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Irish Water come in for criticism again over local projects

first_img Pinterest FT Report: Derry City 2 St Pats 2 DL Debate – 24/05/21 Facebook AudioHomepage BannerNews Irish Water has come in for severe criticism yet again over what’s been described as zero accountability for works carried out in Donegal and for not communicating enough with Donegal County Council. It has led to calls on the new Government to restore responsibility for water and sewage treatment back to local authorities.Donegal County Council is to write to relevant Government Departments on the issue on foot of a motion from Cllr Gerry McMonagle.Cllr McMonagle says Irish Water is simply not doing a good enough job locally:Audio Playerhttps://www.highlandradio.com/wp-content/uploads/2020/07/gerrdfgdfgdfgdyirishwater.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume. Irish Water come in for criticism again over local projects Google+ By News Highland – July 24, 2020 Twitter Twitter Google+center_img Previous articleSpas, pools, funfairs and bowling alleys reopen in NorthNext articleNew scheme ‘unfair’ to new rural homeowners News Highland Derry draw with Pats: Higgins & Thomson Reaction Pinterest RELATED ARTICLESMORE FROM AUTHOR Harps come back to win in Waterford Facebook WhatsApp News, Sport and Obituaries on Monday May 24th Journey home will be easier – Paul Hegarty WhatsApplast_img read more

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Unearthing diamonds in a tough recruitment market

first_img Previous Article Next Article Related posts:No related photos. Comments are closed. Much like buying a diamond ring, recruiting for the jewellery trade is not ablack and white affair. You need individuals with top-notch people skills whocan quickly build a relationship with customers, since every person who stepsinto the shop could potentially make an ’emotional’ purchase. Signet Group employs more than 6,000 staff across its well-known brands,Ernest Jones, H Samuel and Leslie Davis. Like many retailers, staff retentionhas been a problem for the organisation and the sector is known for its highstaff ‘churn’ rates. Added to that, competition for candidates among retailersis fierce, and a high-street presence and popular consumer brand name is notalways enough to attract the best people. Signet knew it needed to raise its profile if it was to stand out andintroduced an HR strategy under the banner, ‘Employing and Developing theBest’. “We tried to pull all of the elements together from the beginning, soas well as improving recruitment methods, we made sure we were offering the careerpath that recruits would need,” says Sheena Macdonald, resourcing managerat Signet. On the recruitment front, one of the first decisions it made was toimplement online recruitment technology from PeopleBank (part of Workthing) – aprovider of recruitment management systems and corporate career portals. Following research, Signet identified key criteria that should beincorporated into the hiring process, including above-average rapport-buildingskills, which are necessary for a sales environment where each transaction isdeemed an emotional purchase. Candidates also needed to be comfortable workingwithin tight security and procedural constraints, due to working withhigh-value goods. PeopleBank designed corporate career sites for the three brands. Each nowacts as the hub for recruitment and screening and an online advertisingstrategy was launched to drive jobseekers directly to the sites. Print, andeven store window advertisements, also encourage candidates to apply for jobsonline. At the same time, Signet reviewed its store roles and created new candidateprofiles. With the help of business psychologists Kaisen Consulting, amotivation questionnaire was compiled, designed to ‘screen out’ rather than‘select in’. Called ‘Are we right for you?’, it looks for a match between the candidate’smotivations and Signet’s working environment. It is now embedded withinPeopleBank technology, forming a seamless part of the online applicationprocess. “We hope that we’re actually doing the candidate a favour by helpingthem to opt out or opt in at an early stage,” says Macdonald.”Although we’re still evaluating initial results, we strongly believe thisscreening tool is playing an important part in improving retention.” Signet is now screening out around 40 per cent of applicants via thequestionnaire before a shortlist of candidates with the best motivational fitis forwarded to field managers. Since it has been working with PeopleBank, Signet’s HR cost per employee hasdecreased and cost per hire has been a major contributor in this. There is alsoa reduced reliance on recruitment consultancies, generating savings inconsultancy fees, and time-to-hire has been reduced. “From the feedback we’ve had, we’re also starting to see labourturnover come down,” says Macdonald, who, as a next step, wants to buildan online talent pool to keep track of potential recruits. The technology is also helping candidate communication, which PeopleBankcommercial director Bill Shipton cites as a vital when dealing with futuregenerations. “Online recruitment is not just about money. How you deal with peoplesays a lot about your employer brand,” says Shipton. “The generationthat is at school now and the one coming out of university does everythingonline and expects fast response times.” Searching for information about prospective employers on corporate sites isalready becoming standard practice for interviewees, and Shipton saysorganisations must ensure that their sites work hard for them to attract futuretalent. “There are still a lot of poor offerings out there, and companies mustlook at what their careers sections are saying about them,” Shipton adds. Unearthing diamonds in a tough recruitment marketOn 1 Jun 2004 in Personnel Todaylast_img read more

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