Like it or not, remote working is here to stay. According to the Opinions and Lifestyle Survey (ONS), when questioned last year, 8 out of 10 workers planned to work from home and in the workplace (‘hybrid work’) in the future.
Lockdown undeniably accelerated the UK’s move to the remote working model but there has been an appetite for flexibility in the workplace since the 1980s. So much so that, today, employers know that if they want to attract skilled, qualified employees, they have to offer remote working options.
Remote working suits some industries better than others, and is especially applicable for jobs that involve computer work, digital marketing and website development, and administration work – many of the sectors that feature in our blog What Jobs Are in Demand in 2023?
That’s why today, 58% of all UK companies are offering some form of remote working to viable staff. This relatively recent shift means that employers are still working out how to make this model benefit everyone, but at the heart of its success is the idea of trust.
How do you build trust with remote workers?
With so many staff members working remotely, whether full-time or using the hybrid model, it has become even more important to develop a sense of teamwork and camaraderie between colleagues. When people are not present physically it can be easy to overlook them – so much information or bits of news are passed on when you bump into someone in the office, but if you’re a remote worker, you won’t have this sense of inclusion.
To build trust in relationships takes effort but there are ways to make sure everyone feels included and valued:
1. Be honest and transparent about remote working expectations
The boundaries between work and home-life are becoming increasingly blurred so it’s a good idea to lay out what you expect from remote workers at the outset. This might be a requirement to fulfil hours during set times in the week or you may be happy for remote workers to catch up their hours at the weekend or in the evening. Be honest about what is and isn’t working and don’t be afraid to discuss the boundaries with staff if they are affecting productivity.
2. Have regular communication with the remote workforce
It is imperative that you regularly communicate with your remote workforce, just as you would if they were office-based. This can be in the form of company-wide emails and updates, keeping people involved in certain team or project news, or sharing work information. Explore different methods of communication such as video conferencing, instant messaging platforms and project management software so that information flows smoothly and everyone is kept up to speed and in the loop.
3. Plan virtual team-building exercises and meet-ups
When you have a remote workforce, arranging a physical meet-up can be tricky, so switch it to a virtual one instead. During Covid, families and friends came together on Zoom for bingo evenings, pub quizzes and games nights, so it is possible to arrange something online that can be shared by many. Set up company catch-up sessions and encourage staff to get to know each other by creating breakout rooms and asking them to share best remote working practices or other useful anecdotes from their experiences.
4. Schedule regular check-ins to offer support and feedback
Out of sight should not mean out of mind so make sure your remote workers know they are valued. When you work in an office, it’s easy to enjoy snippets of feedback and praise while waiting at the coffee machine or by the water cooler, so it’s important to make an extra effort with your remote workers. Publicly recognise any achievements in group emails or messages: simple gestures of appreciation go a long way in building trust and boosting remote workers’ morale. And schedule regular appraisals so that your remote worker has the opportunity to give their feedback on projects and their work-life balance.
5. Give opportunities for progression and online self-development
To keep your business moving forward, it is important that all of your workforce keeps up to date with new training and skills acquisition. That applies equally to remote workers. There are plenty of online training opportunities that they can take advantage of and by offering these you will be signalling to your remote workers that you support them and value their long term commitment.
6. Allow remote workers to exercise autonomy and self-regulation
You’ve given your staff the green light to work remotely so trust them to manage their time efficiently. If they have to pick the children up from school or walk the dog in the middle of the day, trust that they will make up the hours at other times. No-one likes to be micromanaged so give your employees the space to work at the times that suit them best. You’ll get so much more out of them if you do, and, besides, you’ll soon know if projects aren’t being delivered on time!
At RE Recruitment we have a number of vacancies for remote or hybrid workers. Register your interest online or speak to one of our advisers for more information.
Corporate Social Responsibility (CSR) – three words headed on a company’s policy document (if some even get that far) and too often fated to dwell in the deepest, darkest depths of a file server. But what does it really take to live and breathe a company’s commitment to bettering societal and environmental challenges?
Here, we share our journey of building and nurturing our environmental pledge, our quest for sincerity through consistency, why it matters and why the heavyweight of responsibility rests on all corporate shoulders, not just that of giants.
Whatever sized operation in the business of doing business, the trade process has a cause and effect, input and output, push and pull that can affect communities and the environment, directly or indirectly. CSR is therefore a company’s proactive movement to improve its social impacts and its environmental footprint on the world.
Today, more than ever, companies are being compelled to act responsibly when it comes to safeguarding our planet, as consumers and investors increasingly vote with their hearts, minds and feet, opting to make transactions with those that commit to genuine environmental practices.
Companies that do this effectively, deploy comprehensive CSR programmes that engage all business units, have dedicated staff/resources and have social values ingrained in their culture. Although, this is not all plain sailing.
Environmental policies: a test of sincerity
It’s hard to fake it, being ‘green’ and socially responsible. People will see through token gestures in a heartbeat and sadly too many companies see this activity as solely a USP, rarely instilling environmental practices into their culture, dipping in and out of CSR activities.
Our Founder and Chairman, Richard East, is our central CSR driving force, living and breathing for the greater good. He regularly sneaks off to his local FareShare depot to volunteer his time to help the UK’s leading food bank and will potter away planting trees (among other fauna enhancing flora) in the locale to boost the environment. The marketing department loves this, regularly begging to sing and dance about this activity to the wider world, but the retort is often the same “only do it if it’s sincere.” That’s the difference, doing what’s right and not just because we should be doing it.
