FMCG and Consumer Goods recruitment
  • Bbc
    Client
    More Jobs than People?

    ​More jobs than people?Not strictly speaking, however this week, according to the BBC and ONS, it was reported that there were more job vacancies, than there were those seeking a role. Does logic, therefore, suggest that if you want a job there’s one for you?Of course not, and we know that. Operating in our markets, Manufacturing and Automotive, it’s about more than a bum on a seat, our clients have specific requirements and skills they require to remain competitive, efficient and growing. So the skills shortage hasn’t evaporated overnight!There are some encouraging trends. People who have been inactive economically, aged between 16 and 64, are moving into work, and job to job moves have been driven by people resigning from a role, rather than being dismissed or made redundant.However, as we see a rise in inflation, now at 9% (18th May 2022), here at Expion, we see more people than ever before citing an increased salary as a reason to move role. Whilst most people say ‘money isn’t everything’ (and it isn’t), it is becoming more understandable as a justifiable reason for people to seek a new role. We reported in our Market Report in April, 59% of workers said a pay rise is essential to them. If it’s not on offer where they are, it’s a compelling reason to look for a role.And whilst flexible working offers the opportunity for some people to manage commuting costs, it will be interesting to see whether there’s a growth in people’s interest in returning more to the office when fuel costs rise again in October. Shivering on a Teams call is likely to become increasingly unpopular when a fully heated office is available!So when there are more jobs than people, what else can employers do?Benefits can be a big draw. We’re seeing employers offering increased benefits packages, bonuses (including sign-on bonuses), and support for those wishing to gain qualifications. Wellness benefits are also on the rise. 24% of employers in our report said they were offering financial support through information, advice, and online resources, and 13% said they were offering actual financial support to workers.Not all of this is forecast to last. With inflation tipped to hit 10%, and industry stating that prices are continuing to rise, economists have once again mentioned the word ‘recession’. If history is to be repeated, this will mean job losses and a rising unemployment rate.So what does this mean for recruitment? We know that recruitment tends to be one of the first industries to be hit when there’s economic uncertainty, and one of the first to recover. It’s fair to say this has certainly played out over the last 2 years. There’s no sign yet of any slowdown, however, the market is unusually overheated at the moment so any initial slowdown is likely to be more a return to normal rather than alarm bells. But in the meantime, what a market to be in. And this is a market that suits all ‘gens’. From Gen X who are mid-career and want a work-life balance and stability before… (well you know) to tech-savvy millennials in Gen Y, and Gen Z who are much more likely to move roles after a shorter period of time. There are opportunities out there for everyone at the moment, so make the most of them!For more information on how we can support you, get in touch with us via this website, or even give us a call!   

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  • Kpmg
    Client
    UK Report on Jobs May 2022

    ​May's UK Report on Jobs makes interesting readingThere's nothing revelatory in the data, there's still a candidate shortage, starting salaries remain on the rise and demand for staff is still growing. Placements however have slipped to a 13-month low. This is largely driven by recruiters reporting they struggle to find people for jobs and candidate numbers fall.Skills in short supply range widely. From Accountants to Life Scientists, and Logistics Managers to Nurses, it seems fair to assume that if you are seeking a role, there's a choice available.However, we're not seeing a relaxation of role criteria. With workloads stretched, there seems to be little appetite for taking on people who 'aren't quite able to fulfill the role', and managers reallocating work or delaying projects, rather than employ someone who requires considerable time input.According to ONS data, unemployment levels are below pre-Covid levels, salary rises are on average just over 5%, however, this doesn't fully compensate for the rising inflation, which is reported could reach 10% by the end of the year. Some candidates are feeling the pinch, and looking for a new role with a higher salary is now a valid reason for a job search.https://www.rec.uk.com/our-view/news/press-releases/report-jobs-tight-labour-market-conditions-lead-further-rapid-increases-starting-payIf you'd like a copy of the full report, let us know.

