Blog about online recruitment solutions and services

TalentPuzzle's Online Recruitment Blog was created to provide valuable content to the HR and recruitment agencies community about trends and innovations in the recruitment industry. Besides various topics such as Recruitment Process Outsourcing, Cost Per Hire, social media recruitment and cultural effects, we are focusing on pros & cons of different web based recruitment methods.

The Fossey and Leakey Story:When a Candidate is willing to risk their Appendix for the Job

Famed Zoologist Dian Fossey first met the infamous Paleoanthropologist Louis Leakey in 1963, on a tour of his Olduvia excavation site. Leakey had just unearthed an important Giraffe fossil when the overenthusiastic Fossey, slipped and sprained her ankle, damaging the fossil. The severity of which, led to her vomiting on the fossil.

Despite a sprained ankle, Fossey climbed a 10,000 ft volcano to see the Gorillas who would later define her life’s work. A few years later, Leakey approached Dian to do a long term study of the Gorilla’s, following Jane Goodall’s success with Chimpanzees. During their correspondence Leakey joked that Dian should have her appendix removed because of the lack of medical care available in the field. By the time she found out he was joking she had already undergone the surgery…

Baby Gorilla on it's Mothers backRead the full story here.

This is an amazing story of how Louis Leakey was able to find the best, most dedicated and most passionate candidate for his job despite one of the worst first impressions. Hiring can be messy, but there’s a lot to learn from this story:

1. Clarity is of the utmost importance in all written correspondence to your eager to please candidates.
2. You should never blindly follow the advice of those you greatly admire as it can leave you vulnerable.
3. The best candidates will not be perfect. They might make huge mistakes, but they always have passion for the industry and the determination to follow through.
4. Great candidates can come from the most obscure sources.
5. You were hired to make hiring decisions that positively impact your business. Never doubt your ability to find the best candidates through every available channel.

Learn more about how TalentPuzzle agencies can work alongside your current recruiting efforts to deliver you the best candidates.

Posted in Hiring Made Easy | Tagged , , , | 1 Comment

A Fun Company Culture: Does it really Attract Candidates?

Do you need to have fun at work?

Workplace culture is fast becoming the new hot topic following the hysteria of Employer Branding and Employee Engagement. It’s great that this issue is being addressed by employers and the HR/Recruitment industry at large.

A plethora of studies and research has been done on the great impact Employer Branding has on talent attraction, 1 in 3 job applications are motivated by employer branding. Job Seekers have a little more control in the current job market and the best candidates have options. So how do you use your current company culture to attract and retain staff?

You begin by asking your candidates what they want in a company; thankfully Software Advice, an online HR & talent management technology resource, conducted a survey doing exactly that. They found that jobseekers’ most common definition for company culture was ‘casual/relaxed’. This begs the question why do so many companies try to define themselves as ‘fun’ or ‘quirky’ or any other stimulating adjective?  It’s highly likely that this stems from the widely misunderstood concept of Employee Engagement. The logic seems to be that, as an employer you will create a ‘fun’ company culture, which will result in 1. Your employee’s love you and are super engaged and 2. Candidates will see how much fun your employees have and want to work there too.

Survey results of jobseekers most common definition of culture

The results of the most common terms used to define company culture.

Does it actually work?

It depends; a great company culture that is widely publicised is essentially what Employer Branding is predicated on. The biggest revelation is that you don’t have to be ‘fun’ to have a great culture. Once the respondents had defined company culture; they were asked what type of culture is likely to make them apply for a job?  Despite jobseekers having a strong preference for a ‘casual/relaxed’ culture, the overwhelming majority (29%) valued ‘honesty and transparency’ followed by 22% valuing a ‘casual/relaxed’ culture. Only 11% chose a ‘fun’ environment.

A pie chart showing the type of culture that leads candidates to apply.

There’s no denying that ‘fun’ companies attract candidates e.g. Google, Apple, Facebook, etc. but note that employees and candidates will value a transparent approach they want to work where they feel valued first and foremost and the fun stuff can come later.

“If companies are seeking to attract candidates using their company culture as their primary recruiting hook, letting it be known that your company is home to an honest and transparent culture might just be the most effective way to build your employer brand.

And if you’d like to ensure that your company is as honest and transparent as possible, consider this advice from Halley Bock: start small. Supervisors and managers should constantly ask themselves, “Am I being candid? Am I being transparent?- Erin Osterhaus, Software Advice HR researcher

Remember to get your entries in for the Employee Engagement Awards . The awards ceremony will be on the 28th January and hosted by George Lamb. It will be a stimulating and laughter filled event and your company certainly deserves to be nominated. You don’t have to be ‘fun’ to be engaged!