This is the key point – sincerity and consistency – enhancing any company’s environmental footprint must resonate across all business operations from supply chains, energy usage and recycling to engaging staff through awareness and training on sustainability issues. Any activity must be regular, meaningful and measurable to make a positive difference…..and to be taken seriously. Something that many organisations struggle to achieve.
So, how are we balancing environmental objectives with doing business?
Well firstly, any organisation must ‘nail their colours to the mast’ with an explicit dedication to sustainability and the environment. We’ve achieved this via our Environmental and Sustainability Best Practice Charter which maps out our journey, goals and objectives that we hold ourselves to, measuring our performance en route.
Next, is imploring our internal and external stakeholders to buy into this vision, see that it’s sincere and work towards achieving environmental aims. That starts with building our environmental culture from within. Our dedicated band of brothers and sisters regularly beat our CSR drum from our Environment Committee platform, bringing our people to our authentic cause, raising awareness of environmental issues and collectively finding and being a part of positive solutions.
They say actions speak louder than words and we are not all talk. We regularly challenge ourselves to think about how our daily actions impact the environment. Our recent Plastic-Free Day presented huge tests and sparked thought-provoking changes to the way we work – we have already dispensed with plastic water bottle dispensers and cups across our branches.
However, trying to operate without plastic for a day rammed home how this material has engulfed our workplace and lives, yet continues to cause devastation across our natural environment. We can do more than just recycle and limit its use where possible and its finding that ‘where’.
Other affirmative action we are taking to limit negative effects on the environment, both internally and externally, include: reducing company cars, opting for electric/hybrid options; promoting the cycle to work scheme; reducing paper consumption by embracing more online solutions; installing centrally-controlled heating and air conditioning; litter-picking team days; sponsoring trees; measuring and improving our waste management…..the list goes on and on. This is all a tip of a meaningful, and somewhat costly, iceberg – but a cost that matters to us
Keeping the impetus going and finding environmentally-friendly business solutions will always be a challenge for us and other businesses, large and small. We all have a part to play, however small this is perceived to be, and we should not lay blame and rest responsibility solely on the giants’ shoulders.
What will be your business legacy?
2021 is our 20th year of RE and Safehands Recruitment. Whilst this is a huge celebration for us – surviving several recessions, Brexit and a pandemic (to mention a few curve balls) – we want to look back on our journey and know that we had a positive impact on society and our environment.
We want to create and leave a legacy, one driven by utilitarianism, environmentalism and all the good ‘isms’ that make our business and wider world great. Our commitment to repairing and enhancing our environment is one big step on the ladder.
It’s been a very tough and turbulent time for many businesses since March 2020. Alongside travel and retail, hospitality has been one of the sectors hardest hit by the COVID-19 pandemic.
It’s been an unprecedented year for hospitality; not only could venues only trade for a limited time, but when they did manage to open they could only do so with limited capacities, new social distancing regulations and they had to adopt a whole new mobile app orientated process. Enough to make your head spin!
However tough the past 12 months have been, what’s been humbling is seeing how the hospitality industry has pulled together to offer services and facilities to the community during uncertain times. Pubs and restaurants cooked meals for the vulnerable, hotels stayed open for essential workers and furloughed staff volunteered within the community or the NHS, to mention a few initiatives. One thing you can never say about the hospitality industry is they lack passion, grit and professionalism.
As we see the industry slowly re-open, what’s concerning is how do we attract young people back to work in hospitality? For the best part of 12 months, many of this young workforce have adapted and found alternative income whilst being furloughed from their day-to-day place of work. They’ve taken on a variety of other jobs, from delivery driving and warehouse working to launching businesses, having had the time to develop personal business aspirations.
Many have also managed to fill positions that have been vital in keeping the country going and have somehow landed on their feet in a better, more secure, position. None of these candidates would have ever thought they would be in the position they have been in over the past year, so finding that they are in demand from other sectors presents opportunities and security they welcome with open arms.
One supermarket chain, that will remain nameless, has announced a rather cunning plan to ensure that some of their current employees don’t return to the hospitality industry. They are increasing their driver’s pay to £10 per hour, which is a real and present danger to those hospitality employers that provide less compensation.
The flight risk is lower where the more senior hospitality staff are concerned, as this is their career and they’ve worked hard to cultivate it, dedicating many years to an industry they love – they cannot wait to return to normal. However, the backbone of the hospitality industry is comprised of Commis Chefs, Kitchen Porters, Floor Staff, Runners, etc., and these are the positions that many young people fill, thus the labour supply may be scarce for some time. This, coupled with the lack of consistency in Catering Schools over the past 12 months, presents many problems we need to solve.
How can our agency save you?
Just like Harrison Ford as Jack Ryan, we can save you from these dangers when it comes to attracting hospitality staff back to your business.
How? Well, we are the specialists, with over 15 years’ experience in the industry. We work day and night to source the best talent and how do we know it’s the best? Through our long-established connections, screening processes, training programmes and sheer tenacity and resilience in the quest.
Whether you’ve got a temporary or permanent requirement for staff, or need someone at short notice to fill a gap, we’ve got it covered. But don’t wait too long to scramble us, the summer rush is coming as the world starts to re-open and you need to act now to ensure you have adequate resourcing levels.
Let us let you focus on your core business and relieve you of the hassle of finding trained, ready-to-go and reliable people.
To discuss how we can support your business please contact Nic Bevan, our Hospitality Recruitment Manager, on 01242 505400 or nicb@rerecruitment.com
Most of us spend most of our lives at work, which is why work relationships are vital to employee wellness. The workplace, be it physical or remote, and the relationships we form often becomes an extension of our family and outside-of-work friendships, which is why it’s more about simply getting along with colleagues.
