In the last few years, there has been a monumental shift in the way we work. Ever since the ’90s, people have been striving to achieve a better work-life balance and Covid has sped up that process. With no other option but to implement remote working solutions, business owners quickly gave staff the option to work from home.

Today, even though many people are coming back to the office, there is still a huge majority of employees who work from home or who do a bit of both by following the hybrid working model. But in order to make this viable for the future, there has to be changes in the way we do things. So, in this blog we’ll explore how remote working is changing the nature of administrative jobs.

How is Remote Work Changing Administrative Jobs?
The integration of technology and the rise of virtual collaboration tools have reshaped the way we perform administrative tasks. These technologies have been designed to make administrative tasks smoother, swifter and more efficient. They also, importantly, make it possible for administrative tasks to be performed remotely. Here’s how remote working has changed administrative jobs.

Daily Tasks Have Gone Online
Gone are the days of catching up around the office water cooler. Now employees are checking in with each other via real-time messaging tools such as Slack or Microsoft Teams. Routine tasks such as scheduling, document management and communication have moved seamlessly over to the virtual realm, with the added bonus that documents, calendars and workflow schedules can all be viewed and commented on by members of your team. These shifts mean you can keep on top of administrative duties wherever you are in the world.

Emphasis on Digital Literacy skills
With so much happening in the virtual space, there has been a corresponding demand for administrative employees to have good digital literacy skills. Proficiency in collaboration tools, project management software, and virtual communication platforms is now a prerequisite. And there needs to be a willingness to keep learning as new technologies are being developed all the time.

A Flexible Working Day
Perhaps one of the greatest ways that remote working is changing administrative tasks is by shaking up the working day. Gone is the old fashioned 9-5 diktat; instead employers are increasingly allowing a more flexible approach, based on individual productivity peaks rather than a fixed timetable.

Location Has Become Irrelevant
Another major change that remote working has brought to administrative roles is that the role is not bound by geographical limitations. That means employees can work from anywhere in the world, allowing them to choose a role and company that matches their skills and values. It also means that employers have access to a much wider talent pool as they can recruit the right candidate from a global network.

Tighter Security and Confidentiality
While there are many positives that have come with performing administrative roles remotely, one of the challenges is the increased risk of data breaches. Managing sensitive information becomes more complex when communication channels are digital, requiring a heightened awareness of cybersecurity practices to safeguard data and uphold privacy standards.

Increased Training and Upskilling Opportunities
Working remotely undoubtedly requires a certain level of computer literacy, but companies don’t expect you to know it all. Especially when new software programmes are constantly in development. To help administrative staff keep up with new technologies, companies are offering training and development programmes on administrative software such as project management, cyber security and virtual collaboration tools.

Enhanced Employee Wellbeing
Remote working has given employees a new sense of control and independence over their working life. Where once administrative staff were office-bound and suffered from presenteeism, now their work is more results-driven. This allows individuals to have some autonomy over their schedule, to create work environments tailored to their preferences, contributing to increased job satisfaction and overall engagement.

There is no doubt that it is an exciting time to be in the workplace. Remote working has brought with it cultural changes that benefit both administrative employees and their employers. The key to enjoying a successful career in administration is to embrace these changes and to continue to adapt and develop as new administrative technologies are introduced. If you are looking for a new administrative role, either remote or office-based, take a look at our real-time job search page. And if you are keen to improve your virtual administrative skills, talk to one of our recruitment consultants who can help you find programmes to suit you.

If you’ve been thinking about a career change in 2024, the Insurance sector could be for you.

“The Insurance sector is always a buoyant industry and has great career and salary prospects, with a varied and interesting workload. If you are looking for career satisfaction and progression, Insurance could be just the right fit”, says Recruitment Specialist, Laurence Cooper.
We asked him a few questions about changing into this exciting career.

Tell us about your experience, Laurence?
I started in the Insurance industry in 2015, having previously worked in a Sales role. I started on a lower salary initially, but quickly gained experience and the company I worked for put me through my CII qualification. In total I worked in the industry for 7 years and really enjoyed it. The sector is interesting and varied with plenty of scope to progress, and no two days are the same.

