Job Advertising Just Got Easier – and cheaper!

Search.co.uk/Jobs has just launched a new discounted offer for February 2010, with 3 easy ways to pay – from only £49 for 30 days advertising.

Employers can now register with Search.co.uk/Jobs and post their job adverts by choosing any one of 3 easy ways to pay, including a new £49 for 30 day ‘job credit’ offer.

You can also choose our industry-first ‘pay per application’ option or discuss a single monthly fee for unlimited vacancies.

Either go to our Employer Section now to register and post your vacancies for only £49 via this limited time offer, or call us on 0845-026-2026 for more information on ‘pay per application’ or ‘unlimited job advertising’.

Young job seekers need 2020 vision says Search.co.uk

As we come into a new decade and out of the worst recession in living memory, young job seekers need to consider how their current career decisions will look in another ten years says Search.co.uk.

This means doing more than simply finding the right employer. Never has it been clearer that the “jobs for life” culture doesn’t exist any more, explains Peter Gillespie, Managing Director of Search.co.uk, the leading jobs website.

“Many jobs which seemed rock solid ten years ago have disappeared. Who would have thought, for instance, that working for a Scottish bank could turn out to be a risky business?

“But rapid change in employment is now a fact of life. What job seekers have to consider is how they can develop the skills to help them to adapt and even benefit from regular career moves,” says Gillespie.

It is impossible to predict precisely which skills will be in demand at the end of the decade. But there are patterns which have continued for many years.

There have not, for instance, been enough school leavers going into technical education and training which has created a skills shortage in the oil industry in Aberdeen and Dundee. Okay, it is possible that environmental concerns will reduce employment prospects in the oil business, but higher-level technical skills can be transferred to other industries, for instance developing renewable energy sources.

“It is these adaptable skills that young job seekers need to develop,” says Gillespie. “For example at Search.co.uk we’re hearing from a growing number of employers who are seeking recruits with language skills. This demand can only grow as the economy becomes increasingly global.”

Employers also say it can be difficult to find applicants with so-called “soft skills” such as customer handling, planning and organising and problem-solving. Employees with these abilities are the ones who can benefit from on-going training so they can develop their skills to match the requirements of the organisation.

For many people higher education will be the best way to “learn to learn” new skills. Some strictly vocational training creates inflexible workers who get left behind the pace of change.

But Gillespie stresses that a degree isn’t the only path for job seekers. “It is impossible to predict exactly what skills and qualifications will be required by employers offering jobs in Scotland in 2020. But I bet there’ll still be shortages of plumbers, electricians and other qualified trades people. Those with the right qualifications will be making a very comfortable living.”

Useful links: Jobs in Glasgow, Jobs in Edinburgh, Jobs in Aberdeen, Engineering Jobs.

Search.co.uk pioneers recruitment model of the future

For years employers had been paying for job adverts that were ineffective. Then Search.co.uk came along and shook up the online recruitment market with revolutionary ‘pay per response’ billing. Now others are finally following suit.

“Our model was designed to answer one simple question: Why should employers pay for job advertising unless it can be shown to attract genuine high-quality potential recruits?” says Peter Gillespie, Managing Director of Search.co.uk.

“We launched Search.co.uk because we believed job seekers weren’t receiving the best service possible and employers were frequently getting poor value for money from their campaigns. Recruitment was clearly lagging behind other forms of advertising.”

When selling products companies used to complain that only perhaps 10-50 per cent of their advertising was effective. What they couldn’t tell was which was the 10 per cent that worked and which was the 50 – 90 per cent that represented money down the drain.

Then the internet changed everything. ‘Pay per click’ epitomised by Google’s AdWords has become the norm. Companies now don’t pay for advertisements, but for results. The return on investment is measurable in terms of the customers who come to their sites and make purchases.

But, although recruiters embraced the internet quickly and wholeheartedly, job advertising charges stayed firmly stuck in the bygone age of print. Companies were expected to pay every time an advertisement appeared even if it didn’t produce a single genuine job applicant.

That was the case until Search.co.uk revolutionised the face of online recruitment with pay per response advertising. Employers are only charged for real, high-quality applicants. Advertisements are effectively free.

As Search.co.uk’s competitors have found out, this model is not as simple to set up as it might seem. Given the current state of the job market, for instance, generating large numbers of responses is often not too difficult. Many of those candidates, however, will not be appropriate for the position advertised.

To avoid employers having to pay for unsuitable applicants, search.co.uk developed a collection of sophisticated built-in online tools that guarantee candidates will be appropriate for the role. It also allows employers to put a cap on the number of applicants so they only have to pay for the first 20 even if they receive 100 responses.

In addition, with old-fashioned charging, companies had to pay every week or every month for advertising if they wanted to maintain a recruitment campaign. With Search.co.uk there’s no time limit. It doesn’t cost a penny to keep on advertising.

“It’s obvious to us that pay per response offers the best deal for job seekers and recruiters. So we’re delighted to see some of our competitors are beginning to provide something similar although they don’t all match our guarantees on quality,” concludes Gillespie.