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    1. Sound finances
    If you’re paying good money to a recruitment consultancy you need to be assured that your cash is not going to disappear into a black hole of fragile cash flow. It will be the consultancy who pay the media to place your advertising. The company can only do that if it has good credit, and sound financial relationships. Cash flow is key to a successful consultancy as they will need to pay expenses and possibly temp staff’s first months’ wages before you’ve even paid their bill, if they’re not properly financed it could cause you grief.

    As in “sorry – your jobs didn’t get posted because we couldn’t pay the job board’s invoice”.

    2. Reliable systems
    Even in our digital age, any busy recruitment agency is going to be processing thousands of CVs. applications, advertising bookings, invoices, letters and contracts.

    There’s a huge circle of communication between consultancy, clients and candidates; and if it’s not processed perfectly the consequences can be catastrophic. In short, you need to know that they know what they’re doing. And without really good administrative systems they won’t have a clue.

    3. Relevant experience
    Recruitment experience goes without saying. You need people who know your market sector, your geographic area and the demographics that link the two. Knowledge of legislation that’s specific to your business is important.

    So is an awareness of the rhythm of the business year in your field and keeping on top of your competitors are doing. Knowing who else is hiring, and when; having a feel for what likely candidates are on the move, is vital information. Experience is important, yes. But relevant experience is an absolute deal breaker.

    4. Overall awareness
    Experience of your business needs to be specific and relevant, but awareness of recruitment needs to be far more wide reaching. New legislation issues like modern slavery and international regulations are subjects you can’t possibly specialise in, but you can expect your recruitment consultancy to know.

    Take a look at how they work. And where. If a visit to their offices reveals one overworked consultant and a part time receptionist the chances are they don’t have the time to get themselves up to speed with the fast moving facts of recruitment legislation. Find a team who have the resources to ensure you’re covered.

    5. The extra mile
    You want people who go the extra mile and then some. It’s about customer service, innovative thinking, attention to detail and a myriad of other difficult to define things that make a consultancy stand out from its competitors. The interesting thing here is that, as essential as the technology is when it comes to systems, it’s the personal touch that makes this happen.

    When it comes down to it, you need to interview a recruitment consultancy like you’d interview a candidate. The trick is to address these five crucial points so that the candidates you do see are the right ones. Brought to you by the right consultancy.

    UK jobs advertised rose by more than five per cent in July 2019 as employers seem to be enjoying “successful hiring strategies”. This is the highest level of job vacancies publicised since October 2018.

    These findings were collated by job board, CV-Library, which found that advertised vacancies rose by 5.3 per cent in July. When comparing the same period in 2019 to 2018, the job board found that candidate applications also increased by 15 per cent.

    CV-Library feels this shows businesses to be in a strong position as they are “gaining a strong return on recruiting investments and enjoying their pick of the bunch.”

    The top ten cities that enjoyed the biggest increase in applications to new roles year-on-year are:

    • Edinburgh – 23.3 per cent increase in applications  
    • London – 22.9 per cent increase in applications  
    • Southampton – 21.9 per cent increase in applications  
    • Bristol – 21.5 per cent increase in applications   
    • Brighton – 16.9 per cent increase in applications  
    • Leicester – 16.3 per cent increase in applications  
    • Manchester – 14.3 per cent increase in applications  
    • Birmingham – 11.2 per cent increase in applications  
    • Cardiff – 9 per cent increase in applications  
    • Glasgow – 6.7 per cent increase in applications 

    The average pay packet for new jobs also hit a three-month high and grew by 5.6 per cent year-on-year, helping to add to the increase in candidate applications.  The cities with the highest salary increase were Leicester (10 per cent), Glasgow (8.4 per cent) and Manchester (6.2 per cent).

    Lee Biggins, founder and CEO of CV-Library said:

    July was not only a record month in terms of the weather, but also for job vacancies. Employers have been upping their recruiting efforts and clearly, candidates have been listening. Our job market data shows that businesses have bucked the trend of slowing down their hiring plans during the quieter summer months and are seeing a strong return on their recruitment drive as a result.

    These findings are especially positive, considering the mini heatwave we’ve had in the past month. Whilst many Brits would be tempted to take days off to chill out and enjoy the sunshine, it seems that instead they’ve been busy applying for new jobs. So, if you’re thinking of expanding your team or are recruiting for a difficult position, now’s the time to advertise your vacancies.

    CV-Library gathered this information by studying the latest job market data.

