The job skills special

As ever, we’re keeping a close eye on the job skills news. It’s vital that everyone involved in the recruitment process (candidates, clients and consultants included!) remains aware of the nation’s changing skills needs. Information that becomes all the more vital as the UK skills shortage becomes all the more prolonged…

What exactly is the skills shortage?

Quite simply, it’s the shortfall of suitable applicants for the number of job vacancies that the nation has to fill. It’s an issue that we’ve been exploring for more than 18 months.

The latest job skills news reveals that…

  1. Most businesses (79%) plan to increase their higher-skilled roles within the coming years. However, the majority of employers (66%) worry that they will struggle to find suitably matched employees.
  2. A Barclays LifeSkills survey shows that almost 60% of UK adults ‘lack core transferable’ job skills, including leadership and creativity. Differences are reported among demographic groups.
  3. 2/5 of people are being recruited for roles before discovering they do not have the right ‘soft skills’ required. More than 1/2 of workers have left a role on realising their personality or work style does not suit the position.
  4. SMEs face the worst of the skills shortage, with underperforming recruits costing an annual average of £39,500.
  5. Even when sources disagree on job vacancy figures, they agree upon these ongoing recruitment issues!

What are the solutions?

According to the reports, changes must be made at a formal education level. All future workers should be equipped with adequate skills for the modern workplace.

Alongside this, employers need to provide continued training opportunities. Therefore enabling existing workers to upskill on the job; aiding staff retention and business growth.

Businesses must also review their recruitment approach to ensure…

  • They are managing to attract enough applicants.
  • Employers also know how to best identify suitable skill-sets.
  • The job offering is additionally appealing enough to compete with those of other (perhaps better known) organisations.
  • Decision-making processes are swift enough to retain interested applicants.
  • While ample onboarding is provided to welcome new staff members.
  • Plus the list really does go on..!

What should you do now?

  • Employers & employees: keep reading articles such as these! We regularly share posts discussing the most sought-after job skills – useful insights whether you’re the one looking to fill these or the businesses competing to attract them! Re-read our skills shortage advice post.
  • Especially for job-seekers: do all that you can to ensure that you’re searching for the right jobs for you and you’re doing everything possible to highlight your skills. Follow these tips as closely as you can.
  • Especially for businesses: start working through that bulleted list above! Your Recruitment Consultant is the perfect person to call on to support you with this. For tailored recruitment advice, please call the office on 01225 313130.

Supporting workers in their over-50s

Employees in their over-50s appear in several news items this week. The question is, are they getting enough support?

You may have heard about Gail Smith, the 52-year-old Newcastle-based businesswoman who took voluntary redundancy last year. At the time, she thought it would be simple to handpick her next role. After all, she has decades of experience at a senior management level. However (and as what the Recruiting Times calls her ‘LinkedIn rant’ would attest!), this has been far from the case. One year on and Gail is actively seeking a role.

Are over-50s workers being discriminated against?

Of course, we cannot comment on the specifics of this particular instance. Yet the article describes a time in which Smith is told she was considered ‘too old’ for an interviewing role. If this is the case, it would be more than frowned upon under the rules of the Equality Act 2010.

What about being told ‘you’re overqualified?’

This is another reason Gail Smith has been given for her interview rejections. This is a separate issue in many respects. A younger worker can also be considered ‘overqualified’ if they have work experiences and qualifications greater than those that the role demands.

It is a tricky situation to be in. Let’s also consider the employer’s needs a mo. Businesses are understandably reluctant to hire someone who they think may be utterly bored or using a vacancy as a stopgap for something better. Although this may not be the case from the employee’s perspective. See below!

So, what can workers do to overcome this issue?

It’s important to communicate why you’re looking for vacancies that appear below your skill-set. Your recruitment consultant should be able to assist you with this. Perhaps there’s a good reason you want to take a step back from previous responsibilities. Explain this as clearly as you can.

Employers may also want to take a second look at the CVs in their inboxes. In times of a skills shortage, nobody wants to be overlooking someone great based on assumptions alone. The best recruitment consultants are experts at seeing which people make the best ‘fit’, should you benefit from some support.