What kind of jobs are there in Insurance?
You can either work for a broker, which is an intermediary company dealing with multiple insurance companies to find their client the right deal, or an insurance company itself.

Entry level positions include Customer Service Advisors and Personal Lines Insurance Brokers.

From there, once you have experience you can progress in a few directions, including Accounts Handler, Claims Handler, Account Executive, Underwriter, all the way up to Senior Management and Directorship.

What types of Insurance are there to work in?
The two main areas are Personal and Commercial.

Personal (or ‘Personal Lines’) will cover car, home, van, health, pet and travel insurance and commercial will cover anything business related, including property and fleet.

If you were thinking of changing careers into Insurance, what role would you start in and how much would the starting salary be?
This would be dependent on experience. Previous experience in a Sales, Customer Services and other similar roles is beneficial and will help get your foot in the door for an interview. It will also help when answering interview questions and can even have an impact on your starting salary.

Generally, you may start in an Insurance Broker role, and the salary could be from around £22,000 to £27,000, depending on the company, location, and your previous experience. If you have administration or customer service experience, this is advantageous.

You could also start as a Customer Service Advisor, which, depending on experience, company, and location, could start at around £20,000.

What does each role entail?
Account Executive
Typical responsibilities of an Account Executive include providing quotations on all products, arranging renewal and new business meetings, making mid-term adjustments, issuance and renewals, administering lapses and cancellations, liaising with Insurer’s and Underwriters on terms and conditions, arranging finance agreements and processing payments.

Account Handler
Account Handler roles include communicating with clients over the phone, email and face to face, sourcing and presenting the most suitable cover, liaising with underwriters, and managing renewals, mid-term adjustments and claims. Most clients will be warm clients.

Actuary
The responsibilities of an Actuary include understanding market trends and researching, designing, and developing profitable new products, providing support to stakeholders, ensuring accuracy of terms and conditions and product documentation and compliance with relevant regulations and legislation.

Claims Handler
The day to day responsibilities of a Claims Handler include managing a portfolio of claims, liaising with policyholders and experts, checking the accuracy of information, attending site visits with loss adjusters and providing excellent customer service.

Customer Service Advisor
The role of a Customer Service Representative can include assisting with all in-bound customer requests and queries and finding the best product solutions for customers dependent on their specific needs and requirements.

Insurance Broker
Insurance Broker roles are strongly administrative. The types of responsibilities you may do include making changes to policies, setting up new policies, renewing existing policies, cancelling policies, mid-term adjustments a lot of customer services on the phone and face to face, all inbound, a little cold calling i.e. lapsed clients.

Insurance Claims Investigator
The role of an Insurance Claims Investigator is to investigate claims and resolutions, manage all aspects of a claim until the validity is determined, provide technical guidance to stakeholders, examine documents, and prepare schedules for remedial work or cash settlements.

Risk Manager
A Risk Manager maintains the financial health and stability of an insurance company by proactively identifying, assessing, and managing risks. The role includes data analysis, developing and implementing strategies, researching, and staying informed about regulatory requirements, collaborating with underwriters to assess and price risks appropriately, developing contingency plans and procedures to respond to unexpected events or crises, monitoring and reporting the performance of the company’s risk management strategies and reporting to senior management.

Underwriter
Underwriters normally work for direct insurers, and they are responsible for deciding whether a policyholder’s risk is approved or not. Their role includes putting terms on a policy and setting limits and excesses.

What professional qualifications can you gain in Insurance?
There are a number of qualifications that you can gain in this sector. The professional body is the Chartered Insurance Institute and there is a Registered Qualifications Framework that has 5 levels.

Level 2 (CII Award): similar to GCSEs

Level 3 (CII Certificate): similar to A-levels

Level 4 (CII Diploma): similar to the first year of undergraduate study

Level 6 (CII Advanced Diploma): similar to a Bachelor’s degree

Level 7 (CII Advanced Diploma): similar to a Master’s degree

For more information, click here.

Some companies will support you to complete these qualifications and on successful completion of each stage, you may be promoted or receive a pay rise or bonus.

