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 ...
Power to the people
08-Sep-16
Today I am writing about the power of recognition and how easy it is to implement into your day to day life. I read a book once (a long, long time ago) about connecting with people and there was a poignant section that talked about the powerful effects of giving compliments! They used an example of approaching someone at a bar and telling them they looked good (if you felt they looked good that is), simples. This quite simply was to me a revolutionary idea…”could I just approach someone I don’t necessarily know and dish out a complement that is true and fair??” But if I didn’t try I would never know so I thought OK I will give it a try especially as this book went on to describe the likely feelings the reciprocator of the complement would have. Well of course they would feel GREAT! It would likely put a smile on their face, boost their confidence, brighten a bad day, the list could go on. And the cost to me, that was nothing, I had nothing to lose and was not looking to gain anything. (I would like to point out that this was not a book on dating by the way, so just to clear this up or to be used specifically in this arena although I am sure if would have its merits!) Like I said before, the person was literally not looking to gain anything from telling this person they looked good. Well, can I tell honestly say this new approach to people transformed the way I looked at my interactions on a personal and work basis. And this is where the true power of this simple anecdote can be used in giving your colleagues recognition. AND, this is not exclusive to the Manager, Boss, Team leader, this is free for all who are interested. And of course if it works in business then the chances are it will work in your personal life too! BUT there are some key rules to being able to give TRUE recognition to someone It must be sincere and therefore true/fair – you can’t just dish out random compliments that aren’t true, this will ...
A year on...
07-Jun-16
This time last year I was in my last few weeks of sixth form, getting prepared for my final exams, deciding whether to take the university route and having no idea how things were going to pan out. I applied to University and got accepted with the intention of taking a gap year to find a placement which would build up my work experience and give me an insight into a potential career path. Recruitment was always something I was interested in and luckily I was given the chance to interview for a Recruitment Internship position here at UEA! In my final stage interview I was asked to deliver a short presentation in front of the Branch Manager and Managing Director (possibly the most daunting thing I have ever done!) One of the topics I spoke about was what I hoped to achieve in my first year. This was a great idea because it would give me something I could work towards and it also showed Liz and Charles my potential! I would recommend any one to do this. (Obviously you have to be realistic – saying that you are going to make 50K in commission within a year is not something to write!) A new starters’ expectation vs reality (3 month/6 month/1 year plan) Now, nearly a year on with Uxbridge Employment Agency I look back at some of things I expected to happen and let’s see what the reality is: Expectation: Settle in well with the team Reality: 100% reached expectation. You end up spending more time with your colleagues then you do your own friends! I was very lucky as the team at UEA were very welcoming and made me feel part of the team very quickly! Expectation: Establish my strengths Reality: 70% - Some of the strengths that I feel I have established are: my organisation skills (Recruitment is so busy! So it’s not something you can be unorganised in!), I am a lot more confident with dealing with people, specifically more senior people – this was ...
When I'm 64
22-Apr-16
Memories eh? - clearing out my room I came across an old photo of my mum and dad taken at an office “recruitment do” in the early-seventies (my dad is now 66 bless him!) when they performed that old Beatles’ fave “When I’m 64” and it got me thinking “how things have changed since then and even more how much recruitment has moved on since then! I got to wondering what our industry would look like in 2046 when I reach the grand old age of 64 as compared to how it was in the year I was born, 1982! And this is what I came up with…. (Humour me please but it defiantly makes you think especially when our industry has changed so much and the job is definitely getting harder! Not an exhaustive list I know but can you imagine?! This puts us all in a dilemma! As technology develops how do we combine the traditional personal approach of “working with people” with utilising technology to resource, connect and speed up recruitment processes. I’m sure you’ll agree as a candidate or client sometimes the whole job board black hole can be a daunting prospect – you put your CV or job out there and hope that the right people see/apply and it’s all a bit impersonal and often we find many candidates feel like they disappear into cyber space when they apply for roles with no feedback or guidance. So we are encouraging our candidates to come in and register, and meet us face to face – to spread the word that if they come to an agency they will get the “human touch” where we will listen, support and guide them to our clients who we also “build relationships with” on a personal face to face basis. Don’t get me wrong we are not afraid to use technology and all the wonders that it brings but we still passionately believe that recruitment should be the introduction of a human being to another human being facilitated by a human being!!!!! We hope you would agree and therefore when I ask: “Will you still need me (your recruiter), ….When I’m 64?” ……. I’m hoping you will agree!!!!!!! If you are ...
Period Policy
07-Mar-16
Here at UEA we’ve noticed a lot of Buzz around the ‘Period Policy’ that a Bristol based company has adopted and considering we’re a predominantly female office, there are some very mixed thoughts. Some say ‘I think it’s a great idea. Periods can be completely debilitating’ and others ‘Is there a need for a policy? If every woman had time off once a month, would anything get done?’ For those who aren’t aware of what this ‘Period Policy’ is, it’s a legal policy that has been in place in countries like Japan that allows women to work from home/take time off during their menstruation cycle. This came about when a female manager recognised that some women at work were doubled over in pain and too embarrassed to say anything about it. Research shows that in the UK, 2% of 400 women had ‘severe’ period pain, while in another study, 14% said they were unable to go to work because of it. Companies in Japan, South Korea and Indonesia have had this company policy in place since 1947 and international companies like Nike have also implemented this – so are UK employers being insensitive or is this just a great excuse for a few extra days off? The ladies in our office all vary in age and suffer with different menstrual side effects and they can’t decide either way as being that we are a team of women it could have a big impact on our business but at the same time we can sympathise with those that suffer! So do we really need this policy to be implemented in the UK? We’re lucky in the fact that with an understanding boss and colleagues, should periods ever be an issue, it’s met with compassion but can the same be said for the employees off in the towering sky scrapers of Canary Wharf, the NHS or even the Army? And what about for our male colleagues? I know some deserve a medal for what they get put through with their PMT’ing partners and work colleagues. But this really is a complex issue covering some interesting subjects including; sexual equality, work performance and the ...
