It’s Valentine’s Day and we’re feeling the love at RE Recruitment! We asked each of the Professional Services team to tell us what they loved the most about their job, and their responses didn’t disappoint! Warning – this blog contains lots of warm fuzzy feelings!
Every single one of them said that they loved their team. This is something that often surprises people, when we say that our highly competitive, results-driven, everyone-wants-to-be-the-best team of recruiters love working collaboratively! But whilst everyone is competitive, we all understand that collectively, our shared wins push us all further forward. And we genuinely all get along really well, socialising outside of work, with genuine friendships formed.
Charlotte, our ‘glue’ of the team who keeps everything running smoothly, loves our open and honest communication structure. No one bottles anything up, we are upfront with one another, and if someone is struggling, we all rally to help. Equally, if someone’s having a storming month and doing brilliantly, we all celebrate their achievements.
Jill, who is an avid early bird, really loves the flexibility within the business. Whilst Rachael hates functioning before 8am, Jill likes to start her day at the crack of dawn, get on and do a solid couple of hours before most of the others have started their work day, and then claim back an hour or so in her garden on a sunny afternoon. Having had some major surgeries on her hand and wrist, she really valued the flexibility and support she was given when she was unable to travel to the office during recovery, so she could still work even if she wasn’t in the office as much as she’d have liked.
Elliott said he loves that he can proudly state his employer, knowing the reputation (that he strives to uphold) of RE Recruitment is one of the strongest in the area. It’s important to him to be representing the best brands, both in fashion and professionally. “Working for a reputable brand like RE is great because we know we’ve got the strong reputation behind us, but it also encourages us to always bring our A-game, as we have that reputation to uphold!”
Rachael works on a part-time basis for RE Recruitment, as she has a child with additional needs, and she has always valued the inclusive atmosphere she finds in the business. She says there is nowhere she would rather work, and when she’s faced challenges in managing her work/parenting life balance, she’s felt supported and encouraged at every step.
Kieran, who only joined the business in early 2026, loves the excitement and fast paced nature of temp recruitment. He’s working extremely hard to get his team ready for Cheltenham Festival and has thrown himself into his new role with gusto! Watch this space for more updates from him as he settles into his role further.
The leader of the pack, Abi, who manages the Professional Services team has great pride in the group of recruiters she has got around her. “I am lucky enough to have a team that I enjoy spending time with. They’re not only brilliant at their jobs, but they’re people I want to socialise with!”. This is even handier, because Abi is often organising charitable events like quiz nights, and she can really put the fun into fundraising when she’s surrounded by her team!
We’re not just saying this because it’s Valentine’s, or because it’s the sort of thing you’re supposed to say about your job; we all genuinely love what we do! Don’t you?
Love what you do, or change it. That’s our motto. If you don’t, call us, we can help.
New Year, New Job? Statistically, January is one of the busiest times of year for a recruiter. Following a Christmas break, far too much indulgence and a return to the office in the dark and cold winter weather, many employees find themselves considering if it’s time for a change.
We’ve probably all been there. Be honest, did you spot an email in the final few days before Christmas and think ‘that’s a January task’? Do you now regret this, and curse past-you for being so silly?! But that’s a problem you created yourself, not because of your workplace.
Consider your options and have a rational think about what you do and don’t like about your role if you’re getting stuck in the ‘New Year Funk’. Our team at RE Recruitment are the first to jump at opportunities to take on new candidates, but we are also careful to discuss motivations with them. Someone who’s looking to make a move without having fully thought about it is a far riskier candidate than someone who’s weighed up the pros, cons and everything in between before making up their mind.
At RE, we take time to go through a candidate’s CV and get to know them when we do an initial registration call. We can help you to decode the way you’re feeling, learn what you’re really good at, and areas you would like to improve, and have an open, honest chat with you about your motivations for change.