Use your CV wisely.

Returning to the risk of age discrimination, we’d recommend that job applicants take a closer look at their CV. Remove your date of birth, education dates and any long-ago CV details that don’t add anything to your search. E.g. that part-time job you had 30 years or so ago. Keep things fresh and relevant. This is something many agencies will automatically do prior to submitting your CV to a client to ensure you’re judged on merit.

Also, make sure you’re up-to-date with the latest CV methods. It shouldn’t be a one-size-fits-all for every job application. Rather, you should be tailoring your CV to demonstrate exactly how you suit each job you’re applying for. You’ll find some great advice regarding this here.

We naturally wish Gail, and anyone else in her position, the very best with their job search. Hoping the right opportunity presents itself very soon.

A final note for businesses on the ability to support the over-50s worker…

Personnel Today has reported that over half of this age group feels unsupported at work. Yet they also feel more confident in their abilities and skill-sets than some of their younger colleagues.

May we also remind you that more than 2/5 of workers intend to work beyond 65 for reasons other than financial need.

By learning to better support the over-50s employee, you’re at a competitive advantage. An advantage that is so valuable during this ongoing skills shortage.

Looking for additional recruitment support and advice? Call the office on 01225 313130.

Job search rules: two essential tips!

If there were only two job search rules to remember, these are the ones…

On the whole, we far prefer to discuss job search tips or advice than we do rules. That said, you occasionally hear those words that truly apply to all, including:

Job search rules, no. 1: “do your homework”. 

Our first rule is inspired by this insightful post from The Muse. Anyone who struggles to speak up in team meetings should certainly read this one in full.

At the heart of this job search rule is the idea that you should always take the time to do your research.

This also starts long before your interview. You should have at least some knowledge of…

  • How the job market is looking. Even if this is only within your target industry and/or on a local level.
  • What employers are looking for from their applicants.
  • The types of openings that your CV may be suitable for.
  • How to write a decent CV!
  • What to research before an interview.

Feeling at a loss as to where to start? These simple tips will take you through most of the job search research process. And then this guide will help you to prepare for any upcoming interviews.

Job search rules, no. 2: “every interaction is an interview”. 

So many people have the potential to impact your job search in a positive way. Whether that’s a reception team member who’s asked to share their first impressions of interviewees, a recruitment consultant who’s meeting you ahead of submitting your CV, a prospective colleague you’ve previously met at a networking event, or even someone in your industry who happens to praise you in passing.

Learning to conduct yourself with courtesy is invaluable. As is knowing how to express your interest in learning more about the businesses that you’re applying to, your enthusiasm for your industry, and your ability to interact positively with people from a variety of working and life backgrounds.

This is simpler than it sounds! Being on time, remembering to say please and thank you, asking someone how they are, acknowledging someone’s time and assistance, and so on. By viewing all job search interactions (however formal they may be) as interviews, you reframe your outlook and hold yourself more accountable to your values.

That’s not to suggest you should fake your way to success though. Conversely, employers are looking to have genuine insights into their prospective team members. There’s more advice regarding this outlook in this excellent Changeboard post.

Note: not everything you read in the Changeboard article applies to the local recruitment agency setting. For instance, you shouldn’t contact any interviewing clients (or their staff!) directly unless this is under the specific advice of your recruitment consultant. This is with your job search success in mind and to ensure all stages of the recruitment process are conducted professionally.

How to combine these job search rules:

These two rules naturally complement each other. By doing your research you’ll feel far more informed when you have unexpected interactions throughout your job search.

You’ll also find it much easier to answer any questions at recruitment agency meetings and formal interview situations. What’s more, you’ll be empowered to ask more questions in return. Also making those less formal interactions even more powerful throughout your job search.

Time to get registering your CV for jobs in or near Bath? You can do so as a general applicant online.

Delegation at work: what would you hand over?

Delegation to colleagues can be tricky, but would a workplace robot help you hand over more of your tasks? If so, which tasks would you most like to see the back of?! Plus how are UK employees currently handling those elements they most dislike? The answers are eye-opening!

