appointmentspersonnel

Avoiding Legal Risks in Hiring: Practical Interview Do's and Don'ts

Wed, 22 Apr 2026 11:19:09 GMT

Discrimination claims at interview usually traces back to a hiring process loose enough to let one slip through. That's the gap between businesses that get sued and businesses that don't, and it's the gap that good interview practice closes.

Knowing which questions are off-limits is half the job. The other half is building a process where the right questions get asked, the answers get recorded fairly, and the decision afterwards can hold up to scrutiny if challenged. This blog covers the second half: the practical do's and don'ts that protect your business across the full hiring cycle, from job description to rejection email.

Before the interview: prepare the framework

Most legal risk at interview can be designed out before the candidate walks into the room.

Do start with the job description. Every question you ask should map back to a requirement you've documented. If "ability to work some weekends" isn't in the JD, you have no defensible reason to ask about weekend availability. If "five years' management experience" isn't listed but you reject a candidate for not having it, you've created an inconsistency a tribunal solicitor can pick apart.

Do agree a structured question set in advance. The same core questions for every candidate applying for the same role, the same scoring criteria, and the same evaluation framework. This looks like extra work upfront, and it's also the single most effective protection against an unfair process and the single most effective way to defend the process if it's ever challenged.

Do brief everyone who'll be in the room: founders, line managers, technical interviewers, anyone joining as a panel guest. Make sure everyone knows what they can ask, what they can't, and what to do if the conversation drifts.

Don't assume experience covers it. Long-serving managers who've interviewed dozens of candidates often have the most outdated assumptions about what's acceptable. Section 60 of the Equality Act 2010, which restricts pre-offer health questions, only came in fifteen years ago. Plenty of senior interviewers learned the trade before it existed.

Don't build a panel that all looks the same. Single-perspective panels are more likely to make biased decisions and harder to defend if those decisions are challenged. Where possible, mix gender, background and seniority across the people who'll meet the candidate.

During the interview: stay on script and listen carefully

The interview itself is where discipline matters most.

Do stick to your structured questions. You can probe deeper on the answers, but the core questions should be the same for every candidate. Consistency is what makes the process fair, and what proves it was fair if you're ever asked to demonstrate it.

Do take notes about what candidates said and how they performed against the criteria. Capture specific quotes, concrete examples, and scoring rationale. These notes are evidence in your favour if a decision is later questioned.

Do know how to handle unexpected disclosures. Candidates sometimes share information you didn't ask for: a health condition, a pregnancy, a family situation. The right response is to acknowledge the disclosure neutrally, redirect the conversation back to the role requirements, and arrange a separate conversation about reasonable adjustments later if needed. Pretending you didn't hear it is the wrong move. So is pivoting into a series of follow-up questions about it.

Don't improvise into rapport-building territory. The casual chat at the start and end of an interview is where most legally risky questions creep in. "How was the journey in?" is fine. "Did your husband mind you coming over today?" is not.

Don't ask questions you wouldn't ask every candidate for the role. If you ask a male candidate about their hobbies and a female candidate about her childcare arrangements, that comparison alone supports a discrimination claim. Apply the same questions to everyone.

Don't take notes about anything that isn't relevant to the role. Comments about a candidate's accent, perceived age, "fit", or family situation are exactly what an opposing solicitor will pull out at tribunal. If it isn't job-relevant, don't write it down.

After the interview: make the decision defensible

Decision-making is where good interview practice often falls apart, especially in SMEs where it's a single founder making the call.

Do score every candidate against the agreed criteria before discussing them with anyone else. Independent scoring before group discussion reduces the influence of dominant voices in the room and protects the integrity of the process.

Do document the rationale for hiring or rejecting each candidate. Two or three lines per candidate, tied to the criteria you set out at the start. "Demonstrated stronger examples of stakeholder management than other candidates" is defensible. "Felt like a better fit" is not.

Do retain interview notes and scoring sheets for at least six months after the decision. Discrimination claims have a three-month time limit from the act complained of, but extensions and follow-on claims happen, and you want the paperwork to hand if needed.

Don't decide on instinct and reverse-engineer the reasoning afterwards. Tribunals can spot it. The decision needs to follow from the evidence collected during the interview, not the other way round.

Don't discuss candidates in informal channels. WhatsApp messages between line managers about "the one with the kids" or "the older guy" are disclosable in tribunal proceedings. If a comment isn't appropriate for a panel meeting, it isn't appropriate for Slack either.