Think of us as consultants…oh, wait, that is what we are! When you’re talking to us about a role that’s been advertised, or going through your CV, there is no right or wrong answer. We’re here to talk to you and help you to find the right role for you, with the right company. If we simply bashed candidates across to clients because they looked right on paper, our success rates wouldn’t be anywhere near what we’re proud to shout about. We want to know that when we introduce a candidate to a client, both parties feel like this is the right move. The missing piece of the puzzle if you will.
So, when you talk to one of the Professional Services team to discuss an exciting role you’ve seen, or because you’re ready to start looking for your next role, be completely honest! We can guarantee there’s someone in our team who’s been there, done that, or has worked with someone who has, and we don’t judge. We know our clients as if we are part of their team, so we can cut through the facades on both sides and ensure we’re matching up the right people, at the right time. Or the wrong time; sometimes a candidate will be just so right for a company, we will speak to our clients and work out ways to manage a move that benefits both parties, even if they’re not actively recruiting at the time!
Give it a week, have a proper think about your motivations if you’re feeling unhappy in your role, and if you still can’t shake the ‘nope, it’s time to make a move’, give us a call and let us help you to make 2026 your most successful year to date!
Ho hoho, it’s Christmas time! The Professional Services team have been extremely good boys and girls, and all think they deserve to be on the nice list this year. What’s on our Christmas wish list, you ask? Read on…
We think AI will continue to feature heavily in the recruitment world, and we’re embracing it, whilst keeping it at arm’s length. There are lots of trends we enjoy getting on board with, and it can be a useful tool to search for the top talent, but ultimately, we would keep personal connections high up on our wish list. We work in an industry that is all about people and strongly believe that a good old-fashioned conversation can achieve a lot. Chalk us down for a voucher for a coffee and a catch up please.
At RE Recruitment, upskilling and continued professional development is extremely important. We’d like to continue our memberships with training providers and make sure our team are all at the peak of their potential. Ultimately, this benefits not only us, but all of our clients, who have industry-leading experts to work on their behalf.
Social activities are an important part of keeping our team a unified team. We have been to escape rooms (smashed it), competitive social darts (some of us smashed it), crazy golf and more in 2025 and had some great ‘down time’. Why is this important to our clients though? Well, a happy cohesive team works well together. Our team all strive to be the best, and there is friendly competition between us, but team building and social activities keep us unified and we all understand that we can help one another to achieve bigger successes together. So, we’ll take a membership pass to an activity centre please!
Going big on a wish here; we’d like a crystal ball! We’d love to know what the economy’s going to do so we can make sure we tailor our services to the ever-changing needs of clients in this sometimes challenging climate. We appreciate this one is tricky, so we’ll continue keeping up to date with news and whitepapers as part of our day-to-day anyway, just in case.
But it would be nice.
Flexible working is still very much a normal part of the modern-day workspace, yet we find ourselves all gravitating back into the office more and more often. Please can we have some new office chairs, because we’re spending more time in the office than working remotely now, and it’d be nice to refresh the place.
A really fancy coffee machine for the shared kitchen wouldn’t go amiss either, although we do have a well-equipped kitchen and Starbucks across the road. It is Christmas though, so we might as well ask!
What would you put on your dream Christmas wish list? If you’re looking for additions to your workforce, do please share your wish list with us, as we’ll happily don our elf suits and work our long stripey socks off to deliver you what you’re dreaming of. We don’t gift wrap though; that’s probably a bit too far, but perhaps we can stick a bow on a CV to stay festive! Share your wishes with us at commercial@rerecruitment.co.uk.
November has brought us cosy crackling fireplaces, cooler winds blowing the last of the leaves from the trees, and we are all enjoying snuggling down into cosy season. Many of us have attended firework displays and the team in the office were discussing the different types of firework you get. Of course, we then related this to our work experiences, so let’s delve into the box of fireworks, and what to expect from them.