There are many reasons we can struggle to delegate work. The Wrike blog endeavours to answer the main ‘whys’, categorising these into three common areas.

Yet more than 3 in 5 UK workers (or 63%) would happily hand over some of their tasks to a robot if they had the opportunity to do so, says HR news.

Delegation…if your robot was on hand!

Somewhat surprisingly, it’s not the least liked responsibilities that people most want to pass on.

Sitting through meetings, reviewing lengthy documents and customer communications are the tasks least enjoyed by the majority of workers surveyed.

However, the tasks that sit highest on people’s robot delegation lists include:

  • Data entry (16%)
  • Minute and note-taking (14%)
  • Electronic filing (12%)
  • Time tracking (11%)

How are workers currently handling the roles they most dislike?

This is very interesting indeed! Currently, 26% of people wait for another colleague to remind them to complete the task. While 15% attempt to steer clear of the duty entirely!

Is there another (/better!) approach to delegation?

Well, there has to be a better approach than simply avoiding tasks!

The Muse has some tips on how to delegate when you’re in an entry/assistant level role.

If you’re in the fortunate position to recruit and manage others, you may wish to consider who else is more suited to certain roles. After all, there are many employees and job-seekers who’d relish the chance to gain some extra administration experience and excel in the duties mentioned above.

For those ad hoc spells when tasks get out of hand, or there a fewer staff to call upon (summer holidays included!), temps can also be a wonderful solution.

Have some tasks you’d like to delegate? Call the office on 01225 313130 to discuss your recruitment options. For more information regarding our service offering, please visit our Clients page

Not enough work to keep you busy?

Do you have enough work to keep you busy each day? This topic is inspired by one of the Guardian’s recent ‘Working it out’ columns…

This column is designed to give readers the chance to submit their work-related problems. Rather than roping in careers experts to respond, it’s then fellow readers who get the opportunity to share their thoughts in the comments.

We were interested to read a recent post titled…

“I don’t have enough to do at work. How do I stay motivated and look busy?”

In this case, the person is part way through a job restructure and will soon have an increased workload. However, we know that this problem also affects many employees on an ongoing basis.

It’s the career world’s Goldilocks principle. People either don’t have enough work to stay inspired, or they have too much and risk burnout. Often they flipflop from one side to the other, struggling to find that healthy middle ground!

There are many reasons for this…

Perhaps it’s a job that sees strong seasonal shifts in demand. Maybe the business has hit an unusually quiet time. Or, perhaps, the team isn’t as well balanced as it should be and there are too many people trying to undertake the same job.

One group that can be especially affected is that of the brand new employee. Especially if the employee is not receiving much in the way of an induction, or the planned induction is delayed. Of course, the new staff member may also be ‘catching on’ faster than anyone predicted and is quickly outgrowing those early duties.

What to do if there’s not enough work to keep you busy:

We’ll come on to your team members in a minute. For now, we’ll think from the focus of the employee.

  • Speak to your manager, if appropriate. The best way to broach this topic is from a positive, proactive perspective. Rather than raising any flags that suggest you’re bored, explain that you have completed your day-to-day tasks and wondered whether there’s anything specific they’d like some extra support with.
  • Where possible, use an example. It often helps if you can identify a project that may need some extra hands; especially if the rest of the team is busy (and possibly too busy to draw up a list of fresh tasks).
  • If it feels inappropriate to ask (for instance, there has been a major work situation to deal with and you don’t want to distract your manager): use your initiative. Brainstorm all the ways that you could complete your day-to-day duties better/support the rest of the team. Is there some research you could undertake from your desk; a system that you could put in place or a skill that you could learn to facilitate your role? You should still aim to discuss this with your manager at the next convenient opportunity (making sure they’re happy with the way you’re focusing your time). Meanwhile, don’t just ‘look busy’ ensure you stay busy by completing these tasks.
  • Steer clear of non-work related tasks. Many of the Guardian commentators suggest working on what sound to be personal projects. Yet, however bored you are, you’re still being paid to support the business.
  • If you’re that bored for that long: it may be time to consider a more challenging role. Our jobs page is regularly updated with the latest opportunities.