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  • Rec Logo
    Client
    UK Report on Jobs - April 2022

    ​In this ever changing world, the recruitment industry is still moving at pace, and whether you're hiring or planning for a career move, this report will give you a flavour of what's happening in the market now.As unemployment continues to stay low, employers are faced with unfilled vacancies. Whilst the rate of growth in terms of placements has dipped, much of this is attributed to the shortage of candidates and the after effects of the pandemic, lack of EU workers and uncertainty due to the war. For job seekers, there's choice in the market for those who have in-demand skills, starting salaries are rising accordingly, and are currently at the highest levels since before the pandemic.Vacancy growth is still accelerating, with the highest levels since September 2021, and demand for both permanent and temporary staff continues to grow. Whilst IT remains the most in-demend skill, Hotel & Catering has risen marginally above Accounting/Finance and Engineering. Given the dependancy of this sector on EU workers, the challenges in Europe are likely to continually impact in this area.At Expion, we're seeing record levels of vacancies, but candidates are becoming ever more selective about the roles they are willing to consider. A recent poll carried out by us about the key benefits valued most by candidates, flexibility was the most desired aspect of a new role after salary. In fact, most candidate conversations include some discussion around this. Our view is that employers who continually adapt and evaluate their working practices are likely to prevail in the acquisition of in-demand workers.If you'd like to discuss any aspect of the curret maret conditions, please get in touch with us, we'd love to hear from you.​​

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  • Uk Recruiter Logo
    Client
    Social Recruiting - what is it?

    ​Social recruiting...just what is that? In this guest blog for the UK Recruiter, Caroline talks about what social recruiting is, how signfiicant it is, and how more and more employers are embracing the technology available.In short, social recruiting is attracting and sourcing candidates through social channels. But how effective you will be depends on how much time you can invest. Brand building and candidate awareness takes time, and there needs to be a strategy behind it. Having a brief scan of LinkedIn to see if you can identify suitable candidates is a very short term fix, and you might get lucky. Read on to find out more and discover tips and tricks on social recruiting, and how you can make this part of your recruitment strategy.​​

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  • British Heart Foundation
    Client
    Expion support The British Heart Foundation

    Why did we choose The British Heart Foundation as our charity of the month?It’s fair to say we have embraced ‘Heart Month’ here at Expion. We’re all feeling the love.At the start of 2022, we talked about the phrase, ‘When you help someone, you help everyone’. And that’s hard to apply in recruitment. We can’t possibly place all the candidates we talk to. Nor can we help all those who are looking for a role get interviews.But there are things we can do, and we hope it spreads some good across our candidates, and clients. We value you very much.·       We’ll critique your CV. If we don’t think it’ll get you an interview, we’ll let you know. And send you our CV guide and template to get you started. It’s a step closer to an interview·       Once you have an interview confirmed, we’ll introduce you to our interview coach. She’ll work with you to practice and refine how to talk about your experience, and answer the question, ‘Tell me about yourself’·       We’re with you all the way. From 1st to 2nd interview and beyond. We’ll provide support on how to manage any counteroffers, work through your notice and get started in a new business·       And we’ll visit you on site once you’re in role if we can.So how does this tie into our support of the BHF? Well for each vacancy we take on in February 2022, we’ll be donating £25 to the BHF. And that could add up if January was anything to go by!Well, we hope this shows we have a heart. And heart disease causes a quarter of all deaths in the UK so we think it’s a pretty important cause to support.Looking for a new role is a stressful journey. Whether you breeze your first interview or have to kiss a few frogs first, even the most composed candidates find the process pushes them outside their comfort zone. And that’s not always good for your heart.So our support for the BHF is heartfelt, and we’re really grateful for your support to help us help BHF.

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  • CIPD Recruitment Industry Trends
    Client
    Recruitment Trends 2022

    ​What's likely to happen in 2022 in the UK jobs market? If you're recruiting, planning to recruit or intending to search for a new job, you need to know what's likely to happen and how best you can prepare for this.We've seen lots of statistics shared by lots of sources, and it can be hard to navigate through them all. Here's a snapgot into what's making us sit up and take note:The UK recruitment industry is predicted to grow by 7% in 2022Employers are expected to award an average pay rise of 2.9% According to the CIPD, 47% of employers are reporting hard to fill vacancies What does this mean for you? There'll be more roles coming onto the market, we expect in skills short areas such as Healthcare and Medical Devices, IT, Finance and EngineeringCosts will continue to rise for businesses who will look for efficiencies to counter this Demand for talent will continue to squeeze continuing the trend of a candidate led market How can we help you? Follow us on LinkedIn for lots of up to date market information, read our blog or have a chat with us.