The Big Bang – This is your finale. The one with the big impact. This is a candidate who might feel hard to manage, but when directed in the right way, they produce spectacular effects. Make sure you acknowledge the potential and appreciate the firepower in this container. Handle it carefully, and don’t leave it unsupervised for too long to get the best out of it!
The Catherine Wheel – There’s at least one in every box of fireworks. Solid, people-pleasing and reliable. It’s a bit of a given it’ll produce results, but if you don’t nail it down properly, you might find yourself surprised when it suddenly flies off elsewhere. Don’t take these for granted if you want to keep them in your display.
The Fizzy One – Quiet, and unassuming, but a lot of people’s favourites. Never wins employee of the month because it doesn’t shout loud enough, but it’s quietly adored by many, and doesn’t need recognition. It knows it’s good and will deliver results, and that’s enough. You want plenty of these in your box of fireworks!
Pop-Pop-Pow – Makes a lot of noise, but doesn’t really deliver much. Full marks for confidence, but you’ll need to spend some time adding some more substance to this firework to get the best out of it. Easy enough to handle, so a good opportunity to grow this into more of a showstopper in your kit.
The One That Got Wet – Something has happened to this firework. It’s not good. And it’s not the firework’s fault someone dropped a bucket of water on it. There is no guarantee this one will produce results, but there is always potential to spend time drying it out, and undoing some of the negatives. It might be the brightest in the sky, but you have to be patient,
and prepared with a back up in case it’s too badly damaged. If you can repair it though, it’ll be an achievement to be proud of.
The Sparkler! – Fun, user-friendly, but can still be dangerous if mishandled. These are an entry-level firework, with potential to be built upon and, really, can go in any direction dependent on how they’re managed!
Now of course, this is all just a bit of fun, and we are making stark generalisations to have a bit of a laugh, however we do acknowledge the fact that we are matching potentially powerful ‘fireworks’ with ‘handlers’. The biggest thing we want to avoid is dampening anyone’s sparkle, which is why we take our roles as Recruitment Consultants very seriously. If you’re looking for a Sparkler or a Big Bang, give us a shout. We would love to help you create the perfect blend for a showstopping performance.
As it’s spooky season, we are all enjoying a bit of trick or treating around the office here at RE Recruitment. But it’s not all jokes, pranks and sweeties in the recruitment world! We have been thinking about the tricks and treats of our industry, so read on to find out about the most common tricks and treats – and how they can sometimes be both!
TRICK – Recruiters charge extortionate fees. Actually, a reputable recruiter charges a fee they can justify. If you think it’s a trick, ask for a breakdown of the costs. Any recruitment consultant who knows their worth will be happy to explain how the cost of their services is justified, and break it down to you as a client, demonstrating your ROI on the service.
TREAT – Recruiters save me time. If you break down the cost of your recruitment fee, as above, you can see clearly the cost of your own saved time, which you can then use to generate income for your business. Think about how many hours you could utilise on profit-making tasks, whilst an expert in their field advertises your role, sifts through the stacks of CVs sent in, carries out initial screenings and interviews. What you get, is the treat; a validated shortlist of candidates who fit the bill both in terms of skill and experience, and also team fit.
TRICK – I’ve been ghosted! Sadly, this is something that is becoming all too common in today’s world. Again, work with a reputable recruiter, and instantly, the problem is off your plate! Should this happen, it’s the recruiter’s responsibility to work to rectify, but as recruiters maintain strong relationships with their active candidates, they invest the time and effort to reduce this occurrence wherever possible.
TREAT – The perfect candidate has landed on my doorstep! Now, this might not always be a treat, if the timing is not right, but if you have a strong relationship with your recruitment partner, they will be able to identify instantly a candidate who is the right fit for your team. What they can also do, if you have a strong and open relationship, is work with you to manage the transition to allow you to snap up the best talent when the opportunity arises. Don’t be afraid to have regular scheduled calls with your recruiter, even if you’re not actively recruiting at the time, to keep them abreast of your needs.