What transferable skills should you mention in an Insurance job interview?
It is important to draw on a variety of experience that you have gained in previous roles. Customer services, administration and sales skills are all very transferable. It will also help if you demonstrate skills that are listed in the job description, for example, collaborating with other departments, good communication, working to deadlines, attention to detail and managing a busy workload. Good people skills can be extremely beneficial as there can be a lot of client contact. And remember to be prepared to give examples.

How do the salary expectations improve with progression?
Dependent on the location and type of business, salary expectations could look like the following (November 2023)

An established Account Executive can earn from £30,000 up to £90,000 plus commission. This is one of the higher roles in Insurance before directorship.

An experienced Actuary can earn from £40,000.

Claims Handlers can receive between £27,000 to £35,000.

A Customer Service Representative can normally earn between £20,000 to £25,000.

A director can earn anything up from £60,000 and may also be entitled to receive dividends.

Risk Manager salaries usually start from around £40,000.

Underwriter salaries can usually earn anything up from £45,000 or more depending on the specialism.

What is the work-life balance like?
The work-life balance can be excellent in Insurance, with an emphasis on a good working environment and company benefits.

However, sometimes you may need to be prepared to work longer hours, with occasional weekend working to speak with clients.

For more information, or to speak to Laurence about current opportunities, please call 01242 505400 or email laurencec@rerecruitment.com

As the world has become more and more digitalised, workplaces have had to embrace technology to keep up. Nowhere is this more apparent than in the office, where the role of the administrator has undergone significant transformation. In this blog we will look at the evolution of administrative roles in the digital age and how you can make sure you keep up with developments.

How have Administrative Roles Changed in the Digital Age?
At one time, administrators were seen as the backbone of a company, quietly performing their administrative duties in the background. Today, administrators are at the forefront of the technological revolution, driving system and cultural change in the workplace. If they previously played a supporting role, they are now the ones shaping the future of the modern workplace. Here’s how administrative roles are changing in the digital era:

From paper to pixels
Perhaps the most noticeable evolution of administrative roles in the digital age is the move from paper to PC. Cloud-based management systems and instant messaging platforms have replaced filing cabinets and handwritten memos. Administrative staff not only have to know their way around a computer, but they should be driving these digital migrations.

The new digital literacy rules
Administrative roles are increasingly being migrated to digital roles so it follows that administrators need to be tech-savvy. As well as knowing their way around computer programmes such as the Microsoft Office Suite, administrators will need to be au fait with virtual communication tools, messaging systems, project management systems and data analytics software.

Communication goes viral
Effective communication is vital for administrative staff in this digital age. Communication tools have evolved so that the whole staff team can stay connected and collaborate on projects, wherever they are based. Whether it’s via instant messaging apps, virtual meeting platforms, or project management tools, communication in the digital age makes it easy to coordinate tasks and maintain a smooth flow of information.

Embracing AI integration
Administrative tasks used to be defined as being repetitive and time-consuming but AI and automation is changing that definition. Administrative professionals need to embrace AI and look for opportunities where automation can be applied, such as email scheduling, data entry, report generation, and appointment scheduling. Working alongside AI, administrative professionals can focus on higher-value administrative tasks and implementing strategic initiatives.

A focus on security
Anyone working in administration knows the importance of confidentiality and document security. In the digital age, administrators have moved on from locked filing cabinets to becoming the gatekeepers of digital security for their company. Understanding cybersecurity best practices, recognising potential threats, and ensuring the privacy and integrity of digital assets are now integral aspects of the administrative role.

It’s all in the detail
Administrative work has always needed precision and accuracy, perhaps now more than ever. With so much administration now taking place online, on documents that colleagues can change and edit, and with so many applications to work with, administrative staff need to have an even keener eye for detail. It would be wise for administrative staff to implement processes for reviewing work at strategic stages of each project.

Professional development and training
A key area of change for administrative roles in the digital age is that of professional development. Technology doesn’t stand still and new computer programmes and apps are being developed all the time to try to make administrative tasks more efficient. Administrative staff should take advantage of these developments by staying abreast of industry changes and attending webinars and training courses. That way they get to be the driving force behind the evolution of administrative roles in the digital era!