    Analysis of over 1.1 million UK CVs has revealed the most common CV buzzwords seen by prospective employers. Job search engine Adzuna has scoured through the CVs on its platform to bring to light the UK’s most common job-hunting clichés, revealing the number of CVs in which they appear, and the amount of times the words or phrases have been used in total.

    Analysis of over 1.1 million UK CVs has revealed the most common CV buzzwords seen by prospective employers. Job search engine Adzuna has scoured through the CVs on its platform to bring to light the UK’s most common job-hunting clichés, revealing the number of CVs in which they appear, and the amount of times the words or phrases have been used in total.

    Work ethic and a good attitude are clearly important skills to demonstrate for UK job hunters, with ‘motivated’ topping the list as the most used buzzword in UK CVs. ‘Motivated’ features in over a quarter of CVs (26%) analysed, appearing 312,000 times in total.

    ‘Initiative’ follows closely behind, featuring in 24% – equating to over 256,000 CVs. ‘Social’ also appears in nearly one fifth of all CVs analysed. The word, which could refer to either social-media skills, socialising or other social skills, commonly appears more than once in CVs. The term is used 372,265 times in total, more than any other CV skill.

    Less commonly used words include ‘assertive’, found in just 8,171 CVs followed by ‘good sense of humour’ and ‘fun’ featuring in just 19,000 and 23,000 respectively.


    Top 10 CV buzzwords


    Number of CVs containing term at least once

    Percentage of CVs containing term at least once

    1 Motivated 278,057 26%
    2 Initiative 256,027 24%
    3 Social 207,092 19.6%
    4 Organised 175,188 16.5%
    5 Friendly 173,978 16.4%
    6 Leader 152,153 14.3%
    7 Experienced 151,102 14.3%
    8 Hardworking 140,828 13.3%
    9 Outgoing 89,191 8.4%
    10 Driven 71,666 6.8%

    Conservative MP Helen Whately, introduced a flexible working bill in Parliament last Tuesday, with Anna Whitehouse, founder of the campaign Flex Appeal, saying it was “a huge moment”.

    Ms Whately’s Ten Minute Rule Bill was given approval to go to a second reading on Wednesday.

    Introducing her bill, she argued that unless employers had a sound business reason for having specific working hours, firms should introduce flexibility to every job.

    “The 40-hour, five-day working week made sense in an era of single-earner households and stay-at-home mums, but it no longer reflects the reality of how many modern families want to live their lives,” she said.

    “At the moment, too many women are reluctantly dropping out of work or going part-time after having children because their employers won’t allow them flexibility.

    “This entrenches the assumption that men are the breadwinners and women are the homemakers.

    “As a result, men don’t get to spend as much time as they might like with their children, women miss out on career opportunities, and the country loses out on the contribution they could and would like to make – if only they could do slightly different hours or work some days from home.”

    Ms Whitehouse, known on social media as Mother Pukka, founded the Flex Appeal campaign after her own flexible working request was refused by her employer.

    Speaking to the BBC, she said, “Today was a huge moment after campaigning on the streets for five years now. Now it feels like people are finally listening.”

    The mother-of-two, now an author and blogger, said she wanted to “open employers’ eyes that there are humans driving their business”, and retaining staff would be far easier if people were had a better balance of work and family life.

    Ella Smillie, from the Fawcett Society, which campaigns for gender equality, said: “We urge MPs to give Helen Whately’s bill the support it deserves.

    “Ensuring that employers offer flexible working would open up new jobs to a whole raft of people who want to work, alongside carrying out caring responsibilities or simply achieving a better work-life balance.

    “There are also clear benefits to employers – offering flexible working to employees creates a stronger, loyal and more diverse workforce, which pays dividends.”

    The website states the types of flexible working as:

    • Job-sharing
    • Working from home
    • Part-time
    • Compressed hours
    • Flexitime
    • Annualised hours
    • Staggered hours
    • Phased retirement

    The BBC reports that Ms Whately gave an example of a male lawyer who asked his employer if he could work flexibly one day a week, only to be asked what his wife was doing.

    “All these conversations start with a presumption against flexibility,” the MP said. “I ask what if we flip the question and ask whether a job can’t be done flexibly.

    “How many more employers would find that actually it didn’t make a difference where or when a piece of work was done, as long as it was done?”

    MPs often use Ten Minute Rule bills to gain publicity and support for an issue they care about – they are unlikely to become law unless they get government backing.

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