Helpful insights from our experts

The chances are by now you’ve heard that there will be an increase in the National Minimum Wage in the UK from 1 April 2024.
The Government released a statement in November 2023, stating that “this will be the largest ever increase in…cash terms and the first time it has increased by more than £1.
The size of this increase is driven by the strength of pay growth across the economy, which is forecast to continue into next year.”
What does this mean for businesses across the UK? Our Regional Manager Ed Bryant, a specialist in large temporary work placements, and Professional Services Recruitment Specialist George Jackson explore the top 5 key factors for businesses to take into consideration.

1. The figures

Over 21

The National Minimum Wage will be £11.44 from 1st April 2024, an increase from £10.42. This now applies to anyone over 21, whereas previously it only applied to anyone over 23.

In salary terms, this means that someone in a full-time permanent role working a 40-hour week will earn a gross annual salary of £23,795.20, up from £21,673.60.

18-20 year olds

From 1st April 2024, the National Minimum Wage for 18-20 year olds will be £8.60, up from £7.49.

In salary terms, someone in full-time permanent employment working a 40-hour week will earn a gross annual salary of £17,888.00 up from £15,579.20.

16-17 year olds

From 1 April 2024, the National Minimum Wage for 16-17 year olds and apprentices will be £6.40, up from £5.28.

In salary terms, someone in full-time employment working a 40-hour week will earn a gross annual salary of £13,312.00 up from £10,982.40.

National Insurance thresholds are also going down in January 2024, from 12% to 10%.

From 1st April 2024 Pre 1st April 2024
Over 21 £11.44 Age 21-22 £10.14
23 and over £10.42

18-20 £8.60 £7.49
16-17 £6.40 £5.28
For more information, visit the Government website here.

2. Salary review across the business

“Following the wage increase, it will be prudent for businesses with employees at various salary levels to conduct a comprehensive overall review,” says Ed.

“An increase in the salaries of the lowest paid workers will shorten the gap between them and employees in the next band up, and the next band up from them and so on.”

Adjustments may be necessary in the salaries of higher-paid workers to reflect the differences in skills. Market insights of similar businesses can offer valuable benchmarks and help understand what is competitive.

3. Retention

What happens if the prospect of raising wages across the board is a difficult one? This may be true for many businesses. If you are unable to offer a salary increase to other employees, reviewing your benefits offering is possibly the next best thing.

“Enhancements in holiday and pension entitlements, investment in training and hybrid working can all work towards ensuring your company is a great place to work,” says George. “Checking out job posts on platforms like Indeed and Linked In can provide valuable information on current industry benefits being offered. We can also provide market insights to further guide decision-making.”

4. Blending: A strategic approach

Some businesses are adopting a blending strategy, which involves implementing a smaller increase in wages in the months leading up to April, followed by a second increase when the new minimum wage comes into effect. This approach serves a dual purpose. Firstly, it tests the financial strain on the business at a lower level. Secondly, it makes the increase in April less of a shock financially. We recommend reviewing industry salary benchmarks to see what other businesses are putting into place.

5. The wider effect: being prepared

As of April 2024, there may be an impact on overall costs within businesses and on growth plans. There may also be an impact on the cost of goods and services that we consume. Whilst it is positive and necessary to support the cost of living for workers on the minimum wage, on a wider scale we may see a ripple effect across businesses, including longer waiting times in industries such as production, warehousing, delivery, and hospitality.

For more information, an informal chat and free-of-charge, impartial market insights on any of the above, feel free to reach out to Ed Bryant and George Jackson or call 01242 505400.

Working in an office requires a number of skills. These include tangible skills, such as computer literacy, accounting and technical skills, but intangible qualities, known as soft skills, are arguably just as important. In this blog, we’ll take a look at the different types of soft skills and their relevance to an office job.

What are soft skills?
Soft skills are the sort of personal qualities that most of us have in our toolkit to help us perform well in everyday situations. They encompass a range of people, social and communication skills that can help to foster a positive work environment and enhance collaboration with colleagues. And they can make a real difference to a person’s success at work. Here are 8 of the most important soft skills that you can have in an office job.