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 ...
Uxbridge Employment Agency Named Finalist in the Hillingdon Business Awards!!We are thrilled to announce that we have been named a finalist for the Business Service Company of the Year at the Hillingdon Business Awards 2025! This recognition means the world to us, as it celebrates our commitment to providing personalised recruitment services to our local community for over 45 years.Being a family-run agency, established back in 1978, we have always believed in the power of local expertise, personalised service, and long-term relationships. Our journey has been about more than matching people with jobs—it's been about contributing to the prosperity of businesses in Middlesex, Berkshire, Buckinghamshire, and the surrounding areas. We've always taken immense pride in building these relationships, and this nomination is a testament to all that hard work and dedication!A Heartfelt Thank You to Our Clients and CommunityThis achievement wouldn’t have been possible without the incredible support of our clients and the wider community. Many of you have been with us for years—some even decades—and it’s your trust and loyalty that allow us to do what we love. This recognition belongs to all of us. Thank you for being part of our story and for letting us be part of yours.As Charles Tuthill, Managing Director at Uxbridge Employment Agency, shared: "We are honoured to be recognised as a finalist in this year’s Hillingdon Business Awards. This recognition is a testament to our team’s dedication to honesty, integrity, and the personal touch we bring to every client and candidate relationship. We look forward to continuing to make a positive impact within our community and supporting local businesses in their growth."What This Means for UsBeing recognised as a finalist is not just a proud moment, but also a motivation to continue improving and serving our community. We have faced challenges, like many other small businesses, but our investment in new technologies and creative ...
We believe in the power of great connections. That’s why we’re thrilled to announce that our referral scheme has just doubled! Now, you can earn a £100 voucher for referring top talent to us. It’s our way of saying thank you for helping us find the best professionals in the area.How It WorksSpread the Word: Know a colleague or friend looking for a new opportunity? Refer them to us for any permanent role.Successful Placement: Once your referred candidate is placed and successfully completes their probationary period, you earn a £100 voucher!Easy Participation: Anyone can enter! Simply include links within our signatures, job adverts, and social media to share with your network.Why Participate?Increased Reward: With the referral bonus now at £100, there’s never been a better time to share great opportunities with your network.Support Your Friends and Colleagues: Help your connections find the perfect job while earning a reward for yourself.Contribute to Local Business Success: Your referrals help us attract and place the best talent, strengthening businesses in our community.Frequently Asked QuestionsWho can participate in the referral scheme? Anyone can participate! Whether you're a client, candidate, or simply someone who knows great talent, you can refer individuals to us.How do I make a referral? You can make a referral by sharing our job adverts, links in our email signatures, or social media posts. Make sure the candidate mentions your name when applying.When is the referral bonus payable? If the referred candidate is placed permanently with a client of ours, then the £100 voucher is payable once the referred candidate successfully completes their probationary period. If your referral to us is placed within a a temporary role, then they need to work in booking for a minimum of 4 weeks if working over 20 hours per week, eight weeks it working under 20 hours per week. What type of roles are ...
In today's dynamic business environment, the value of recruitment partnerships is more crucial than ever. With digital platforms like LinkedIn, Indeed, and various job boards, it might appear that companies can easily find top talent on their own. However, recruitment agencies continue to be invaluable partners for companies in the UK, leveraging their skills and experience to fulfill business needs and drive future success. Let’s delve into why businesses benefit from these long-term relationships.Expertise and SpecialisationRecruitment agencies are experts in their field, bringing specialised knowledge about various industries, job functions, and hiring trends that may be beyond the scope of a typical in-house HR department. Many agencies focus on specific sectors, such as IT, finance, healthcare, or engineering, giving them a deep understanding of the particular needs and challenges within these fields. This specialisation allows them to effectively match candidates with the right skills and cultural fit for each role, ensuring a high-quality recruitment process.Access to a Larger Talent PoolOne of the most significant advantages of a recruitment partnership is access to a vast and diverse talent pool. Agencies maintain extensive databases of candidates, including those not actively seeking new roles but open to the right opportunities. These passive candidates, often overlooked by conventional hiring methods, can be valuable additions to any organisation. Recruitment agencies also have robust networks that can uncover hidden talent, increasing the likelihood of finding the ideal candidate who fits both the job requirements and the company culture.Time and Resource EfficiencyThe recruitment process can be incredibly time-consuming and resource-intensive. It involves creating job descriptions, posting vacancies, screening applications, conducting initial interviews, and managing communication with candidates. For small and medium-sized enterprises, and even large ...