We all crave human interaction and connection with others – it’s our species trait – and if you’re an employer that endorses a culture of “you’re here to work and not to make friends” we’d ask you to think again and reassess this mantra.
Work relationships can positively or negatively affect performance, both for the individual and in some cases the team. If a workplace is a lonely environment or negative relationships are the main dish of the day, this can have a serious effect on productivity, stress levels and general happiness, manifesting in poor performance and employee health.
If you haven’t familiarised yourself with Abraham Maslow yet, then check out his motivational theory and views on the hierarchy of human needs. The social psychologist highlights our overwhelming desire for a sense of belonging and how this can be a significant motivating factor in our lives. Therefore, having strong social connections and interactions really do make people healthier and happier which can be converted into positive performance at work.
At RE Recruitment, we subscribe to this philosophy and regularly witness the benefits of a positive social culture within the workplace. Here are just some of the perks of effective working relationships and how they can contribute to your employee wellness programme and fundamentally a successful, productive workforce:
More loyalty and engagement: Employees with positive connections become more motivated to perform at their best. Those employees with social connections and who make genuine friends at work are generally more loyal and engaged. In turn, this generates a strong culture based on trust, respect, loyalty and team cohesion, all of which are solid bases for cultivating collaboration, teamwork and innovation. Building a work environment that promotes social engagement and connection WILL improve your recruitment prospects, helping you to be regarded as a ‘go-to’ employer that cares about the workforce.
More health: Employees with positive social connections are usually healthier. Those with a strong social support network reduce the risk of depression, high blood pressure and other health problems. Some research also shows that people with a prosperous social life with meaningful relationships live longer, which is hard to ignore. This is why social interactions are so important for employee health – sick days reduce, productivity rises and you’ll witness a more energised workforce.
But take note, some people find it difficult, and somewhat intimidating, to form effective working relationships. There are many grey areas and boundaries to negotiate when it comes to forming bonds with colleagues on a personal level, which can be overwhelming for some. By encouraging social connections, providing platforms where employees can interact and promoting social and emotional wellbeing, employers can help this process.
More happiness: Relationships are vital for our happiness, support and self-esteem. Havard’s Study on Adult Development assessed 724 lives over 79 years and found that relationships significantly impact our happiness and life quality. They also discovered that it wasn’t the number of relationships that matter most, but the quality.
Less stress: We all know that a stressed employee is a less productive resource and generally stress leads to absenteeism, illness, prickliness and low energy, all of which can harm a team. Shawn Achor’s research shows that one of the strongest predictors of reduced stress and increased happiness is social connection. He also highlights that friendships promote happiness and reduce feelings of stress, therefore helping employees garner social connections at work can help reduce most workplace stress.
So, what to do to promote social connections in your workplace? Here are some ideas:
Celebrate successes – However small, find new ways and things to celebrate with employees beyond the usual birthdays and holidays – be innovative. Recognise employee contributions, have employee appreciation days or just take the team for lunch after reaching a goal. The little things matter and we often acknowledge our employees with recognition awards and days out.
Social hubs: It’s difficult to socialise in the office, especially when some are working remotely or are in the office at different times, and if there are no suitable areas to chat. Create a comfortable area in the workplace to be social and ‘hang out’ that doesn’t disturb others. This can also be recreated online through a variety of forums and technology solutions; our online ‘Lunch and Learn’ sessions give those who don’t often work together with the chance to meet, chat, share ideas and generate wider social relationships. Also, make use of team chats, through Teams, Skype, WhatsApp etc.
Department interactions: Office layouts, physical working locations and job roles can restrict department interactions. We think it’s important to introduce teammates from other departments which can provide opportunities for further social connections. Volunteering days, company events and cross-departmental meetings are just some initiatives that work well and develop an inclusive culture. Employee ideas are shared and appreciated, we get to learn more about each other and experience meaningful interactions.
Team building: So long as team-building exercises are not forced or made uncomfortable for employees, they can inspire unity and comradeship. Team-building activities such as book clubs, team quizzes, sports etc, can be used to have fun, build connections and unwind.
Wellbeing challenges: Team wellbeing challenges, rather than individual, can be used to encourage social interactions. Walking, cycling or, for the ambitious, running challenges that encourage teams/departments to take more steps are great ideas. They don’t have to be physical and can be used to raise awareness by going vegan or plastic-free for a day for example. Our virtual March to Marche challenge for FareShare promoted the coming together of colleagues to achieve a common goal and make more connections along the way.
Promote positivity: Sounds simple, although often overlooked. Employers can drive positivity through laughter, showing gratitude, rewarding positive behaviour and positive messaging. This will all contribute to creating a positive work environment and help employees be more comfortable with each other. The knock-on effect will encourage positive communication and social connections.
Eat together: Bonding at meal and break times is super simple and extremely beneficial, so encourage this through team breakfasts, monthly team lunches and company events. Morning games can also make a team breakfast more fun and energise people for the day ahead.
Encouraging a culture of wellbeing and wellness shouldn’t be regarded as a chore, but as time invested in your people and your organisation’s success strategy. Part of this journey includes developing productive social connections and enhancing employee social wellbeing. Admittedly, not everyone will be ‘besties’ or get along every minute of every day, and it’s more about promoting an environment of trust, mutual respect and belonging.
To assist with his process, think about how you can recruit the right people that gel with your culture. We’re here to help.
Sources:
Havard Study: After Studying the Lives of 724 Men for 79 Years, Harvard Reveals the 1 Biggest Secret to Success and Happiness | Inc.com
Shawn Achor Research: Be More Successful: New Harvard Research Reveals A Fun Way To Do It – Barking Up The Wrong Tree (bakadesuyo.com)
Are you a recent graduate trying to decide on the right career path? Are you returning to work after having a career break and are unsure about the type of work that would make you happy? Or are you a seasoned worker who is perhaps just not in the right job, and you’re just not sure what position to take?