What to do if there’s not enough work to keep your team members motivated:

  • Watch out for the signs. Your current team/particular team members may think and work faster than previous groups that you’ve managed. This is no bad thing if you take a proactive approach; watch out for any signs of boredom and speak to your employees when needed.
  • Invite an open response. Ask your team how they feel about their current workload. This open question will hopefully spark more than a one-word response. If the person says they’re fine/happy yet you feel they’re holding something back, ask if they feel ready for some additional tasks.
  • Keep a list of business development opportunities. Use quiet times to commence new projects that support your business goals. If it’s a temporary lull, these can be soft projects that can be picked up and dropped as necessary. For example, research, creative brainstorming, and similar.
  • Consider training opportunities. Is there a skill you’d like your team to work on in quieter moments? There are so many online courses that can be completed from a desk; often these are free.
  • How about giving your employees some say in how they should be using this time? Rather like Google’s infamous 20% time, employees could be invited to do whatever they wish to do during quieter moments yet with one condition: they must be able to explain precisely how this task will benefit the business.
  • Consider your current structure and the health of your company. Is this a good time to support business growth? Would offering internal promotions allow you to recruit new staff members and grow your team? And/or could employees take on some additional duties for the company’s benefit?

For further advice on team restructures and recruitment plans, please call the office on 01225 313130.

The secret of success: for job-seekers, colleagues, managers & bosses!

Looking for success in your career? One of the recruitment industry’s leading figures may have shared the secret to this!

The TEDx Talk behind this conversation…

We have today shared a link to Kevin Green’s TEDx Talk, ‘why our jobs matter now more than ever’. It’s an 18-minute clip and we’d urge you to watch it in full when you get a mo.

Kevin Green is the outgoing chief executive of our accrediting body, the REC. Green has done so much to champion the recruitment and employment market over the past decade; he has kindly shared some of his many insights on the future of jobs (and how we can get ahead of AI technology!) with TedX.

We don’t want to say too much about the talk as we want you to watch it yourselves! However, there’s one quote that we specifically want to discuss today…

“Lifelong learning is a dream worth doing.” – Kevin Green

If there’s such a thing as the secret to success, this is surely it. Especially at this point in time.

Lifelong learning for success as a job-seeker: 

This quote perfectly chimes with our recent discussions around the future of jobs. Particularly our increasing need to ‘re-skill’. Remember the fact that reskilling 70% of workers could create 48 possible career paths (as opposed to the present 3)?

We’ve also recently discussed the specific career skills that we’ll need by 2020. The ability to be a lifelong learner will not only help you increase these, yet it directly fits the fifth skill on the list – cognitive abilities. The more we train ourselves to learn, the stronger our learning pathways become.

Beyond this, the notion of continual learning also ties in well with the research elements that are so essential to our Job Hunting tips and Personal branding suggestions.

To this end, putting more focus on continued personal learning could not only increase your suitability for future jobs yet also make them easier to find and apply for. This isn’t to say you have to hotfoot it back to university. Learning can also be done for free and in your spare time through books, online courses, local workshops/seminars, and more. A great topic for another day!

Lifelong learning for success as a colleague & employee:

First up, let’s not forget that the majority of current colleagues/employees are also future job-seekers. To this end, all of the above also applies to you!

However, in the meantime, there are other direct benefits to adopting a lifelong learning mindset.

In your capacity as an employee, you’ll routinely demonstrate the fact you have the ability to learn. Which, as Harvard Business Review explains, is a wonderful attribute when it comes to increased responsibility and/or promotion time!

It also helps keep your work fresh and engaging, which is far more motivating on a day-to-day basis.

Furthermore, the more that you learn the more you can support your colleagues. And the more you do this, the more benefits tend to come back to you! Of course, you can also help your colleagues learn something new for extra benefits all around..!