If you are looking for an administrative role in the digital age, take a look at our current job vacancies. And get in touch with one of our recruitment specialists if you would like help brushing up your administrative or digital skills.

Today, it would be unthinkable to imagine working life without a computer, so it makes sense that you keep your computer skills up to speed. You don’t have to be an IT genius, but there are certain software skills that every office worker should know if they want to impress at work and do their job to the best of their ability.

What are software skills?
Software refers to different types of computer programmes that are used on computers to perform specific tasks. Many of these computer programmes, such as Word and Outlook, will be familiar to anyone who uses a computer at home. Others are more advanced and relate directly to certain industries and you will only need to know them if you work in those industries. If you are looking to work in an office, there are a handful of software programmes that you should familiarise yourself with which would give your CV a boost.

Top 5 Top 5 Software Skills Every Office Worker Should Know
Microsoft Office Suite
You will probably already be familiar with Microsoft Office and its suite of everyday computer software programmes such as Word, Excel, PowerPoint and Outlook. Proficiency in these applications is fundamental for anyone wanting to work in an office as they allow you to perform tasks ranging from document creation and data analysis to presentation design and email management. Advanced Excel knowledge, including functions, formulas, and data visualisation, is desirable as it can significantly boost productivity. And with more collaborative work becoming more important in office life, understanding features, such as real-time sharing and editing in the cloud, is essential.

Project Management Tools
In today’s fast-paced working world, it is more important than ever to keep track of projects and manage them efficiently. That’s where Project Management Tools come in. Applications such as Asan, Teamwork and Jira allow teams to organise and manage projects through different stages of their life cycles, to ensure that everyone can hit deadlines and budgets.

Communication and Collaboration Platforms
With more people embracing hybrid and remote working, it has become more important than ever to have efficient methods of communication. Tools such as Slack, Zoom, and Microsoft Teams make it possible to share information in real-time through chats and messaging, conference calls and virtual meetings and the sharing of files. These applications mean that wherever you are in the world, you can communicate easily to ensure smooth day-to-day interactions.

Digital Marketing Software
Websites, email newsletters, social media applications, these are all digital tools that companies need to grow their business. WHile marketing may not be part of your remit, it is useful to have basic knowledge of CMS systems for updating website content, email marketing platforms such as MailChimp, familiarity with GoogleAds and social media apps such as Linked In and Instagram.

AI Tools
Love it or hate it, AI is among us and it looks set to stay. When programmes such as ChatGPT and Bard hit our screens in the summer, it signalled the start of an AI revolution. As AI continues to develop, it will become an increasingly important tool to have in your skillset. To get the most out of AI applications, use them as you would any other computer software programme – as something that makes you more efficient at your job. And try to keep up to speed with all features of AI programmes that could be helpful in an office environment and familiarise yourself with any new updates.

How to improve your office software skills
Technology is always changing so it’s only right that you should improve your software skills to keep up. There are many classes or training courses in computer skills available, either online or at adult education centres. Universities and colleges also offer enhanced computer skills classes. You can also find free tutorials on YouTube and other platforms which will give you a good insight into computer applications and how to use them.

If you are looking for an office job, talk to one of our recruiters who can help match your computer skills with the ideal role.

Writing a cover letter to a recruitment agency requires a different approach to that of writing a cover letter for a job application. But it is an important part of the job-hunting process and shouldn’t be overlooked. In this blog we give you 8 top tips on how to write a cover letter to a recruitment agency.

Why write a cover letter to a recruitment agency?
Job-seekers generally write a cover letter to a recruitment agency when they are looking to move job roles. They will usually be responding to a recruitment agency job advert or sending a cold cover letter, speculatively approaching an employer to seek out opportunities that have not been advertised.

If you write a cover letter to a recruitment agency responding to an agency job advert, make sure you tailor your letter to the advert. Gear the letter to show how you meet the job specifications and how your experience and qualifications show that you are suitable for the role.

If you write a cover letter speculatively, then keep in mind that recruitment agencies are often inundated with unsolicited CVs and cover letters. You need to make sure yours is the one that stands out and gets read.

