Teamwork makes the dreamwork!
20-Apr-23
When you partner with us at Uxbridge Employment as a recruitment agency, you're entrusting us with the important task of finding the right candidates for your organisation. To ensure that the process goes smoothly and you get the results you're looking for, it's essential to work effectively with us. Here are some tips to help you do just that: Clearly communicate your needs and preferences. The more information you provide to us about the skills, qualifications, and experience you're looking for in candidates, the better equipped we will be to find suitable candidates. Take the time to clarify your requirements and any preferences you may have, such as desired salary range, work experience, location, and education level. Be responsive to our consultants requests, recruitment agencies work on tight schedules, and delays on your part can have a ripple effect on the hiring process. When you are asked for feedback or updates, respond promptly to help keep the process moving forward. Set realistic expectations, while we work hard to find the best candidates, we may not have these in our pool of candidates at present but if you have strict deadlines or specific requirements, communicate these upfront to avoid any misunderstandings later and we can get to work on sourcing for your requirements. Provide feedback on candidates, when we send you cv’s or candidates to review, take the time to provide feedback on each candidate. This will help our consultants to fine-tune their search and find more suitable candidates for your business. Be specific about what you like and don't like about each candidate, and provide reasons for your feedback. Build a collaborative relationship, we should be a partner in your hiring process, not just a service provider. Take the time to build a collaborative relationship with us by asking questions, providing feedback, and being responsive to their requests. A strong relationship can lead to better results and a smoother hiring process, ...
CV writing that works
12-Jan-23
Writing a CV that works can be a daunting process when staring at a blank page but by following a few tried-and-tested rules and spending a little time on it can reap great rewards. Whilst there is never such thing as a “one-CV-fits-all” one key point to remember is your CV’s goal is to attract the attention of the people advertising the opportunities you seek. If you receive a lot of call backs from employers and recruiters then congrats – your CV works! If on the other hand you think yours could do better please have a read of our top 10 CV Writing Tips which will sharpen up the focus of your CV and tell the world all about you and secure that all important interview! Tip No 1. Its key to watch “Keywords” Congratulations – you are reading this on our website which demonstrates your acceptance that recruitment happens online! This will (hopefully) seem an obvious statement, however it should serve as a reminder that when your CV is placed online, it will be handled in a very different way to a human recruiter. Luckily, we are not in a place as yet where online algorithms have the intelligence to sort accurately by relevance, so they scan for “keywords” that match the advert then rank accordingly: i.e. if someone is recruiting for an Accounts Clerk with “Sage Line 50”, “Excel” and “Word” it is important to ensure these terms are replicated on your CV (obviously, only if you have these skills 😊). Ensuring these key words are duplicated on your CV will ensure you rank higher in the recruiters results! A great tip here is to search for jobs that are suitable for you and highlight the key words that reappear in adverts specifically related to the roles you are applying for. If you have these skills, make sure they are incorporated into your CV!!! Tip No 2. It’s no novel – make it punchy It’s an unfortunate fact that on average employers spend as little as 8 seconds reviewing a CV. For this reason yours should be no more than two pages of A4 – and that’s ...
Are you redundancy ready?
09-Dec-22
Are you nervous about being made redundant? If so, you are not alone. Once again, we are staring down the barrel of an economic downturn, which inevitably leads to uncertainty, insecurity from fear of losing your job. It isn’t official yet as a recession is not declared until we have had 2 consecutive quarters of falling GDP. However, the last quarter our GDP dropped, and the Bank of England is expecting this to drop again in our current quarter, which runs up until the end of December. Companies are gearing up for some challenging times ahead. But what about the employees? have you started preparing? What can you do as an individual to protect yourself? There are a lot of factors that will be completely out of your control when facing redundancy. There are also many factors that you can regain control, most importantly you can increase your knowledge, awareness and start connecting with the right organisations and people that can help you if you are faced with being made redundant. We have compiled a list and link to some key bodies that can advise, support and assist and we have tried to include as many free options as possible. ACAS This body gives employees free, impartial advice on workplace rights, rules and best practice. You can find full details on their website: Acas | Making working life better for everyone in Britain You can call their helpline too on 0300 123 1100 Citizens Advice Bureau This body offers a range of free advice for employees, including but not limited to; Redundancy, Negotiating with your employer, Getting a reference. You can read full details on their website: Citizens Advice You can call their Adviceline on 0800 144 8848 Below is a particularly useful link to an area that explains how a fair redundancy process will run. This provides a full run through of what a redundancy process should look like and therefore prepare you for the right conversations and questions at the right time: ...
