economy in the world this is not good enough. Chart Source: World Bank - 2003

  8. Lloyds - TSB Group The "Business Britain" report by Lloyds TSB found that almost a quarter of the 2,000 businesses surveyed had difficulties finding unskilled workers. At this moment in time there are over 650,000 reported jobs available in the UK with no takers.

  9. Skills gaps identified by employers Source: National Adult Learning Survey

  10. EU enlargement - a potential economic solution?

  11. Percentage of Working Population Unemployed 22 20 18 16 14 12 10 8 6 4 2 Czech Rep. Estonia Latvia Lithuania Hungary Poland Slovenia Slovakia UK

  12. Wages Compared Source: European Integration Consortium Calculated from OECD & National Sources

  13. MIGRANT WORKERS CONTRIBUTE TO UK’s WEALTH "Most people know the huge contribution that immigrants have made to our country.” "Migrants are part of the rich fabric of our nation, every bit as British and valued as any other member of our society." - Tony Blair PM "If it was not for immigrant labour, especially in leisure, in tourism, in agriculture, in construction, then frankly many of our businesses would not have the workers we need.” CBI’s Director General Sir Digby Jones

  14. RELATIVE INDUSTRIAL OUTPUT 338% LITHUANIA ESTONIA LATVIA CZECH REP POLAND SLOVAKIA 100 HUNGARY SLOVENIA UK

  15. Industrial Growth in Lithuania Fall in growth caused by the Russian Economic Crisis (Russia was its main customer) Manufacturing output in the UK rose by only 0.2 per cent in 2003

  16. The European Advantage • Increased Productivity • Increase in Profitability “For every one per cent increase in immigration there was a corresponding 1.5 per cent increase in national wealth.” Sir Digby Jones Director General of the CBI

  17. ‘Immigrants have a proven track record of creating wealth wherever they go - and it isn't all down to hard work. Global markets have a constant thirst for new ideas, new products, new recipes, new ways of doing things.’ Immigrants bring new ideas and working practices into the workplace, creatively adding more to their working environment than their job demands.

  18. Work Ethic The former Soviet States believed work to be CENTRAL to their existence. To not work or to be lazy was seen as being of no use or value to a society which had high ideals to achieve. People who didn’t work hard were shunned by society.

  19. Work Ethic Although Soviet politics ultimately failed, it left a wealth of labour in its wake …

  20. Euroresource International Limited source candidates from Eastern and Central Europe: Czech Republic Estonia Hungary Latvia Lithuania Poland Slovakia Slovenia Romania Bulgaria Turkey

  21. Our Candidates are: Mobile - ready to locate to where you need them Flexible - willing to fit in with your company’s schedule Committed - Hard working, loyal and tenacious.

  22. Unskilled Candidate - Profile • Happy to perform menial and/or repetitive tasks. • Motivated more by money than by any incidental rewards. • Highly flexible – willing to work long/unsociable hours. • Lower wage expectations

  23. HEALTH & SAFETY- Language • Training provided through translating company policy on H & S into candidate’s language. • Candidates taught ‘Hot’ words. • Teams: ER ensure that at least one of them can act as the interface between the employer and the team. • Tailor-made programmes of language training available.

  24. Your Health & Safety Instructions will be translated

  25. Recruitment Methods: Outsourcing to Agencies Internal Recruitment Staff Referrals Advertising Word of Mouth Job Centre Internet

  26. Since Recruitment is considered to be a major expenditure by most companies … … mistakes can be very costly! • Problems with Candidate selected: • Unsuitability of the candidate • Poor aptitude • ‘Can do / won’t do’ - (inflexible) • Sickness & General Poor Health

  27. The cost: • Employer time wasted in the recruitment process (job descriptions, advertising, interviewing) • Employer’s/supervisor’s time spent on induction and training • Lower productivity as the recruit learns the task • Employer’s time spent in terminating the employment • Employer/supervisor time spent in catching up on work left undone or mishandled by the unsatisfactory recruit • Round two recruitment costs.

  28. Avoid making the wrong decision Most small business employers are not trained in Human Resource procedures. The process can be time and resource expensive. If it becomes too overwhelming a task, there is a danger of ‘giving someone a go’ just to get the process over and done with or of withdrawing from the process altogether.

  29. Advantages of using our services Savings on time spent: • Placing Advertisements • Wading through CV’s • Conducting 1st Interviews • PLUS • Expert Matching - eliminating costly mistakes! …we take the effort out recruitment

  30. How we source candidates JOB DESCRIPTION WE EMAIL OUR REPRESENTATIVES LIKELY CANDIDATES SELECTED & SCREENED LOCALLY ONLY THE MOST PROMISING ARE SUBMITTED TO US WE SELECT THE ‘BEST OF THE BEST’ THEN REFER THESE TO YOU.

