www.psioninc.com Apart from work-related options, Internet functions andvoice memo recording, the Cassiopeia offers a range of”entertainment” functions. Reader software and a sharp colour screenmake reading electronic books a reasonably viable option and a number of classicsare included in the package. Or if you prefer music, there is the MP3 player,which allows you to turn your Cassiopeia into a solid-state Walkman,downloading music directly to the handheld or via a Flash memory card. COST depends on network WEIGHT164g There is a variety of handheld computers, personal digitalassistants (PDAs) and palmtops on the market, from the established Palm Pilotseries to the new Handspring Visors. There are even some mobile phones that arealso PDAs. So are they the latest in executive toys, the 21st century’s answerto Newton’s Cradle – allowing you to plan golf games surreptitiously – or areal business tool? If you don’t like the idea of carrying around a mobile phoneand a PDA, there is a new generation of devices that take advantage of thedevelopment of the mobile Internet. The Ericsson R380 is the first mobile phonethat doubles as a handheld computer. It uses the Symbian operating system,based on Psion’s EPOC software. COST $499 WEIGHT 360g MEMORY 16Mbytes Psion 5mx With the current range of communication devices for businessexecutives on the move, you can keep in touch easily no matter where you happento be. Bronagh Miskelly surveys some of the latest models The Palm may also reduce your need to carry business cards,at least if you mix with other Palm and Visor users. The contacts programallows you to create an electronic card which can be zapped to compatiblemachines. This certainly beats a pocketful of cards, scraps of paper andmatchbooks, and will be even better when all handhelds are compatible. Otherinformation – e-mails, letters, “to do” lists, contacts – can beshared via the same infrared link. On the downside, it can be difficult to position the 5mx towork comfortably and get good visibility on the screen. And while folding downto something not much bigger than a spectacles case, the 5mx is not really apocket device, as its weight would drag down all but the biggest pockets. Previous Article Next Article The Palm does not have a keyboard but does offer two modesfor data entry. The first is a miniature on-screen keyboard layout on which you”type” using the stylus. Or you could use Palm’s proprietary Graffitiwriting system to “write” stylised versions of letters on the screenwith the stylus. Although this is a much faster method, it won’t do much foryour penmanship. But for those wedded to the notion of a PC-style interfaceand who want to get a lot of work done on the move without the need for alaptop, this device certainly has plenty to offer. Palm Pilot Vx This is a cost- and weight-effective solution if you want abasic device but are also interested in the option of new gadgets and upgradesin the future. COST $599 WEIGHT225g MEMORY 32 Mbytes. www.palm.com The 5mx also has clip art and a sketch pad, allowing you toincorporate illustrations into documents and e-mails. But, be warned, learningto draw on screen with a stylus can take quite a bit of practice. And shouldyou ever completely run out of things to do, there is a battleships game todistract you. The applications on offer are also minimalist when comparedto other devices, but for users who are looking for e-mail, diary andnote-taking facilities only, this may be an advantage. One thing is certain,compared to the combined size of an address book, diary and notepad, this winsout – plus you cannot read your e-mail with a Filofax. You can also download arange of other applications from the Internet, many of them for free. Casio Cassiopeia E-115 One of the first devices to use Microsoft’s new Pocket PCoperating system, with 32Mbytes of memory and a colour screen, the Cassiopeiais fully compatible with Microsoft’s standard and virtually universal PCsystems. As well as Pocket Word and Pocket Excel, there is also a version ofMicrosoft Money, allowing you to review your finances on the move and thensynchronise your figures with those on your main computer. So if what you want is a few facts at your fingertipswithout being laden down with technology, this may well be the device for you. COST $249 WEIGHT153g MEMORY 8Mbytes Handspring Visor Deluxe Handspring is the company founded by the original developersof the Palm Pilot, who left Palm Computing after it was bought by 3Com. Theirnew offerings, a range of devices known as Visors, use the same operatingsystem as the Palms, including Graffiti handwriting. Larger than the Palm Vx,the Visor Deluxe comes in a range of translucent cases, drawing on thepopularity of iMac styling, and what it loses in slimness it makes up for inadded