Helpful insights from our experts

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The hospitality sector is competitive, and having the right skills on your hospitality CV or cover letter is crucial in setting yourself apart from the other applicants.

Hiring managers often only have time to give each applicant a few minutes. Whether you are fresh to the industry or a hospitality veteran, including these hospitality skills will help get you through the first round of applications and into the interview.

Including and highlighting the skills that employers are looking for is a great way to help the hiring manager qualify your CV at a glance. Here are the most commonly requested hospitality skills for your CV.

Do these 10 Hospitality skills feature on your CV?
1. Customer service skills
The hospitality sector has a huge range of potential jobs both front and back of house. But everything you do is for the customer experience, and even if you’re not dealing with customers on a day-to-day basis, you will have some interaction with them.

Strong customer service skills are one, if not the most, important characteristics that staff must obtain to thrive in the hospitality industry. They are the main reason why guests return again and again to a hotel or restaurant; being able to highlight your customer service skills on your CV can help you stand out from the crowd.

2. Being detail oriented
Good attention to detail is important in all areas of the hospitality sector. It is easy to miss something small that can make a huge difference to the customer’s experience.

The housekeeping team needs to be able to turn over rooms at speed whilst ensuring the room is not only clean but spotless; front-of-house staff and chefs need to work together to ensure that any customer allergies are made clear before any food orders are placed by following health and safety precautions to ensure that no harm is caused to the customer.

Noticing small details, such as a faulty piece of equipment or a mixup in a reservation, can stop something simple and small from becoming a larger issue and affecting the customer’s experience.

3. Creative problem solving skills & examples
In the hospitality sector, the ability to problem solve is one of the most underrated soft skills.

When things go wrong, it is essential that the customer’s experience should not be hindered. If your delivery doesn’t turn up in a restaurant, you have a couple of options: close for the night, find a way to offer an alternative menu, or source the needed ingredients from another supplier.

It is not uncommon for guests to have an unusual request. A guest may have a special request about how their room is set up or have certain requirements for their arrival, and it is your job to make it happen and think outside the box to find ways to meet those needs or exceed their expectations.

4. Communication and conflict skills
Communication skills are essential for any hospitality professional, as you must interact with people from different backgrounds. You need to be able to communicate effectively, both verbally and in writing. You should be able to listen attentively, understand and respond to customer needs, and resolve any issues that may arise.

Conflict resolution skills are also important in the hospitality industry. You will need to be able to deal with difficult customers and situations calmly and professionally. You should be able to de-escalate situations, find solutions that are acceptable to all parties involved, and maintain a positive working environment.

By developing your communication and conflict-resolution skills, you can be a valuable asset to any hospitality team.

5. The ability to multi-task and manage time
It doesn’t matter what sector of hospitality you work in the ability to multi-task is one of the most desirable. Hospitality is a fast-paced and high-pressure environment. The ability to keep a level head and on top of multiple tasks simultaneously can help you and your team deliver better services to the customer.

6. Work effectively within a team
Working well in a team is just as important as the ability to work by yourself and manage your own time. Hospitality relies on great teamwork to help make the customer feel completely at ease. Having the ability to communicate effectively with your team members is essential. You should also be able to listen to and understand their ideas. It is also important to be able to compromise and work together to find solutions to problems.

7. Adaptability & flexibility
Any hospitality professional who has made a career in the sector has the ability to be adaptable. They understand that the job they will be doing that day might not be the same as your job title, but as a team player, you need to be able to turn your hand to almost anything.

Adaptability isn’t just the ability to turn your hand to different jobs, it is also the understanding that hospitality goes through busy periods, and if you can adapt your life to match these needs, you are a valuable member of the team.

8. Willingness to learn
The hospitality sector is vast and vibrant, with many roles that require various skills. Even if your daily tasks may seem routine, the industry’s ever-evolving nature necessitates continuous learning.

A willingness to learn helps ensure that you remain a valuable asset to your team, keeping pace with advancements and new trends. For instance, a new online booking system might initially seem complex, but an open-minded receptionist eager to learn could master the tool quickly, making reservations more efficient and improving the guest experience.

Being willing to learn means staying relevant in your role and improving both your professional growth and the overall operation of the hospitality establishment.

9. Someone who is self reliant
The ability to work alone and take responsibility for your actions is desirable for any position, even when you are working as part of a larger team. Having autonomy and accountability means you can be relied upon no matter the situation. This makes life easier for those around you and can help make you someone dependent on and looked upon when there is more responsibility.

Being able to work independently means that you can be trusted to get the job done without needing constant supervision. This is important in many fields, as it allows employers to assign tasks to employees without worrying about them being able to complete them on their own. Additionally, being able to take responsibility for your actions shows that you are mature and reliable. This is another important quality for employers, as they want to trust their employees to make good decisions and be accountable for their mistakes.

10. Be Resilient
Working in the hospitality industry high-pressure environment. Offering a variety of challenges, from busy shifts to expectant customers. Thus, resilience becomes an essential trait for success.

This quality enables hospitality professionals to face adversity head-on and bounce back from difficult situations, ensuring great service even under pressure. For example, a resilient server in a bustling restaurant could manage multiple tables, handle difficult customers gracefully, and maintain a positive demeanour.

Whether you are looking for the next step in your career or just a new challenge, RE Recruitment has the right opening for you. You can check out our latest hospitality jobs or contact us at 01242 505 400 or email us at hello@rerecruitment.com, and a specialist hospitality recruiter will be more than happy to help.

In today’s fast-paced world, flexibility and adaptability are essential factors in supporting the success of a business. The resulting effect has been a rise in the demand for temporary staff to assist companies in delivering their goals.

