Communicating effectively, remotely!
30-Apr-20
The pandemic is now defining the way we communicate, not only on a day-to-day basis but also in the way we communicate within the work place. Remote working is now the norm (previously most companies only used to offer this as a means of flexible working). It also requires a different mind-set as it needs greater discipline to avoid the pitfalls of team members feeling isolated. Now we are using applications such as zoom to run our day-to-day working lives, how do we get the best out of this new form of communication in order that we achieve the best results we can. A lot of this happened for companies without any form of transition - the good news id it’s new for a lot of us! Here are a few ideas we have been using on how to effectively communicate with our remote working team; A great many of us (including UEA) are used to working together as a tight knit team in an office environment - we are now separated, so first of all its essential that everyone has a sense of belonging - we are not together physically but we remain connected! Set your team up for success - give everyone clear and measurable goals so individuals know what they are striving to achieve. Make these goals clear and without ambiguity. These can then be evaluated and discussed in regular update and feedback meetings. Remember to praise good news stories! Communicate often - morning, and if possible afternoon and/or close of business. Everyone can feedback on achievements, areas of difficulty and then the whole team is able to support, give praise, empathy as well as advise on areas of concern. Managers need to be available to lead and motivate at all times - now more than ever! Check in with your team often - they will appreciate it. If you have large teams - can any individuals who are struggling have a “remote buddy”- someone they can call and voice concerns or bounce ideas on? Frequent individual check-ins also gives an opportunity to speak up – someone may not have decided to raise a problem ...
Turning a pandemic into positivity!
31-Mar-20
COVID-19. The pandemic that has caused the world to come to a halt before our eyes. For the first time since the 1900’s we have seen all of our luxuries been taken away, our shops, bars and work places. The pandemic has affected many people’s lives both good and bad. We have lost our freedom but have gained a gift you can’t put a price on - free time to spend either with our loved ones, talking or calling them. It is very important to keep in touch with friends and family during these times - if anyone needs some guidance or help, our phone lines are always open! In the UK an additional 1.5 million people have been given the chance to work remotely. Here at Uxbridge Employment Agency we have taken advantage of modern technology and have transformed the way we work in order to be as safe, productive and happy as we can. We have all connected up to our office computers from home, connected the main phone line to our mobiles and have all the information we need stored online on our laptops. During this time we knew it was key to stay connected and stay positive so we have regular morning meetings, these discuss our successes and our plans for the day. This has put an exciting spin on working from home which has kept us all motivated during these confusing times. One of the ways COVID-19 has affected UEA in a positive way is that we have reached out to hundreds of clients, candidates and potential job seekers in order to try and help as many people as we can. We have always celebrated the little wins, however now more than ever we appreciate when we call someone to check in on them and we get the same positivity back. As a team we realised that the world needs positivity more than ever, so we have contacted as many people as we can to try and shed some light onto someone’s day. We have also taken this time to work through our to-do lists and still power on to help our lovely candidates find jobs. Working from home has allowed us all time to focus on exactly what needs ...
AB (1126901)
28-Jan-20
Absolutely amazing turnaround from registration to employment within 6 calendar days!! Dana has been an absolute joy to deal with from the very beginning! I cannot speak high enough of the service provided by both Dana and Lauren, as well as the whole team at Uxbrudge Recruitment Agency!...
TA (1126818)
28-Jan-20
From the moment I got into contact with recruitment consultant Nicole till being offered the contract with my new employer, I had never felt so at ease and well prepared. Nicole and Uxbridge Recruitment have been so fantastic and I would recommend them 10/10 times. Thank you Nicole, Such a pleasure!...
AH (1103126)
17-Dec-19
I’ve had many recruiters contact me with job opportunities and nothing has fit the type of job I’ve been looking for. I didn’t believe recruiters were able to find me a job, however Nicole was extremely helpful, optimistic, and overall a lovely person. She kept me in high hopes and helped me throughout the process, keeping me informed, and rang to follow up after each interview process. Amazing recruiter, amazing at her job!...
Despite continued uncertainty around budgets, approvals and longer-term hiring decisions, the day-to-day pressures on businesses haven’t slowed down. Work still needs to be delivered, customers still need to be supported and teams still need enough resource around them to keep things moving.As a result, more businesses are quietly turning to temporary support again — not necessarily because they are ready to hire permanently, but because they need reliable support now.Interestingly, many of these conversations are naturally evolving into something more long-term over time.What often starts as:“We just need someone to help for a few weeks…”gradually becomes:“Actually, this role is becoming more important than we first thought.”That’s something we’re seeing more and more.Temporary support has always given businesses flexibility, but in the current climate it’s also giving them breathing space. It allows managers to reduce pressure internally, avoid rushed hiring decisions and keep operations running smoothly while they work out what longer-term structure is actually needed.And importantly, it removes some of the pressure that comes with committing to a full recruitment process immediately.In many cases, businesses simply want support around workload, holidays, projects or gaps in the team. They want someone dependable who can step in quickly, integrate well and help keep momentum going without creating additional disruption.That’s why high-quality temporary staff are proving so valuable right now. They’re no longer viewed purely as short-term cover. Increasingly, they’re becoming part of a more practical and flexible hiring strategy — one that allows businesses to respond to demand as it happens, rather than trying to predict everything in advance.From front-of-house and administration through to customer service, HR and finance support, we’re seeing strong demand for experienced candidates who can make an immediate impact from day one.And in many situations, once a ...
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 ...