functionality. The phone offers most of the standard handheld functions:calendar, address book, notepad, memo pad, as well as e-mail and mobileInternet, using the WAP system. And of course the essential game. What all the devices have in common is that they offer accessto the Internet and e-mail through a modem or suitable mobile phone link, diaryand contacts option, and at least a basic notebook function. The differencescome in the format or the extras available. To give you an idea of the devicethat might suit you, we give you the low down on a selection of the currentofferings. All in handOn 1 Feb 2001 in Personnel Today Psion has been in the “electronic organiser”market from the beginning of the gadget revolution and is the original Europeanleader. But the Psion 5mx should not be thought of as a mere organiser. It isdefinitely a handheld computer, giving the impression of a laptop which hasbeen through the hot wash cycle. The new breed of machines have come a long way from theoriginal hand helds of the 1980s, which were unwieldy or required add-on memorymodules, and they offer a range of functions. In addition, because they come ina variety of guises, there should be one to suit everybody who spends most ofhis or her time on the move. www.casio.com www.ericsson.com If you like your gadgets small and are keen on the neat andefficient, then check out the Palm Pilot Vx. This minimalist device is the onlytruly pocket-sized machine in the selection. At only 11 x 7.5 x 1cm, with aflap to protect the screen, it will slip neatly into any breast pocket. Apart from weight, the Cassiopeia’s main disadvantage is thelack of a keyboard or “Graffiti-style” handwriting system. Enteringdata by tapping out letter by letter with a stylus on an on-screen keyboard isslow and irritating. But if you are into gadgets as well as wanting to work on themove, this could prove a fun choice. www.handspring.com Accessing a database, making an entry into a spreadsheet orsending an e-mail used to be something of a grind for the globetrottingbusiness executive. For the times when you weren’t at your desk, but in somefar-flung location, you needed to lug about a laptop and modem. Addresses andappointments required their own books or a bulging Filofax, especially if yourphone list runs into the hundreds. Now, shrinking technology means thecomputing power we had in the desktop machines of a few years ago can becarried around in our pockets. COST $399 WEIGHT115g MEMORY 8Mbytes Applications are also similar to the standard PC. As well asthe ubiquitous diary and contacts options there are word-processing andspreadsheet programs, which are compatible with Microsoft Office applications.These files are easily uploaded via a simple cable connection. The pop-out keyboard has real keys, rather than therubberised buttons you find on mobile phones. Although it is not really largeenough to touch-type comfortably, it does have a familiar feel for users.Instead of a mouse there is a touch screen and stylus – something common to allthe handheld devices – which allows users to open folders and programmes. Thescreen layout, folders and menus provide a user interface reminiscent of a”standard” computer. At 13 x 5 x 2.5cm, the R380 is clunky compared to theaverage mobile phone, but then you don’t need to carry around a separatehandheld computer as well. At first glance it looks like an ordinary phone, butthe keypad flips down to reveal a letterbox touchscreen. When the flap isclosed the R380 behaves like a phone, but on opening the display changes to thePDA menu. The Deluxe is perhaps most similar in size to the earlierPalm III, but it offers 8Mbytes of memory. It has the same basic menu offeringsas the Palm Pilot; its additional functionality comes from Handspring’s novelmodular approach. The “Springboard slot” allows you to plug in arange of add-on devices, such as extra memory or an additional gadget, in theway you add peripherals such as modems or printers to a desktop computer. It is an extremely user-friendly device, with an on-screenkeyboard and a handwriting recognition system which is easier to learn than theGraffiti system. Ericsson also offers a range of accessories, such as a plug-inMP3 module, which turns the phone into a music player. Modules already available include a modem, a memory back-upunit, a digital camera and a MP3 player, which allows you to listen to musicstored digitally or downloaded from the Internet. Ericsson R380 Smartphone Related posts:No related photos. Comments are closed. Compared to the other hand helds in this review, theCassiopeia is bulky – close to the size of a small paperback. But thedisadvantage of its size is tempered by just what Casio has managed to packinto this device. The Cassiopeia is chock-full of goodies and acts as severalgadgets at once.