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  • Pharma and Medical Devices recruitment
    Client
    Creating Personas for Recruitment

    ​Creating the perfect persona for recruiters and hiring managers can be something of a minefield. Where to start and how to go about creating one can feel like an uphill struggle.What is a persona for recruitment? It's like a written version of the traits and exerience you'd like your ideal candidate to have. But it goes deeper than that. I's also about exploring where your ideal candidate hangs out. Do they 'lurk' on LinkedIn, jump around the joboards, or sit awaiting for the approach? What content do they engage with?Knowing this can be vital to securing not just the best candidate for the role, but also reducing time and cost to hire, reducing waste in the process and preventing yourself becoming tangled up with conversations with unsuitable candidates that simply wastes their time and yours.Have a read of this article which explains how to create a persona and what it can mean for you.​​

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  • UK Report on Jobs October 2021
    Client
    UK Report on Jobs October 2021

    ​UK Report on Jobs - October editionWe're pleased to share the latest UK Report on Jobs produced by the REC and KMPG. As we've previously reported, the market is busy with vacancies rising and candidate availability reducing. What's showing no signs of relenting is the pressure on starting salaries, particularly in the Food/FMCG space where demand for staff is critical.Have a read of the report and get in touch with us if there's anything support you need.

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  • Priscilla Du Preez Xk K Cui44i M0 Unsplash
    Client
    The Personal Touch to Learning

    ​Here's a link to a guest blog written by Caroline on the personal aspects of learning. She talks about how she trained and developed a team, and what she'd do differently with the resources that are available for the recruitment industry now.This is an insight into what's important to consider when training a team, how to personalise training, and how to do it with the individual in mind.You can access the blog here and thank you to Louise Triance of UK Recruiter for including the blog.

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  • UK Report on Jobs September 2021
    Client
    UK Report on Jobs - September 2021

    ​Produced by the REC and KPMG, the latest report on jobs highlights the gap between the demand for labour, and labour supply. The gulf widened in August 2021, creating knock on effects in terms of rising salaries, and as we've previously talked about, gaps on supermarket shelves amongst other effects.Hiring levels also rose, showing that whilst there are fewer candidates, businesses are employing people, and there is still a desire to move by candidates with the right motivations.Neil Carberry discusses the longer term effects of this. "A number of factors mean that the UK labour market will remain tight for several years to come. Business leaders should be looking now at how they will build their future workforces, in partnership with recruiters, including the skills and career path development."You can view the report here and if you'd like support with the impact on your business, do contact us here.

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  • Download (2)
    Client
    Food shortages

    ​It's headline news, and this is a crisis that's silently creeping up on us.The shortage of drivers is something the Road Haulage Association, amongst other, have been shouting about for some time. And so they should. We're especially interested in this as it impacts our key clients in both food manufacturing and fleet management. This challenge has some time to run as the role of an HGV Driver is a skilled one and training takes time. But it's a vital part of our economy, and we think action is needed.Food Manufacture highlight this in this article - well worth a quick read.​

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  • Nhs
    Client
    Pharmaceutical, the NHS and the green agenda

    Interesting blend here of how the NHS merges with the green agenda, with businesses realising the impact that the climate change can have on delivering the high quality healthcare that this, and future generations, will need. Pinder Sahota from NovoNordisk states that many members of ABPI are already committed to reducing their carbon footprint.Do you think the NHS will achieve net zero health system by 2045?Read the article here and to talk to us about this, and anything else 'pharam' related, get in touch​

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  • UK and Australia Trade Deal
    Client
    The Australian Trade Deal

