Business Marketing For Woodhouse Recruitment: Overview, Issues, And Opportunities

Describe about the Business Marketing for Woodhouse Recruitment.

The company named, Woodhouse Recruitment was established in the year 2010. It is basically a recruitment agency which provides services related to recruitment comprising the selection, screening and sourcing of the candidates. With the joined efforts of a couple Simon and Petra James the company was grounded. They are also the directors of Woodhouse Recruitment.

The company has several recruitment processes so that potential candidates can be placed in growing companies. The staff of the Woodhouse Recruitment comprises of a receptionist, an administration manager, 5 recruitment consultants as well as the company is planning to recruit 2 more consultants. There are around 30 fixed clients of the company which avail the services on regular basis.

Following are the issues which were identified in the current business and processes:

Services Standards

The service standards of the company have not been appropriately defined anywhere which can facilitate the candidates to associate with the recruitment agency.

Key performance indicators

For measuring the performance there are no specific and accurate key performance indicators. Thus the number of candidates who passed the trail cannot be measured.

Social Media

No social media strategy for approaching the candidates.

Staff professional development

Absence of any performance appraisal system in the company as well as all consultants lack professional knowledge. No activities related to professional development in the agency.

Sustainability

Woodhouse Recruitment does not have any kind of sustainability initiative which can help the agency in future sustainability.

After reviewing the current business and processes of the agency and analyzing the issues in the various segments of the agency it has been considered that there is an efficient need of continuous improvement and innovations in the processes and strategies. So that the agency can give a tough competition to its opponents present in the recruitment industry.

Innovation and continuous improvement are considered as one of the significant elements of the competition and the business as the continuous improvement helps in identifying the issues at the primary stage and resolving of such issues rapidly. Continuous improvement also helps in changing the policies and procedures as per the changing needs and requirements of the industry. The pioneering strategies and innovations help the company in achieving competitive benefits and achieving sustainability from future perspectives.

There are several trends and opportunities which can be facilitate for effective working of the Woodhouse Recruitment Agency such as the agency can take use of the various social media strategies for approaching the potential candidates, contacting the college or universities’ students directly who are seeking for any job, online interview and selection, online screening, email interview through various online test etc. these opportunities and trends can help the agency in growing and developing further.

Current Business and Processes

To implement innovations and continuous improvements in the Woodhouse Recruitment there is a need to evaluate all the aspects of the agency so that the issues can be identified and areas for improvement can be judged.  

Operations

The operations of Woodhouse Recruitment are basically comprises of the selection, screening and sourcing of the candidates and finally having their recruitment in the suitable companies.

Supply chain

The supply chain of the company consists of a receptionist who handles the enquiries and calls of the candidates and the companies. Secondly there is an administration manager who is responsible for the entire administration and functioning of the agency. Third there are 5 recruitment consultants who are involved in the selection, screening and sourcing of the candidates and there are 30 fixed clients of the company which avail the services of the agency on regular basis. The supply chain is small but effective in nature.

Service delivery

The service delivery depends upon the kind of candidates appearing for the screening and placement. The potential candidates get finalized in 3 to 4 rounds of the interview and overall screening. There are 30 companies which employs the selected candidates in their companies.

Things working well

The things which are working well in the agency are the effectiveness of the consultants in screening the candidates and the fixed clients i.e. the companies which take those candidates from the agency.

Things need improvement

There are number of things which need improvement such as there is a need to have more professional consultants, there is a need to have other strategies to attract the potential candidates and to increase the customer base i.e. the companies. To enhance the business the agency should also have its significant online presence.

Performance of the business

The performance of Woodhouse is going smooth but after analyzing and evaluating the processes accurately it will come into light that at various segment the agency is needed to develop and grow itself. In the increasing competition the company cannot sustain longer with no digital presence and effective strategies. Thus the performance is bit disappointing but can bre improved with few innovative measures and con tenuous improvements.

After analyzing and reviewing the existing systems of the company it is evaluated that the systems are not much effective which can help in developing the business and there has been analyzed some or other major issues in all the systems. Therefore there is an extensive need of developments and additional performance measures in all the segments of Woodhouse such as

• Planning activities for professional development
• Providing training and implementing programs which can enhance the professional knowledge
• Incorporating social media strategies for enhancing the reach for candidates
• Developing the performance standards

Issues Identified after reviewing the current business and processes

Systems addressing sustainability

The systems of Woodhouse Recruitment possess a little sustainability from future perspective as the systems are effective if seen from few aspects such as from various screening aspect and from the sustainability aspect which the agency is trying to incorporate i.e. the green environment initiative.

Recommendations

There are few recommendations which can help the agency in achieving a much sustained future and developing business such as

• Increase the use of digital media
• Changing working process by implementing more technical features
• Recruiting consultants who possess much higher and professional knowledge and effective communication skills
• Implementing programs for professionals development of the consultants and the candidates

In the recruitment industry of Australia there are various agencies that have initialized pioneering innovation in developing their recruitment agencies such as

• JobSearch

Taking use of Instagram as the social media strategy for seeking candidates (jobsearch, 2016)

• SEEK

Increased product line such as provide education and training, offer jobs in various areas such as accounting, government and defense, healthcare and medical, sales and other numerous profiles in mostly all the sectors. It also take use of Facebook as a social media strategy for facilitating the candidates (SEEK, 2016).

