Helpful insights from our experts

No, no, we aren’t taking you back to GCSE English! But we do want to highlight how important it is to show up and do what you say you will, as both a client and a candidate – and us as recruiters – during the job application and interview process.
We work with a wide range of clients and candidates across various industry sectors and at all seniority levels, and we process and manage every stage of a job application, totalling thousands of CV submissions, feedback emails, follow up calls, interview confirmations and offer letters each year. In doing this, we know how important it is to be accountable – to do as you say you will; be earnest in your actions!
So, given we are all full of resolutions to do better as we start the New Year, we thought we’d take the time to note down the perfect job application process. Take a read, and be honest with yourself, as a candidate or a client. Are you following everything in this workflow, or could you do better?

Step 1 – A new job opportunity arises
The client contacts the recruiter, who arranges to visit them and talk through the job description as well as learn more about the sort of personality who will fit best in this role. Timescales for a job advert to go out and a date for first-round interviews can be arranged at this point. Timescales will vary dependent on the complexity of the role, and anticipated time it will take to source a pool of suitable candidates. More niche roles may have a slightly longer time period for sourcing, simply because there are less candidates in the market with less common or transferrable skills.

Step 2 – Applications for the job
Applicants see a role advertised and submit their CV and covering letter. A good candidate will have made tweaks to their CV to highlight their suitability for the particular role and showcase their relevant skills. The recruiter managing the process will ensure that the application is acknowledged and give a deadline for next steps after screening. At RE Recruitment, we endeavour to respond to all candidates whatever the outcome. It’s not fair to leave someone assuming they’re unsuccessful or holding out hope for an opportunity because they haven’t heard back from the advertiser.

Step 3 – Shortlisting
After CVs have been initially screened, successful candidates will be telephone screened by our recruitment team. During this telephone call, the recruiter will get to know the candidate and ask questions about their skills and experience to assess whether they are a good fit for the client they also have a good understanding of. If during the call, it becomes apparent this is not a good match, this will be discussed, and a follow up email will be sent to confirm the journey ends here this time. If it’s still all looking like a strong fit, the recruiter will establish potential interview availability with the candidate and submit the CV to the client.

It’s important to note the importance here of having pre-scheduled interview slots pencilled in – as a client if you are able to block out times in your initial meeting with your recruiter, they can arrange interviews on your behalf and make the whole process much smoother for you (after all, we are being paid to deliver a service, why not make the most of it!).

Step 4 – Interviews
Candidates attend interviews as arranged, feeling well prepared and having had time to plan their journey. Clients, who already had time blocked out for the interview process, have clear heads and aren’t distracted by their workload so don’t feel rushed or inconvenienced. Ideally, the shortlisted candidates are all interviewed the same day, and at the end of the block of interviews, the recruiter has a scheduled timeslot to go through interview feedback.

It’s really important to give interview feedback for so many reasons. Firstly, providing feedback shows you as a great potential employer, maintaining your strong business reputation, and secondly, it is so important for candidates to receive, so they can understand their strengths and areas to work on improving; ultimately raising the level of the talent pool in the local area. It’s also a really good opportunity to reflect on the interviews, and taking this time to talk through feedback with your recruiter will help you to gain a clear picture of the candidate who is the best fit for your team. An impartial voice in that of your recruiter can help you to make decisions if you’re torn between two really strong candidates for example.

For some interview advice, click here.

Step 5 – Feedback
We’ve given it its own step even though we just talked about it, because we cannot stress the importance of taking the time to consider and give feedback! It need only be a half hour, scheduled in over the telephone or in person, but it makes such a difference and will really help to streamline your recruitment process.

As a candidate, it’s also vital to make sure you take that time to give your recruiter a call after your interview. Talk through any concerns you may have, tell them honestly how you’re feeling about the prospect, and give them the tools to negotiate the best offer for you should you be successful. As we all know, interviews are a two-way process, and it’s equally as important to give feedback if you felt the role or company was not what you were hoping for. Again, your recruiter can and will share this feedback in an anonymised manner and help to improve the opportunities within businesses in the area.

Step 6 – The job offer
So far the process has gone smoothly; you’ve interviewed, it was a great match, and you’re looking forward to crossing the I’s and dotting the T’s in the contract now. Clients and candidates will have a good idea of expectations on both sides, so if both sides remain earnest, this is quite straightforward. If you’ve advertised a role at a certain salary, and the candidate is expecting this, it’s only fair that the offer reflects this. The process can fall flat when a client extends a less-than-expected offer or withholds elements of the remuneration package subject to a probationary period or similar, if that’s not what was discussed at the interview and application stages.

It’s important to consider that this is an ‘ideal’ process, and in the real-world things don’t always go to plan, but if we all take accountability for our actions, make plans and stick to them, we can make all of our processes smoother and ensure we’re all being our very best selves. If that’s not a great way to start 2025, we don’t know what is!

Who’s with us in making 2025 the year of being earnest, and accountable?! Contact the Professional Services team today to discuss your upcoming workforce plans and let’s be successful together!

Proactive Talent Sourcing
What is the Key to Getting Ahead in Q1 2025?
We spoke with George Jackson and he says the answer lies in Proactive Talent Sourcing.