Right to Work Changes from Oct22
11-Oct-22
From October 2022 changes are happening to the UK Right to Work checks so we have prepared a quick quide with some useful info/links. The guide was originally prepared for clients, but for any candidates it should still offer a simplified overview on the process so we hope it proves useful and serves as a guide. Previously allowed checks until Sept 2022 Back in March 2020, temporary adjusted right to work (RTW) measures were introduced to help companies on-board new team members using scanned documents (rather than originals). Employers were then allowed to confirm the identity of the individual, along with these scanned documents, via video call. These measures were in place to help those working remotely, however as of 1st October 2022 businesses will no longer be able to use this adjusted checking process. As businesses accept, ensuring compliance with RTW procedure is essential to prevent illegal working and penalties. So, to protect your business you need to ensure you are following the correct procedure and ensure this is done so before any form of employment commences. What changes are being made? From 1st October 2022 there will be three main ways to check RTW; A manual right to work check - a physical check of the applicant’s original documents (the old way). Use an online (IDSP) provider to check on a digital platform - UK/Irish (in date passports only). View a job applicant’s right to work using their share code and date of birth. Conducting any of these checks following the Home Office guidance found on the gov.uk website will ensure you are following the correct process and successfully completing your Right to Work check. If your applicant’s immigration status requires verification by the Home Office, for example they are awaiting an administrative review/appeal or they have an outstanding application, then you can also use the Employer Checking Service. In this scenario use this link to contact the Home Office, however please remember you will ...
Back to basic's - just online!
04-May-21
With precautionary measures such as social distancing, the traditional interview process has been reimagined so we have put together our top 10 tips on how to succeed in your job search. It’s very likely for instance that your next interview will be online, so whether you have years of experience under your belt (or you are brand new to the market), with some best practice and preparation you can ensure you will shine as you would have face-to-face! Firstly, update your CV Sounds obvious right? But you would be surprised how many do not review their CV to make sure it’s up-to-date. If you have finished a role for whatever reason then put this on your CV - sometimes it can work to your advantage as it could demonstrate you are available to start a new job immediately. Also, check your spelling and grammar carefully. It is always worthwhile having a family member, friend or recruitment consultant go over it to make sure it all makes sense and reads well. Make your CV online accessible It’s never been more important to ensure your CV is accessible on all popular CV databases, including but not limited to: Reed.co.uk, CV-library, Monster and Indeed. After all, how are people going to find you if you are not marketing yourself! Also, ensure your profile is up-to-date on LinkedIn and if you do not have a profile, then set one up - it is a very popular network tool for recruitment! Ensure you register with some reputable recruitment agencies These agencies have jobs on for a reason...they tend to be good agents! They will market your skills for you and be the first to know about great opportunities that may not reach job sites online. Google locally and find some with good reviews, then move onto their website to see what they are advertising. Vacancies are moving quickly at the moment so don’t despair if they don’t have your perfect role. If they are marketing similar opportunities, then it is very likely they work with businesses who will be seeking your type of ...
As a family-run recruitment agency that’s worked with local employers and jobseekers for years, we’ve seen our fair share of policy changes shake up the employment landscape. Some come and go without much impact - others genuinely reshape how people hire, work, and build careers.The Government's decision to shift from “day one” unfair dismissal rights to a proposed six-month qualifying period has already sparked strong opinions. But from where we sit - working closely with small businesses and candidates every day - there are some practical considerations worth highlighting.Here’s what this change may mean in practice. A More Balanced Approach for Small BusinessesMany small employers have been nervous about the idea of day-one unfair dismissal rights. For a family-run shop, a small café, or a growing start-up, every hire is a big investment - not just financially, but emotionally too. When you’ve only got a handful of staff, getting the hiring decision wrong can put real pressure on the whole team.By setting a six-month qualifying period, the government has created a workable compromise. Employers still need to treat people fairly - and most genuinely do - but they now have a realistic timeframe to assess whether someone is the right fit without immediately worrying about tribunal risks.By setting a six-month qualifying period, the Government has introduced a compromise that aligns more closely with how most businesses already manage probation. Employers will still need to treat people fairly (and most genuinely do) but they now have a more practical timeframe to make sure the role and individual are the right fit.This will, in our view, make some business owners more confident about hiring again, especially after years of economic uncertainty.A Win for Jobseekers Too — Especially Compared to the Old Two-Year RuleWhile six months isn’t as protective as day one, it’s still a significant improvement on the previous two-year requirement.Many people - especially those ...