TRICK – Aaargh! My star team member has resigned! This is an easy one to rectify if you have a strong recruitment partner. If you’ve suddenly got a gap that needs filling, use a tried and tested temp! This usually then moves in one of two ways forward. Either the temp becomes such an integral part of the team, they transition into a permanent role, or you utilise a ‘professional temp’, who bridges the gap for a few weeks whilst your recruiter sources you a shortlist of top candidates to interview, and ultimately hire.
Trick or treating, recruitment style! In the same way as a trick or treat bag of goodies is a real mix, the melting pot (or should it be the cauldron given it’s Halloween!?) of people is always a wild variety. And that’s exactly why we all love what we do at RE Recruitment. No two days are ever the same, and we thrive on that. Contact us to discuss how we can turn any of your recruitment tricks into treats… we promise we’re not scary!
The weather is changing; summer is once again departing and Halloween and Christmas (now that’s another story altogether…) supplies are appearing in shops. For those of us who love wintertime, it’s exciting! For those of us who prefer the long hot days of summer, it’s more of a sad time. For recruiters, it’s a good time to stop and take a look at the fruits of our labour. After all, it is Harvest Festival time!
Jill likes to think of her recruitment style as a beautiful garden. She is very firmly in the ‘old school’ camp with her harvest being a large network, but she understands that this won’t remain a blooming network if she doesn’t continue to put the work in. Regularly keeping in contact with clients and candidates alike, Jill is ready to then leap into action when it’s required. Something not thriving in the place it’s currently in? Jill’s consistent work at maintaining her plot means she can quickly move the ‘plant’ to a more suitable location, and then continue to watch it grow!
Elliott is well-established, steadfast and strong. He is like a cultivated Oak tree, who has endured the weathers of the first few years as a recruiter and now has a strong presence and far-reaching roots. You can’t help but notice him, as he is definitely not a wall flower! He never fails to put in the hard graft, showing up each day and not only toiling but delivering, even in testing conditions. Day by day, the fruits of his labour are growing, and we see new shoots branching out around him with each changing season. Always growing, his steely determination on being the best doesn’t go unnoticed and with his unwavering drive, we have no doubt he’ll be still stood firm when others have uprooted.
Abi is continuously ploughing forward in her ‘recruitment farm’. Always at the forefront of developments within the recruitment industry, she likes to scrutinise and see if they will have an impact. Not everything works – and that’s fine. Sometimes you need to learn from a mistake, and then you can use that knowledge to push forward. Abi will throw herself into a new project, understanding a piece of pending employment legislation, trialling a new piece of software, or getting to grips with AI, and push to to its limits. When we say to its limits, we mean it! If there’s a flaw, she’s going to find it!
As the leader of the team, Abi’s approach to innovation within the recruitment industry is really useful, as she allows the rest of the team to carry on whilst she investigates, before sharing her findings. This is a far more efficient way, utilising team cohesion to trial new approaches without constant process change. Recruiters are often thought of as fiercely competitive, however at RE Recruitment, our Professional Services team work as a team, celebrating and supporting individual success to achieve the shared goals. Collaborative farming, if you will, to come back to our Harvest theme!
On the Temp side of our business, Izzy is more of a large scale ‘farmer’. She has wide areas to cover, and in working with much bigger numbers, she needs to be resilient when one or two crops don’t bear fruit. It’s – sadly – part and parcel of working with people. Sometimes things change, family emergencies, broken down cars, illnesses and a plethora of other reasons! It’s the reason her desk is so successful, as we are able to provide our clients cover (and quickly) when any of these incidences occur, but equally, we’re susceptible to it too, as we’re working with people! It’s important that Izzy maintains the best conditions she can for her ‘crops’ and understands that occasional failure is ok too. It’s more about how you deal with it, if it happens. A crop’s failed? No problem, it’s been accounted for, just in case, so there is always another yield to be gathered!