What is Proactive Talent Sourcing?
It’s the skill of identifying, engaging, and building a pipeline of candidates before a role officially becomes available. Instead of reacting to open positions, proactive sourcing puts your talent acquisition team ahead of the curve.

How does a business Proactively Talent Source?
Build their expertise; upskill their team to stay abreast of the latest sourcing techniques and advertising platforms.
Utilise LinkedIn! Grow their network with professionals in the spheres they recruit for. Post regularly, and post content that is genuinely of interest to your audience whilst remaining relevant to your industry.
Strengthen your business partnerships. Go for that coffee the recruiter keeps inviting you for! Discuss with them your challenges and opportunities and soak up their wisdom…and enjoy a nice catch up over a treat!
Understand that the talent shortage is real. Competition is fierce, and waiting for applicants to come to you puts you on the back foot from the start.
Showcase the benefits your organisation has to offer. You want people knocking at the door to work for you, so shout about why you’re so great and reap the benefits when you have a role to fill.
Work with your recruiter! Get to know them, treat them as one of your team. The more they know about your business, the better equipped they are to do the leg work for you, delivering you qualified, team-fit-centric candidates before you urgently need them!

Why should a business Proactively Talent Source?
Bottom line – the bottom line! Reducing time to fill a role improves your cost per hire.

When you’re not reacting, you have more time to screen and interview thoroughly, resulting in a better quality of hire

Delivering high-impact talent solutions strengthens your departmental and personal credibility within your organisation. Even when this is via a recruiter, you are the hiring manager, and the management of this relationship is your win!

How can it transform a business’s Q1 hiring strategy?
Proactive sourcing reduces hiring time, enhances the candidate experience, and positions your team as true business partners. It’s not just about finding talent—it’s about being able to implement your hiring strategy and solve the talent shortages before they’re even noticed!

We like to think of ourselves as excellent Proactive Talent Sourcing experts! We practice what we preach – we are always proactive in our approach, as you’ll know if we’ve been to see you or called in to say hi. We don’t expect to turn up and be handed a list of vacancies to work on immediately; we understand that our role is to be ready and have a strong understanding to be able to deliver results, fast, when it matters.

Chat to our Professional Services team on 01242 896046 today to get ahead of the curve for Q1.

Ghosting – a new phenomenon?

No, we’re not talking about throwing a sheet over your head and cutting two eye holes in it; Halloween is over for this year! But sadly, the nightmare rumbles on with ghosting in the recruitment world and it seems to be on the rise.
What is ghosting?
Well, in the dating world, it became a common phrase to use when someone, for seemingly no reason at all, ceases to communicate following what may well have been a series of positive interactions. It can leave the ghostee feeling hurt, angry, upset and confused. Sadly, it seems this can now be said for recruiter/candidate/client interactions, and it happens on both sides – no one is an ‘innocent party’ here!

Be honest, have you ever just cut someone off because they were annoying you, and because you could? Think back to the days of cold calling and answering the phone to a double-glazing salesperson – there’s hardly anyone who could say they’ve never put the phone down on one of those! So, we’re clear, there is no good guy or bad guy here – none of us like ghosting, but we are all as susceptible to becoming victims of it as each other.

So, what can we do about it?
Firstly, as we have acknowledged, there has been a culture shift overall whereby it seems to have become begrudgingly accepted as the norm. This has got to stop! It’s not normal, it’s not professional, and just because ‘everybody else does it’ doesn’t mean you have to do it too! Be that change! Don’t ghost because you can. As recruiters, we should be taking steps to ensure candidates are all contacted at regular intervals throughout their recruitment journey. As a candidate, you have a responsibility keep in contact with your recruiter and BE HONEST! The beauty of working with a recruitment agency is that you simply cannot give a wrong answer to your recruiter. We are not the client – you don’t have to impress us, you just have to be totally honest with us, and we’ll be the same!

For candidates, whether you’re a jobseeker applying for a role directly or through an agency, it’s basic manners!

If you go through the application process, secure an interview and then change your mind, say so! Be honest about your reasons – perhaps you’ve had a change in personal circumstances, your current employer has made changes and you no longer wish to move, you’ve had an internal promotion, whatever it is, just say! You never know when you may want or need to cross that bridge again in the future, and if you’ve burnt it, well, you’re going to struggle aren’t you?

Have you accepted a role, but then had a counter-offer from your current employer – who’s suddenly realised your worth and must ensure you stay?! Take a second to breathe, think about it, and weigh up both offers before making a decision. Keep your recruiter informed of what’s happened; any decent recruiter should have discussed with you the potential scenarios around counter offers before this point anyway, so there’s nothing to hide. Communicate, even if that’s just an email to acknowledge the offer and ask for a day or two to think. Should you decide to plump for the original employer, that’s fine, but just make sure you explain and thank the prospective employer for their time and interest – again, it’s just polite isn’t it?

