Recruitment Tools

What is defined as a "Recruitment Tool"?  

Is it the database system they use?  

Is it Social Media - LinkedIn, Facebook etc.?  

There are so many but here are a few  "tools" to add extra benefit to recruiters.

To help build those LinkedIn networks while you browse try WhoWorks.At a quick and simple plug in.

HootSuite allows you to manage and measure multiple social networks.  Direct integration from TriSys to Hootsweet is also available for job posting across different social media.

Assignments by HootSuite quickly and easily assign Tweets and Facebook messages within your team.

Google Alerts lets you receive update e-mails based on your queries allowing you to monitor news, competitors or even a little bit of celebrity watching!

Let me know any other great tools that you may have come across.



Paging Results In TriSys V10

Within the TriSys application where a user runs a Look up or Search for certain record types the information is returned as a list within a grid.  

The grids in TriSys are designed to return information a page at a time.  Paging is designed to speed up the return of results allowing a user to work with large data sets.  

In the top left of the results grid the user will see “Page X of Y” followed by the total number of records that match the criteria in the example shown below Page 1 of 12 is displayed with the first 50 rows, the total number records that match the criteria is 597.

The User can step forwards and backwards through the pages of the results using the forward and back arrows. 

On occasions a user requires the full data set in one page such as for mail merging everyone in one go.  NB: Normal e-mail protocol should still be followed to avoid getting reported as SPAM or blocked by e-mail servers.

To increase the number of rows per page from the Ribbon the user needs to go to Tools>User Options. 

Within the User Options select Grid Management click on the dropdown shown to select the number of rows per page that are returned in the results grid.

It is advisable to close TriSys and reopen it then rerun the Lookup or Search to populate the results grid again.  Having run the same search as earlier notice how the top right of the grid now shows “Page 1 or 1” with the same total of 597 records.

NB: Removing Paging when working with large datasets is likely to slow the speed at which the results are returned to the grid.


Customise Your Outlook Ribbon To Have What You Use Easily Accessible


As a TriSys User did you know you can add short cuts to the Home Tab on the Ribbon in Outlook such as the CV Auto Recognition button or the Open Contact Record?  This will make it even quicker and easier to pull a CV in to TriSys or open a contact record from an e-mail you have just received.

Click here for instructions on how to customise the Outlook ribbon.

TriSys have other useful documents for frequently asked questions on both TriSys and Microsoft Office products available on our web site.

Click here to go to the Support Document page


Having The Right Information


Good data can make the difference between inefficient operations and cost savings, misleading results and effective decision-making, failure and success.

Your TriSys database is no exception, allowing users to 'do their own thing' means that everything is ad-hoc and makes any kind of reporting or searching very difficult.

Using the TriSys application in a uniformed way across your business can help your business see what is going on.

To achieve this there are certain things that need to be considered:

1. The importance of Training - Training plays an essential role in developing a highly-skilled and productive workforce. But it is a costly investment, and one that can quickly disappear down the drain if not retained, applied and refreshed.

2. System Administration - having an administrator with a good understanding of the application and how it works, who can customise work flows and support your consultants is important.

3. Measuring the quality of data and output - Whether using TriSys standard reports, Searches or Business Intelligence, adding customised reports or going to an external supplier such as Saber it is the quality of the data that is important or the information produced is worthless.

We see quite often how information can get lost in a company, you have a good user who trains the new employees but then they leave and a lot of their knowledge leaves with them.  Some of the best information we have seen coming out of customers systems is where they have a dedicated trainer who trains and follows up with all new recruits, building the knowledge of the consultant.  This means that everyone is using the system in the same way making the reports the business use for analysing there business valuable.

Another excuse often heard is I don't have the time, but with the right training and the right setup the system will save you time if the effort is put in to begin with.

Important areas often overlooked in TriSys are Actions, these are configurable to record information how you want it recorded which is then accessible to measure in the different ways listed above.  Actions save consultants time by updating the different records with historic note and scheduled follow-ups as well as producing e-mails with the correct attachments etc..

For more information on training or to request consultancy for business analysis to determine development changes required to TriSys please contact our office on 01223 393 519

How to Add Attributes To TriSys


This document gives instruction for how to add Categories and Attributes to the TriSys database. System Administration training is always recommended to totally understand how attributes are used throughout the system, this document is designed as a back up and reminder to those who have had the training.

Once you have decided upon the Attributes required for your system for Contacts, Companies, Requirements and Placements etc follow the steps below to add the required Category names and Attributes.

To add Attributes the user will have to have System Administration rights to the database.