Looking at the different methods of how each of us reaps what we sow, it’s clear we have very different approaches, and this could cause challenges. It doesn’t though, because we all share the same desire to maximise our team harvest. If one area is struggling or in a drought, those who have a bountiful harvest can reap rewards to keep us united as a team and help ensure we weather all storms.
This – and this is where it sounds a little trite – is what sets us apart from the rest. We’re a genuine team, and we all celebrate one another, because we know we’ll all need one another for support at some point. When we engage with clients, we take a holistic approach, so you might build a relationship with Jill, and her beautiful flowers, but you’ll benefit from Izzy’s acres, Abi’s innovation, and Elliott’s ever-present reliability, or vice versa. As we said, it’s a bit like collaborative farming. Want in on the harvest this year? Give us a shout.
Well, that’s the second of the annual exam results days completed for another year! Well done to all of those who’ve collected their GCSE results, and those last week their A-Levels! We hope you’re all proud of your achievements.
We were talking in the Professional Services team about the importance (or unimportance!) of these big days and how it shaped our lives, discussing what we wanted to be when we grew up… and how it panned out!
Elliott wanted to be a footballer; David Beckham himself to be exact! He spent years training and honing his skills, showing dedication and passion for his sport. Career-wise, it didn’t quite play out that way, however he does play at a semi-pro level, albeit not offering quite the Lamborghini and private jet salary of the top leagues!
What Elliott did learn through his years of training is to never give up, and how to remain focused on a goal. He shows this same focus in his recruitment career, always finding the back of the net with a perfect candidate for even the trickiest of roles.
Growing up, Jill wanted to be a Prison Officer, which if you’ve met her, you’d know she would be absolutely excellent at! (Ask Rachael, who’s been on the receiving end of a telling off many times for talking too much in meetings!)
Kind and caring, but doesn’t take any messing, Jill wants to see the best in everyone. She firmly believes that there is a role for anyone, and that we all have special skills we should be using to their full potential. As a martial arts instructor in her spare time, Jill is big on discipline. She’s first in every morning, ready to seize the day and find roles for her candidates to help them move forward in their career journeys. If you are feeling down and out, Jill is your go-to for helping to find a path out of any dark career moments.
On a similar Militarian theme, Isobel dreamed of being a pilot in the Army when she was little. Requiring excellent attention to detail and with no room for error, Isobel applies this to her recruitment career as she runs a successful, busy temp desk. With candidates out all across the county, some for a single day’s placements, some in the same roles for many months, Isobel must know exactly what’s going on and where at all times in order to avoid clashes, or missed opportunities. Whilst she thinks she could absolutely rock the military uniform, Isobel really enjoys flying in and out of her clients’ businesses to seamlessly provide support where it’s needed.
Rachael dreamed of being a TV presenter as a child. We joke that it’s because she’s always got something to say, and a chat show would have been her ideal role! Unfazed by standing up in front of a crowd, Rachael is the best person in our team to go out to new businesses and introduce us! She loves meeting new people, and learning about them, keeping this knowledge safe to then match up the right people at the right time. Often out at networking events, Rachael would love to say hello and learn more about your business, so if you see (or hear!) her out and about, do stop her for a chat!
Not often seen on social media, the glue of our office, Charlotte wanted to be a Travel Agent when she grew up. She’s kept a passion for travel, and regularly enjoys holidays visiting new countries with her family, but she’s applied her skills to our team rather than potential holidaymakers. Exceptionally organised, Charlotte plans the logistics of the team, making sure everyone is where they need to be at the right time. She’s also the queen of dealing with the unexpected!
Always calm under pressure, Charlotte makes sure the rest of the team know what they’re doing, where they’re going, and that everything runs smoothly.
Forever digging around in the mud as a child, Abi was fascinated by a career in Archaeology. Whilst she’s swapped the sandpit for the office, this hasn’t stopped her getting down in the dirt; she still gets really excited about excavating rare treasures, whether it’s a local business who has only just been unearthed, or bringing an impossible to find candidate to the surface.