Clients, in the same vein, communicate with your recruiter! Discuss your concerns, the things you liked about the candidate, whatever queries you may have, literally anything, just ask! We are your intermediary! Highlight areas you want more information on, and your recruiter can do the leg work to understand more about the candidate as you take them further along the recruitment process. If things change within your organisation and there is a change in the role requirements, budgets, business need, again, let the recruiter know, and keep them abreast of the plans. Your recruiter can help to manage your external company reputation, so it is vital you keep them in the loop!

For recruiters, it’s about utilising your tech tools to ensure the candidate journey is a positive one. We understand it can be challenging when you’re working on eleventy-billion tasks all at once, but if we as recruiters want to expect a level of communication from candidates, we must be committed to delivering that same level too, or nothing will change! Got a CRM system? Utilise automation to ensure candidates get updates as their application progresses with just the tap of a button. Use an Applicant Tracking System to manage all responses so no applicant is ever left uncontacted, even if they’re unsuccessful. Keeping candidates engaged throughout their recruitment journey will ensure you build a stronger relationship with them, in turn leading to increased loyalty, better return communication and longer term, repeat business when candidates become clients!

Ghosting; just don’t do it!

Industrial and Warehousing Focus
What value do we provide to our existing clients?

At RE Recruitment, one of our specialist sectors is industrial and warehousing.

We know the challenges of warehouse management and how vital it is to have a reliable, efficient workforce in place, whether temporary or permanent.

Our approach centres on providing value through timesaving, exceptional service, and consultative recruitment, allowing our clients to focus on their operations without the hassle of recruitment headaches.

Businesses we support across the UK include food manufacturing, precision manufacturing, assembly, distribution and driving, recycling sortation and more.

Here’s the value we provide:

Unrivalled Industry Experience
With over two decades of hands-on experience, we have an in-depth understanding of the unique requirements of the warehousing and industrial sectors. We’ve seen it all, and we know how to deliver the right people for your business.

Large Network of Quality Candidates
Our extensive network allows us to source top-tier candidates who are not only skilled but also a perfect cultural fit for your business. We continuously build relationships with candidates who are ready to step into your roles, saving you time and effort.

High Level of Service
We take great pride in providing personalised, first-class service to all our clients. From initial conversations to post-placement support, we’re committed to ensuring your satisfaction at every stage.

“Ed is a credit to your organisation! Thank you for the great service” ~ HR Business Partner, Customade

Consultative Approach
We work as an extension of your team. Our recruitment consultants take the time to understand your business, challenges, and future growth plans to offer tailored recruitment solutions that fit your needs.

“Just a nod to Ed Bryant and Nic Bevan, I’ve used them both over the years at various companies and between them they have always provided a top service and are a credit to your team” ~ Warehouse Manager, Monkhouse Schoolwear

Timesaving Solutions
Recruitment can be a time-consuming process, but we take that off your hands. By tapping into our industry insights and deep pool of candidates, we quickly identify and place quality candidates in your vacancies—minimising downtime and keeping your operations running smoothly.

Excellent Value for Money
We offer a competitive pricing structure designed to provide value without compromising on quality. Our matrix easily demonstrates to you the full costs per hour for each candidate, including

Hourly rate

Holiday pay

National Insurance

Apprentice Levy

Pension

SSP

Our margin

Our efficient recruitment process ensures that you get the best candidates while staying within budget.

24-Hour On-Call Service
Warehousing operations don’t stop at 5pm, and neither do we. Our team is available 24/7 to address any urgent staffing needs or concerns you might have, so you can count on us whenever you need support.

Single Point of Contact
No need to juggle multiple people. You’ll have one dedicated contact who understands your business inside out, streamlining communication and ensuring seamless service every step of the way.

Speak to Our Team Today
Whether you need support for short-term roles or permanent placements or simply want to discuss how we can help you save time and money on recruitment, we’re here to assist you. For a breakdown of costs and a conversation about effective recruitment solutions, reach out to us:

Cheltenham, Gloucestershire
Nic Bevan and Ed Bryant

Worcester, Worcestershire and the West Midlands
Ella Skura

Hereford, Herefordshire and Wales
Jasmine Fortey

Let us take the stress out of recruitment so you can focus on what you do best – managing your warehouse efficiently.

The COVID-19 pandemic has dramatically reshaped the landscape of work. Many previously office-based workers had a taste of working from home in some capacity, and for many, they loved it. As both employers and candidates navigate this new terrain, it’s essential to understand the nuances and benefits of these working arrangements.

What is the Difference Between Fully Remote and Hybrid Working?
Fully Remote
In a fully remote setting, employees work entirely from a location outside the office, usually from home. There are no requirements to come into the office for meetings, training, or other activities.

Hybrid
Hybrid working is a more flexible approach where employees split their time between working from home and the office. The ratio can vary depending on the company’s policy—some may require two days in the office, while others might offer a more flexible arrangement.

Benefits of Working from Home
As an employer, there are many benefits to allowing your staff to work from home, either part-time or full-time. Here are just a few:

Increased Productivity
77% of remote workers say they’re more productive when working from home; this can be because employees often work longer hours from home, primarily because they save time on commuting. This extra time can be channelled into productive work, leading to increased output without a drop in quality.

A Happier Workforce
The flexibility to work from home can significantly improve work-life balance, contributing to a happier and more satisfied workforce. This positive atmosphere can be infectious, improving team morale and overall company culture.