  31. Candidate Interviews - Maintaining Quality • All applicants are interviewed thoroughly face-to-face and a complete profile is drawn up. • The applicant's work history and experience is discussed at length, probing any gaps in employment and their reasons for leaving. • We also have the facility to use a question sheet provided by you - so that we can obtain answers to particular questions you would like candidates to be asked.

  32. Candidate Screening Process FACE-TO-FACE INTERVIEW CV - WORK HISTORY GAPS IN EMPLOYMENT REASONS FOR LEAVING WORK SKILLS EXPLORED EVALUATION OF ENGLISH SKILLS NUMERACY TEST (if required) LIKES & DISLIKES ATTITUDE REPORT GENERAL APPEARANCE PUT INTO A FINAL REPORT We can use a questionnaire created by you to give feedback on specific questions you want us to ask our candidates. (Charges Apply)

  33. Placement Flowchart SUITABLE CANDIDATE DETAILS SUBMITTED TO YOU YOU DECIDE WHICH YOU TELL US WHICH CANDIDATE YOU’VE SELECTED FINAL INTERVIEW BY US OR YOU WE PROVIDE YOU WITH CONTACT INFO JOB OFFER TRAVEL ARRANGED CANDIDATE ARRIVES (At time & place specified) Candidates who are relocating expect accommodation to be arranged for them by their prospective employer. (This cost can then be deducted from their wages)

  34. Optional services Customised Interviews Arranged Accommodation IELTS English Test Work History Check (5/10 yrs.) Verification of Qualifications Equivalency Check (NARIC) Current Employer (soft probe) References Medical Criminal Records Check UK NATIONAL REFERENCE POINT FOR VOCATIONAL QUALIFICATIONS National Information Recognition Centre

  35. EPILOGUE There comes a tide in the affairs of men Which, if taken at the flood, leads on to great fortune . . . W. Shakespeare

  36. Any Questions?

  37. mail@euro-resource.co.uk 0845 156 2152 (Local Rate)

  38. Outsourcing Recruitment Consultants: • Can take too long to source a Candidate • Poorly screen applicants - (suitability) • Don’t listen enough to Client concerns • Mismatch Candidates (suitability) • Spam companies with CV’s - (relevancy) • ‘throw enough mud and some is bound to stick’ … experience the difference.

  39. Internal Recruitment • Limits the number of potential applicants • External candidates might be better suited and/or qualified for the job • Another vacancy will be created that has to be filled • Business may become resistant to change; by recruiting from outside, new perspectives and attitudes may be imported.

  40. Staff Referrals - drawbacks Honeymooning - lost productivity because of familiarity (chatting etc.) Added difficulties if dismissal proves necessary. Where candidates are family members, family issues can interfere with performance.

  41. Advertising Success limited by the availability of local labour. Your advertisement may be one amongst many. Mistakes in the construction of an advertisement can be counter-productive.

  42. Word of Mouth ‘Hit & Miss’ - cannot be relied upon to produce results quickly. Limited Choice – dependent on availability of local labour.

  43. Jobcentre Low unemployment – limits choice ‘Back to Work’ schemes put pressure on Job Centres to perform – employers time wasted interviewing unsuitable candidates. Candidates with a poor attitude towards work may be unwittingly selected. ‘Malingerers’ taken off incapacity benefit are now being forced to take jobs they don’t want.

  44. Online Recruitment Most Candidates who register online are either looking for more money, a higher position, or are dissatisfied with their current employer!

  45. over 180,000 profiled jobseekers registered with totaljobs.com • an average of 200,614 applications to vacancies on our site on a monthly basis

  46. Customised Interviews Arranged Accommodation IELTS English Test Work History Check (5/10 yrs.) Verification of Qualifications Equivalency Check (NARIC) Current Employer (soft probe) References Medical Criminal Records Check Optional services Arranging Accommodation: £100 per Candidate

  47. Customised Interviews Arranged Accommodation IELTS English Test Work History Check (5/10 yrs.) Verification of Qualifications Equivalency Check (NARIC) Current Employer (soft probe) References Medical Criminal Records Check Optional services Customised Interviews: £25 per Candidate

  48. Optional services Customised Interviews Arranged Accommodation IELTS English Test Work History Check (5/10 yrs.) Verification of Qualifications Equivalency Check (NARIC) Current Employer (soft probe) References Medical Criminal Records Check English Language Test (Int. En. Lang. Testing Sys.) in Listening, Speaking, Reading, Writing and Comprehension. Considerations: Cost of Test (c. £40) Distance to Test Centre £ T. B. Q.

  49. Optional services Customised Interviews Arranged Accommodation IELTS English Test Work History Check (5/10 yrs.) Verification of Qualifications Equivalency Check (NARIC) Current Employer (soft probe) References Medical Criminal Records Check Work History Check: £20.00 per employer

More Related