Opening System Administration

Categories and Attributes are added through the System Administration Console, from Tools select Administration Console


From the System Administration Console select View and Attributes/Lookups


The left grid show the names of all pick lists within the system this covers both Attributes available to any records and lists associated with fields such as Status. Before a change is made to any of the Attributes or Look ups the user must understand the system and the implications of the change.

Where the Attribute is not assigned to a field (Field Lookup is False) they are available to any record type where you have an attribute field as shown below. This one is the contact field but there are similar fields on the company, requirements and placements etc.

There are a few exceptions to this rule ie: Job Title and Cost Codes which are discussed in System Administration training.

Once Add is selected a list of the Categories and Attributes will be displayed as below allowing the user to select one or more to be added to the record.

Adding A Category

To add a Category from the Attributes/Lookups in the Administration Console ensure that the focus is on the left hand grid by clicking on any name in the left hand list.

Select File and New


The following pop up will be displayed where the Category names is entered. In this case the Category is called ‘Suitable For’ once this is entered select ‘OK’.

The new Category will then be added to the left hand list of Category names as shown below without any Attributes.

Adding An attribute

First select the correct Category on the left in this case as above Suitable For is our category. Click on the right hand List‘Attributes’ and select File and New


The following pop up will be seen where you can see the Category that the Attribute is being added to and the name of the new Attribute can be added to the Name field in the example the Attribute is ‘Project Manager’.

Once the Attribute has been added click ‘Save’ and the Attribute will be seen in the right hand list.

Repeat to add all the required Attributes to the selected Category.

From a record the Attribute ‘Project Manager’ can now be selected and added to a record as shown below.

Attributes can then be selected within the search criteria of different searches to identify records that have been coded with a particular Attribute.

For further information on training offered by TriSys please click here 

Additional support documents are available by clicking here

AWR Contradicting Opinions

The North East and West Midlands lead the reduction in temporary labour usage in the past year.

The latest Comensura Government Index today shows there was a 15.2% decrease in the use of temporary labour across the public sector in the first quarter of 2012, when compared to the same time in 2011.

The North East saw the biggest drop in temporary recruitment at -127.3% with the West Midlands following close behind (-115.9%). London saw a drop of -25.5% in the use of temporary labour among Local Authorities.

Comensura Government Index shows Local Authorities cut temporary labour usage by 15% as AWR costs rise.

The North East and West Midlands lead the reduction in temporary labour usage in the past year

The latest Comensura Government Index today shows there was a 15.2% decrease in the use of temporary labour across the public sector in the first quarter of 2012, when compared to the same time in 2011.

The North East saw the biggest drop in temporary recruitment at -127.3% with the West Midlands following close behind (-115.9%). London saw a drop of -25.5% in the use of temporary labour among Local Authorities.

Conversely, the same period also saw an increase in pay rates as a result, in part, to the implementation of the Agency Worker Regulations (AWR). Across the board there was an average 8.9% increase in hourly pay rates.

The Comensura Government Index reflects temporary labour usage across 79 Local Authorities and other public bodies. The Index is compiled by Comensura, specialists in organisational efficiency through the managed supply of people in large organisations across the public, private and not for profit sectors.

The number of temporary workers in driving and transportation roles saw a reduction of -39% along with IT roles (-29.2%) and engineering and technical roles (-26.9). A positive was a 20.5% increase in the number of temporary workers placed in construction roles, which could show some green shoots of recovery for the economy.

Young people suffered the greatest effects of reduced spending by Local Authorities. In the first quarter of 2012 compared to the same period in 2011, the number of 25-34 year-olds employed on a temporary basis decreased by a significant -35.4%.

Whilst both men and women were affected by the reduction in temporary labour, women faired slightly better and now account for 45.3% of all temporary labour, up from 44.9% in the same period in 2011. This was in part due to a lower than expected reduction in the number of office/admin workers, a job category that accounts for almost 20% of all temporary workers and where women represent 70% of all temporary labour.

Jamie Horton, Managing Director, Comensura said today, “The decrease in temporary employment in the North East and West Midlands is reflected within the wider UK employment figures. Local Authorities have made a real and concerted effort to reduce the amount spent on temporary labour.”

He continued: “Looking forward, the decrease in usage of temporary labour is expected to continue. Local Authorities and other public bodies are increasingly gaining greater control of expenditure on temporary labour by implementing control methods to manage their expenditure in this area. Whilst there is better planning of workforce needs to ensure resources are spent in the right areas, the numbers of young people joining the workforce should be a concern for local authorities as they plan for the future.”