You’re not alone. A recent survey suggests that over two-thirds of adults in the UK were in a job they didn’t like or wasn’t the right fit.
The pandemic has highlighted this even more. Whilst some sectors like transport are thriving, hospitality and retail are suffering, with many people looking at changing careers.
Transferable skills
These are skills that can be adapted and used across a variety of different roles and fields. They could be skills you have learnt in the workplace, and it’s also worth considering any courses you have taken, volunteer work, internships, freelance work, even skills you use at home, including hobbies and sports you do.
Transferable skills could include:
– Leadership
– Problem-solving
– Teamwork
– Project Management
– Listening & Communication
– Time Management
– Writing
– Attention to detail
Make a list, think about what you’re good at when looking through job ads, read past the job titles, think about what they are looking for in terms of skills and abilities, and how your skills match. What did you enjoy doing in previous jobs? What did you dislike? Knowing your values, passions, and skills will help you understand what path to take and how these jobs fit your skillset.
If you’re still stuck and need some ideas, why not try some of these recommended quizzes that will help you decide.
Glassdoor – try taking this quiz to see which type of job best fits your personality and lifestyle: https://www.glassdoor.co.uk/blog/quiz-what-job-best-fits-your-life/
The Myers Briggs Type Indicator quiz is one of the most respected and used personality tests by career centres and hiring managers — and there’s a reason! It helps define how people perceive the world, using four psychological functions. These include sensation, intuition, feeling, and thinking — four things that can help you determine what career field and, specifically, what job fits your personality best or avoid roles that don’t align with who you are and what you’re looking for in a career.
https://www.myersbriggs.org/my-mbti-personality-type/take-the-mbti-instrument/
Try before you commit
Temp agencies such as RE Recruitment could hold the answer. We supply highly skilled workers to various industries and categories such as accounting and finance, marketing and communications, engineering, hospitality, manufacturing, transportation and warehousing, office and administrative.
We can provide you with many opportunities to work in different roles and different sized companies. Want to work for a start-up or Blue Chip? No problem.
Advantages to working on a temporary basis, to see which type of roles best suit you and make you happy include:
– The opportunity to work for companies ranging from start-ups to Blue Chips
– Working in different industries and see what fits you and makes you happy
– Updating and utilising the skills you have not used in a while
– Getting your foot in the door at companies you would love to work for in the long term
– Finding out what type of work makes you happy and getting that full-time position
The adage of ‘try it, you might like it’ has never rung so true. At RE, we don’t offer jobs. We provide career opportunities that can change your life and make you happy.
The Covid-19 pandemic has undoubtedly changed the shape of the job market. Remote and flexible working opportunities have increased, interviewing and onboarding have turned into a remote/off-site experience, job vacancies are at an all-time high and perhaps most importantly, the market is mainly candidate-led. So, now is the time to get your ‘eyes down’, roll the dice and scan those job pages for your next employment adventure!
As the UK’s fastest-growing, privately-owned multisector recruitment agency, we appreciate how daunting it can be to job hunt at any time, let alone following the most extraordinary 18 months we’ll hopefully ever experience in our lifetimes. We’re here to guide you and have compiled some top tips to help you on your way in our 6 part ‘The Ultimate Job Guide’.
In Part 1, we took a moment to think about true career paths, stop, take time out and reconsider where you are and where you’re going. We touched on skills you’ve already learned in the workplace, reflecting on those outside of work, courses, hobbies, sports volunteer work, internships, and freelance work.
We looked at transferable skills that you can use to change your path to help you review how jobs you apply for might fit your skill set and what type of culture might suit you best.
The candidates that stand out are the ones that are seen as driven and put in the extra effort to stand out from the crowd. You can do this by being diligent with your job hunting process and organised; it will show that you are passionate about the job you’re applying for.
We, humans, love structure, so before you plough ahead chucking CVs here, there and everywhere, you need to plan and the more you can treat the job hunt like a job in itself, the more likely you are to succeed. Set yourself goals, diarise activities and review your progress.
1. Weekly plan: Set yourself a workable plan. Monday to Friday 10 am – 4 pm or maybe give yourself an afternoon off as a reward for achieving a goal.
2. Get dressed for success: If you dress the part, you feel the part, so make sure you’re up and ready at your set work area on a Monday morning, ready to go.
3. Break your day into structured activities:
– 2 hours – Applying for jobs, ensuring CV and covering letters are on point (more on that in parts 4 and 5)
– 1 hour – Researching the businesses you are applying to work with. What are their strengths, position in their market, goals and vision? Review how you would fit and what skills and experience you could bring. Find out about the company culture, benefits and salary range, products and services and working environment – are these right for you?
– 2 hours – Networking on LinkedIn, connect, engage and remember it’s a SOCIAL platform, so be just that (more on this in part 3)! Find online networking groups and forums that will help hone your job-seeking skills.
– 1 hour – Jobs skills, get as much help, advice, training, and information as you can that will help. Attend online webinars, live seminars, or workshops.
– 1 day a week or 2 afternoons, plan on meeting people, join networking groups in your area and meet up to get out of the house. Meet people for lunch or coffee who could help you with your job hunt or know connections that could help. Be open to advice, feedback and help. Oh, and always remember to pick up the tab!