Her commitment to supporting the career journeys of young people gives Abi the same buzz when she finds a rare gem, or a diamond in the rough as she was when she was young. She loves this even more when she can then see that gem go on to dazzle in their profession, thanks to her support!
So, whilst there aren’t many people who dream of becoming a recruiter when they grow up, there are lots of childhood dreams that a career in recruitment fulfils the need for! Whilst this is just a bit of fun, we thought it’d be good to demonstrate – with real people – that even if you don’t achieve your childhood ambitions, you can likely find a suitable career path that will allow you to still feel fulfilled! Talk to one of our team today if you’re not feeling fulfilled, and we can help set you on the right path to achieve goals that will satisfy your 7-year old self!
With a summer of sporting excellence well underway – from the British Grand Prix at Silverstone to Wimbledon and The Open – we’ve been enjoying watching seasoned professionals battle it out against upcoming new talents in their fields. It got us thinking about our own industry and what we currently do to recognise and support emerging talent.
With schools out for the summer, students – from those embarking on their first summer jobs to fresh graduates seeking the first rung on the career ladder – are in plentiful supply!
So, what should you look for in a CV that lacks extensive employment experience? Don’t dismiss it immediately if there isn’t a long list of paid roles in the work history section. Take the time to read the opening statement of the CV – or the cover letter if one is attached – and learn more about the person behind the application.
Do they sound like a good fit for your team, personality-wise?
Do they clearly state what they’re looking for, and what transferrable skills they bring?
If they’ve read the job description properly before applying, chances are they’ve identified key attributes they know would be valuable to your team.
While qualifications are always useful, remember that not everyone thrives under exam conditions. It’s good to see the basics – GCSEs or equivalent – but unless you have specific requirements, try not to rely solely on exam results. On both sides of the coin, don’t be dazzled by a straight-A student with little else to write about, and don’t discount the so-called ‘straggler’ who scraped by with a handful of results, yet ran the student committee and volunteered every weekend!
Volunteering and unpaid experience can be just as valuable as paid employment. Key things to look out for (or include, if you’re a candidate reading this!) include Duke of Edinburgh awards, charity fundraising involvement, student union or club membership, and hobby or team sports participation.
These experiences – often unpaid and thought of as ‘just for fun’ – build many transferrable skills young people may not even realise they have. A great example is the students at Hartpury University, a local institution we work closely with. Many of them are studying equestrianism or elite sports and assume that’s the only path for them post-graduation. As part of our commitment to supporting employability across the county, we regularly deliver careers talks and seminars at Hartpury.
Take equestrianism, for example. These candidates may not have office experience, but they do have the work ethic and commitment to get up every morning, rain or shine, and be punctual for horse care duties. They’re detail-oriented – noticing a speck of straw out of place or a horse’s unusual step and taking immediate action. They also understand logistical planning, often working in teams to complete tasks efficiently. When you’ve got 16 stables to supply with water, hay, and straw during a blizzard at 5am on a Sunday, you’re not walking back and forth more than absolutely necessary! These students are practical, hard-working, and full of initiative – ideal for roles in planning, logistics, events, HR, or facilities.
Similarly, sports students often believe they’re headed down a single-track path – until injury or life circumstances force a rethink. In our CV and careers sessions, we encourage them to explore their transferrable skills. Teamwork, for example, is a standout. These students have spent years learning how to collaborate, recognise strengths and weaknesses, and maximise team performance. They’re often excellent communicators and easily trainable for leadership or sales roles, where confidence and charisma are key.
These are just two examples of CVs that may appear limited at first glance but are actually full of hidden potential. With a little deeper digging, you might just uncover a diamond that fits perfectly into your business crown.