How to make sure your speculative cover letter stands out
1. Keep it short and sharp
Recruitment agencies are fast-paced environments which means recruiters won’t have much time to dedicate to reading unsolicited cover letters. However, that doesn’t mean it’s not worth trying. The golden rule is to keep it short – no more than half a page – and sharp – get your main points across in the first two sentences.

2. Narrow your focus
Even though you may be applying speculatively, don’t be too broad. It’s much easier for a recruiter to place someone who has specific expertise and experience that relates directly to a job vacancy they need to fill. And if you can highlight this in the first paragraph then your letter has got a good chance of being read.

3. Start with a killer intro
Think about how many unsolicited covering letters a recruitment consultant gets sent every day. To stand a chance of being read, yours has to sell you and your suitability from the outset. If you’ve been given a referral from someone, mention that in the first sentence – it shows that you are likely to be a trustworthy candidate and the personal connection can be a good selling point.

4. Pinpoint your expertise
Don’t do waffle – the recruiter will spend around 5 seconds on your opening sentence so if you don’t excite them in that time, chances are they won’t read on. You may have just the right skills they are looking for, but if these are buried in the second half of your recruitment letter, these skills become worthless.

5. Honesty is the best policy
We’ve all watched ‘The Apprentice’ Interviews – it NEVER pays to lie in your application process! Be honest with your skillset, your position in the company and your next career goal. Similarly, don’t oversell your qualifications or any training you’ve had.

6. Highlight your successes
Don’t just list your skills and qualifications – talk about how you’ve achieved success in your current or previous positions. Share quantifiable achievements that showcase your ability to deliver results. These examples help recruitment agencies understand your potential value to their clients.

7. Write in proper business speak
Txt talk this isnt lol! You might have forgotten how to use punctuation and grammar with your mates, but when it comes to writing a cover letter to a recruitment agency, old school rules apply. That means being coherent in what you say and how you say it. Keep the writing concise but fluid, and don’t forget to check your spelling, grammar and punctuation.

8. Don’t forget the details
In your final proofread, make sure you’ve included all of your contact information and that it is correct. Finish on a positive note – reiterate your enthusiasm for working with the agency and express your hope for a successful collaboration. Indicate your availability for further discussion.

Need more help on writing a cover letter to a recruitment agency?
At RE Recruitment, we’ve got lots of info and advice on helping job seekers with their next move. We understand that writing a cover letter can be a daunting task, so we’ve provided guidance on how to prepare a covering video as well as a covering letter.

If you need any more help with how to write a cover letter to a recruitment agency, then please do get in touch. One of our team will be happy to take you through the steps.

Hospitality is a unique sector. Unlike other industries, hospitality is based on relationships more than formal qualifications. With such a vast range of roles and job titles, LinkedIn or job boards might not always be the best place to find your next hire; some of the best staff will come through recommendations and relationships.

Search in the right places for the right candidates
Within hospitality, you need to know where to look to find the best candidates. Not everyone in the industry is actively looking for a new role. This means it is easy to miss the best candidates. Using a specialist recruiter who knows the market gives you a way in with some of the best hospitality talent in the area.

Use your network
Word of mouth and relationships make a difference in the hospitality sector. Good chefs know good chefs and great waitstaff know others who excel in their service. Don’t underestimate the value of personal recommendations.

Ask around in your network when you’re looking for a new team member. You’ll often find that hires are just a few connections away.

Craft your job description
Your job specification needs to be more than just a basic outline of tasks. You should be detailing the details that matter, the hours and shift patterns such as weekend work, the type of work environment, as well as the interview process.

Remember, candidates are sizing you up just as much as you are sizing them up. The more appealing and clear you make the role, the better the talent you’ll attract.

Be Organised
You must be prepared to organise an assessment day or an on-the-job interview. This means having a kitchen ready for chefs to display their skills, having the ingredients, the workstation all ready, and a list of what you’d like them to cook. If it’s front-of-house staff you’re testing, have a series of customer interaction scenarios ready for role-play.