4. Track everything you do: Over time, you may find you’re applying for tens of jobs and keeping track of the status of each of them is not going to be easy – so track it all! It will help you also to work out and change your approach if you need to. A simple tracker could include the following:
Company name
Contact details
Job post link/location
Date found
Date Applied
Follow up email – yes/no and date
Interview 1 – yes/no and date
Thank you note 1
Interview 2 – yes/no and date
Thank you note 2
Notes / Info
Status/Outcome of application
Create your own excel spreadsheet or word table to keep notes, or why not download our FREE Job Tracker Tool HERE.
5. Skills update: Don’t tread water; keep moving forward. A period of unemployment may be the perfect time to update your skills, take that online course, get a certificate, learn new software, update that licence, anything that may help in your career. It will look great to future employers that you used this time productively. Your hard work and commitment to lifelong learning will pay off!
6. Play the social networking game: Love it or hate it, social media is where it’s at! And when it comes to job hunting, LinkedIn is the arena where you need to create a personal brand and show off your skills on the pitch. Network, cultivate relationships, like, comment and share appropriate content to gain visibility, attract attention and show those LinkedIn algorithms that you’re an active member of the community. You’ll gain prominence in people’s feeds. So, keep your page fresh, updated, relevant and professional. (more on this in Part 3)
7. Follow up on everything! After meetings, phone calls and interviews, always thank people for their time and remind them that you can assist with anything they feel appropriate. Not only is this simple manners, but it’s also not something that everyone does, and it will make you stand out from the crowd.
8. Stay positive: It’s tough job hunting. Find things to keep you motivated, take time out, remember to exercise, meet friends and reward yourself for achieving daily/weekly goals.
9. Be camera-ready: With the growth in remote and flexible working and the number of organisations that are not ready to (or no longer want to) go back to a permanent office, conducting interviews via Zoom, Teams etc., is becoming the norm. Check out our blog on ‘Making the best impression in a video interview’ for more hints and tips: Recruitment (rerecruitment.com) (More on this in part 6).
10. Toppest of Top Tips: RE and Safehands Recruitment will help you!
We are a multisector recruiter who offers more jobs in more sectors, resulting in more options for you! Being multisector enables us to be multiskilled, with a wider knowledge of various industries, skills, and knowledge sought after by a range of employers than specialist recruiters. We strongly feel there is simply no point in finding you a role that doesn’t fit your personality, skills and ambitions – so we try harder to get you your perfect role by taking a collaborative approach to recruitment. After all, we’re a team working towards our shared goal with you.
Get in touch with us at: Jobs@rerecruitment.com | 01242 896 022
There are many fascinating facts about the number 20! Did you know that 20 is the maximum number of moves it takes to solve a Rubik’s Cube from all possible starting positions, referred to as God’s Number? It took 30 years to prove this wonder; It has only taken 20 years of bravery, collaboration, innovation and sheer resilience to prove that RE and Safehands are recruitment agencies to be reckoned with in the recruitment sector.
Here we share Richard East’s, Group Chairman, 20 poignant moments of the journey to a completely different recruitment experience with RE and Safehands Recruitment.
1. 2001 – The Minibus: After training with a well-known recruitment company and 2 years with a local firm, Richard goes it alone. Borrowing £700 off a flower stall pal, he sets off to buy a minibus and recruited a team of bar and waiting staff – the recruitment business owner was born. With no computer, no office, no money, he just rolled with it and took his chances. Richard is still in contact with some of the first team of temporary workers that got him off the ground and enjoys seeing the successes they have become.
2. 2002 – The First Office: Enough money was scraped together to rent the first office. He still remembers to this day, picking up the keys, sitting at the desk and firing up the computer!
3. 2003 – The Industrial Revolution: After starting the business primarily as a hospitality recruitment agency, Richard changes tack in the search for sustainability and moves into the industrial sector, which provides larger, more consistent revenues.
4. 2003 – 10 to 500: The first significant piece of business is won with a food production company. The client ordered 10 workers and are still with us to this day, peaking at circa 500 staff a day nationwide.
5. 2004 – Going National: Richard wins his first national account taking on three sites across the UK with an International Logistics Company.
6. 2005 – The Partnership: On 15th August, Richard recruits James Gibbs as a Recruitment Consultant and quickly realised his talent, hard work ethic, and ambition. James proved to be as passionate about recruitment as Richard and they start to forge a successful partnership, starting the early steps to parity and securing James’ first shares in the business in 2008
7. 2011 – The X-Factor: Richard opens his second office in Hereford, and whilst six branches followed, the Hereford branch has the X-Factor being the highest achieving member of the group since its inception
8. 2011 – Cementing a Partnership: 2010 had been a difficult year following the introduction of AWR legislation on temporary workers, impacting RE Recruitment’s lifeline, and for the first time the business makes a loss. Richard must think fast and broaden sectors to secure new business. Together with James Gibbs, they steady their nerves and the ship during a challenging 12 months. Having stared down the barrel of the insolvency gun and ducked out of the way, Richard rewards James’ unwavering loyalty and commitment by making him an official partner. A huge thank you for what had gone before and a challenge to see what could be achieved in the future.
9. 2013 – Caring about Caring: Looking to broaden the RE Recruitment offering, Richard is drawn to the Health and Social Care sector. However, with little knowledge of the area in steps Katie Armstrong and they formulate and launch the idea of Safehands Recruitment – Nursing and Care specialists across the Southwest and West Midlands. Richard also recognises the benefits of diversity in the Boardroom with Katie adding a new dynamic and another successful partnership is forged. Today, Safehands has a turnover of £9m and is a significant contributor to the group
10. 2013 – Hold the Purse Strings: Having previously faced the spectre of ruin, Richard realises the need for an expert to control the purse strings and secures the services of Clare Luxton, Finance Director. He finds in Clare someone who understands his entrepreneurial edge and someone who can influence calmness in decision making. Richard believes she is someone he has learnt from the most when it comes to making intelligent choices and wouldn’t be here today without her.
