News Articles

Blog

Writing a Job Spec
12-Jul-17
If you have ever had to compile a job spec and starred at a blank screen then this article could be for you. To be fair even if you have put together hundreds of job specs it never hurts to re-visit the subject to double check you are presenting all the relevant information to secure the talent you are looking for. We have listed our guide on the top areas to focus on and hope it proves of use! 1. Job Title & Summary - reflect the job! It might seem obvious, but first and foremost, make sure to include a job title and summary that reflects on the responsibilities required. Whilst the job title should be very concise, a summary provides an opportunity to provide a “high level” brief on the role including an overview of responsibilities. It’s important to remember that the summary should be no novel, however, it is an ideal time to provide a succinct overview of the opportunity and can also include any additional information you deem essential. Such details that are often top of the list for clients are such thing at key skills required, levels of experience necessary, industry’s standards needed as well as an overview of the company’s values and culture. It is worth remembering that differing companies and industries often have entirely different cultures so make sure you choose a writing style that matches your business i.e. a start-up might have a much more informal approach than an established accountancy firm so make sure you use language that reflects your business. 2. Type of Opportunity - clearly outline & include the exact location Temporary, Contract, Temp-to-Perm, Part-Time, Full-Time? It’s key to outline early on what type of opportunity you are advertising. Candidates really appreciate clear and concise details on what exactly to role entails – including whether it suits their requirements in terms of hours etc. By confirming this early on it saves the possibility of people applying on the back of the job spec and not reviewing early on that it ...

Looking for a Career?
04-Jul-17
Are you an experienced Recruitment Resourcer seeking your next challenge or someone seeking a long term career in the recruitment industry - if so this fabulous opportunity has just become available! We are very proud to be shortly promoting our current Resourcer into the position of Junior Consultant so are now looking for an exceptional candidate to step into this persons role. The Perms division is a busy, successful and thriving area of our business so will require a candidate with exceptional drive and commitment and team working ethos to join our smashing team. The successful individual must exude a calm and professional attitude and MUST have the ability to multi task and prioritise every changing priorities - this is a highly pressurised working environment that thrives on results without compromising exceptional levels of client and candidate care and service. Prospects for further development into a fully- fledged Consultant role are definitely available here and ready for the taking! As well as your basic salary and working with a great bunch of people there is also the opportunity to earn an uncapped bonus each month - the greater your success the more you will earn - so everything to play for and more. Role Duties Supporting a team of 3 busy Consultants Meeting and greeting candidates and setting up onto registration forms Taking of and checking of all right to work documentation and then processing onto internal CRM Answering of the telephone and forwarding messages onto the team Booking of registrations for yourself and the team Monitoring, coordinating and vetting of Cv’s via web apps and direct e mails Ascertaining a candidates suitability for a role- this will also involve the selling in of new opportunities Preparing CV’s for client submission Posting jobs onto job boards and creating regular external board posters and mailers Regular Boolean sourcing in order to match suitable candidates for roles Regular communication with both candidates and ...

Work Experience at UEA
19-May-17
Cali joined our team for two weeks work experience - brave soul! We asked how it went - it went a little like this; My name is Cali and I came to Uxbridge Employment Agency for my year 10 work experience. It was an enjoyable time and I learnt a lot about the world of recruitment. For me it was two weeks of paperwork, learning and laughing with the team.  Here is my story for my first ever working experience. To confirm my work placement I had to call in to meet the person that would be supervising me. As I am a very shy person just talking to people over the phone is a scary thing to do. Luckily I managed to keep calm and composed. During the meeting and my first two days of work experience the only answers anyone would get would be a “yes” or “no”. I would be very quiet and would only speak when someone spoke to me. But everyone was super nice and really welcoming and managed to get me to join in with conversations more. My first few days I was getting to know how to do certain types of paperwork, for example I learnt how to make registration packs for both permanent and temporary candidates. I learnt how to use a CRM system and was taught how to: put candidates onto it, find certain candidates to see if certain details had been uploaded onto it and even take inactive candidates off of it. I created drop packs for both the Windsor and Uxbridge side of the agency. I also created bags for the Windsor team to take and give out. I started my second week by sitting in on a few candidate registration interviews, to see how different consultants conducted their interviews. I wrote up a draft of a CV to help me in the future. For a day I went upstairs to see how the finance side of the business worked, I even learnt how to send money to clients, candidates and the revenue. I was taught how to search for CV’s on the website Total jobs. I was then given a description for an accountancy job, for which I found three peoples CV’s that were ideal for the role. On my last ...

Hear what our Lead Talent Scouts have to say about the current market and how to make sure you are the best option
31-Mar-17
With the ever changing market, we often ask candidates what are they are looking for, why they are looking and what is crucial for them in their next role. A few years ago the answers would have most likely resulted in what salary was on offer.  As a Talent Scout we contact and screen a vast amount of potential candidates across a variety of sectors. Below, we have put together the top three motivators for job seekers and how you can apply them. Progression Many candidates often like an outline of how they can move and within a company to see if they can picture themselves there long term. With candidates having multiple options when applying for positions they want to ensure your company is the best one. You can apply this by letting us know more about your organisational structure, training and development opportunities and also any success stories of existing employees. Job Security Candidates want to know what a company has to offer, especially with interest from companies that are easily commutable, higher salary and possibly a more established brand. They want to know how well the company is doing and how it is situated in the market place to see how they can fit into this. Incentives (financial and non-financial) Alongside job security, candidates like to hear what other things your company has to offer from bonuses, pension schemes, health care packages to even the little things such as leaving early on Fridays and on-site parking (a little TLC can be a huge deal breaker). A candidate driven market means they have plenty of options and with access to job boards at their finger tips, the power is in their hands. We spend the majority of our time sourcing local talent and separating the active candidates (flexible to interview, interested) from the passive candidates (takes 2-3 days to get back, lack of enthusiasm) This means we save the hassle of sivving through hundreds of unsuitable applicants to find the few that are truly interested. We aim to ...

The Benefits Boom
31-Oct-16
In a candidate driven market it is more important than ever to be offering competitive benefits.  What is competitive?  Well that depends on what you use as your comparators.  In a nutshell a competitive benefits package should be:- In line or better than your competitors At the moment we are finding that there are simply not enough people on the market for the amount of jobs.  This means that candidates are in a position to select the opportunity that will offer the best package and progression, and that’s right if your offering is not as good as your competitors then you will most likely be losing talent to them. I recently received a great report from Jobsite on a current survey they did and there are some excellent insights in this report which I think are useful for all clients and candidates to know, here is a snapshot of key findings. 58% of companies say they’ve increased the value of their benefits packages in the last two years Top four most important benefits to employees and employers – more holiday, enhanced pension scheme, flexible working, private healthcare Older workers place more value on work/life balance Based on the group used for this study, the average per-person value of benefits in the UK is £402 – considerably more than the employee group’s perception of £257 A huge 85% of staff surveyed were able to benchmark their benefits package against those offered by other companies in their sector!! A whopping 86% of candidates are influenced by benefits in deciding whether to move jobs or accept a new job Source: The Jobsite guide to The real value of employee benefits schemes, 2016 What can this tell us?  Firstly it is clear that employees are acutely aware of the current benefits packages that are on offer in their industry.  Therefore if you start to fall behind you risk losing your talent to your competitors.  It is vital to regularly compare your benefits package to the market and ensure you are meeting or ...

• page
• <<
• 4
• 5
• 6
• 7
• 8
• >>