Shows Confidence in Your Staff
Allowing your team to work remotely is a strong indicator of trust. It shows that you believe in their ability to manage their time effectively and produce quality work, even when not directly supervised.

Higher Staff Retention
The modern job seeker is not just looking at the salary anymore; work-life balance has become a critical factor. Offering remote or hybrid work can make your company more attractive, leading to higher staff retention rates.

The Ability to Attract Experienced Candidates
Remote and hybrid work models expand the talent pool beyond your local area, meaning you can attract highly experienced candidates who may not be available locally, thereby elevating the quality of your workforce.

Potential Downsides of Remote Work for Employers
While remote work offers numerous advantages, it can have its challenges, particularly from an employer’s perspective. Employers should consider potential downsides when contemplating a remote or hybrid work model.

Reduced Team Building
One of the most significant drawbacks of remote work is the potential for reduced team cohesion. The lack of face-to-face interactions can make building strong relationships among team members difficult.

Security Concerns
Remote work can pose a risk to data security. Employees accessing company data from various locations can expose the organisation to potential breaches if proper security measures are not in place.

Risk of Employee Isolation
Working remotely can lead to feelings of isolation among employees, which can, in turn, affect their mental well-being and productivity.

Considerations for Employers
Flexibility in Scheduling
If your office typically operates on a half-day on Fridays, consider allowing employees to work from home to save them the hassle of commuting for just a few hours of work.

Flexibility isn’t just about your employees’ location but can also be in time. If they have young children, consider offering them the same full-time hours over a shorter time frame.

Empower Your Workers
Trust is a two-way street. By showing that you trust your employees to work remotely, you empower them to take ownership of their tasks, which can lead to increased loyalty and better performance.If you want to find your next hire or know more about the current job market, our specialist recruiters are available to help. Call us on 01242 505 400 or email us at hello@rerecruitment.com, and a recruiter will be able to guide you through the recruitment market.

The Top 10 Employment Law Reform Proposals
The Labour Party in the UK has proposed a comprehensive set of employment law reforms to enhance worker rights and protections. Here are the key changes from their Employment Rights Green Paper, “A New Deal for Working People”:

New Worker Status: Labour will merge “worker” and “employee” statuses into one category. This change gives all workers, except the genuinely self-employed, equal rights and protections from day one, including sick pay, holiday pay, and unfair dismissal protection.
Ending One-Sided Flexibility: Exploitative zero-hours contracts and ‘one-sided’ flexibility will be banned. Everyone will have the right to a contract reflecting the hours they regularly work, based on a twelve-week reference period.
Unfair Dismissal Protection: The two-year qualifying period for unfair dismissal claims will be removed, making it an immediate right. Labour also plans to eliminate statutory caps on compensation and extend the claim filing period beyond three months.
Fire and Rehire: To combat abuse, Labour will reform laws around fire and rehire, ensuring it’s only used to avoid redundancies and maintain business viability. Effective remedies against misuse will be introduced.
Flexible Working and Family Rights: Flexible working will be a default right from day one. Parental leave will be reviewed, with a focus on shared parental leave and extended statutory leave rights. Dismissing a woman within six months after her return from maternity leave will become unlawful, except in specific cases.
Trade Union and Collective Bargaining Rights: Labour will repeal the Trade Union Act 2016, simplify union recognition processes, and introduce sectoral collective bargaining, starting with the adult social care sector. Trade unions will get better workplace access and improved protections for representatives.
Wage and Employment Conditions: A genuine living wage of at least £10 per hour for all workers, including apprentices, will be implemented. Statutory sick pay will be strengthened, zero-hour contracts banned, and unpaid internships prohibited unless part of education or training.
Right to Disconnect: A new “right to switch off” will allow workers to disconnect from work outside agreed hours, preventing work from encroaching on personal time.
Protection for Whistle-Blowers and Mental Health: Protections for whistle-blowers, especially those reporting sexual harassment, will be strengthened. Mental health support will be aligned with physical health, recognizing conditions like neurodiversity and stress.
New Regulatory Body: A new Single Enforcement Body, the Fair Work Agency, will be established to enforce these rights, with extensive powers to inspect workplaces and prosecute non-compliance.
These reforms demonstrate Labour’s commitment to improving job security, pay equity, and working conditions, potentially transforming the UK employment landscape if implemented.

Chat to us today on 01242 505400 or email hello@rerecruitment.com for more information.

According to the SIA, “permanent placements in June fell at the steepest rate in three months as general election uncertainty and reduced demand for workers in the UK weighed on hiring activity, according to the latest Report on Jobs by the Recruitment and Employment Confederation, KPMG and S&P Global.”
Whilst there is still a steady stream of permanent recruitment amongst many businesses we work with, there has been a notable decline across the board in terms of permanent placements. Everyone is feeling a little more cautious. With the arrival of Abi Howell into the RE team and her strength in temporary recruiting, alongside our Temp Team Leader Jill Wanklyn, we can move quickly when a client’s need suggests a temporary appointment is best suited.
Temp-to-Perm
There are many times a temporary appointment becomes a permanent role. In our opinion, this type of contract isn’t really much different to a probationary period. The biggest change will be the pay structure, moving from weekly pay to a monthly salary.