    ​The first trade deal since Brexit. It's been interesting to see some of the reactions, and thoughts from industry. Whilst there seems to be overall support for the deal, it's unlikely to generate anything significant for GDP.Tesco and Morrisons have already declared they won't stock Australian beef as they have a 'British' sourcing policy. Sainsburys have been rather non-commital and other businesses such as Waitrose have yet to make a statement.We've all seen the news that the UK farmers are concerned about cheaper imports flooding the market, and others seem more concerned about food miles, which was a great debate a few years ago. What's right or wrong isn't for debate here, but at least a deal has been done, and we hope it benefits the UK food industry rather than hinders it.https://www.foodmanufacture.co.uk/Article/2021/06/15/Food-industry-cautiously-welcomes-Australia-free-trade-agreement

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  • Rec Logo
    Client
    UK Report on Jobs - June 2021

    ​The latest UK Report on Jobs is available and what a difference a few months makes. There's plenty of good news here around a swell in vacancies, both permanent and temporary, and the greatest growth in vacancies since January 1998! That's before some job seekers were even born. What's also paramount however is the ever growing skills shortage. The list is growing, and recruitment consultants are now included in the professions where skills shortages have been reported. There are a number of factors in play here, but investment in training to ensure people have the skills for the areas of demand puts further pressure on the government.We're seeing a marked down turn in the availability of candidates. We think this is two-fold. Many people who experienced redundancy during the pandemic are more likely to be recently employed and settling into new roles, along with thousands who went through hefty restructuring, and may be in internal 'new roles'.These are unchartered waters and time will tell how businesses will adapt to fill the skills gap, but without question, those who think latterally and show greater flexibility surely have better prospects to attract and retian top talent.Read the report here, and to request a pdf copy or discuss how this may affect you, do contact us here

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  • Steve Mckiernan Mayors Award 2
    Candidate
    Steve McKiernan - Winner of Snaith Mayor's Award

    ​Steve McKiernan is a local hero!Winning an award is always a proud moment for anyone. And when it’s given as an accolade for services to the community it can mean even more. That’s the honour given to one of our consultants, Steve, who is the proud recipient of the Snaith Mayor’s Award for Services to the Community 20-21.Steve is a founding trustee of the town’s playing fields, a facility which provides a space for local football and sports teams to train, and for the community to hold events. Formerly the Chairman of the Snaith Junior Football Club, Steve was instrumental in setting up the buildings, pavilion and other facilities for locals and visitors to use.On winning the award, Steve told us ‘It was a real surprise to receive the news I’d been nominated for the award, and even more so to hear that I’d won. I got involved with the club when my son was 6, he’s now 25 and the club has gone from strength to strength.’Well done Steve, we're all really proud of you.

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  • BBC
    Client
    Digital Marketing and Recruitment