Lifelong learning for success as a manager &/or boss:

Once again, many of you will look for a new role at some point in the future, so the job-seeker section is of relevance. Plus the benefits for colleagues will also frequently apply!

Alongside this, you’re in the powerful position of being able to encourage lifelong learning in others while also furthering your own education. Both are incredibly worthwhile.

The TEDx talk shows us why this is vital for current and future working generations. Nurturing your team’s personal development will help make them feel recognised and valued. Something that is so central to your staff retention rates.

It could also be used alongside an increased focus on workplace experimentation – which employees are crying out for throughout the land!

Just think how much each element could contribute to your business development and success. Plus, on a personal level, you have the opportunity to garner so many new skills that will enhance your performance as a workplace leader (and we all know how much poor management has been in the news of late!).

Keep on learning…

We hope you’ll all keep Kevin Green’s quote in your mind this week as you look to learn something new. Let us know what you’re learning about – tag @appoint_recruit on Twitter & hashtag #lifelonglearning.

We’d also like to take this opportunity to thank Kevin Green for all of his wonderful work to date – and wish him all the best for his next steps!

Your future job – and reasons to feel optimistic about it!

Have you ever wondered what your future job looks like? Or, for that matter, what would happen if automation takes your current job away from you? 

We return for the second in this week’s look at the future of work. Thankfully, there’s more good news ahead!

“Creating a future of jobs for all.” – The WEF

The above quote comes from the World Economic Forum (the WEF) – an independent, not-for-profit business founded in Switzerland.

One vital aspect of their work involves preparing for the technological advances that are so rapidly shaping our global world. This includes helping businesses and communities get ready for dramatic changes in our working lives. Job roles included!

One primary research focus is that of making sure there are enough job opportunities for everyone in this new technological age.

Is this really possible?

Well, growth is already predicted for a number of core industries. This includes the likes of IT, health and education.

However, beyond this, the WEF says: “the future of work is in our hands. We can shape how technology enhances opportunities for work and fulfilment – not destroys them”.

The primary messages we take away from their post on the ‘6 reasons to be optimistic about the future of work‘:

  • It’s not going to be easy. People and businesses will struggle with ‘losing the comfort of the familiar’. However, there truly are opportunities ahead.
  • They’ve been busy exploring ‘good-fit’ new career options; taking the average US worker as an example. I.e. asking which other jobs could you do if you lose yours to technology/other changing needs. And the answer? The average person will have around 48 possible new career paths.
  • There’s one word that we’ll all need to get familiar with…reskilling. The WEF says a ‘reskilling revolution will be needed’ and points to the fact that few economies currently have proper structures in place for adult learning of this nature.
  • The future returns could be fantastic for workers and business leaders. Yet only if investments in reskilling are made. Again, using US workers as an example, the WEF projects a pay rise of $15,000 a year (over £10.5K) for those that do so.
  • As we’ve said, businesses are also set to benefit. These benefits will largely come from an increase in talent alongside a closing skills gap. (And you know how much the Skills Shortage has dominated the UK recruiting landscape over the past year or so!)

What’s more…

  • A focus on reskilling could present an opportunity to close the gender pay gap by allowing men and women equal training opportunities. Sadly, when considering those at most risk of jobs displacement, women currently have half the number of alternative job opportunities.
  • Businesses, policymakers and other stakeholders will have to come together to make the positive changes happen. If we continue as is, some workers could see themselves with just 3 career opportunities to select from. However, if 70% of workers are retrained into new fields, over 95% of employees could actually have a better and higher paid job in future.

Your action plan:

If there’s one thing you can do right now, it’s to start really thinking in terms of skills. Including those that you already have and those that you may need to work on.

We recommend keeping an evolving list of your core skills and experience at all times. That’s whether or not you’re currently looking for work.

The second part is harder to achieve when you don’t know the exact skills you will need to tap into in future. However, you can keep on top of the latest thoughts regarding this – including those links shared in our ‘Further reading’ section below. While this isn’t to say you need to sign yourself up to a brand new course just yet, there may be ways to further your skills in these areas within your current field.