Companies are increasingly utilising the talent, expertise, and manpower of temporary staff as a way to insert immediate support in the right areas to create positive results. Temporary staff can support in myriad ways, be it an injection of expertise in a particular field, a skillset for a short-term project, additional manpower to make peak periods run smoothly and cover for periods of absence including sickness, annual and maternity leave.

What is Temping?
Temping, short for temporary work, is flexible employment where a company can hire a candidate for a short or long, set or rolling period of time. This could be anything from a few hours to several months. The nature of the work can vary widely, covering roles across every industry sector.

How do we help?
At RE Recruitment, we have dedicated teams across Gloucestershire, Herefordshire and Worcestershire who specialise in supplying talented temporary staff to help companies achieve their goals. We cover warehousing, industrial, and professional services, and understand the impact that the right person in the right role, equipped with the processes and potential to truly thrive, can have on your business.

Every organisation is unique, which is why we take the time to understand the challenges and opportunities specific to your business. We navigate sourcing, application screening, assessment, and the ongoing management and development of your people and we build an individual recruitment solution tailored to your needs.

We also support clients to adapt and understand ever-changing markets by providing marketing trend analysis.

Demand for Professional Services
There has been a huge increase in clients looking to add a cutting edge to their business through hiring professional services temporary staff and for good reason. Temps offer a great way to bridge the gap to help grow or maintain business as usual, and they can offer insights into a new way of working for a company. They can offer high value with negligible risk.

Our head of professional services, Jill Wanklyn, recently shared how businesses can benefit from utilising temporary staff.

During uncertain economic times, staffing levels are critical for ongoing performance and growth. We understand the value and importance of having the right people with the right skills, in the right place at the right time.

We have supported the following:
Public Service Sector including:
Central Government departments
NHS bodies
Local Authorities
Charities
Agencies throughout Gloucestershire, Herefordshire, and Worcestershire
Public Sector Frameworks including:
Crown Commercial Services NMNC Temporary and Fixed Term Staffing Framework Agreement
NHS Approved Framework for non-medical, non-clinical appointments
Private Sector:
Commercial
Technical and Engineering 
Industrial
Manufacturing
Construction
Distribution
Legal
Finance
IT
Sales & Marketing
HR
Admin Support
Customer Service / Commercial / Call Centre
Senior Appointments
Expanding Opportunities
Our specialist division not only connects exceptional talent with outstanding opportunities but helps support both candidates and clients through the temporary hiring process to support business success. 

We provide:

A dedicated single point of contact
Fully interviewed and referenced candidates
On-site assessment days and training
Market trend analysis, including salary surveys and recruitment trends
Bespoke marketing and strategic campaigns
Comprehensive account reviews and management information
Nurturing Talent
Lastly, this division allows us to nurture talent in a way that benefits both businesses and temporary workers. Our team provides ongoing support to our temps while simultaneously offering businesses access to a pool of highly skilled professionals.

If you are interested in exploring temp staff for your business, we would love to hear from you.

In today’s fast-paced job market, speed is of the essence. Employers are losing out on top talent due to slow recruitment processes. To stay competitive, it’s crucial to streamline your hiring procedures without compromising quality. Here are some actionable recommendations to help you speed up your recruitment process.

Be Organised: Plan Your Interview Schedule
One of the first steps to speeding up your recruitment process is organisation. Block out a week or two specifically for conducting interviews. If your hiring process involves multiple interview rounds, try to schedule these within a week of each other. Have a list of available time slots ready to make the booking process as smooth as possible.

Be Flexible: Accommodate Candidates’ Schedules
Recognise that many candidates are already employed and may find attending interviews during regular working hours difficult. Be willing to conduct interviews before or after standard office hours or even during lunch breaks if the interview is via video call. This flexibility can make it easier for candidates to engage with you without using their annual leave.

Be Informative: Clearly Communicate the Interview Format
Transparency is key. Let candidates know what to expect during the interview. Is it going to be online or in person? Will it be a general Q&A, an assessment, or competency-based? Also, inform them about the expected duration of the interview. This helps candidates prepare adequately and sets the stage for a more effective interview.

Be Concise: Eliminate Unnecessary Interview Rounds
Time is of the essence, both for you and the candidate. Evaluate your existing interview process and cut out any stages that are not necessary. A streamlined, efficient process will likely keep top talent engaged and willing to move forward with you.

Be Prepared: Review Before the Interview
Preparation is a two-way street. Just as you expect candidates to come prepared, you should also review their CVs and skills. Ensure your questions are relevant, up-to-date, and designed to give you the information you need to make an informed decision. You should know a lot about the candidate before you meet them; this means that you can ask the questions that really matter rather than trying to get to know the candidate’s experience already on their CV.

Be Relevant: Sell Your Company and Role
Remember, the interview is not just an opportunity for you to evaluate the candidate; it’s also your chance to sell your company and the role you’re offering. Make sure to highlight the benefits, culture, and opportunities for growth within your organisation. This can make your offer more appealing to top talent.

Be Ready: Have your offer signed off
There is nothing worse than losing out on a dream candidate because you are waiting to have the paperwork checked and approved from your side.

If you want to speed up the hiring process, ensure you have everything in place to offer the candidate the role within 24 hours of knowing if they are the right fit. If you are competing with other businesses for a prime candidate, often it is the first to make the offer wins.

Be Smart: Team up with a specialist
If you are looking to find the best hires first, you need to have a specialist recruiter on your side. Not only can a recruiter help with the job description, attracting candidates, filtering out application forms and arranging the interview dates, but they also have thousands of contacts built across their career of the best recruits. This makes it easier to found the best people and could even mean you don’t have to go public with your hiring process.

So if you are looking at making your next hire as fast and as seamless as possible reach out to our specialist recruiters on 01242 505 400 or email us at hello@rerecruitment.com, and a member of our will be able to guide you through the process.