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Maidenhead, 2nd March, 2022 – Hollaroo, a leading provider of Talent Community Engagement Platforms has just announced that campaign group, 10,000 Black Interns has implemented Hollaroo Engage to support their 10,000 interns over the next five years. The solution went live today to coincide with the launch of their first cohort of internships in 2022. The #10000BlackInterns initiative has been designed to help transform the horizons and prospects of young Black people in the

Screwfix recognised that they couldn’t follow the same formula used by other employers, who typically engage with candidates only at the point a role/job match has been identified. They knew that they needed to be smart in the way they engaged with talent, built relationships with successful (and unsuccessful) candidates and developed their Talent Pool. Read more...

Working with Veolia, we implemented Hollaroo’s Talent Pipelining platform to manage engagement with passive talent, delivering a premium candidate experience for those not yet ready to enter the active selection process. In addition, Hollaroo’s Talent Pipelining facilitates ‘recycling’ of ‘silver medal’ candidates who would otherwise be filtered out of the recruitment process. This cyclical approach ensures that the effort and time spent to build brand advocacy isn’t lost, an

Dentons are on a journey to build a ‘best in class’ hiring function, raising their profile as an employer of choice vs the typical magic circle firms as the target for candidates. An important focus of this transformation is improving the candidate experience from first contact to becoming an employee. As with all law firms (and early careers recruitment in general), Dentons have a long period, typically two years, between a trainee candidate completing the offer process and

Capgemini has digital transformation at the heart of its organisation but understands that business value cannot be achieved through technology alone. For Capgemini, it starts with people: experts working together to get to the heart of individual business objectives and develop the most adapted solutions to fit these requirements. The UK team recognised that the way they onboarded new hires needed to be reviewed and improved. This was a critical point in their relationship

Early careers has always been a key component of an organisation's talent acquisition strategy. However, when we talk about early careers, we mainly focus on graduate recruitment. But it goes back further than that. Work experience, internships and apprenticeships as well. We're joined by Nic Cole, Head of Resourcing for Dentons - a global legal firm. We discuss the transformation of their work experience programme in response to the COVID-19 global pandemic. https://www.yo

Are developer communities your next pipeline for tech talent? If you look at tech startups and high tech companies, such as Facebook, Microsoft, Google etc. you'll notice that they all run and manage communities of developers that work with their technology. So, in today's climate, where finding good candidates and good applicants is challenging, should companies use their developer communities as a new pipeline for talent? Developers of today enjoy being involved in communit

Recruitment is changing, fast. Most recruiters are struggling to attract applicants in both quality and quantity. Switched-on Talent and People leaders are transforming and supercharging their referral programmes. But how? Download our guide to find out how we worked with Dentons to increase hires through referrals from 1% to 10%.

Why do some organisations, like Management Consultancies, get it so right when it comes to employee alumni programmes, and some get it so wrong? Is it time that organisations treat their departing staff like Universities and Colleges treat their departing students? And, if they do, what is the ROI of delivering a successful alumni programme?

We are pleased to announce our latest partner - The 9 Month Club As companies focus on engagement with those colleagues who are at an arms length from the organisation, they are turning to Hollaroo to create a space and relationship that is driven by the person, in a way that is gentle and meaningful. When organisations use Hollaroo as part of their employee engagement strategy, they now have access to partners that can provide the subject matter expertise to drive their enga

At the recent RL100 virtual summit I presented a synopsis of an excellent briefing paper by the Entrepreneurs Network on “The Case for Remote Work” and, specifically, its impact in the world of talent management and talent acquisition. It is well worth reading in full but there were some key takeaways which were subsequently supported in the excellent group conversations that followed: Unstructured activity is hard Lot’s of behaviour and activity in the “traditional” workplac

As we move all elements of the recruitment candidate journey online - whether that be pipelining, selection, onboarding or even off-boarding - it has been relatively easy to replicate processes and workflows but much less easy to capture the serendipitous aspects; The chance conversation at an event, the relationship-building at an induction day, the water-cooler moments for exchanging ideas and experiences. Last week Hollaroo partnered with the Recruitment Events Company, as

I started off my career as an apprentice when I was 17 years old. I joined Orange as an apprentice mobile telecommunications engineer. It was my first real job. As a young person entering the workplace for the first time, it was important that my employer would be supportive. That meant that I was allocated a mentor locally and the apprenticeship scheme was run by a group of professionals who met with us on a regular basis. In the cohort that started this scheme, there were 1

Over the past 12 months, the conversation about onboarding has evolved. We’ve been talking for a long time about making it less process-driven and now it’s finally starting to happen. Organisations are recognising that the best hires are won and lost by their behaviour post-offer. We've learnt a lot over the previous 12 months. Mainly that we need to offer flexible, remote-first options to our people. And our people are exactly that - individuals. Hollaroo puts forward the ca

Technology has transformed the way we work; the rules have changed, and management styles are the next to follow suit. Software, apps and systems are making organisations much more connected, bringing together global workforces, making them more streamlined and ultimately more efficient. Old forms of leadership based on a ‘top-down’ approach are less popular as more collaborative approaches are implemented with the development of technology. If managers can implement technolo

Recruitment in its simplest form dates back to Ancient Egypt and the Romans. An ancient art (some say a dark art!) and certainly one which has seen significant evolution, but for the purpose of this article, we refer to modern recruitment post WW2 since the 1940’s. Worth in excess of £35bn a year in the UK alone and considerably more across the world, this is an industry becoming more and more lucrative year on year. Yet it’s still often seen as a ‘simple’ function by those

Employee turnover is costly. That's obvious. Every CEO knows, their people are often the organisations’ most important assets. However, employee and talent retention are huge challenges for businesses today. It's probably the most difficult nut to crack! Aside from the obvious challenge surrounding the replacement of skills and capability, there’s a greater loss. Many businesses have an underlying ‘tribal knowledge’, undocumented pockets of information not known by everyon

A major priority for businesses is how to create a productive, engaged and motivated team. An engaged employee cares about their work and about the performance of the company, they want to feel their efforts can make a difference to that company. And time and effort invested by their employer will ensure they feel 100% committed. Organisations are recognising that emotions and behaviours can affect a whole business and from this, interest in behavioural economics has grown ra

Employee health trends are fast-paced, current and incredibly important for your corporate wellbeing; addressing wellness strategies in your business is necessary to have a healthy and balanced workforce. Today, wellness has developed to encompass social and emotional well-being through mindfulness, stress management and company culture. We have compiled information about the current trends for you to check you’re on the right path… Self-care Self-care is one of the top well

The challenges of recruitment and retention are felt most keenly by those of us recruiting at volume. This is the sharp end of hiring where time and cost are highly pressured and any failure to have the right people in the right places is felt immediately by the business. In sectors where high volume recruitment is the norm – namely hospitality, recruitment and customer service; technology is being adopted at a rapid pace to help relieve the pressure and deliver a better recr