As RE has strong client relationships, we can reassure our candidates that a temp-to-perm role is nothing to be scared of. We urge candidates seeking a new role to be bold! If you see your perfect job and your only red flag is the initial contract set-up, don’t cast it aside. Talk to your recruiter in-depth about your concerns and aspirations. This is also a great way to ensure we are working on your behalf to find you the most suitable roles to advance your career.

A return to previous levels
Now the new government is in place, we anticipate a return to previous levels of permanent hiring and hope to see a reformed Apprenticeship Levy and further encouragement in this pathway into qualifications and employment. We have strong links with local colleges and schools and are passionate about promoting Apprenticeships: we also offer a substantial fee incentive when recruiting these positions for our clients.

Ready for change
It’s an interesting time to be in the recruitment world, and we are ready for whatever economic landscape appears in front of us, always committed to working hard and doing the right thing. Don’t expect us to sit on our laurels and enjoy the ‘good times’ if there’s a recruitment boom; we are still just as committed to delivering excellent service to both companies and jobseekers, so it’s business as usual for us. Ultimately, there are always cogs turning, it’s just the speed at which they turn that changes in our world!

We’re excited about what’s to come next and look forward to hearing the thoughts of others on their expectations for the next six to twelve months.

Contact us
Collectively Jill and Abi have over 50 years’ experience in temporary recruitment, from small to large volume contracts across Gloucestershire, Worcestershire, Herefordshire and the UK. As recruitment experts, they can offer all businesses a good solid understanding of their requirements, the market and best-placed solutions.

To chat with them today about how they can help you, call Abi on 01242 701123 or email abih@rerecruitment.com or Jill on 01242 505406 or jillw@rerecruitment.com

The UK labour market, much like other advanced economies, is tighter now than it has been in the past 20 years.
Whilst many suggest that the pandemic is responsible for this, this period of unprecedented disruption hasn’t been a major factor. Rather, the problem lies with the ageing workforce and lack of quality training going as far back as the 1980s.
Whilst the UK government grapples with the challenge of invigorating our economy and securing growth, the challenge that the labour shortage raises is an estimated loss of up to 1.5% GDP in 2023, a crippling blow to the economic recovery so desperately needed.

Growth expectation of both companies and government has been low. And yet, even with low targets, achievements may fall short as business struggles to expand its workforce.

Tight job markets create inflated wages but this in turn pushes up inflation and puts stress on company bottom line, particularly small firms working to tight margins and squeezed cashflows. This is of particular concern when companies are turning away orders due to a lack of capacity to fulfil.

So, what to do?

Business and government need to de-politicise the challenge and work cohesively to address the needs of the UK.

1.) Focus on skilling and re-skilling, looking to attract talent from unconventional sources and offer more flexibility where suitable.
2.) Shape retirement policies to be attractive to people considering working beyond state retirement age.
3.) Improve and develop visa schemes to genuinely contribute to growth potential rather than simply being used to plug gaps.
4.) Review our asylum policies and consider work options for people being processed through our asylum system.
5.)Consider investment in labour supporting or replacing AI and automation to create productivity opportunities.

Post-pandemic and Brexit GDP grew steadily, recovering from the 2008 global financial crash. It has since stagnated, and under-investment has exasperated the problem. The new Labour government will need to address this and urgently: just talking about economic growth will prove nothing more than words and the country may decline further.

Let’s hope we make brave and intelligent decisions moving forward.

To discuss this further with Richard East, get in touch here.

What jobs pay over £40,000 a year without a degree?
The average salary in the UK is £34,963, £44,370 in London, and £33,450 in the South West. *Statista
Living comfortably means different things for different people, but aspiring to earn an above average salary can help significantly as we navigate price rises, alongside feeling a sense of value, job satisfaction and security.

Whilst these aren’t entry level jobs, they are all very accessible with practical experience, the relevant qualifications, or a strong portfolio. Networking, continuous learning, and staying updated with industry trends will also significantly enhance your career prospects.

We looked at a range of job roles that we’ve placed recently that prioritise skills, experience, and certifications over formal education.

Sales and Marketing
Business Development Manager

Up to £50,000

Responsibilities:

A BDM’s role includes promoting a product range or service to current customers and seeking new markets for products. You will likely need to have a holistic approach to the business and liaise with every department to work effectively. The role can include:

filling in tenders
attending events
developing and maintaining a customer database on the CRM
managing clients efficiently to maximise business opportunities
scheduling sales activities
travelling around the country (and world!)
nurturing communications
delivering presentations
maintaining and submitting sales activity records
budgeting
forecasting
Example requirements:

To become a BDM, the normal requirements are:

Previous experience within a sales environment
The ability to demonstrate high attention to detail
IT savvy, including Microsoft Excel, Word and Powerpoint
A confident, assertive and proactive approach to work with a ‘can do’, flexible attitude
The ability to work effectively, both as part of a team and autonomously, consistently to high standards of accuracy and quality
Additional benefits:

Additional benefits can include a bonus scheme, company car allowance, commission scheme, attractive holiday package, enhanced pension contributions (matched) and life insurance.