Communicating with candidates: clarity protects you

How you communicate with unsuccessful candidates often determines whether they pursue a claim.

Do respond to every candidate, including the ones you rejected after CV screening. Silence frustrates candidates and creates a sense of unfair treatment, which is when complaints get filed. A short, professional rejection email goes a long way.

Do offer brief, factual feedback if the candidate asks for it. Frame it around the criteria and the gap you observed. "We were looking for someone with more direct experience of [specific area], and another candidate demonstrated that more strongly" is fine.

Don't offer feedback that touches protected characteristics, even gently. "We were looking for someone with more energy" can be read as age-coded. "We wanted someone who'd be around for the long term" can be read as a comment on family planning. Stick to skills, experience and the role criteria.

Don't promise more feedback than your process can deliver. If you don't have time to provide detailed feedback to every unsuccessful candidate, say so politely. Vague half-explanations create frustration and invite candidates to fill in the blanks themselves.

What good looks like

Run a hiring process where every question maps to the job description, every candidate is asked the same core questions, every interviewer is briefed before the room, every decision is scored against documented criteria, and every rejection is communicated professionally with feedback that stays inside the role brief.

That's the framework that protects your business legally. It also tends to be the framework that produces better hires, because the discipline it introduces forces real focus on what the role actually requires rather than who the panel happened to warm to on the day.

Get the practical training

The do's and don'ts above are the framework. Putting them into practice across a real hiring team takes more than a blog can cover.

We're running a free 30-minute webinar on 30 April 2026 at 12pm GMT that walks through the questions that create legal exposure, the framework for running interviews that hold up to scrutiny, scoring candidates objectively, the role unconscious bias plays, and what to do when a candidate discloses something sensitive on the spot.

If you or anyone on your team interviews candidates, it's worth blocking out the half hour.

Reserve your place

What UK SMEs Can and Can't Ask at Interview in 2026

Wed, 22 Apr 2026 11:08:48 GMT

Discrimination claims at interview sometimes begin with a hiring manager trying to be friendly. A guess about when someone graduated, a comment about the school run, a weekend pleasantry that sounds like rapport. None of it intended to cause harm, but all of it capable of ending in tribunal.

Research cited by JobsinWales found that 73% of 2,000 UK professionals had been asked an inappropriate or unlawful question at interview. The pattern is consistent. The questions come from people who believe they're building rapport, and the candidates on the other side of the desk file those questions away. That gap between intent and impact is where the legal risk sits, and for SMEs without an in-house HR function, it sits very close to home.

Why interview law has just become harder to ignore

The Equality Act 2010 still does the heavy lifting. It protects candidates from discrimination on the basis of nine characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Two features of the Act make it especially relevant at the interview stage.

Protection from discrimination is a day-one right. There is no qualifying period of service. A candidate who never sets foot inside your office can still bring a tribunal claim if they believe an interview question crossed a line.

Compensation is also uncapped. Most unfair dismissal awards are limited to £123,543 or 52 weeks' gross pay, whichever is lower. Discrimination is in a different category entirely. The maximum sex discrimination award in the 2023/24 reporting period reached £995,128. The maximum disability discrimination award reached £964,465. Real awards, against real UK employers, in the last full reporting year.

All of that has been true for over fifteen years. What's shifted is the broader environment. The Employment Rights Act 2025 is rolling out across 2026 and 2027, bringing stronger worker protections and lower barriers to bringing claims, and candidates are more aware of their rights than they have ever been. Interviews carry the same legal weight they always have, and the appetite to challenge a poorly run one is higher than it has ever been.

The Section 60 rule almost every SME breaks

Health questions deserve their own section because the law here is unusually specific and almost universally misunderstood.

Section 60 of the Equality Act 2010 restricts employers from asking about an applicant's health or disability before making a job offer. There are narrow statutory exceptions, but the default position is that pre-offer health questions are unlawful.

Off the table before offer:

Do you have any health conditions we should know about?
How many sick days did you take in your last role?
Is there anything that might stop you doing this job?
Have you ever made a workers' compensation claim?

What you are allowed to ask:

Whether the candidate needs reasonable adjustments to take part in the interview itself
Whether the candidate can perform the intrinsic functions of the role, meaning the genuinely fundamental tasks rather than peripheral duties added by historic practice
Health questions where there is a recognised occupational requirement

Once you have made a conditional offer, the door opens. You can use a pre-employment health questionnaire and ask the questions you need to ask. Before that point, keep it shut.