Caution will control power of the e-mailOn 27 Mar 2001 in Personnel Today Previous Article Next Article DavidTaylor offers guidance on putting in place a company e-mail policy that is fairto everybodyForgetthe dotcom hype, mobile technology and the Internet – the biggest growth areaof the new business age by far is e-mail, and this brings a huge opportunityfor HR leaders.E-mailsfeed our reactive, rather than responsive behaviour, often failing to make thepoints intended, and are too often used as an alternative to other means ofcontact. As one of the most public, powerful and prevalent forms ofcommunication, there is a need for caution, care and clarity and, once this isdone, it can be hugely positive.Youcan set a company trend in HR by doing the following:– Make e-mails friendly (write Dear name, and always end on a friendly note)– Use the term “we” rather than “you” and always put yourself in the place ofthe recipient – reading through what you have written before you send it– Ensure that the quality of e-mails we send is as good as those we receive.Itmay be time to put in place company guidance, covering the key issues:Information on other companiesTo avoid litigation do not use e-mail to discuss competitors, potentialacquisitions or mergers, or to give your opinion about another company. Theword confidential simply does not apply to electronic communication – somebodyelse in your organisation can always access it.Personale-mailsMany companies are concerned about the growing numbers of non-work relatedcorrespondence. The key words here are guidelines and trust. Put in place aclear policy that gives some freedom, but ensure staff know the boundaries ontime and content. Manage your staff by giving them ownership and responsibility.Aggressivee-mailsIt is one thing to misunderstand the sender’s intent, quite another todeliberately attack someone by e-mail. Business bullying is now recognised byindustrial tribunals as a form of illegal behaviour in itself.SexualharassmentThe cases of this, and stalking over e-mail, are growing. Company policymust be extended to include this area and should lead to dismissal. Encouragepeople to come forward with evidence and make it clear that all e-mails areheld on the mainframe or network after they have been written. This willdiscourage most people.Chaine-mailsThese are both unpleasant and destructive in terms of time, volume oftraffic on a network and personal well-being. Treat these seriously, root outtheir origins and invite recipients to send them to you.Electroniccommunications are no different from every other form and there should be noneed for complex guidelines, rules and restrictions. As long as everyone isclear on your company’s policy, none of these potential dangers will grow outof hand. DavidTaylor is president of the association of IT directors, Certus e-mail: [email protected] Comments are closed. Related posts:No related photos.
Comments are closed. Thisweek’s guruEvershedsevent roots out its Weakest LinksOna recent away day to Brighton, Guru dropped in on Eversheds’ Employment LawConference at the Grand Hotel.Thelawyers staged their version of The Weakest Link to illustrate the impact of theHuman Rights Act and other anti-discrimination legislation.AudreyWilliams – ironically, a partner in the firm’s Cardiff office – starred in theAnne Robinson-style interrogation, in which Eversheds’ lined up its aspiringfemale lawyers. While Guru suspected that several contestants were being paidto take a fall, there were a few howlers. Thefollowing questions received positive responses: Could an employer make staffclean the toilets as a disciplinary action? Could a Rastafarian smoke cannabisat work after 2003? And could a transvestite wear women’s clothes to work?It’sclearly getting tougher even for City law firms to recruit the best staff. Now,hands up any readers out there who didn’t know the answers, either. Anew spin on artistic thinkingGuruhad just sat down at his workstation the other morning when a ballerinapirouetted by. AsGuru was starting to wonder about the possible hallucinogenic effects of CocoPops, a colleague put him out of his misery. Apparently, it was all part of Arts& Business Week. Thousands of employees up and down the country got intothe spirit of the event, which ended today. Itwas designed to showcase how business and arts can share skills and ideas,develop creative thinking at work and motivate staff. Well, that’s what Gurutold the MD the next day when he wanted to know why his greatest managementthinker was wearing pink tights and a tutu.It’sred faces not red noses hereTheunfortunate Darcey Bussell impersonation is an object lesson in not getting toocarried away with these national events. Anemployee who helped raise money for last month’s Comic Relief, by lettingcolleagues look at his payslip, is now facing disciplinary action, claims theOxford Mail. Thestaff member raised £10 before bosses at Super Conductivity stopped him. Hehad been charging his colleagues £1 a peek. Nowthat is a serious sense of humour loss. Callingtime on clockwatchersTimestood still at the HQ of Internet access provider AOL last week when it removedits employees’ access to clocks. The 400 staff in London were asked to leavetheir watches at home last Monday (with security guards removing the timepieces of any transgressors). A further 100 staff were also denied access toclocks in the workplace. Clocks on desks, PCs and mobile phones were tapedover, and staff had to go to lunch when they were hungry and hold meetings foras long as was necessary. Aspokeswoman explained that it was an experiment to see if staff were lessstressed and more productive without the clocks ticking. Thetrial coincided with the company’s launch of a new pricing system, which offersInternet access on a non-timed basis. The jury is out at the moment, but onemember of staff found it so liberating she immediately disposed of her shiny newwatch. GuruOn 3 Apr 2001 in Personnel Today Previous Article Next Article Related posts:No related photos.