Move Quickly But Sensibly
Good candidates won’t wait around forever. If you’ve found someone perfect for the role, move swiftly. Remember, “swiftly” doesn’t mean “recklessly”; conduct reference checks, maybe even a second interview, and ensure they truly fit with your team.

Use a Recruiter
Job boards and your personal network are all well and good, but a specialist recruitment agency can be a game-changer; they already know who’s looking, who’s good, and who will fit in with your needs. They can also offer valuable market insights like salary benchmarks and skills shortages. The time saved and the quality of the candidate you’ll get can make it well worth the investment.

Finding the best staff in hospitality is not a one-size-fits-all approach; it is an industry that requires a personal touch, from how you look for candidates to how you bring them onto your team.. By getting the details right, whether it’s crafting a compelling job spec, preparing thoroughly for assessments, or choosing the right channels to find candidates, you set yourself up for success.

Don’t Rush
Because at the end of the day, the right staff aren’t just filling a role. They’re ambassadors of your brand and company culture, critical to delivering the service that keeps customers returning. So take the time, make the effort, and find the people who will help your business thrive.

To help get the best potential candidates for the job, Re Recruitment’s specialist hospitality recruiters can guide you through the process. Get in contact with our team to start your hiring process today.

Imagine the scenario: you’ve been offered a great position in a new company but when you tell your current employers, they come back with an even more enticing offer for you to stay. Suddenly you feel like the most popular person on the block! But there’s more to counter offers than meets the eye, and deciding on whether to accept a counter offer or move on to pastures new requires some careful thought and a great deal of soul-searching. In this blog we explore how to deal with a counter offer, how to weigh up the pros and cons and how to make a well-informed decision.

What is a counter offer?
A counter offer is an offer made by your current employer in response to your decision to leave for a new job. Typically, it includes incentives such as a salary increase, a promotion, or improved working conditions to persuade you to stay with the company. While it may seem flattering, you do need to look at the motivation behind the counter offer and give it some very careful consideration.

How to decide whether to accept a counter offer
Look at your reasons for leaving in the first place
If you enjoy your current job but felt you were being passed over for promotion or didn’t receive enough pay for what you did, a counter offer can be an easy way to fix this. However, if there was more at play, such as your values were misaligned or you felt the work-life balance was out of kilter, these are issues that might be more difficult to rectify. Assess whether the counter offer addresses your concerns effectively. You don’t want to regret your decision six months down the line.

Consider your long-term goals and happiness
Evaluate whether the counter offer aligns with your long-term career goals and aspirations. Does it offer a genuine path for professional development and advancement within the organisation? Think about whether staying with your current employer will help you achieve your career objectives. It can be all too tempting to accept a counter offer because familiarity feels like a safer option.

Make a list of pros and cons for both jobs
It can be helpful to see things in black and white so writing down on paper what both jobs offer will highlight the advantages and disadvantages of each. Look at things like commute, social events, opportunities for promotion and company culture as well as salary, incentives, bonuses. Tally up your list and see which offers the best scenario – you’ll tell by your gut reaction whether you should stay or not!

Have an open discussion with both employers
When there is a counter offer on the table, there’s never been a more important time for open discussion. This is your chance to iron out exactly what is on offer and even shape things to your advantage. Honesty is key but it also pays to be bold. Ask what your career progression looks like and try to get an idea of exactly how much you are valued.

Take your time before deciding
Don’t feel pressured into making a decision too soon. Whatever you decide will likely affect your long term career path so you must make sure you’ve analysed both offers in depth. Stand back from the heat and reflect on whether the offers meet your financial, personal and professional needs.

Need help deciding whether to accept a counter offer?
Ultimately, the decision to accept or decline a counter offer should be based on what best aligns with your career goals, values, and personal happiness. It’s essential to make an informed choice that will benefit your professional journey in the long run. If you need more advice about whether you should accept a counter offer, then please speak to one of the recruitment specialists at RE Recruitment.

Being a parent is a full-time job, and juggling it with a professional career can be a tightrope walk. The need for flexibility in the workplace has never been more apparent, especially for parents who must balance work commitments with responsibilities like school drop-offs and daycare timings.

