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Vacancies – The Shortlist Status

You can now specify and view the Shortlist Status of your candidates per vacancy, via the Shortlist tab in Vacancy records.

In the Status column you have a drop down list associated with each candidate. By default we have set the options to WF CA (Waiting for Candidate) and WF CL (Waiting for Client).

You can edit the Shortlist Status options you require with lists in your Admin panel.

You can only remove statuses that has been added by your agency, not the system defa

We have updated the way the Block Bulk Email and Block Bulk SMS Function works within the Chameleon-i marketing features.

Historically, to prevent sending bulk communications to specific clients or candidates users would create a specific note type within the record, this obviously took a couple of clicks to perform.

To simplify this process and make the data more visible to the user we have replaced these 2 specific note types with simple tick boxes in both the Client and Candidate records.

A New tab in Chameleon-i records now shows the baskets a record is currently in for easy reference.

We are now well and truly in the digital age, and Social Media is now one of the most important tools that a recruiter can have. From professional sites such as LinkedIn, through to more personal profiles such as Twitter, Social Media is a multibillion pound industry that when used effectively can advertise your agency and gain candidates!

Chameleon-i’s RSS Feed can assist your Social Media presence, whether you don’t know the difference between a Retweet and a Like, or if your Klout is high and you know all the Peak-times and #Trends,

When you were still at school or college, do you remember getting advice on those first job interviews from teachers, careers advisors or your parents? That may feel like a long time ago, and of course, now you work in recruitment you are pretty well versed in interviewing. However, some of those basic tips actually stay relevant, even though industries have changed and the people you are trying to place probably aren’t awkward 17 year olds who’ve borrowed a suit off of their dad!Here are three interview tips you might have heard before you

Summer is coming up, and that means lots of great options for entertaining clients or prospects. One thing that often is a huge favourite for client entertainment is arranging tickets for sporting events, or, if you are especially keen to impress, corporate hospitality passes. This can be a good choice because most people like going to live sport, even if they are not an avid fan of the event in question, and it can give you a chance to offer them a unique experience that also provides plenty of time for casually chatting, eating and drinkin

Often because of a skills gap in the sector you recruit in, it can be necessary look further afield for suitable candidates. There are often people in different professions who would be interested in relocating for the right opportunity, or who are actively looking to do just that. In some fields, like IT and medicine, it is fairly normal to consider overseas applicants, but there are some extra things to consider when you are talking to candidates tha

Whether you are a new agency trying to put your name out there, or an established, well known recruitment business, how you build and maintain awareness of your brand, and how consistent your brand messaging is is really important. Branding is not just about helping people remember who you are, but about giving a shorthand that reminds people of what you do, what you stand for, and what kind of ‘personality’ you have as an agency.

Branding is Not Just About Your Logo
Creating a true brand is something that can p

As a recruiter, you see so many CVs you feel like you know exactly what works and what doesn’t, and may even spend some time tweaking candidate CVs to better represent them to the clients whose preferences you know well. Just like the owner of the CV, you are most concerned with making sure the experience that shows that they meet the requirements in the job spec is clear, and that the CV marks them out as well worth interviewing for the job.
It goes without saying that for any roles after entry level, the professional history section of

When you are a recruitment or staffing agency, you know far more about hiring, interviewing and evaluating candidates than the average business, however there are still some mistakes you can make when it comes to hiring your own recruits. When you are recruiting for recruiters, you are usually dealing with people who also know recruitment very well, so their expectations are often higher than the average job candidate you place in roles with other companies – so to