What's on "Recruitment" Trend?
02-Jun-23
The recruitment industry has undergone significant changes over the past decade, with new trends emerging to keep pace with the evolving job market. In this blog, we will explore the newest trends in the recruitment industry and how they are impacting the way businesses attract, engage, and hire talent. Remote hiring The pandemic has forced many companies to shift their recruitment strategies to remote hiring. With the rise of virtual communication tools and technologies, remote hiring has become more accessible, efficient, and cost-effective than ever before. This trend is likely to continue even in the wake of the pandemic, as companies recognise the benefits of remote hiring, such as access to a wider pool of talent, faster hiring processes, and reduced costs associated with travel and office space. Artificial Intelligence (AI) in recruitment AI is transforming the recruitment industry by streamlining the hiring process, reducing bias, and improving candidate experience. AI-powered tools can help automate mundane tasks like cv screening, scheduling interviews, and candidate follow-up, freeing up recruiters to focus on more strategic and high-value tasks. Additionally, AI can help eliminate unconscious bias by anonymising candidate profiles and using data-driven insights to identify the most qualified candidates, although this is not a tool we are using for our selection and screening processes. Employer branding Employer branding has become a critical factor in attracting and retaining top talent. Companies are investing in building strong employer brands by showcasing their company culture, values, and employee benefits. Employer branding not only helps attract talent, but it also improves employee engagement, loyalty, and retention. Diversity, Equity, and Inclusion (DEI) DEI has become a top priority for companies looking to create more inclusive and diverse workplaces. Recruitment strategies are being ...
Streamlining the Recruitment Process
18-May-23
Having just upgraded our CRM system, we spent a lot of time in the background to make sure that we sourced the right one for us, and that we will use it to the maximum advantage and to the benefit of our candidates and clients. In this blog, we will explore how CRM systems can streamline recruitment company processes. Customer Relationship Management (CRM) systems have become essential for companies to manage their customer interactions and relationships. However, these systems have now expanded beyond customer management to recruitment management as well. Recruitment companies need to manage a significant volume of data when it comes to sourcing, screening, and hiring candidates. A CRM system can help streamline these processes and improve the efficiency of the recruitment company. 1. Managing candidate data Recruitment companies need to manage candidate data effectively to streamline the recruitment process. With a CRM system, recruiters can store, organise, and manage candidate information in a central database. This database can contain details about candidate skills, experience, education, and employment history. Recruiters can also track candidate progress through the recruitment process, such as the stage of the interview process or the outcome of the interview. A CRM system can also provide recruiters with access to candidate data from any device or location, enabling them to work remotely and collaborate with team members effectively. 2. Sourcing candidates Recruitment companies need to source candidates from multiple channels such as job boards, social media channels and referrals, with the collaboration of CRM system, recruiters can manage multiple channels to source candidates from. A CRM system can also integrate with various sourcing platforms, making it easier to post job vacancies, monitor candidate applications, and track the source of each candidate. Additionally, CRM systems can help recruitment companies identify potential candidates from ...
Creating recruitment partnerships!
02-May-23
Working effectively with a recruitment agency can greatly increase your chances of finding the right job opportunity. To ensure that the process goes smoothly and you get the results you're looking for, it's essential to work effectively with us. Here are some tips to help you do just that: Choose the right agency: Research and identify reputable recruitment agencies that specialise in your industry or field of expertise. Look for agencies with a good track record and positive reviews from candidates and employers. Build a relationship: Treat your interactions with the agency as a professional relationship. Establish open and honest communication from the beginning, and maintain a friendly and respectful demeanour throughout the process. Provide detailed information: Be thorough when providing information about your skills, experience, and career goals. The more details you provide, the better the agency can match you with suitable job opportunities. Update your CV regularly and include relevant keywords for your desired positions, also make sure to keep your LinkedIn profile in-keeping with your CV. Clearly communicate your preferences: Be specific about the type of job you are looking for, including location, salary range, work schedule, and other preferences. This helps the agency narrow down their search and find opportunities that align with your needs. Be responsive and available: Respond promptly to communication from the agency, whether it's emails, phone calls, or text messages. Make yourself available for interviews, meetings, and any other requests. This demonstrates your commitment and professionalism. Prepare for interviews: If the agency arranges interviews for you, take them seriously and prepare thoroughly. Research the company, review the job description, and practice common interview questions. Dress appropriately and arrive on time or log in promptly for virtual interviews. Provide feedback: After each interview, promptly provide feedback ...
Teamwork makes the dreamwork!
20-Apr-23
When you partner with us at Uxbridge Employment as a recruitment agency, you're entrusting us with the important task of finding the right candidates for your organisation. To ensure that the process goes smoothly and you get the results you're looking for, it's essential to work effectively with us. Here are some tips to help you do just that: Clearly communicate your needs and preferences. The more information you provide to us about the skills, qualifications, and experience you're looking for in candidates, the better equipped we will be to find suitable candidates. Take the time to clarify your requirements and any preferences you may have, such as desired salary range, work experience, location, and education level. Be responsive to our consultants requests, recruitment agencies work on tight schedules, and delays on your part can have a ripple effect on the hiring process. When you are asked for feedback or updates, respond promptly to help keep the process moving forward. Set realistic expectations, while we work hard to find the best candidates, we may not have these in our pool of candidates at present but if you have strict deadlines or specific requirements, communicate these upfront to avoid any misunderstandings later and we can get to work on sourcing for your requirements. Provide feedback on candidates, when we send you cv’s or candidates to review, take the time to provide feedback on each candidate. This will help our consultants to fine-tune their search and find more suitable candidates for your business. Be specific about what you like and don't like about each candidate, and provide reasons for your feedback. Build a collaborative relationship, we should be a partner in your hiring process, not just a service provider. Take the time to build a collaborative relationship with us by asking questions, providing feedback, and being responsive to their requests. A strong relationship can lead to better results and a smoother hiring process, ...
CV writing that works
12-Jan-23
Writing a CV that works can be a daunting process when staring at a blank page but by following a few tried-and-tested rules and spending a little time on it can reap great rewards. Whilst there is never such thing as a “one-CV-fits-all” one key point to remember is your CV’s goal is to attract the attention of the people advertising the opportunities you seek. If you receive a lot of call backs from employers and recruiters then congrats – your CV works! If on the other hand you think yours could do better please have a read of our top 10 CV Writing Tips which will sharpen up the focus of your CV and tell the world all about you and secure that all important interview! Tip No 1. Its key to watch “Keywords” Congratulations – you are reading this on our website which demonstrates your acceptance that recruitment happens online! This will (hopefully) seem an obvious statement, however it should serve as a reminder that when your CV is placed online, it will be handled in a very different way to a human recruiter. Luckily, we are not in a place as yet where online algorithms have the intelligence to sort accurately by relevance, so they scan for “keywords” that match the advert then rank accordingly: i.e. if someone is recruiting for an Accounts Clerk with “Sage Line 50”, “Excel” and “Word” it is important to ensure these terms are replicated on your CV (obviously, only if you have these skills 😊). Ensuring these key words are duplicated on your CV will ensure you rank higher in the recruiters results! A great tip here is to search for jobs that are suitable for you and highlight the key words that reappear in adverts specifically related to the roles you are applying for. If you have these skills, make sure they are incorporated into your CV!!! Tip No 2. It’s no novel – make it punchy It’s an unfortunate fact that on average employers spend as little as 8 seconds reviewing a CV. For this reason yours should be no more than two pages of A4 – and that’s ...
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 ...