11. 2014 – Never Judge a Book by its Cover: In strides James Smith to an interview with Richard – tattoos, earrings, no recruitment experience, no office background – but with a warmth and charisma difficult to ignore. Going with his gut, Richard hires James, the naturally competitive and gifted sportsman, who becomes our most successful recruiter and powers through the ranks to Regional Branch Manager.
12. 2014 – Dancing in the Street: Expansion is on the cards with a move into Professional Services, providing permanent recruitment solutions for the Technical and Engineering sector. This offering is provided via a new business, branded Ambrose Recruitment, and named after the office location on Ambrose Street in Cheltenham. The move adds a high margin to the high volume and lower margin business we had always worked within and quickly becomes a significant contributor to the group.
13. 2015 – Leadership Room: Professional services needs leadership and Chris Rooum is appointed to head the division. A tenacious biller, often posting over £250K a year, who becomes instrumental to the development of the business culture. He grows the team year on year and continues to develop this talented division, expanding into various sectors.
14. 2016 – Ms Jones: Off the back of Ambrose Recruitment’s success, RE Recruitment moves into its own Professional Services piece, forming a Commercial/Secretarial division. Emma Jones proves influential in the development of this high-profit business and becomes very much part of the company’s DNA. Emma, a consistently high biller, is now involved in training new consultants into the industry whilst maintaining her contribution.
15. 2018 – Brand Consolidation: Richard and co have expanded into several sectors, enjoying much success, but via a variety of brands – Gallant, Ambrose, Catercrew, RE and Safehands. Richard feels like he has a mountain of business cards and too many hats on the hat stand, so the decision is made to consolidate the brands into just two – RE and Safehands. Working closely with the Really Helpful Marketing Company, Mel Homewood (Group Marketing Manager) oversees the alignment of a new brand message and structure. With feedback from the team, Guiding Principles emerge that represent us as a business – collaborative, authentic, loyal, inclusive, brave, resilient, and empowered – which sums up where we’ve come from and where we’re going.
16. 2019 – Horton Norton Hears a Who! A coup is made to secure the services of Mark Norton, who has developed his career with a competitor and is regarded as one of the ‘best in the game’ of On-Site recruitment. Just as Dr Seuss’ Horton aims to teach youngsters, Mark brings his knowledge, responsibility and respect. In a short time frame, he improves existing processes and brings circa £12m in new, healthy business. A major contributor to the positive culture around his division and beyond, the intelligent and unflappable Mark is a vital cog in the machine.
17. 2020 – Don’t Panic Captain Mainwaring! Business is growing at a rapid pace, then BOOM, the Covid-19 pandemic hits! Uncertainty and concerns for the team are erased by the promise made to lose no one through pandemic and through increased demand within the NHS, Food Production and E-Commerce sectors. Whilst some areas such as Professional Services and Hospitality suffer, the business remains profitable and Richard and James Gibbs can continue plans to grow the business and improve Central Services. The Dunkirk Spirit prevails.
18. 2020 – Train the Trainer: Struggling to support the development of people in the business with relevant and effective training expected of a leading recruitment agency, Lucy Dowie joins the team as Training and Onboarding Manager. As a dynamic and experienced recruiter, Lucy takes the reins and a change of direction with us, designing and developing our training division. From Academy and Apprenticeships to Senior and Branch development, the jigsaw is almost complete as Lucy oversees the onboarding and training needs as we continue to grow.
19. 2020 – Top of the Pops: In July ’21, RE were recognised as coming No1, in Recruiter Magazines, latest FAST 50 list, which showcases the fastest growing privately owned recruitment companies in the UK. A fantastic result for us, which is testimony to the hard work, loyalty and commitment show across the business during the last 16 months of covid turbulence. It also highlights the return of the multi-sector agencies, that have shown that diversifying and remaining agile in their offering have won the race.
20. 2021 – Party Time: So after 20 years of successful recruitment across a variety of sectors, what’s next? Well, after an incredibly tough time with the pandemic, one of our priorities is to say thank you to our hardworking and committed team by celebrating our achievements (big style) with our 20-year anniversary party at Richard’s farm. Celebrate wins, no matter how small, you never know when the next one is going to come along!
Get in touch with us at: Jobs@rerecruitment.com | 01242 896 022
Why Christmas is a great time of year to job hunt
♫ ‘Tis the season to be Jolly♫
Whilst most of us are side-tracked by ‘Black Friday’ and other Christmas shopping challenges. Those savvy amongst us are on the job hunt… the hunt for a new start, a new life, a new job!
♫Hark! the Herald Angel Sing ♫
We hear you wail! What madness, insanity, tomfoolery could this be we speak of? Well, nestle next to ‘Chestnuts Roasting on an Open Fire’, and we will give you the scoop as to why it’s so important to get a flying start in the job race at this time of year.
“Never put off until tomorrow what you can do today.” No truer words are spoken at this time of year. Your competitors (yes, your competitors, as it’s one big competition) are often distracted by Christmas jingles, feeling the Festive vibe, and putting everything off until the New Year. We’ve all done it, and we’re all guilty of it. But fight that urge to sit back and relax with the mince pies for just a few more days. Beat the rush by applying now, when there IS less competition. Be a big fish in a small pond.
Wider choice of roles
There are more opportunities and roles to choose from as vacancies become available thanks to people leaving roles early to enjoy a prolonged Christmas holiday. These leavers then often fall into the trap of swimming with lots more fish in a much bigger pond during the January job search rush and rumpus. Even if you simply apply in December, you’ll be ahead of the dawdlers.