We’re currently running a campaign highlighting some of our top upcoming talent. If you’re looking for an entry-level team member you can develop into a prized asset, let us know – we’d love to share some candidate profiles tailored to your needs. We’ve already identified their transferrable skills, so you don’t need to sift through a stack of CVs – we’ll handpick the best-fit, pre-screened individuals for your business. No hassle, just talent.
When the National Minimum Wage rose this April, the most immediate and visible impact was the increased direct cost to employers. However, a less obvious, but equally significant, consequence is wage compression.
So, what is Wage Compression?
Wage compression occurs when increases to the minimum wage narrow the pay gap between lower-paid workers and their more experienced or differently-skilled colleagues who don’t receive a statutory rise. If you consider a supervisor for example, who suddenly earns only marginally more than the team members they manage. That imbalance can feel unfair, especially given the added responsibilities of their role.
To maintain internal equity and keep morale high, employers often feel compelled to raise wages across the board. But doing so significantly increases the overall payroll cost, something many businesses simply can’t afford in today’s challenging economic climate.
How Wage Compression Affects Recruitment and Retention:
Employees typically expect a salary bump when they change roles. If experienced staff feel undercompensated, they may start exploring opportunities elsewhere, and replacing them can be both costly and disruptive. Recruiting skilled talent in a competitive market isn’t easy, especially when pay scales feel compressed.
To counteract this, many businesses have adopted creative approaches to stay attractive to employees. Enhanced benefits such as additional annual leave, private health insurance, flexible hours, or remote work can help. However, let’s be honest, these perks don’t always carry the same weight as a tangible increase in take-home pay, especially for those who are financially motivated.
The Broader Financial Burden on Employers
It’s important to remember that while the government mandates minimum wage increases, it is employers who absorb the financial impact. In addition to higher wages, businesses are now dealing with increased employer National Insurance contributions introduced this April. This means the true cost of employing staff has risen more than many people actually realise.
With that in mind, a more strategic approach to pay and people management is crucial. Employers should regularly communicate the full value of their employment offering incentives of career development, well-being initiatives, extra leave, and other non-monetary perks that may not be reflected in the payslip but do contribute to overall job satisfaction.
Productivity Matters More Than Ever
As payroll costs climb, businesses can no longer afford to carry underperformers. Every team member needs to deliver value. It’s essential to provide support and opportunities for improvement, but if performance doesn’t improve, difficult decisions may need to be made to safeguard the wider team’s productivity and financial efficiency.
Need Support? At RE we’re Here to Help
If you’re re-evaluating your team structure or looking for ways to drive greater efficiency, let’s talk. At RE Recruitment, we have our finger on the pulse of the job market. We can advise on in-demand talent, market trends, and strategic workforce planning, all included within our placement fees.
For a confidential conversation, or just to share your thoughts on the current employment landscape, reach out to our Professional Services team at commercial@rerecruitment.com.
We’re here to support you.
No, no, we aren’t taking you back to GCSE English! But we do want to highlight how important it is to show up and do what you say you will, as both a client and a candidate – and us as recruiters – during the job application and interview process.
We work with a wide range of clients and candidates across various industry sectors and at all seniority levels, and we process and manage every stage of a job application, totalling thousands of CV submissions, feedback emails, follow up calls, interview confirmations and offer letters each year. In doing this, we know how important it is to be accountable – to do as you say you will; be earnest in your actions!
So, given we are all full of resolutions to do better as we start the New Year, we thought we’d take the time to note down the perfect job application process. Take a read, and be honest with yourself, as a candidate or a client. Are you following everything in this workflow, or could you do better?
Step 1 – A new job opportunity arises
The client contacts the recruiter, who arranges to visit them and talk through the job description as well as learn more about the sort of personality who will fit best in this role. Timescales for a job advert to go out and a date for first-round interviews can be arranged at this point. Timescales will vary dependent on the complexity of the role, and anticipated time it will take to source a pool of suitable candidates. More niche roles may have a slightly longer time period for sourcing, simply because there are less candidates in the market with less common or transferrable skills.