    It’s a digital world It really is. And more so since Covid. We’ve said many times, Covid has accelerated things. And we’ve seen that in the FMCG and Consumer arenas that we recruit into.Here’s some insight into how the market has behaved, and this week we’ll share how things have changed in this space.So, what have we seen? Well, in contrast to a year ago, we’ve seen an increase in the number of roles within marketing, and digital marketing. The explosion in online sales has been so great, that many retailers, (and perhaps those who hadn’t paid as much attention to online), have been on an upward trajectory in digital marketing.POS, once the focus of many merchandising teams, has had to shift into online POS and Customer Experience is key. Gaining insight into the attitudes and behaviours of shoppers has been critical to success and we’ve seen a shift in roles towards our clients seeking candidates with specific online and digital marketing skills. Specifying which retailers a candidate should have experience with, such as Amazon, has heightened demand for those in these areas.Who’s busy, busy, busy?The Toy industry has performed well over the last year. Perhaps there’s an element of pester power, but lockdown and spending more time at home has no doubt been the key driver in this market.But coupled with this, there’s also been a key trend in people wanting to lift the spirits of their families, and those of friends and colleagues. Gifting has also overperformed and whether we’ve become more compassionate or not, business operating in these areas have been recruiting candidates with digital and consumer marketing skills.Just like we saw in the Engineered Products review, products for the home and garden have spiked, and candidates with knowledge and skills in these areas have had their choice of roles.But all of our clients are still cautious. Once people start to travel again, will there be the same demand? Time will tell, but many HR teams are paying close attention to the OD within their businesses as to over-recruit now, means pain later.Euromonitor discusses many of these trends, and consumers demand for increased activism from products will only increase, as will their expectation of a seamless online experience. https://www.wsj.com/articles/ten-global-consumer-trends-for-2021-11610976600What do candidates wantOh, can we ever tell? Well, this is a candidate led market. It was before, but it’s grown. People are very focused on the culture of a business – is it right for me? Will I be able to develop my skills and experience? Does the business have a wellbeing agenda? Candidates want to feel valued, that they’re a person, not a number. They’ll research staff turnover and attrition, who also works there and are there long-term prospects? They want trust, not micro-management.They also want a straightforward recruitment process. Most first interviews are still taking place online, and in the case of remote working, at second and subsequent stages as well. This streamlines the experience of candidates, and in the world of those who create and market customer and consumer experience (CX), it needs to.More than ever, candidates are expecting flexibility. Hybrid working is here to stay and coupled with that, benefits are also important. It was reported on 6th May by the BBC, 43 out of 50 big employers asked stated they do not intend for staff to return to the office or workplace full time.Will the upwards demand for candidates continue? We think so in 2021 and we’re busier than ever in this area. And with opportunities aplenty, why not?It’ll costWith the rising demand for marketers over sales professionals, salaries for astute marketers are escalating. Bigger businesses are paying more, pushing salaries upwards and annual salary reviews need to reflect the work that’s gone in, and the results. And for those with strong online retailer experience, www.amazon.co.uk, www.AO.com and suchlike, this knowledge can command a heftier package.We’re seeing an increase in counteroffers in this area. In April, 4 out of 5 offers to our candidates were met with a counteroffer. That’s scary stats for Hiring Managers and HR teams. And the counteroffers have been generous, making ‘staying’ even more appealing. But the overriding view of this sector, is that it’s never been more exciting. Pace, innovation and competition has driven change like ever before, and we suspect this trend will continue.For more information or to discuss, please contact us or get in touch with Zoe Gudgeon

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  • Engineering recruitment trends
    Client
    The Engineering Market April 2021