The Comensura Government Index shows the usage of temporary labour across 79 of Comensura’s clients in England and Wales during 2011 and 2012. The Comensura Government Index is distributed on a quarterly basis and uses a variety of metrics to measure the usage of temporary labour including Full Time Equivalent (FTE), the reasons for hire, job class, age and gender.

The question we have to ask is are these decreases a direct result of AWR?  Contradicting surveys show differently, to see my previous blog on the effects of AWR click here

Week 12 Rights From Day 1?

Kevin Green, CEO of the Recruitment and Employment Confederation gives his opinion on the latest Xpert HR agency workers survey released today, which found that 65 percent of employers are providing agency workers with the rights they are entitled to after 12 weeks from the first day of their assignments. To see the Xpert HR article click here
Kevin Green, CEO of the Recruitment and Employment Confederation, said:
“It’s really good news for temps that so many employers are deciding to implement equal treatment from day one. It’s good for the worker and it’s good for the business and the agency as it avoids the bureaucracy involved in making changes after waiting 12 weeks.
“We think the flexible labour market is here to stay and will continue to expand as businesses see it’s an effective way to align their workforce with demand while keeping themselves competitive. And for the workers, a temporary position is a great stepping stone into more work and permanent employment.
“Employers are telling us they plan to use more temporary workers, not fewer. We regularly poll employers about their hiring intentions and as recently as last month, 85 percent said they planned to either maintain or increase their levels of temporary workers over the next three months.
“Unfortunately there are some real misconceptions out there about what AWR really means – for workers and employers. It’s the role of recruitment agencies to communicate clearly to clients and candidates what the new rules mean, and how both parties can benefit.”

Employers use exclusions to get round agency regulations

Around two-thirds of businesses have taken advantage of legal exclusions to lessen the impact of the Agency Workers Regulations (AWR) introduced six months ago, according to a study from law firm Eversheds.
With the regulations stating that agency workers employed for 12 weeks must be given equal pay and conditions as permanent staff, tactics such as ‘Swedish derogation’ – where the individual is employed directly by the agency – have become increasingly popular. Around 17 per cent of employers have used Swedish derogation, found the survey, while other methods used include taking on a succession of short-term placements or using the services of self-employed people.
Perhaps because of this, the regulations have not been as costly to employers as many feared, said Richard Sheldon, associate at Eversheds.
“Four years ago a very large proportion of respondents to one of our studies (80 per cent) told us that they feared a hike in costs once the regulations took effect,” said Sheldon.
"More recent feedback suggests considerably fewer organisations have encountered a rise in their overall UK labour costs although, clearly, some of the impact will have been absorbed – or avoided – in other ways in the long run up to the regulations.
“What proved particularly revealing is the extent to which the responses suggest many employers are avoiding the worst of the impact currently, by relying on exclusions from the regulations.
"Interestingly, and despite some resistance from trade unions and employee representatives, use of Swedish Derogation Contracts appears wider than was anticipated, possibly as awareness of such contracts has increased.”
Previous research had indicated that only 12 per cent of firms were planning to adopt Swedish derogation, so the 17 per cent figure represents a considerable increase, he added. Supermarkets Tesco and Morrisons are among large employers who are using the tactic.
There is some evidence that employers are taking on more permanent staff and fewer temps as a result of the regulations. The latest labour market data from the Recruitment and Employment Confederation (REC) found that permanent recruitment is currently growing at a much faster rate than the increase in temporary placements.
“Some of the rise in permanent placements appears to stem from employers simply switching temporary workers to permanent status due to the higher entitlements that the Agency Worker Regulations have given them,” commented Ronnie McCombe, partner at KPMG.

Wonderful Spring Days and Some Training Information

Daffodils and snowdrops seem to be about in abundance all round Cambridge.  Is it too early to think that winter is behind us and spring is here?  The longer daylight hours are making dog walking much more enjoyable again rather than the cold dark mornings of January.

Following on from my post Do We Need Training? Just a reminder that TriSys advertise training courses held at our offices in Cambridge on the web site or you can speak to us about bespoke training options

  • For details of courses at our offices click here
  • To request a call back about training click here

You might also find it useful to know that TriSys upload documents that have been created for frequently asked training questions to our web site click hereto see a list of topics.  You will also find the Introduction manuals for V7 and V8 here that accompany the Introduction training courses or you can request a copy in Word format if you would prefer. 

Remember your F1 key as well this will launch the TriSys help and is a great way to find information on the system.

Do You Have Great Employees Or Remarkable Employees?

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.

2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.