Bayeris introducing a scheme to make new cars available to its 2,200 staff as partof its recruitment and retention strategy. The chemicals conglomerate has an arrangement that will allow employees who arenot part of a company car scheme to lease purchase one directly fromFleetlease, at low interest rates and without paying a deposit. Ian Peacock, group HR director at Bayer, said, “I believe that givingstaff more choice and flexibility when it comes to their remuneration packageultimately helps Bayer attract and retain quality people.” He added, “We wanted to cut back the cost of running such a largevehicle fleet and part of this rationalisation was to put in place a dedicatedpersonal leasing scheme that can benefit all staff.” The scheme has been individually tailored to Bayer’s requirements. Peacocksaid, “Many employees relocate to other countries – sometimes at shortnotice – so it was important that the scheme included early termination cover,decreasing the penalties normally associated with returning a vehicleprematurely.” Staff pay for a new or used vehicle, either by individual direct debit ormoney can be deducted from the employee’s pay. So far, 42 employees have participated. Related posts:No related photos. Comments are closed. Previous Article Next Article Bayer brings in car scheme as retention driveOn 1 May 2001 in Personnel Today
Organisations need to look ahead to see the benefits of allowing parents theright to flexible working hoursThere was a fundamental shift in the work flexibility debate when theGovernment announced in December that for the first time parents will have aqualified right to ask their employer for flexible working hours. The proposals are a compromise between giving employees greater legal rightsand protecting the freedom of organisations to run their businesses in the waythey see fit. Previously, flexibility has been discussed in terms of how quickly thelabour market could be made to adjust to changing economic circumstances byaltering its size and/or shape. The emphasis was on numerical flexibility, with companies adjustingworkforce numbers to meet business needs by hiring and firing and usingtemporary labour. Temporal flexibility – through contracts based on annualhours – was also used to match the time input of labour to production orservice schedules. The debate has increasingly become focused on employee-friendly initiatives,however. For the Government, flexibility is more about offering a means foremployees to improve their skills or to attract inactive workers (particularlylone parents) back into the labour market. By implementing EU directives, the Government has also made numericalflexibility much less attractive. At the same time, employers have developed family-friendly and work-lifebalance policies as part of their ’employee proposition’ to attract and retainworkers in a tightening labour market. As the economic downturn continues, the key question becomes: how robustwill the use of measures to attract labour supply be in a tighter labourmarket? From the Government’s point of view, the need to help people get a job andkeep it will be ever more important as unemployment increases. The cost of sustaining these policies is also likely to rise at a time whenthere are other competing demands on government expenditure. For employers, they can either take the short-term view that they no longerneed employee-friendly flexibility when the emphasis has moved from retentionto downsizing, or they can look to the enduring benefits of helping employeesto successfully combine work and home commitments. The basis on which employers will make their decision is uncertain. If theychoose to look, there is lots of evidence that employee-friendly policiesdeliver tangible benefits to employers, particularly through productivity,commitment and attendance. The latter should be persuaded to stick with attractive policies on workinghours and time off for study or travel because, having established a distinctivebrand, it is dangerous to change it. The search for quality recruits in the war for talent is not over. Companiesdo not want to get the reputation of running with the hare and then with thehounds in an expedient fashion – especially in the graduate labour market. There is also the argument that the benefits of flexible working hours canaccrue to both management and employees. All that is necessary is that there isa mechanism for eliciting what is in the interest of both parties. The problem is that management, employees and their representatives can bemyopic. They can’t see what is for their own good, because they look toonarrowly at the immediate situation. The Government has felt it necessary to push employers into considering theinterests of their employees. However, research from various sources has foundthat employers may be unreasonably reluctant to consider employee-friendlyflexibility. While critics have argued that the law does not go far enough, theGovernment has reminded employers of their responsibility to consideremployees’ needs. It is not just good practice but will be beneficial foremployers whatever the state of the labour market. By Peter Reilly, associate director, Institute for Employment Studies. [email protected] Long-term vision vital on flexibilityOn 12 Feb 2002 in Personnel Today Related posts:No related photos. Comments are closed. Previous Article Next Article
