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 ...
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 ...
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 ...