Step 2 – Applications for the job
Applicants see a role advertised and submit their CV and covering letter. A good candidate will have made tweaks to their CV to highlight their suitability for the particular role and showcase their relevant skills. The recruiter managing the process will ensure that the application is acknowledged and give a deadline for next steps after screening. At RE Recruitment, we endeavour to respond to all candidates whatever the outcome. It’s not fair to leave someone assuming they’re unsuccessful or holding out hope for an opportunity because they haven’t heard back from the advertiser.
Step 3 – Shortlisting
After CVs have been initially screened, successful candidates will be telephone screened by our recruitment team. During this telephone call, the recruiter will get to know the candidate and ask questions about their skills and experience to assess whether they are a good fit for the client they also have a good understanding of. If during the call, it becomes apparent this is not a good match, this will be discussed, and a follow up email will be sent to confirm the journey ends here this time. If it’s still all looking like a strong fit, the recruiter will establish potential interview availability with the candidate and submit the CV to the client.
It’s important to note the importance here of having pre-scheduled interview slots pencilled in – as a client if you are able to block out times in your initial meeting with your recruiter, they can arrange interviews on your behalf and make the whole process much smoother for you (after all, we are being paid to deliver a service, why not make the most of it!).
Step 4 – Interviews
Candidates attend interviews as arranged, feeling well prepared and having had time to plan their journey. Clients, who already had time blocked out for the interview process, have clear heads and aren’t distracted by their workload so don’t feel rushed or inconvenienced. Ideally, the shortlisted candidates are all interviewed the same day, and at the end of the block of interviews, the recruiter has a scheduled timeslot to go through interview feedback.
It’s really important to give interview feedback for so many reasons. Firstly, providing feedback shows you as a great potential employer, maintaining your strong business reputation, and secondly, it is so important for candidates to receive, so they can understand their strengths and areas to work on improving; ultimately raising the level of the talent pool in the local area. It’s also a really good opportunity to reflect on the interviews, and taking this time to talk through feedback with your recruiter will help you to gain a clear picture of the candidate who is the best fit for your team. An impartial voice in that of your recruiter can help you to make decisions if you’re torn between two really strong candidates for example.
For some interview advice, click here.
Step 5 – Feedback
We’ve given it its own step even though we just talked about it, because we cannot stress the importance of taking the time to consider and give feedback! It need only be a half hour, scheduled in over the telephone or in person, but it makes such a difference and will really help to streamline your recruitment process.
As a candidate, it’s also vital to make sure you take that time to give your recruiter a call after your interview. Talk through any concerns you may have, tell them honestly how you’re feeling about the prospect, and give them the tools to negotiate the best offer for you should you be successful. As we all know, interviews are a two-way process, and it’s equally as important to give feedback if you felt the role or company was not what you were hoping for. Again, your recruiter can and will share this feedback in an anonymised manner and help to improve the opportunities within businesses in the area.
Step 6 – The job offer
So far the process has gone smoothly; you’ve interviewed, it was a great match, and you’re looking forward to crossing the I’s and dotting the T’s in the contract now. Clients and candidates will have a good idea of expectations on both sides, so if both sides remain earnest, this is quite straightforward. If you’ve advertised a role at a certain salary, and the candidate is expecting this, it’s only fair that the offer reflects this. The process can fall flat when a client extends a less-than-expected offer or withholds elements of the remuneration package subject to a probationary period or similar, if that’s not what was discussed at the interview and application stages.
It’s important to consider that this is an ‘ideal’ process, and in the real-world things don’t always go to plan, but if we all take accountability for our actions, make plans and stick to them, we can make all of our processes smoother and ensure we’re all being our very best selves. If that’s not a great way to start 2025, we don’t know what is!
Who’s with us in making 2025 the year of being earnest, and accountable?! Contact the Professional Services team today to discuss your upcoming workforce plans and let’s be successful together!