The other questions that get SMEs into trouble

Interviewers know not to ask "are you planning to have children?". The traps are subtler than that.

Anything that lets you calculate someone's age. When did you finish school? When did you graduate? When are you thinking about retiring? Each of these supports an age discrimination claim if the candidate is rejected. A question about relevant experience does the same job without the risk.

Anything that touches family planning, marital status or caring responsibilities. Are you married? Do you have children? How will you manage childcare? Pregnancy and maternity claims are some of the most heavily litigated in the UK, and they regularly include awards for injury to feelings on top of financial loss. If the role genuinely requires evening availability or specific working patterns, ask about the requirement, not the personal circumstances behind it.

Anything that probes race, nationality or background through the back door. Where are you really from? What's the origin of your name? Were you born in the UK? The legitimate version of this conversation is one question: do you have the right to work in the UK? Ask it of every candidate, document the answer, and stop there.

Anything about religion or belief. What religion do you practise? Will you need time off for religious holidays? Where a role has scheduling demands, frame the question around those demands. Reasonable adjustments for religious observance can be discussed if and when the successful candidate raises them.

Anything about sex, sexual orientation or gender history. Are you in a relationship? Have you transitioned? What was your name before? These questions have no place in a UK job interview, and there is no version of them that helps you assess whether someone can do the job.

The questions that sound innocent (and aren't)

This is where quite a number of SMEs get it wrong, because the questions seem harmless, more rapport than risk.

What school did you go to? Often used, consciously or not, to infer race, religion or socio-economic background. A question about education and qualifications generally is fine. A question about a specific school or area is not.

Are you a member of any trade union? Discriminating on the basis of trade union membership breaches the Trade Union and Labour Relations (Consolidation) Act 1992. Around 22.4% of UK employees were trade union members in 2023, so this affiliation is more common than many SMEs assume.

Have you ever been arrested? Arrests are not convictions. Under the Rehabilitation of Offenders Act 1974, you can only consider unspent convictions, and only where they are relevant to the role.

How long until your kids start school? In one sentence, you have touched age, sex, family status and pregnancy implications. One of the most damaging questions an interviewer can ask.

What do you and your partner usually get up to at the weekend? Casual on the surface. Below it, the door is open to inferences about marital status, sexual orientation and religion.

What you can and should ask

A legally sound interview is not a stilted one. There is wide scope to explore everything that actually predicts whether someone will do the job well:

Skills, knowledge and experience tied to the job description
Worked examples of how the candidate has handled situations they will face in the role
Their understanding of your business and your sector
Their motivation for applying and what they want from their next role
Their availability and notice period
Their right to work in the UK
Their ability to perform the intrinsic functions of the role, with or without reasonable adjustments
Salary expectations and references

The test is simple. If a question is not tied to the requirements of the job, ask why you are asking it. If the answer isn't clear, take it out.

What it actually costs when an interview goes wrong

Discrimination compensation is calculated across several components: past financial loss, future financial loss, injury to feelings, aggravated damages where employer conduct has been particularly poor, and interest. A 25% ACAS uplift can be added on top where the employer has failed to follow proper procedure.

Injury to feelings is assessed using the Vento bands. For claims presented from 6 April 2025, the lower band runs from £1,200 to £12,100, the middle from £12,100 to £36,400, and the upper from £36,400 to £60,700. The most exceptional cases exceed £60,700.

Stack those components together and the headline awards begin to make sense. The median award is lower than the maximum, but the ceiling is what matters when an SME owner is trying to gauge the worst-case exposure of a single bad interview. For most businesses operating in Staffordshire and Cheshire, the worst case absorbs a year of profit before legal fees, management time and reputational cost are even counted.

Three changes that protect you

For SMEs trying to tighten their interview process without bringing in a full HR function, three changes do most of the work.

A structured interview format keeps every candidate on the same questions, scored against the same criteria, with documented reasoning. Free-flowing interviews are where discriminatory questions creep in and where hiring decisions become difficult to defend later.

Equality and diversity training for everyone who sits across from a candidate, founders and technical interviewers included, doesn't need to be elaborate. It does need to happen, and the record of it matters if a claim is ever brought.

Objective interview notes are evidence in your favour if a claim is raised. Notes about a candidate's competence, examples and answers help your case. Notes about accent, perceived age, "fit" or family situation actively damage it.