Previous Article Next Article Parcelforce’s HR team is to be reduced by more than two-thirds as part ofthe company’s aim to save £370m a year. The company, which is losing £15m a month, is reducing the 34-strong headoffice HR team to 11 in a bid to make the delivery service profitable by 2005. The move is part of Parcelforce’s restructuring, which includessub-contracting out a quarter of its delivery routes, scrapping three-daydeliveries, halving the number of sorting depots and reducing staff numbers by5,000 to 6,700. The move includes the merging of employee and industrial relationsdepartment. The training and resourcing department will also merge, with theresponsibility for delivery of training moving to regional HR teams, and thehealth and safety department will be reduced. Jon Millidge, personnel director at Parcelforce, said the move aims to makeHR more strategic. “The business is halving in size so there is no need for the samenumber of HR people. The emphasis will change to the (HR) team concentrating onpolicy and how it is deployed but not actually delivering it.” Parcelforce’s restructuring starts in July, and the HR changes should becompleted next March. Millidge said: “There was shock among the HR staff when the changeswhere announced. But all the HR staff are professional people who can easilyfind jobs elsewhere. Being involved in a HR project of reducing a business ofthis size will be good experience for HR professionals.” Comments are closed. Related posts:No related photos. Parcelforce to reduce its HR teamOn 21 May 2002 in Personnel Today
Related posts:No related photos. Imbalances of effort versus reward are among job factors that can lead to coronaryheart diseasePoor work design and organisation can contribute to heart disease, accordingto research sponsored by the Health and Safety Executive. A stressful environment where there are high job demands, low job controland imbalance in effort versus reward can all lead to coronary heart disease,said the study Whitehall II. It looked at the health of more than 10,000 British civil servants and foundthat coronary heart disease in the workplace could not be totally explainedaway by conventional risk factors such as smoking, being overweight or highblood pressure. The situation was exacerbated by the fact that when workloads changed,higher job demands, less direct control and reduced support all led to adeterioration in mental health. While previous reports have linked working conditions with self-reportedheart disease, the Whitehall II study has given a clearer picture becausereports were verified against medical records, said the HSE. Even moderate alcohol consumption was related to a risk of sickness absencebecause of injury, as well as “binge” drinking and alcoholdependency. But the work factors measured, with the exception of an effort-rewardimbalance, were not generally associated with Type 2 diabetes, said the HSE. Prof Sir Michael Marmot, director of the study, said: “Stress at workis not simply a matter of having too much to do, but also results from toolittle control over the work and from insufficient reward for the effortexpended. “The way to address the problem of stress at work is to look hard atthe organisation of the workplace.” Elizabeth Gyngell, senior policy manager on stress at the HSE, added:”Employers need to realise just how serious the effects of work-relatedstress can be, and take action to prevent it.” The results of the study were applicable to a much wider group of workersthan just civil servants, the HSE said. www.hse.gov.uk Previous Article Next Article Poor organisation at work contributes to heart diseaseOn 1 Jun 2002 in Personnel Today Comments are closed.
Related posts:No related photos. Previous Article Next Article Comments are closed. Jobcentre Plus is carrying out a safety review to ensure its staff inbenefits offices and job centres are secure following concerns over the removalof security screens from some offices. The review, which is being carried out in conjunction with the Public andCommercial Services Union (PCS), starts this week and will be under thedirection of Jobcentre Plus’ new safety director Kevin Pharoah. An estimated 65,000 PCS members took more than 300,000 days strike actionbetween September 2001 and April 2002 before an agreement was reached on thesafety of the new open-plan Jobcentre Plus offices, which don’t have protectivescreens. The agreement included plans to carry out the security review. Clare Dodgson, chief operating officer for Jobcentre Plus, said the newopen-plan Pathfinder offices benefit from panic buttons, CCTV and securityguards, who can intercept potential trouble-makers before they are allowed in. She is optimistic the review will reassure staff who have concerns overtheir safety. The safety review follows a survey published last week by PCS, which findsthat job centre and benefit staff are more worried about threats and abuse atwork than any other workforce in the UK. The research claims that only publictransport workers are more worried about physical attack. It shows that three-quarters of Jobcentre Plus staff working in constantcontact with the public had experienced violence at work in the last 12 months.Mark Serwotka, PCS general secretary, said: “This important researchwill feed into the Jobcentre Plus safety review, which PCS members securedthrough more than six months of industrial action.” By Ben Willmott Jobcentre Plus to abate fears with safety reviewOn 5 Nov 2002 in Personnel Today
