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 ...
Womens History Month
01-Mar-16
Women have come a long way since being the angel of the home and having no right to vote. So many courageous women have fought for women’s equality and this month is a celebration of women and the amazing things they have managed to achieve against the odds. The struggle for equality has seen so much progression for women in terms of their civil liberty and particularly in the workplace with a record employment rate of women in the UK workplace at 68.5% which equates to 14.5 million women in work (Public Policy Exchange 2015). In the midst of completing my undergraduate dissertation in this particular subject, it has given me a greater insight into the world of work and the struggles that women still face. So what are the main concerns that still affect women in the workplace? Work/life balance Having time for themselves Having to complete two jobs – one being their career which is paid and the other HOUSEHOLD Management (unpaid) So here are a few tips to ensure you make time for yourself: Delegate – Get some of your family to help you with emptying the dishwasher/washing up or hoovering and spare that 20 minutes to relax! Rest when you are supposed to rest – Ensure you make time, you need time for you to reenergise in order to complete your hectic to do list. Off with social media and put that laptop or tablet down from work and get a good night’s sleep! Learn to say no at times – You are always running around for other people, sometimes you have to say “no” and spare some time for yourself to do things you love! Take a lunch break – Although you can feel overloaded at work sometimes, even a 20 minute break to eat, rest or enjoy some fresh air has been proven to make you much more productive in your workday! If you are looking for a role that offers more work-life balance then please send your CV through to Lizpenemo@uxbridge-employment.co.uk for our Uxbridge branch or contact Our Windsor team lauren@windsor-employment.co.uk or alternatively, give us a call on ...
We don’t miss a trick!
19-Feb-16
Many UK employers are finding it difficult to secure the best talent in certain sectors of the market including: Engineering, Management, Trades and Construction. Locally, we know there is a real shortage of experienced Sales Professionals and mid-level Customer Service individuals with steady work histories. We understand that for employers, skills issues can reduce their ability to respond to customer needs and stay ahead of competitors and to adopt new technologies. Skills have long been identified as one of the key reasons for the UK's "productivity gap" with other major Western economies. Coupled with this, “unfilled vacancies” are likely to lead to increased workload and stress for other employees. So how can we tackle this skills shortage effectively to limit the impact on our business and potential growth opportunities during 2016 and beyond? Changing it up! During 2014/15 we increased our staffing levels as coming out of the recession we saw the need to staff up to match the demands of our industry and respond to the needs of our clients and candidates! One thing we struggled with was finding experienced recruiters who wanted to work in a role that required dedication to sales and account management. What did we do? We looked at the experience we had in our business and how we could leverage more time for our front line consultants to spend in the critical development of new business and client account management. This meant for us recruitment of Resourcers/Account Coordinators to manage the candidate application process (which is becoming more and more time consuming due to on-line job sites being the key choice for candidates). Our Resourcers provide a valuable service to our clients, candidates and consultants by sifting through a large number of candidate applications from job boards, networks, our website, as well as utilising our own database and social media. In doing this they seek to identify the very best local talent who are both active and ...
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 ...