Recent legislative changes, such as the UK’s Pregnancy and Maternity (Redundancy Protection) Bill and the Flexible Working Bill, are making strides in this direction. But what does this mean for you as a job-seeking parent? Let’s delve into your rights and how you can negotiate for a work-life balance that suits your family’s needs.

The Changing Landscape: New Rules and Regulations
Flexible Working Bill
The UK government has recently passed the Flexible Working Bill, which allows employees to request flexible working arrangements from day one of their new job. This includes part-time work, flexi-time, compressed hours, and even the flexibility to work from different locations.

Pregnancy and Maternity (Redundancy Protection) Bill
This Bill aims to extend the existing protections against redundancy to pregnant women and those who have recently returned from family leave. If you’re returning to the job market post-maternity, this is a significant step towards ensuring your job security.

Your Rights as a Parent
Equality and Diversity
Employers are increasingly recognising the importance of diversity and inclusion, which extends to accommodating the needs of parents. Discrimination based on parental status is not just unethical but illegal.

Negotiating Flexibility
If you’re a dad who has been offered a new job and you currently enjoy the flexibility to do school drop-offs and pick-ups, you have the right to negotiate similar terms with your prospective employer. The new Flexible Working Bill supports you, requiring employers to consider such requests seriously.

Practical Tips for Job-Seeking Parents
Be Open and Honest: During the interview process, be upfront about your need for flexible working hours. This will help you gauge the company’s openness to flexibility.
Know the Law: Familiarise yourself with the latest legislation related to parental rights in the workplace. This knowledge will empower you during negotiations.
Consult Company Policies: Before accepting a job offer, review the company’s policies on flexibility, parental leave, and other benefits that are important to you.
Seek Advice: Organisations like “Pregnant then Screwed” offer resources and advice on how to handle discrimination or unfair treatment related to pregnancy or parental responsibilities.
Parental rights in the workplace is shifting towards greater flexibility and protection. As a parent seeking employment, you are not just looking for a job; you’re looking for an environment that respects and accommodates your dual role as a working parent. Armed with the right information and a clear understanding of your rights, you can make informed decisions that benefit both your career and your family.

Remember, being a parent doesn’t mean you have to compromise on your career aspirations. In today’s evolving work environment, you can indeed have the best of both worlds.

At RE Recruitment, we can help you find your next role at an employer who values you as a worker and a parent. Whether you are just returning to work or looking for your next role, call us today or contact our team on, and a recruiter will get in contact.

Joining a new company can be a daunting experience for anyone. The process of onboarding is designed to make the transition as smooth as possible and should leave your new recruit feeling welcomed, valued and an integral part of the team. Get that right and chances are you’ll have a happy employee who’ll stay with you for the long-term. Read what RE Recruitment’s People Development Manager, Lucie Dowie, has to say about successful onboarding…

How to have a smooth onboarding process
“Effective onboarding is more than conveying information and ticking boxes, it’s about creating a positive environment that makes new employees feel welcome and engaged from day one. Here’s how to do it well:

1. Set clear objectives
What do you want your new employees to get out of the process? And equally, find out what your new starters want to get out of the process themselves. Onboarding should be a two-way procedure where any questions and concerns are dealt with so that once the onboarding period is over, your new employees should feel that they have everything they need to get on with the jobs they were employed to do.

2. How long is the onboarding period?
Set a clear structure for your onboarding process and get feedback at the end. This will help you improve the process for other new recruits. Provide the new starter with a schedule or timeline that lays out what will be covered and what to expect. Our onboarding procedure is typically three weeks but you can create your own time frame depending on what you need to cover.

3. Onboarding starts before day one!
The wait between accepting a job offer and actually starting can be daunting. That’s why it’s a good idea to start your onboarding process early, to keep the momentum up and to start building that important employer-employee relationship. Send out paperwork, keep in touch and explain what they can expect on day one. Identify what the new recruit will be provided with (laptop, phone etc) and what other things the company provides.

4. Tailor the onboarding to suit the individual
It’s good to have a standard onboarding structure but it should be tailored depending on the job role and needs of the individual. In our three weeks of onboarding, all new starters will cover standard modules but then other modules will be scheduled depending on their job role and experience.