What’s more, just being open to the fact you may need to reskill in future will make the whole process a lot less daunting if and when it comes around.

As for employers, it’s never too soon to get your management team discussing these important topics.  Whether that’s considering a broader skills-matching focus when recruiting, or in setting aside more budget for staff training and reskilling. Again, there’s plenty of further reading below.

As ever, we’d be delighted to discuss your recruitment plans with you. Call the office today on 01225 313130.

Further reading…


Appoint Christmas opening + Charity Collection

Looking for recruitment support over the festive break? The Appoint Christmas opening hours are as follows:

  • Fri 22nd Dec 2017: normal office hours
  • Mon 25th Dec 2017: office closed
  • Tues 26th Dec 2017: office closed
  • Wed 27th Dec 2017: open 9.30am – 2.30pm
  • Thu 28th Dec 2017: open 9.30am – 2.30pm
  • Friday 29th Dec 2017: office closed
  • Mon 1st Jan 2018: office closed
  • Tue 2nd Jan 2018: normal office hours

Hoping to use this time to find a new job?

We’ve shared our top tips for job searching over the festive break. This covers everything from reflecting on your priorities to CV prepping and Christmas comms. We really hope it helps and that you also get the chance to relax and enjoy yourself.

Charity Collection…

For anyone looking to get involved in a spot of Christmas giving, we’re pleased to host a Charity Collection in honour of The Bath Foodbank. Simply drop your donations into our office at 38 Gay Street, Bath, BA1 2NT during office opening hours. Full details of the items needed are available here.

We’ll be back in the New Year with more recruitment advice and news.

Until then, we’d like to extend our thanks to everyone who has worked with us in 2017. It is a pleasure to support you and we look forward to seeing you again in the New Year.

Merry Christmas & all the best for 2018,

The Appoint Team!

Job searching tips for the festive break

How to use the festive break to boost your job search. Plus seasonal links for those already in work…

Looking to use the time away to your advantage? We’re impressed! And we’re pleased to say there’s plenty you can do during this period. Here we’ll share some of our top tips to help you stay on track…

Send a hello!

If you’ve not been in touch with your Recruitment Consultant for a little while, this is a great time to drop a reminder that you’re job searching. It’s a good idea to attach a copy of your latest CV alongside a note of your basic search requirements (salary, role, availability, commuter distance, whether you’re a driver, etc.).

The simpler your email, the more it tends to stand out. You’ll find a recommended layout in our Cover Letter post.

Active reflection

We mentioned this here – reflection is something that many of our candidates automatically do. However, we encourage you to turn this into an active process. Take some time to look back on your past year and consider what has worked well for you. And of course, what hasn’t! Are there aspects of your recent roles (whether in employment, study, or another part of your life) that come more naturally to you? Are there aspects that have led to great achievements – or that you simply feel more enthusiastic about? Note these down!

On a more basic level, this is the time to consider your areas of flexibility alongside your ‘non-negotiables’. Think about each of the bracketed items in ‘Send a hello’ above. Finally, is there one simple goal that you can set yourself for the coming year? These notes will help point you in the right direction for your search.

Create your Skills & Achievements Master List!

We walk you through all the steps in ‘Your CV: and what to do before you write it‘. It’s an insider tip that we like to share time and time again because it really works. (It’s also the handy kind of tip that everyone can use; whether or not you’re ready to start your job search!).

Essentially, you’ll be brainstorming the skills and experiences that will form the basis of each of your CVs going forward. And it really speeds up the process!

Read more job specs

This will help you build a greater picture of what’s currently happening in the Bath jobs market. As well as learning the types of positions employers are recruiting for, you’ll be able to see the skills our clients require for each opening.

Use the information you gather to inform your CV-writing process.

Draft one or a few basic CVs

It’s always worth tailoring your CV to each of your applications so as to make sure you include everything that’s most relevant to the role (in other words, to boost your chance of being shortlisted)! However, this isn’t to say that you can’t give yourself a head start by drafting one or a few CVs that include all the basics that suit most of the positions you apply for.

We say ‘or a few’ to cover those that are open to several different career routes fitting their experience to date.