Contrary to popular belief, companies do still search for talent throughout the Festive season and have a hiring budget to spend before the end of the year. Also, you’re more likely to get passed the ‘gate keepers’ and through to hiring managers as they juggle fewer people and are winding down for the holidays. Now is the time to strike!
Prepare for the job hunt
There are a few things that you can do as you prepare for the job hunt. Sharpen up your LinkedIn profile and shout your skills from the rooftops! There are more people/hirers trawling social media at this time of year to sell yourself to, so you will get more attention. Try doing a ‘capability post’ to highlight your skills and/or a ‘knowledge post’ offering free advice to others. You’re more likely to be seen during a quieter posting time.
Take advantage of the Festive Spirit and goodwill. Present yourself to your dream employer. They will have more time, and hopefully, a feel-good factor, to give you a chance. They will also be more likely to remember you. The one who was knocking on the job door around Christmas, when and if you need to pick up communications again in the New Year. Standout, be different, be noticed.
Time to update your CV
The holidays also give you time to job hunt in a much more relaxed way. Trying to search job listings, submit applications and prepare for interviews, with the added stress of work can be difficult. So, use the Christmas break as a time to update your CV, reflect on your achievements over the last year. Use family and friends to help you prepare for those tough interview questions. And use the socialising opportunities to let people know that you are on the lookout for a new job. They may know of opportunities that could be suitable. Think about getting goals for next year and a plan on how you are going to achieve them.
Christmas Job Hunt
So, if we’ve convinced you to look for a new job this Christmas, please get in touch with our team, as we never take our foot off the gas! Or if you’re an employer searching for new talent before the New Year, contact our dedicated consultants. They will help you in your quest for quality candidates.
Expect more…. all-year-round with RE Recruitment.
Will your recruitment provision fail you?
Last year, around £1.49bn was spent on UK online retail sites on Black Friday, according to IMRG, up from £1.39bn a year earlier. This year, the impact from Covid-19 on sales so far has been dramatic to say the least – whilst high street retailers have suffered, online sales have proved unstoppable in the face of the pandemic.
This is clearly good news for those involved in e-commerce, but as we start to plan in earnest for peak season, how easy will it be to plan and staff your warehouse, call centre and logistics teams to make the most of the opportunity? Mark Norton, our Head of On-site Services, shares his thoughts on how to determine if you have a robust on-site recruitment partnership in place for this year’s peak period and beyond…
As we move ever closer to the traditional peak trading season in 2020, there’s no doubt that there’s huge uncertainty in the market, making it difficult to predict volume sales and staffing requirements.
What is evident is that there is no golden attraction method that will provide the volumes of staff that you require in one fell swoop. What is required is communication, planning, flexibility and a range of solutions that fit side by side with each other to provide a more rounded supply.
RE Recruitment provide innovative solutions to the high-volume labour shortages that are evident in Manufacturing, Food Production and Warehousing and Logistics.
Cut through the sales talk
Recruitment has historically been about sales, we hear so many stories of under delivery, broken promises, falling short on numbers – the key to strong on-site or volume working relationships is honesty and collaboration not an undeliverable sales pitch. This ethos however is two way, if you beat your provider up on numbers and contractual KPI’s then you will feed a supplier culture, if you work with them to understand the market, local trends and share ideas then you will grow a partnership based approach which allows you to tackle the challenges ahead.
RE Recruitment pride ourselves on collaborative ways of work and consultation with our clients.
Planning
Planning for staffing peaks requires careful planning, looking back at the successes and downfalls of the previous year. Would stepping up to higher experience levels and wage rates provide higher quality output? Is investment in training & induction for workers or management team skills adequate? The key to temporary staffing is to understand exactly what needs to be improved from the previous year and identify the most cost effective means to prevent the problems from resurfacing.
Once you understand the volume of staffing required, don’t delay in feeding this information to your supplier – this allows for a more strategic approach to candidate attraction and allows both the short- and long-term campaigns to be implemented. This approach will also allow conversation and discussion around how achievable the headcounts and (more importantly the) deployment dates are, and if other solutions are needed. Achieving the desired output may require other changes – It’s not all about recruitment – for example deskilling processes and prepacking peak seasonal products are good examples of solutions that can reduce the demands put on your recruitment suppliers and ultimately make your peak season work.
RE Recruitment have an experienced and knowledgeable approach and will work with you to understand, advise and support effective deployment.
Covering ground
Every on-site provider worth their salt will have various candidate attraction methods but innovation is key as is moving with the times! Any supplier who suggests in their sales process that they have a pool waiting to start for you without understanding your business inside out, should be treated with caution, particularly if you are not in the top quartile of payers in your area! Candidates need to work; most are in work and need to be encouraged to join you rather than waiting for your job. Making such statements without awareness of the good, bad and ugly of the roles on offer is likely to end up with under delivery.
RE Recruitment have an in-house marketing team that are constantly reviewing and developing strategic campaigns and candidate attraction methods to ensure that your message and branding is in tune with the current market in your area.
Compliance
Developing an easy process to administer new worker profiles to ensure all new workers have access to the systems and tools they need, and to review security procedures and regulations is important. This can help new hires get through the onboarding process quickly, enabling a faster turnaround.
RE Recruitment have an in-house compliance training team who manage & continuously review employee recruitment processes and can provide induction training solutions for your business.
Flexibility
Sadly, the demands of a peak season require a level of flexibility from its workforces to work around fluctuating volumes. E-commerce for example is often led by daily volumes which flow through to staffing levels. Where possible use only a proportion of your workforce in an ad hoc manner.