Marketing Manager

£40,000 – £45,000

With experience and a strong portfolio, marketing managers can achieve high salaries, especially if they have expertise in SEO, PPC, or social media marketing.

Responsibilities:

Creating informative and engaging content across various platforms
Forging solid relationships with internal and external teams to ensure a united approach to campaigns and strategy
Competently managing the marketing budget and maximising ROI
Tracking and reporting on KPIs, delivering reports to senior management and across the company
Attending trade shows and webinars to raise the profile of the company
Managing the PR of the business
Overseeing SEO and paid advertising online to increase visibility
Taking ownership of the marketing for the business, developing and growing to complement business need
Social media strategy and posting
Example requirements:

A minimum of 3 years in a marketing role
Event and campaign management experience
Outstanding written and verbal communication skills
Graphic design skill, comfortable using Adobe Photoshop/ Canva
An understanding of CRM, CMS and email marketing software
SEO optimisation skills and experience of enhancing search engine performance
The ability to, and demonstrable experience of management, be it project management or team management
An analytical mind, with the ability to multitask and problem-solve, combined with creative flair and enthusiasm for brand engagement
Benefits:

Decent annual holiday package which grows with length of service
Hybrid working
Medicash health cover
Company pension
Company laptop and phone
Sales Manager

Between £40,000 and £50,000

The responsibilities of a Sales Manager can include:

Developing and maintaining relationships with key contacts and new/existing customers
Supporting Business Development to identify new opportunities and utilising their market/specific regional knowledge to grow the brand in a specific targeted area
Develop area strategy
Assist the business in launching new products and services
Example requirements:

Previous experience in a sales manager or team leader role
Someone who is customer focussed, proactive, self-motivated, and comfortable working in a small team
A demonstrable track record of building and growing a sales area, with experience of meeting and exceeding sales targets
results driven
Full UK Driving Licence
Able to work from home
Flexible – Seasonal business
Benefits:

In addition to their basic salary, experienced sales professionals can earn substantial commissions and bonuses
Company car and laptop
Attractive annual holiday package
Pension
Discount on products
Finance
Finance Manager

Range £45,000 – £60,000

The responsibilities of a Finance Manager can include:

Playing a pivotal role in driving a company’s financial strategy forward
Managing and overseeing day-to-day financial operations within the company, including accounts payable, accounts receivable, bookkeeping, payroll, and financial reporting
Developing and maintaining financial policies, procedures, and internal controls to ensure compliance with regulatory standards and company guidelines.
Preparing accurate and timely financial statements, reports, and analyses for senior management
Leading the budgeting and forecasting process, working closely with department heads to develop comprehensive budgets and financial projections
Monitoring and analysing financial performance against budget and forecast, identifying areas for improvement, and implementing corrective actions as necessary
Managing cash flow and working capital to optimise financial resources and support business operations
Overseeing tax planning and compliance, ensuring timely and accurate filing of tax returns and adherence to tax regulations
Collaborating with accountants, external auditors, tax advisors, and regulatory authorities as needed to support financial audits and enquiries
Providing strategic financial guidance and support to senior management, contributing to decision-making and business planning initiatives
Staying informed with industry trends, economic developments, and regulatory changes that may impact the company’s financial performance and strategy
Example requirements:

Recognised accountancy qualification, such as ACCA, CIMA, or ACA
5+ years of progressive experience in finance and accounting roles
Thorough knowledge of accounting principles, financial analysis techniques, and reporting standards
Proficiency in accounting software (Xero), including custom report creation and management; advanced Excel skills required.
Strong analytical skills and attention to detail, with the ability to interpret complex operational and financial data to draw meaningful insights
Excellent communication and interpersonal skills, with the ability to effectively collaborate with cross-functional teams and communicate financial information to non-financial stakeholders
Proven leadership ability and strategic thinking skills, with a demonstrated ability to drive financial performance and support business growth initiatives
Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities effectively
Benefits can include:

Flexible working options
Excellent salary
Company pension
Private healthcare
25 days annual holiday, increasing with service
Membership to an Employee Assistance Programme
Death in service
Long Service Bonus
Insurance
Account Executive

Over £40,000

Working in insurance offers a financially rewarding career, where your efforts are recognised through salary increases with promotions and new qualifications.

The responsibilities of an Account Executive can include:

Primarily working with clients face to face
Helping clients find the correct cover
Supporting clients all year round
Developing and maintaining relationships with clients
Attending networking events to grow your book of business
Providing an excellent service
Example requirements:

Ability to demonstrate the ability to work collaboratively with others across departments and establish strong relationships both internally and externally to achieve the business’s goals
Demonstrable track record of building substantial pipelines and closing sales
Strong relationship, account management, communication, problem-solving, negotiation and interpersonal skills
Ability to demonstrate team management and experience of delivering client engagement
Sound Insurance background
An understanding of Lloyd’s and London Market (Re) Insurance markets
Excellent IT skills (include bespoke platforms such as Salesforce), written verbal communication skills and strong interpersonal skills
Self-motivated and proactive
Ability to adapt to changing priorities and manage multiple deadlines
Benefits

Opportunity to progress within a thriving industry and earn a high salary
Attractive holiday packages
Training and development opportunities
Private healthcare
Hybrid working

Recruitment
Recruitment Consultant

Over £40,000

The role of a recruitment consultant usually has a fairly basic salary, with the ability to earn uncapped commission depending on the placements you make. As your experience and reputation increases, your basic salary can increase too.