At Uxbridge Employment Agency, our tagline has always been “people in a people business”, as we’ve always believed recruitment doesn’t need to be complicated — it just needs to be human.Recently, one of our longstanding clients sent us a testimonial that reminded us why we do what we do. Their words were generous, but more importantly, they captured the essence of what makes recruitment partnerships thrive.Here’s what stood out and why it matters a great deal to us, as their words encapsulated the service we aim to offer; Simplicity Over Complexity“The thing with you guys, it’s like calling a mate to ask for help. There are no complicated processes, no one-hour calls to qualify the role, and I’m not passed to someone miles away I’ve never spoken to.”This really resonated with us because we’ve seen how recruitment can become over-engineered. Many agencies put clients through hoops before any progress is made — long qualification calls, multiple handovers, and unnecessary steps that take time but don’t add value.For us, the process has always been simple: pick up the phone, have an open conversation, and let us get to work. Our clients trust us because not only have we had over 45 years local experience, but we take the time to visit them and understand their business. This means they don’t need to re-explain everything every time and that simplicity saves time, removes friction, and lets us focus on what matters most — finding the right people! Approachability Matters“Guaranteed to take the call in a friendly manner… Nothing is too much trouble, even if it’s just a question about the market in Uxbridge.”Recruitment isn’t just about jobs — it’s about relationships. Sometimes our clients call with an urgent vacancy, but often they just want advice: a sense check on salaries, insight into the candidate market, or a second opinion on their plans.We take pride in being approachable. There’s no “meter running” when you pick up the phone to us. Our role is to be a trusted ...
It’s no secret that August is one of the quietest months in the business calendar. Offices thin out, HR decision-makers head off on holiday, and inboxes are set to “out of office.” But while the world slows down, the savviest hiring managers see this lull as a strategic opportunity.Here’s why making a move now (rather than waiting until the September rush), can give you the edge. 1. Less Competition = First Pick of TalentCome September, the hiring market floods back into action. Everyone is chasing the same talent pool at the same time - and by then, some of the best candidates may already be gone.By starting your search in August, you avoid the crowd and increase your chances of securing the right person before others have even got going. 2. You’ll Get More Time (and Attention) from Your RecruiterRecruitment agencies (ours included) tend to have more bandwidth in August, meaning you get more time dedicated to your search. We’re able to dig deeper into shortlists, move quicker on promising CVs, and really tailor your campaign - all without the usual pile-on that comes in autumn. 3. Candidates Are Still Looking — And Many Are Ready for a September StartNot everyone is on a beach in August. Plenty of excellent candidates are actively looking, especially those: Coming to the end of a contract Relocating over the summer Exploring post-bonus moves Looking to leave before the next quarter begins By engaging them now, you’re in a stronger position to line up interviews and offers for an early September start. 4. You’ll Avoid the September ScrambleIf you've ever tried hiring in September, you’ll know how hectic it gets. Roles build up, internal workloads increase, and hiring decisions are expected yesterday.Starting in August means you: Lock in your shortlist calmly Avoid rushed decisions Onboard early and hit the ground running Final Thought: The Smartest Hires Start EarlyAugust may not be the obvious time to recruit - but that’s exactly why it works. While others hit ...
As summer approaches and many businesses navigate ongoing uncertainty, the demand for temporary workers continues to rise - and it’s not hard to see why. From SMEs to larger organisations, teams across the UK are turning to temps to help manage workload peaks, cover absences, and provide short-term flexibility at a time when permanent hiring is often stalled.We’ve seen this trend play out first-hand as local businesses come to us for fast, reliable temporary support — not just for holiday cover, but as a strategic response to wider hiring challenges.So, what’s driving the surge in temp demand?1. Hiring Freezes & Budget ConstraintsMany companies are still facing internal sign-off delays, spending reviews, or formal hiring freezes — particularly in mid-sized and larger organisations. Even when there’s a business case for extra resource, getting permanent headcount approved can be slow or blocked altogether.Temps provide a way around that. They allow businesses to bring in much-needed help without committing to a long-term hire or navigating layers of red tape.2. Workloads Aren’t Slowing DownDespite caution on the hiring front, the work keeps coming. From customer demand and internal projects to compliance deadlines and seasonal peaks, businesses still need to deliver — and often with fewer people than they’d like.Temporary workers are a practical, scalable way to plug those gaps quickly and keep teams moving.3. The Summer SqueezeWith school holidays just around the corner, many teams are about to feel the impact of reduced headcount even more. Summer absence cover — particularly in office-based roles — is often underestimated, but when multiple people are away at once, the effect on service levels, morale, and output can be significant.Booking holiday cover early ensures the best availability — especially for specialist or part-time needs.4. Temp-to-Perm is Becoming the New NormalA growing number of companies are using temporary contracts as a low-risk way to ...