…in briefOn 10 Dec 2002 in Personnel Today Previous Article Next Article Comments are closed. Thisweek’s news …in briefFiretalks on holdFireService employers will not make another pay offer to the union until thepublication of the independent review into pay and working conditions nextweek, Personnel Today has been told. Further talks with conciliation serviceAcas are planned, but negotiations between the employers and the FBU will notresume until next week. See page 8 for Q&A with fire service HR directorCarol McCletchie. www.lg-employers.gov.ukSilversurfersTheGovernment has launched a website giving employment advice to the over 50s. Thesite aims to offer a practical guide about advice, support and services. Itoffers advice on the help available through government and voluntaryorganisations, getting the most out of working late in life, and givesinformation on pensions and planning for the future. www.over50.gov.ukAgeismrife at workAgeismis the most common form of discrimination in the workplace, new research fromthe MORI social research institute shows. It claims one in five people haveexperienced some form of workplace discrimination and of those discriminatedagainst, by far the biggest cause is age (cited by 38 per cent). Older workersare considered to be resistant to change and training and lacking technologicalskills. www.mori.comHavea say on payTheEqual Opportunities Commission (EOC) wants employers, lawyers and unions aroundthe country to have their say in the consultation on the revised Code ofPractice on Equal Pay. The Code of Practice was originally issued in 1997 andits provisions can be taken into account in equal pay tribunal cases. The EOCupdated it in response to a recommendation of its own Equal Pay Taskforce anddemand from employers. The consultation ends on 21 February 2003. www.eoc.org.ukNHSpay boostApackage of measures to boost recruitment and retention of doctors, consultantsand GPs in the NHS has been announced. The move will see an increase in ‘goldenhello’ payments for GPs of up to £12,000. ‘Golden hello’ payments were firstintroduced in April 2001 and since then more than 1,700 payments have beenmade. It has now been extended to GPs who return to practice and the maximumpayment increased to £12,000 in the areas where doctors are needed most. www.nhs.ukTGWUdemands pay auditsTheTransport and General Workers’ Union is demanding statutory equal pay auditsafter figures released this week show the gender pay gap is not closing. Femalebrokers earn half that of their male counterparts, while women in manual jobsearn £117.20 a week less than men carrying out the same duties, according tothe 2002 New Earnings Survey. The Office of National Statistics report showsthat female manufacturing staff earn just £251 a week, compared with £368.20for male colleagues. www.tgwu.org.uk Related posts:No related photos.
Related posts:No related photos. The current economic downturn may be hitting the jobs market, but it isstill essential for employers to recruit the best talent. And thus explains why the 12 judges on the Recruitment Advertising Awards(RADS) panel have had so many entries to review this year, 520 in the 17categories of the competition. Rob Smith, chair of the judging team, explained that despite tough times inthe market, the aims of recruiters remain the same, and they have to raisetheir game even higher: “It is about how organisations are using theirbrand to attract and recruit more skills into the business. Employers arehaving to be much sharper,” he said. He said originality was one of the key criteria but the judges are alsointerested in how recruitment advertising fits into a company’s whole businessstrategy. “It is no longer just about recruiting new people. It is aboutadvertising and promoting the employer’s brand. Recruiters have to understandthe candidate,” he said. The extensive two rounds and three full days of judging will produce awinner in each category as well as an overall Best Work of the Year Award. According to Smith, the eventual winner will be the advert that bestdemonstrates the modern recruitment process: “It will be somethingunquestionably original and at the very top of its trade in art direction, useof copy and how it works with its audience.” Despite the ‘wow’ factor that many ads aspire to, it is still essential thatthe overall aim is fulfilled and they get the right people and the right skillsinto the business. Jamie Zuppinger, European resources manager at retailer Claire’s said:”Ultimately it has to recruit the right type of people for the role it istrying to fill. That’s its fundamental role.” Gill Davies, recruitment manager at T-Mobile added: “You don’t wantinnovation or something new just for the sake of it. It has to be functionaland fulfil its job as a recruitment advert.” Pauline Moignard, an HR consultant, is on the panel for the second timeafter a break of six years. In that time she said the standard has risendramatically, with the growth of the internet playing a significant role. She added that the public and private sectors have almost swapped places interms of recruitment budgets and the methods used to attract new staff. However, she said her criteria in picking a winner had largely remained thesame, despite the changes in the market. The judges will meet again to finalise the shortlist and choose the winners.And as Amanda Saker, a recruitment consultant with Virgin, explains the mostsuccessful entries will have a balance between boundary breaking innovation andensuring the advert does its job. By Ross WighamThe Recruitment Advertising AwardsWill be presented at a spectacular dinner on 16 January at the GrosvenorHouse Hotel in London. For more detailsvisit www.radawards.com Previous Article Next Article Comments are closed. RADS entries raise their game in a tough marketOn 10 Dec 2002 in Personnel Today