Responsibilities can include:

Developing new and existing business, through strong account management
Delivering exceptional levels of customer service to candidates and clients
Input accurate data and information daily onto a CRM
Ability to account manage existing clients effectively and build lasting relationships through excellent service
Source candidates across various platforms
Create engaging and informative job adverts using appropriate keywords
Confident telephone manner, with the ability to communicate at different levels of seniority
Successfully match a candidate’s skillset to a job role, through telephone and face-to-face interviews
Example requirements:

Previous experience in recruitment or talent requisition
Strong rapport-building skills with the ability to deliver excellent levels of customer service
A positive, can-do attitude
Benefits:

These can include:

Decent holiday package and your birthday off
Medicash
Hybrid working
A fun, friendly culture
Uncapped bonuses for hitting and exceeding targets including holidays!
Information Technology (IT) and Technology

Software Engineer

Over £45,000

The role of a Software Engineer will include being hands-on in the day-to-day delivery of technical projects.

Your role can include:

specialising in developing bespoke software for clients
working in C and C++
working across iOS, Android, Windows, macOS and Linux
designing a new clean-slate product with complete autonomy over its architecture
adding new capabilities to, or replacing a core component of, an existing product
throwing together quick prototypes to confirm the feasibility of a proposed technical approach and developing it until it meets requirements
working with one colleague or a group of colleagues at a time
training junior colleagues: encouraging idiomatic code, demonstrating engineering rigour, and sharing hard-won knowledge with your peers. You’ll also help drive our engineering processes to maintain code quality while balancing realistic delivery timescales and client requirements.
Example requirements:

Professional experience in the design and implementation of complex C or C++ based solutions, ideally both clean-slate projects and updates to legacy code bases
Comfortable with platform APIs, development environments and native debugging approaches on one or more of: Windows, macOS, Linux, iOS, or Android
Experience leading a small or midsize team of developers through a complete project lifecycle, engaging in requirements capture, design review, implementation, and assurance
Commitment to code correctness and quality assurance through static analysis, code review, automated testing, and continuous integration
A comprehensive understanding of the programming languages, platforms, and tooling we rely on
Benefits:

Promotions
Attractive holiday packages
Training and development opportunities to support your career aspirations
O’Reilly books subscription which provides access to huge range of technical books
Regular events including internal technical conferences, company socials and pizza-fuelled lunchtime seminars.

CAM Programmer

Up to £45,000

Responsibilities can include:

Offline programming using OneCNC or similar CAM software
Creating and validating 3, 4 and 5 axis programmes and supporting documentation
Proving out first off programmes before handing over to production
Aiding machine operators and providing recommendations to allow optimisation of processes and machine tool capabilities
Making recommendations for improvements to work processes and contributing to continuous improvement activities
Example requirements:

Experience of OneCNC or similar CAM software
Ability to work from solid models, 2D drawings
Programming experience
Ability to work independently and as a part of a team
Ability to manage own time & workload
Strong Verbal and written communication skills
Excellent knowledge of cutting tools & work-holding
Some CNC turning knowledge advantageous but not essential
Benefits:

Salary review annually
Ongoing training and support
Attractive annual leave package
Onsite Parking/cycle to work scheme
Private Health Care
Employee Pension Contribution

Technical Manager

Up to £40,000

Responsibilities can include:

Ensuring that products are manufactured to the correct safety, legality, integrity and quality standards and continually challenging and improving the monitoring/ control systems
Ensuring the correct implementation of all aspects of the Quality Management System
Working in conjunction with all relevant departments to advise on product quality management
Ensuring all accreditations and customer specific audits are upheld
Ensuring all plans, monitoring and checks are performed by trained staff and annual reviews take place and appropriate members of staff are trained to required levels
Ensuring that the traceability system is complete and challenged regularly to ensure compliance
Training, coaching and mentoring employees to ensure audits are of a high standard, facilitating continuous improvement and ensuring the highest technical standards are achieved
Example requirements:

Good IT skills, including Excel
Attention to detail, accuracy and speed
Team worker
Good communicator
Well organised and able to hit deadlines
Previous experience working in a Technical role
Benefits:

Attractive holiday package
Flexible working options
Excellent salary
Company pension
Private healthcare
Logistics and Transport
Experienced HGV C Class 2 Driver

£15 per hour PAYE equivalent to £46,800

Responsibilities:

work Monday to Friday (some roles may require weekend working) with starting times between 4am and 7am (with 1-3 nights out a week) delivering goods
Drive a max of 9 hours in a day (this can be extended to 10 hours twice a week) and a maximum of 56 hours in a week and 90 hours in any 2 consecutive weeks
Example requirements:

Cat C or above driving licence, CPC and digi tacho
Great communication skills
Experience in multi drop deliveries (including London)
Successful completion of a theory test and driving assessment
Benefits include:

Company pension
Attractive holiday package
Ability to travel around the country!
Annual Salary Review
Administrative and Support Services
Executive Assistant

£40,000 and over

Responsibilities can include:

Supporting the CEO with full EA duties including managing schedules and diaries
Event management and managing company activities
Supporting large-scale projects and operational elements of the business
Keeping a handle on Finance and Reporting
Working with HR
Marketing Support – pulling together a presentation, creating documentation
Example requirements:

Previous experience in a PA/ EA role where you have demonstrated carrying out the above responsibilities
Ability to work in a challenging and fast-paced role and able to juggle ever-changing priorities
Have a positive, confident, and proactive approach
Ability to work productively in a pressurised environment
Good telephone and email communication and able to field calls efficiently and professionally
Highly organised, empathetic, and driven
Benefits:

Attractive holiday package
Excellent pension
Ongoing training and support
Onsite Parking/cycle to work scheme
Private Healthcare

Customer Service and Support
Customer Service Manager

£40,000

Responsibilities:

A Customer Service Manager’s role can include leading, guiding and supporting a team, building rapport with customers and working alongside the sales and marketing teams to promote products and services. It can also include

driving service levels and making recommendations based on data and experiences
providing reports to senior management
identifying and implementing key customer service performance indicators
ensuring the accuracy of deliveries
sales and invoicing
updating the customer database and price files
dealing with customer complaints or concerns
carrying out root cause analysis to make improvements and prevent reoccurrence
Example requirements:

Proven experience as a professional Customer Service Manager or Team Leader, with the ability to engage and motivate your team
A proactive and positive approach to work with problem solving abilities
Planning and organisation skills
A strong understanding of systems and IT
Trustworthy and self-motivated
Additional benefits:

Attractive holiday package
Excellent pension
Discounted products
Cycle to work scheme
Hybrid working
If you are looking for a new role, or have a position to fill, we’d be delighted to help you. Call us now on 01242 505400 or email hello@rerecruitment.com

Q & A: 2 months of Abi Howell
The effervescent Abi Howell became a part of the RE team on 1st April 2024, when Truly Tailored Recruitment joined RE Recruitment.

It’s been a whirlwind couple of months since then, but we managed to catch up for a Q & A with Abi to see how things are going.

RE: Hey Abi! Your first couple of months have flown by! How have they been?
AH: “They really have, there’s been so much going on all whilst it’s ‘business as usual’, which is weird but exciting! It’s been great to step into a recruitment environment that can offer so much more than I could previously. It has been interesting meeting the team, particularly Elliott, who is now working closely with me on capitalising on business synergies to deliver the best possible service to our clients under the RE name. We’ve begun launching our REal Heroes and Office Heroes campaigns, with Rach and Elliott getting out in the local area to deliver information and some goodies to local businesses. Watch this space for more on that!”

RE: How are you finding the synergies?
AH: “It’s amazing to have so many teams under one roof within RE, and the biggest thing for me, coming from a small business, is the efficiency of having a compliance team, and a dedicated payroll team. Bringing things in-house is the way forward, and seeing the way the market is in our area, I am really pleased that we were proactive in making this move to merge with RE. The recruitment market currently is very tough, with smaller businesses facing challenges at every turn it seems. Other SME recruiters with highly regarded reputations have closed. It seems as though the way to survive in the current climate is to maintain safety in numbers, with big recruiters having the ability to sail more stably through these choppy seas. What I am passionate about is maintaining our small business ethos, with every individual in our team upholding our values and really getting to know their clients and candidates. In my opinion, it’s the only way to do the job.”

RE: Tell us more about the Real and Office Heroes campaigns?
AH: “Our strength is in our top quality candidates; they are the most important part of our extended team, and we want to showcase that! The REal and Office Heroes, ready to come out and save the day for our clients. Be it sickness cover, holidays, or simply a boom in business requiring an extra pair of hands, we can mobilise a Hero to provide reliable, qualified cover. As part of my commitment to my candidates, I am really keen to ensure I do my bit and actively market them to the local area. These campaigns are a good way to do so, with our plan to get out and about visiting businesses in the area to keep them informed … backed up with some chocolate Heroes to sweeten the visit!”

RE: What are your future plans?
AH: “I am excited to see where this journey takes me; it’s quite a transition to go from a very small team to this much larger organisation, but I think we can all learn from one another and grow together. I’d really like to see the RE name becoming more prominent in the supply of quality administrative and commercial temps, in the same way it is within the industrial world.

Expect to see Rach and I out at networking across the county, enjoying being back ‘in the fold’ and forging new relationships with local businesses. We have so much more capacity to provide staff, both temporary and permanent, across a broader range of specialisms now we are part of a large team of experienced recruiters. Those of you who knew TTR know we were always committed to being upfront and honest, and it’s exciting to be able to say yes to almost everything we’re asked to deliver now, thanks to the wealth of experience and specialism within the RE brand.”

To chat more with Abi, call today on 01242 505400 or email abih@rerecruitment.com