Posted in Talent Acquisition and Management | Tagged , , , , , , , , | 1 Comment

5 Things I just learned about Employee Engagement

Employee Engagement

On a crisp Tuesday morning the TP team headed to No.11 Cavendish Square for Manners and Murphy‘s Employee Engagement Event.

Our team is tiny, so engagement is almost a non-issue at this stage. However, we are never ones to miss an opportunity to learn and network. All of the speakers were excellent and had different points to make but overall they echoed similar sentiments when it came to engagement in the workplace.

In no particular order, here are the Top 5 things I learned about Employee Engagement:

1. You cannot force your employees to be engaged.

The sooner everyone realises that you cannot force engagement on someone then we are one step closer to not wasting our time trying. The reality is the vast majority of employees want to be engaged, are ready to be engaged and have the autonomy to engage themselves. Your job as an employer is to not disengage them. How? Well it’s about having an open dialogue and finding the optimal environment for that individual to flourish and put in the discretionary effort you’d love to see.

2. There is a strong relationship between engagement and high performance Athletes

When Keith Hatter (Planet K2) made the comparison, the audience was a little perplexed (as you might be too). Think of it this way, high performance athletes are probably some of the most engaged people on the planet, however just because someone is a high performer at work, doesn’t mean they are highly engaged. Athletes defy great obstacles within their careers and that  largely down to to their mindset (and natural talents). They take responsibility for their performance despite the conditions. They always seek to do better than they did yesterday.

The governing thought of a high performing individual:

I need to be better at my job today, than I was yesterday.


The governing thought of an average or low performing individual:

What do I need to get done today?

3. People can be categorised using Richard Bartle’s Gamer psychology

If you don’t know who that is, that’s fine, neither did I until my best bud Google helped me out. The short version: He hypothesised that players can be categorized into 4 profiles: Killers, Achievers, Socialites and Explorers. Roger Gorman of Profinda very eloquently explained how this can relate to your employee engagement, thankfully we have his slide image that summarises this better than I ever could.

Richard Bartles Gamer's Persona's

4. Corporate culture can ruin a great culture through acquisition

If a company is large enough to acquire small companies like a Monopoly ninja. Chances are they might ruin the very culture that created great innovation worthy of acquisition in the first place. Maria Boucher explained the process Boeing is going through to try to overcome this, but it is an ongoing process. Check out her slides on the topic (they start at 33).

5. The price of not having engaged employees is TERRIFYING (no, really!)

The UK ranked 9th for engagement levels out of the 12 largest economies (as ranked by GDP) the level of disengagement in the UK workforce is costing us a lot of money. According to Cathy at Engage for Success if we moved to the top/middle of the quartile our GDP would increase by £25.8bn!!! Do it for England people!

A massive thank you to Jim and Matt for a great event and to all the speakers for their amazing insight into this immensely interesting topic. We are very much looking forward to the next one. You can view all the slides from the event here.

If you haven’t heard by now, Manners and Murphy are hosting the Employee Engagement Awards and the deadline is fast approaching, October 1st in fact. If your workplace is super engaged (and you also like George Lamb) then get your entry in today!

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Better Staff Retention- How to Stop Losing your Employees

It’s Friday, so I figured it best to keep words to a minimum and use a fun and informative video to highlight the importance of Employee engagement and what it can cost your company.


  • Gallup poll revealed 65% of employees feel they are not recognised.
  • 47% of high performers are thinking about leaving their current company.
  • The cost of losing an employee is approximately 1 1/2 times their annual salary.

Watch the video below to get the full scope of the issue:

For a more comprehensive take on the issue check out Kudos Now’s infographic on why a little thanks goes a long way.

Employee Engagement Infographic

On the topic of Employee Engagement, Manners and Murphy are putting together the Employee Engagement Awards on January 28th 2015. To put your company forward for one of the awards then head over to the website and get your submissions in. They award ceremony will be hosted by George Lamb!

Posted in Employer Branding | Tagged , , , , , , , , , , , | Comments Off

How to Attract Top Technical Talent?

Attracting Tech talent

There are two types of employers in this world, the type that candidates want to work for and the type that thinks every candidate wants to work for them. If you are in the latter you need this infographic more than anybody.

It’s never been more important to be realistic, especially when you are targeting the upper echelons of technical candidates; they have a lot of options. What makes you so special? If you want to catch them, you have got to be realisticcreative, and COMPETITIVE!

Many startups (and established brands) who use Talentpuzzle to find their Software Engineers, PHP developers, iOS developers, Data Scientists (and many more) have the expectation that they can treat these positions like any other commercial role. The reality is that in today’s market you need to be super savvy to secure the best. Check out our kickass infographic for all the facts, figures, hints, tips and tricks to help you attract the Top Technical Talent…. (As seen on Mashable!)

How To Attract Technical Talent Infographic

Posted in Talent Acquisition and Management | Tagged , , , , , , , , | 4 Comments