By approaching the above mentioned agencies who are regarded as the top recruitment agencies of Australia, the Woodhouse Recruitment can have continuous improvement and can also have various benefits by using their services by having an alliance with them

• JobSearch,

Contact Details:

Job Seekers- 136268

Employers- 131715

• SEEK,

Contact Details: +61 1300 658 700

Following are the recommendations for having innovation and continuous improvement within Woodhouse Recruitment Agency:

Taking use of social media strategy for approaching candidates such as Instagram, Facebook or Twitter.

Increase the online presence through website, blogs and online contents

Introducing various programs and activities for the professional development of the consultants

Woodhouse Recruitment

MEMORANDUM

DATE: October 12, 2016

TO: Management Team

FROM: Simon James and Petra James, Directors, Woodhouse Recruitment

RE: To have continuous improvement and innovation in the business and processes of Woodhouse Recruitment

I am obliged to show the concern regarding the way the company handles the few issues related to the processes and business of the agency.

I am highly concerned regarding the inefficiency of few processes and strategies related to the recruitment, selection, application of the candidates. There is a need to have continuous improvement so that the agency can have competitive benefits and can attain future sustainability.

There are various initiatives which the agency can adopt such as implementing a new social media strategy, increasing the online presence through website, blogs and online contents and introducing various programs and activities for the professional development of the consultants.

Need for continuous improvement

There are several risks associated with these initiatives such as there can be discrimination on the basis of selection through the social site pages of the candidates as actual briefing cannot be attained by those profiles, number of the profiles are faked and does not have any reliability, there is no such assurance that people will read the blogs or visit the websites, the existing consultants may think that may be they are less professional or may not ready to adapt and get trained through these programs and may left the agency.

To manage these risks the agency can first have a change management program, through which the consultants can have an association with these changes, there must be another strategies also which can support these initiatives such as proper screening and interview of the candidates after sourcing them from the social media sites.

There are various costs and benefits associated with every initiative. The social media strategies have relatively less expenditure and costs associated in comparison with the development programs initiated in the agency as there are several costs associated such as the trainer or the mentor cost etc. all the initiatives have several benefits such as increased number of candidates, association with the companies and many more.

After evaluation of these initiatives it is found that all these initiatives have a positive impact as well as some consequences for the staff of the Woodhouse Recruitment such as it will increase the efficiency and output of the consultants, have increased work for the staff to handle, expand the processes of the business which will directly increase the involvement of the employees.

For proceeding with the initiatives the management team is required to give their viewpoint on the best initiatives which can be implemented for increasing the number of candidates and for achieving future sustainability.

Gantt chart

Chart Notes

Phase Title	Schedule (Days)	Resources Required	Communication	KPI
Creating Website	5	Internet, Microsoft Office	Among the technical team members	Increased publicity
Writing blogs	2	Internet, Microsoft Office	Among the content writers	Increased publicity and up surge the number of candidates
Getting associated with the social media	10	Internet, Microsoft Office	Among the PR team members	Increased publicity and up surge the number of candidates
Searching for candidates	30	Internet, Microsoft Office	Among the HR team members	Increased publicity and up surge the number of candidates
Screening of Profiles	10	Internet, Microsoft Office	Among the recruitment consultants	NA
Implementing change management program	2	NA	Among the HR and staff members	Understanding the staff
Appointing trainer for PDP	1	Fees of trainer, professional trainer	Among the HR and the Directors	Improving knowledge
Initiating the training and programs	7	Room for training, presentation tools and equipments	Among the HR and staff members	Improving knowledge and personal development
Evaluating the result of using social media	7	Evaluating tools, Internet, Microsoft Office	Among the HR team members, technical team and the directors	Candidate associated with the agency
Evaluating the result of implementing PDP	7	Evaluating tools, Internet, Microsoft Office	Among the HR team members and the directors	Gaining professional consultants

 

Memo to CEO

Woodhouse Recruitment

MEMORANDUM

DATE: October 15, 2016

TO: Management Team

FROM: Simon James and Petra James, Directors, Woodhouse Recruitment

RE: To report on customer service provision of Woodhouse Recruitment

I am obliged to show the concern regarding the way the agency satisfies its candidates. There was a survey conducted by sending the questionnaire to 100 candidates but out of which only 12 responded.

The below mentioned chart shows the analysis of the survey performed. The survey basically questions three aspects of the business i.e. candidate satisfaction, ease of doing business with Woodhouse Recruitment and would the candidates will recommend Woodhouse further to other individuals. The result is mentioned in the percentage form.

From this survey it can be analyzed that how is the agency performing in terms if providing services to the candidates.

Candidate Survey Result

From analyzing the result of this survey it is clearly mentioned that there are low returns and the candidates are also not completely satisfied with the services of the company. The potential reasons behind these low returns would be the ineffective strategies, old techniques in gathering candidates and less professionalized consultants.

There are few recommendations which can help Woodhouse Recruitment to have better results and increased number of candidates from future perspectives such as implementing a new social media strategy, increasing the online presence through website, blogs and online contents and introducing various programs and activities for the professional development of the consultants.

References

Jobsearch, 2016. What's new. Accessed on: 12^th October, 2016. Accessed from: https://jobsearch.gov.au/

SEEK, 2016. Your SEEK Profile never stops searching for your next job. Accessed on: 12^th October, 2016. Accessed from: https://www.seek.com.au/