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 ...
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 ...
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 ...