Prep those emails

As per the ‘hellos’ above, this is a fantastic period for prospective candidates to make an initial introduction. Use the same cover email template and attach your current CV (or CVs if you’re highlighting two different areas of interest). List any job references for current vacancies where applicable.

Plan your days

It may be best to structure your time so you don’t spend hours upon hours slaving away on your job search. Use the above as a checklist and schedule your days accordingly. Often it’s best to focus on just one or two of these aspects at a time so as to avoid total overwhelm! Plus, you’ll often be more productive when you give yourself some space to fully engage in these tips.

A plate of festive nibbles and a mug of something hot rarely goes amiss while you work!

Give yourself a break

It is Christmas! We all need some time to switch off and catch up with friends, family, festive food and Netflix! Though make sure you get some time away from the screen too. Your job search is important but it doesn’t have to take over your entire existence.

Have patience

If you are using this festive break to your advantage, remember you won’t necessarily receive replies as swiftly as usual. Get those emails sent and then enjoy your days out happy in the knowledge that your details are awaiting your Recruitment Consultant’s attention!

Already in work?

Catch up on our festive snippets – including the best last-minute Secret Santa suggestions, and how to stay productive when you’re already feeling the party spirit – via LinkedIn. You can also find us Tweeting the latest news and jobs: make sure to say hello and send your recruitment & careers questions our way!

How to choose your recruitment agency

What to look out for when trying to choose your recruitment agency…

As a candidate:

We all know job searching can feel totally overwhelming and particularly so if you’re new to the process, or it’s been a little while since your last search. Luckily we have a few hints to help you on your way…

  1. Start by checking the REC Member Directory. This is the recruitment industry’s gold standard mark of approval – telling you that the business you’re about to deal with adheres to the REC Code of Professional Practice (with compliance tested every two years to ensure nothing slips along the way!).
  2. Make sure that the recruitment agency deals with your industry of interest. Many agencies specialise in particular fields; you want to ensure your CV is sent to those that cater to yours. For example, here at Appoint we predominantly recruit for the commercial office industry. You can also get a taste for the types of positions an agency recruits for by visiting their jobs page.
  3. Speak with the agency. Recruitment is by nature a hugely individual and personalised service. You must make sure you can work closely with your consultant throughout the process – and that you truly feel listened to. Why not call to get a feel of the service?
  4. Have a good look at their website. This isn’t so much about who’s got the most bells and whistles but rather how their service meets your needs. Check out Testimonials, job-seeker information and any additional advice shared.
  5. Never accept requests for payment. No reputable recruitment company would charge a candidate for its services. This is a sign to beware at all costs…literally!

As a client:

Although your recruitment needs differ greatly from those of a job-seeker, you will often have many search requirements in common…

  1. REC Member agencies will help keep your recruitment process ethical, fully legally compliant, and focused on best practice throughout.
  2. Ask your agency for examples of how they’ve assisted businesses like yours. Your Consultant will be able to explain the types of roles and businesses they’ve recruited for; while maintaining client confidentiality.
  3. Find out how long the business has been operating in your area. A longstanding local business offers the added benefit of regional market insights. They will have seen how the landscape has changed – and how other local businesses have adapted to this. They’ll also be able to provide related resources and insights, such as salary guidance.
  4. Find out how the fee structure works. You should be given clear information as to the agency’s charges upfront. Be wary of those who are unhappy to provide this after establishing your basic search needs.
  5. Speak with the agency. Again, you need to be sure that you feel happy to work openly with your recruitment agency. Often, and where appropriate, your Consultant will welcome the opportunity to visit you or alternatively meet with you at the agency premises. A phone call can also provide a helpful first impression.
  6. Establish how the business meets your needs. Once again a recruitment agency’s website usually offers some useful insights into the client service, other employers’ experiences, and/or news updates. Here at Appoint we also offer additional resources, such as our popular quarterly HR Newsletter to keep you abreast of legal updates and team management insights.

We hope this helps supports your search. Do let us know if there’s anything we can do to assist you further: 01225 313130.