    ​ Recruitment and Engineering ​Engineering is a well-documented ‘skills shortage’ and as recruiters, we know that it can be hard for businesses to attract talented engineers with the skill set they require.This week, we’ll be looking in more detail at the trends and challenges facing businesses recruiting in this area, and what this means for candidates who are considering a career move.According to machinery.co.uk, 85% of manufacturing businesses are feeling the strain of a lack of skilled workers (March 2021) and 18% of businesses are understaffed across their engineering teams.We concur. Since January this year, 30% of the vacancies that we have taken on at Expion are within engineering. And the roles are across the board. From Head of Engineering and Chief Engineers, through to multi-skilled and packaging engineers.What’s the cause of the skill shortage? Over 40% of businesses cite a lack of qualified candidates, along with an aging workforce and a lack of willing apprentices. But what of the stats? Around 186,000 new engineers are needed until 2024, but there’s a deficit of 20,000 annually according to Industryeurope.com. Can we blame Brexit? Perhaps, but the skilled workers scheme shouldn’t prevent anyone with engineering skills coming to the UK, although with Covid, I suspect this scheme hasn’t been truly tested.So if you’re recruiting in engineering and feeling the pressure, you’re not alone. How to attract engineers into your businessThere’s no one size fits all. We recommend creating a ‘proposition’ to share with recruiters, or work with your recruiter or HR team to create one.It’s like a sales tool. Have a brainstorm of why someone would want to join the business and the team. What makes you unique? What can you offer that another business can’t? I’m not talking about money here – it’s about opportunity, progression and engineers love to have the chance to broaden their experience. And if you’re recruiting in project engineering, what’s the value of projects an incoming project engineer would be able to work on?Be open (as much as you can) on the specification of the candidate. A tight spec with a long list of must haves is a sure way to reduce your candidate pool. Could you attract someone from an industry that isn’t performing so well? Aerospace firms have been hit hard by Covid, whereas those in FMCG, Pharma and Distribution have thrived.Are you paying competitively? If you’re below market rate, you’ll find yourself short of talent and unable to compete. Could you consider someone part-qualified? Supporting someone who is training can be a good way of managing salary banding and contributing to developing future succession for your business. Keep ‘em sweetRetaining your engineering talent is one way to avoid having to recruit. But it’s deeper than that.We’re seeing a lot more commitment to personal development, and employers offering to pay costs and give time out to study for engineers who wish to continue their studies, as far as degree level and masters in some cases. Engineers seeking chartered status can be picky over who they join, and will want to ensure that the business will seek to support them, often within a defined time period. Staff are far less likely to leave if you are funding their development, and especially if there’s a tie in period after qualification. Francesca, who heads up our Automotive division said ‘Businesses are also paying the fees and supporting their engineers in achieving chartered status’She added ‘A lot of companies are pushing on with apprenticeship recruitment programmes.This is a stark contrast to the last recession where the large majority pulled out of their apprenticeship schemes, and it's a sign that they have felt the pain of a diminishing candidate pool’. There are other insights too. From offering secondments to other departments/divisions and involvement with business initiatives (D&I, wellbeing), businesses are driving ways to not only develop, but keep their talent. Who’s helping? From government, schools and organisations working in the sector, there are numerous initiatives to encourage young people to pursue STEM careers. The long term vision is to encourage more people into skills-short areas, but will they ever catch up? We don’t know. But there are a variety of people and organisations helping. From the Automotive 30% Club to The Engineering Development Club, these organisations promote STEM careers and run programmes in schools to inspire and motivate young people to consider technical careers. The growth of the UTC framework of schools is designed to bring technical vocations to life for young people and grow the next generation of engineers.  #stemambassadors also do amazing work in schools. Talking about the day-to-day life of people in industry makes STEM careers seem less ‘technical’ and more achievable. Let’s hope these amazing initiatives have a big impact on the future of our engineering capability Equality, Diversity & Inclusion Diversity and inclusivity are rising up the agenda for many businesses, who are also looking at creative ways to attract a diverse candidate pool - through cross-training, mentorship and buddy systems to really support people from diverse backgrounds in joining and building a long-term career in the engineering sector. There are also plenty of initiatives around accessibility. How can employers make roles more accessible to candidates with disabilities? Many websites are being modified to ensure accessibility for all, and this should also mean an increase in applications from diverse applicants. And don’t forget, every recruitment process needs to be accessible to all.Want to know more? Contact our team here   