8 Soft Skills for an Office Job
1. Effective communication
Perhaps the most important soft skill for an office job is communication. Being able to communicate well, either verbally or using the written word, can contribute to a positive work environment. Good, clear communication is also vital when working with clients and customers to portray a positive image of your company.

2. Teamwork & Collaboration
When you work in a team it is important to be able to listen to colleagues and to adapt to different ways of thinking and doing things. Offices are becoming increasingly collaborative environments, so soft skills such as being able to integrate into a team, understand diverse perspectives and work together effectively, are important.

3. Adaptability & Flexibility
Offices are becoming increasingly agile work environments where employees are expected to be able to pivot when needed. Employers will want to know that that you are able to adapt to change and that you can be flexible with the tasks you are expected to undertake. Showing resilience in the face of challenge by being adaptable and flexible are soft skills that are seen as essential in an office workspace.

4. Problem-solving & Critical Thinking
Employees who can approach challenges with a solutions-oriented mindset are valuable to any company. Likewise, if you are able to analyse situations clearly and make informed decisions to work towards solutions. These sort of soft skills show that you can overcome day to day obstacles and work towards long-term strategies.

5. Time Management & Organisation
It goes without saying that to work in an office environment, it helps to be organised. This means being able to work to deadlines by prioritising tasks and managing your time efficiently. This is especially important in office environments, such as client agencies, where you will be expected to multi-task and juggle several responsibilities.

6. Client & Customer Interaction
Working in an office, it is likely that you will need to speak to clients or customers at some point. Even if your main role is not customer or client-facing, you may be required to speak to someone on the phone or via email. Soft skills such as good communication, active listening and relationship-building play a crucial role in ensuring positive interactions and can help to enhance the reputation of your company.

7. Leadership & Emotional Intelligence
You don’t have to be in a managerial position to show good leadership qualities. Being a leader is about how you positively influence and inspire the people around you. Soft skills in emotional intelligence will enable you to build strong relationships, understand and manage emotions effectively, and inspire confidence in others. Leaders with high emotional intelligence can navigate conflicts, motivate their teams and foster a positive work culture.

8. Creativity & Originality
Being creative doesn’t just mean being able to draw pretty pictures. It means being able to think in an original way thus bringing fresh ideas to the table. An effective office team is made up of people who have different ideas and opinions but who can collaborate to find a successful solution. Having soft skills in creative thinking and originality are vital to keep a company moving forwards.

How to highlight soft skills on a CV
These are just a handful of the soft skills that are important in an office environment. Chances are that you already possess a lot of these soft skills, and if so, don’t forget to shout about them on your CV and job applications. Cite examples of when you’ve used soft skills to make a difference to your company. If you need help identifying your soft skills do talk to one of our recruitment professionals. And if you need help writing your CV, take a look at our blog on How to Write the Perfect CV.

If you’re thinking about a career change into the Insurance sector, it’s important to demonstrate your transferable skills in the interview.

Our Insurance Recruitment Specialist, Laurence Cooper, gives 10 top interview questions to prepare for beforehand. Check out his blog on the insurance sector here for more useful information.

Can you explain your understanding of the insurance industry and its various sectors?
How do you stay updated on changes in industry trends in your current sector?
What motivated you to pursue a career in insurance?
Can you provide an example of a challenging insurance claim/ customer service issue you’ve handled in the past and how you resolved it?
How do you handle customer objections or difficult situations when selling insurance policies?
What strategies do you employ to ensure accuracy and attention to detail in your work?
How do you stay organised when managing multiple responsibilities simultaneously?
Can you discuss a time when you had to collaborate with colleagues from different departments or teams to achieve a common goal?
How do you handle stress or pressure in a fast-paced environment?
What do you know about the company?
To speak to Laurence about current opportunities and support with interview questions, please call 01242 505400 or email laurencec@rerecruitment.com

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Level 2 (CII Award): similar to GCSEs

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

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

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

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

For more information, click here.

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

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

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

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

An experienced Actuary can earn from £40,000.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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