The more flexible and uncommitted you are to your workers, the greater the likelihood that this will be reciprocated with short notice absence, unreliability and ultimately continued job searches.
Try to cater for as many tangible worker pools as possible through a blend of ongoing, ad hoc, full-time, part-time, casual work options – if a candidate can work four days it’s better to know this and accommodate if possible rather than have an unplanned absence once per week.
RE Recruitment have a portfolio of solutions that will enable even the highest staffing requirements to be met, through local branch networks, transported solutions, international projects we have your business covered.
Should you require any further information on RE Recruitment solutions then please don’t hesitate to get in touch with us today.
Hiring again? Why it’s high-time to use video interviewing
In our recent YOUR BUSINESS YOUR PEOPLE survey, 60% of businesses said they were actively considering video interviewing. Why has it taken us so long to realise their potential? Many hirers have experimented with video interviewing but switching to a ‘remote’ recruitment strategy is a sea change.
There are two ways of integrating video interviewing into your recruitment process. The first is the 1-way video interview recorded by the candidate and submitted along with a written application. Candidates film their answers to 4 questions and send the short video alongside their cvs. Recruiters are increasingly using 1-way video interviews to replace information-gathering phone interviews.
The second is the live, 2-way video interview which can replace the final, face-to-face interview. Using video can reduce time to hire by 4 weeks.
The Rise of the 1-way video interview
Someone might look great ‘on paper’, but what are they really like? In 30 minutes, employers can assess 10 video interviews in the time it would take to conduct one phone screen.
The 1-way video interview reveals the person behind the cv. If you’ve received an onslaught of applications, this is a fast, efficient way to create your final shortlist. No scheduling and conducting phone screens. You won’t waste your valuable time – or theirs – setting up dead-end
interviews.
It has been shown that those selected for face to face interviews after video interviewing are deemed suitable by the client in over 70% of cases. By streamlining this stage, you increase your ‘success rate’.
Video interviews – Faster and fairer for everyone
The Kurt Lewis Institute suggests that video interviews also make the hiring process fairer for all. You can review more people which means access to a wider range of candidates. You can reduce the possibility of personal bias creeping in, since it’s easier to share and review videos with more stakeholders. You ensure consistency. Everyone is asked a set of identical questions, levelling the playing field. Fairer for the candidate. Faster for you.
Final stage video interviews
By April 2020 47% of us were remote working in some capacity. The majority of the British workforce are still part-remote and this is unlikely
to change.
Most final stage face-to-face interviews for jobs are now online. So, both the candidate and you as the recruiter and interviewer need to get your heads around the differences – and similarities – of video interviewing versus face-to-face. However, the old rules still apply.
Before you contact candidates, or post a job advert, draw up your own company protocol for video interviewing. Agree the questions, the criteria on which answers will be assessed and by whom. Everyone involved in the recruitment process should follow this protocol.
For an interviewee, it is more reassuring to receive too much information rather than too little. You should be crystal clear about what they need to prepare. Whether they need to complete a task such as a presentation and whether they will need to screen share at any point.
All pre-interview instructions should include the ‘nuts and bolts’ of the video interview:
How long it will last? Can they take notes? The names and roles of everyone they will meet virtually, a main point of contact. Make sure they know if they will be recorded and whether it will be shared internally with anyone who isn’t present.
From a GDPR compliance point of view, you will need to ensure that the candidate is comfortable with being recorded and obtain their permission, stating what you will be using the recording for and how long it will be kept on the system.
Explain which video conferencing platform they will need, and who to talk to if they have problems downloading it. A contact number for technical support prior to and during the interview is crucial – for both of you. It is good practice to have the interviewee’s mobile number to hand if something doesn’t quite work on the day.
You may consider sharing a company or brand video to give them a picture of your business and employees. If you can’t walk around the office and show them your workplace and workforce in action, you need to find a way to give them a feel for your business.
Make a good virtual impression
Whether you’re the candidate or the hiring manager, the same professional etiquette for video interviews applies.
Choose a quiet room, with a neutral background. One where you can’t be interrupted or distracted by partners, pets or notification pings.
Know your video conferencing tool and test it – can you mute the microphone, work the camera, screen share if you will need to?
Have a quick tech run-through an hour before you’re interviewing to minimise hitches and glitches. The more you rehearse with the technology, the more you will be on cruise-control. Not’ crashing through the gears’.
Be early! We recommend being online up to 10 minutes before the start. Candidates can show up early too, and a solitary wait in an online ‘limbo-land’ is very unsettling.
During the interview
Talking to a camera changes our behaviour. The majority of us are a little camera shy, but you need to ‘dial it up’ a little when talking via video-link.
Microphones make our voices sound more monotonous and you will come across as more engaged and interesting if you ‘perform’ a little more for the camera. Smile, use your hands, and don’t cross your arms.
Keep your eyes on the webcam, not on your own image. Maintaining eye contact with your candidate on the other side of the camera is the most effective way of building rapport in a video interview.
Now we are working from home, dress codes have relaxed. You are still representing your business so it is vital to maintain an atmosphere of professionalism. Dress appropriately – smart-casual.
Be kind – remember that, for most applicants, a video interview is even more daunting and adds an extra layer of complexity.
Roll Camera!
Video interviews are a powerful addition to the recruitment process.
They save precious HR time and money. They enable you to reach different talent pools and they are a highly efficient screening tool. Video interviewing has come of age.
References
Flexjobs.com
Sparkhire.com
Jobhunt.org
https://business.linkedin.com/talent-solutions/blog/candidate-
experience/2020/tips-for-conducting-seamless-virtual-job-interview