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  • UK Recruiter
    Client
    Personal Development - To qualify or not to qualify?

    ​Personal development is a hot topic, and there's an ongoing 'pressure' to ensure CPD is top of the agenda when it comes to appraisals, promotions and secondments.But what does it deliver? Caroline has written a guest blog for UK Recruiter on this very topic - read the article here.

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  • Helix Facebook Horiz
    Client
    The Power of Three - Everyone Matters. Clients. Candidates. Colleagues.

    ​The Power of Three – Clients, Candidates, ColleaguesEveryone Matters.Here at Expion, we believe that everyone matters. Our clients and candidates tell us that we offer an exceptional and consistent recruitment experience allowing you to benefit from our expert opinions and supporting you on every step of your recruitment journey.What sort of support do we offer?How our Colleagues SUPPORT our Candidates.We give CV advice. If your CV isn’t suitable for the role we’re talking to you about, we’ll tell you. And share with you a template and a step-by-step guide to make your CV shine.We give Interview Coaching. We really do. We have an inhouse Interview Coach, Liz, who works with our candidates before interview. She ensures everyone is prepared for interview, understands their ‘Red Thread’ and is able to articulate their experience well.We’ll ask about your other interviews. Not so we can pit others against you. But to share any knowledge we might have about that business. Give YOU an outsider’s view. As our candidate, you’ll have additional information to help you decide which role is best for you.We’ll meet you. We place you and you can expect a visit from us on site. It’s a proper check in, catch up and a way we can ensure we’ve done all we can to support you to settle in.There’s plenty more. But it’s only by working with us, you’ll get the real ‘us’. How our Colleagues SUPPORT our ClientsThat might sound obvious. But it’s about doing the extra and building a true partnership that we think makes us stand out.We’re your eyes and ears. Sensing how a candidate is feeling, where there’s a risk we might lose a valued candidate from the process and providing that insight to a client. We advise clients to include incoming team members in team communications, team lunches (Covid permitting) and even the Christmas party if it’s the festive period.We can let you know what others are doing in the market. If we’re proposing a retainer to you, we’ll provide insight into your competition for candidates. Often overlooked, this can make all the difference to developing the role proposition and landing that ‘gem’.We’re market savvy. As members of APSCo and Elite Leaders, we have access to market reports that others don’t. And as our client, we’ll share. All part of the service. How our Candidates SUPPORT our ColleaguesYou may ask what we mean by that. But it’s a partnership right?We can only be as good as the information we have. So the way to work well with a recruiter is easy. Be honest, be upfront and respond.Make sure we’ve got your up-to-date CV. You’d be surprised how many people have old CVs saved in job boards and then get upset when they apply with an old CV and think we’re in the wrong.Be honest about your salary expectations and don’t over-egg what you’re looking for. We’re open with our clients so be open with our colleagues to make sure there aren’t any surprises as the process goes on.Tell us what’s important to you and why you’re interested in the role. A ‘new challenge’ is very vanilla and 95% of candidates give this as a reason to look. It’s a good reason but make it specific if you’ve applied to a role and help our colleagues do their best work for you.And give us feedback. If you’re not interested in a role, let us know. We’d rather you select the role that’s right for you than feel cajoled into proceeding with a process that you don’t have your heart in. How Clients SUPPORT CandidatesWere you expecting that? Perhaps not, but the goal is to recruit the right person for your business isn’t it?A recruitment process is like dating. It's getting to know each other, putting in the work and showing your best bits. And for a business recruiting, it’s making sure your chosen candidate chooses YOU. I'm not talking about overinflating and over promising. But making sure they are as right for you as you are right for them. There's no one size fits all, but if you are interviewing, think about how the business portrays itself, who you meet during the interview process and how you feel around the people you'll be working with. Here are things I've seen businesses do well:Invite the candidate to a team lunch after the interview. It's more relaxed and makes them feel 'included' early onInclude incoming team members in team training and team building events prior to startingShare business updates, company information (where possible) so someone joining feels part of the business before they are 'in the building'Have a senior member of staff call to welcome them. Amazing how powerful that can beSend them some products (if you can) that they can share with friends and family. Makes the incoming employee proud of who they work for before they do! The list is endless, but it’s important not to overlook. If you’ve made an offer to someone and they have a 3 month notice period, that’s a long time for their current employer to try to persuade them to stay. And it's also a canny way of batting away any counteroffers. How our Clients SUPPORT our ColleaguesThey do. Perhaps we’re just lucky. But having a supportive client #makes all the difference to us and helps us to do our job better.You might be thinking, how can a client support a recruiter?Here’s what I’ve seen clients do wellBe open and transparent about the work you’re asking us to do. If there’s internal candidates, preferred candidates and other recruiters in the mix, just let us know. Allows us to be more open with the candidates we represent, and we in turn represent you more accuratelyOpen communication with the line manager. Hearing from the ‘horses’ mouth the nuances about the role and the attributes a candidate should possess helps to make the role ‘come alive’. And it gets us excited about finding candidates for the roleInvolving us in the process. Hearing our thoughts on candidates and why we think they should be considered. We get under the CV (and some CVs don’t necessarily make candidates shine). And some clients ask us to conduct the first stage interview with the line manager saving the client time and resources.Helping us get paid! You may chuckle but we don’t have any other income and providing PO numbers and making sure invoices are approved are vital to the lifeblood of any business. We love partnership. And we value it. Thank you to all the clients who offer us that ‘hand of friendship’. And to find out more about how what we do could SUPPORT you so get in touch

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  • Rec Logo
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    UK Report on Jobs - April 2021 Update

    Recruitment Insight ​​The UK Report on Jobs was released today, produced by the REC and KPMG.For jobseekers, it makes for encouraging reading - permanent and temporary job vacancies rose sharply in March and vacancies expanded at the quickest rate since August 2018.For employers, increased market confidnce should start to unlock those who have been reluctant to consider a move, and salaries rising should play a factor in this. But employers also report a skills gap - construction, IT and retail all have incompatible supply and demand.What's your experience? Have you seen these trends play out, or noticed something different?UK Report on Jobs

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