5. Identify essential onboarding
Every new starter should get an overview of the company culture and values, an explanation of the structure and the key personnel. Go through any benefits packages and HR procedures. Introduce recruits to their team and key personnel and encourage current staff to take time to check in with new employees. Check their access to and understanding of company resources, IT systems and tools. Identify gaps and arrange training and development in essential skills and tools so they can ‘get off the ground’ quickly. Essential training should be part of the initial onboarding with the option of ongoing training sessions subsequently.

6. Regularly evaluate the effectiveness of your onboarding process
Poor onboarding can leave your employees with lower confidence in their new roles, worsened levels of engagement, and an increased risk of jumping ship when they see a new, more exciting position elsewhere. If you want long-term commitment from staff, you should never stop ‘onboarding’ your employees. That means arranging regular catch-up sessions, appraisals, training opportunities and celebrating key milestones in an employee’s career.

If you would like to know more about how to instigate a smooth onboarding procedure at your company, talk to RE Recruitment’s People Development Manager, Lucie Dowie. Lucy has written a blog on our website about Talent Development Strategy and has a wealth of experience with onboarding procedures and can advise you on how to make your new recruits feel welcomed and valued from day one.

The job market has always been fluid and ever-changing, but 2023 marks a significant shift. The recovery from Covid for many businesses has been amazing. But with high inflation rates and higher interest rates being introduced, many businesses are worried about hiring incorrectly in these uncertain times.

An Overview of the Current Job Market

In 2023 the job market carries on a turbulent trend. Many businesses are still seeing a strong recovery from the Covid pandemic, starting to get back to normality and, in some cases, recording record profits, whilst others are looking at inflation and interest rates and thinking about what the future holds.

For candidates, there is no better time to move. The Financial Times recently reported that the job market is still hot, and unemployment is near record lows. This means businesses must offer inflation-busting wage rises to attract the right candidates.

Whatever your situation as a business, having the right person in the right position can help make the good times even better and the tough times a little easier.

How to Review Your Employee Benefits Offering

When attracting the right candidate for your business, your benefits offering could be the thing that sets you apart from other potential suitors.

Look at how your benefits stack up
Take an honest assessment of how you compare with your competitors. Are they offering something you don’t? If you are feeling you are behind, you need to look at the way you can become the leader in your industry for benefits.

Ask your employees
Getting honest feedback from your current employees is the best way to assess your benefits. Your star benefit that might seem great on paper might not been used and could be costing you. If your current employees want a certain benefit, prospective employees may want the same.

Are you Flexible?
Since the Covid pandemic, employees’ outlooks have changed. They are looking to be treated as individuals more and want an employer who is considerate and flexible. This doesn’t always mean hybrid working, it could mean allowing a worker to come in later so they can do the school run.

Investing in your employees
Do you invest in your employee’s growth? By showing how you can help prospective hires grow as an individual, you will show how you can help them progress their career.

What doesn’t work for hiring in 2023

Whether you are writing a job ad or speaking to a candidate in an interview, there are a few things that you need to consider.

The job market is candidate led, with top talent also being spoilt for choice when it comes to applying for a new role. These candidates don’t want to feel like another cog in the machine. The interview process needs to be managed in a way that that doesn’t leave candidates feeling like they are being played against one another, but speed will need to be of the essence to secure the best talent on the market.

The work-life balance is a word thrown around a lot at the moment. Still, you must understand that a candidate is taking time out of their lives to have an interview, so showing small flexibility can help create a positive interaction with the candidates.

Previous generations might have felt that the employer held the cards. Now, with a competitive job market with an increased focus on the employee, more and more companies need to become self-aware about their offering. Today’s professionals expect an attractive package, which is not always about pay. Being an attractive employer means attracting and retaining top talent for longer.

If you are looking for advice on how to take the next step in your employment strategy or have a role that you need help finding the best candidate for, our team is ready and willing to help. Call us on 01242 505 400 or email us at hello@rerecruitment.com, and a specialist member of our team will get back to you.