This is also where a recruitment partner pays for itself. A well-run agency screens candidates against a clear brief, briefs hiring managers on what to ask and what to leave alone, and flags early when an interview process is drifting into territory it shouldn't be in.

Get the detail before your next interview

Interview law has more in it than any single blog can cover, and the consequences of getting it wrong are sharper now than they have been at any point in the last decade.

We're running a free 30-minute webinar on 30 April 2026 at 12pm GMT covering exactly this. It walks through the questions that create legal exposure, the framework for running interviews that hold up to scrutiny, scoring candidates objectively, the role unconscious bias plays, and what to do when a candidate discloses something sensitive on the spot.

If you or anyone on your team interviews candidates, it's worth blocking out the half hour.

Reserve your place at the webinar

How to Run Fair and Consistent Salary Reviews

Fri, 20 Mar 2026 20:51:48 GMT

Salary review season can feel uncomfortable for many employers.

Employees understandably want clarity about pay progression. Employers, meanwhile, are balancing wage pressures, rising statutory costs and the need to remain competitive in the market. Without a clear process, salary discussions can quickly become inconsistent or reactive.

Running salary reviews well means more than deciding who receives a pay increase. It requires ensuring those decisions are fair, explainable and aligned with the wider structure of your business.

As we move towards April 2026 when minimum wage and statutory changes take effect, many businesses across Staffordshire and Cheshire are already reviewing how their pay structures work in practice.

The Wage Pressure Employers Are Facing

Salary reviews in 2026 are happening against a backdrop of continued pay pressure across the UK labour market.

Labour Market Insight

Median full-time UK earnings reached £39,039 in April 2025, reflecting 4.3% annual growth , according to the Office for National Statistics.

While wage growth has slowed slightly compared with the post-pandemic spike, salaries are still rising steadily, meaning employers must remain competitive to retain skilled staff.

At the same time, statutory pay changes continue to push entry-level wages higher.

Minimum Wage Context

From April 2026, the National Living Wage rises to £12.71 per hour for workers aged 21 and over.

That equates to over £26,400 per year for a 40-hour role, creating upward pressure across entire pay structures, not just entry-level positions.

Start With a Clear Framework

The biggest challenge with salary reviews is often inconsistency. Two employees doing similar roles can end up with different outcomes simply because conversations were handled differently.

A structured framework helps avoid that.

Before beginning salary reviews, employers should consider:

How performance is assessed across the organisation
Whether pay bands exist for different roles or levels
What criteria determine progression within a role
How external market benchmarks influence pay decisions

This doesn’t need to be complicated. Even a simple structure helps ensure decisions are based on consistent reasoning rather than individual negotiation.

Consider the Wider Pay Structure

Salary reviews should rarely be looked at in isolation.

In 2026, many employers are already reviewing pay structures because of the National Living Wage increase and broader statutory changes. When entry-level pay rises, the gap between junior and experienced roles can narrow quickly.

If that gap becomes too small, experienced staff may feel progression is not being recognised. On the other hand, adjusting senior salaries without considering the wider structure can create budget pressure.

The key is balance. Reviewing the entire pay structure, rather than individual salaries, helps maintain fairness across teams.

Communicate the Process Clearly

One of the most common frustrations employees express is not knowing how salary decisions are made.

Transparency doesn’t mean revealing everyone’s salary. It means explaining the process.

Employees should understand:

When salary reviews take place
What factors influence pay increases
How performance is assessed
Whether external market benchmarks are considered

Clear communication reduces misunderstandings and helps employees see that decisions are being made thoughtfully rather than arbitrarily.

Train Managers to Handle Conversations Well

Salary reviews often succeed or fail at the point of conversation.

Managers should be comfortable explaining the reasoning behind pay decisions, particularly where expectations and outcomes differ.

That means preparing managers to:

Discuss performance and contribution clearly
Explain how salary decisions fit within company structures
Handle difficult conversations respectfully
Avoid making promises that cannot be delivered

Well-prepared managers create confidence in the process, even when outcomes are not always what employees hoped for.

Document Decisions

Employment law increasingly focuses on process and consistency.

Keeping simple records of salary review decisions, including the reasoning behind them, helps demonstrate fairness if decisions are ever questioned later.

Documentation also helps maintain continuity from year to year, ensuring that pay decisions build on a clear history rather than starting from scratch each time.

Why This Matters in 2026

Salary reviews this year are happening against a backdrop of broader employment changes.

Employers are already adapting to:

The National Living Wage increase
Changes to Statutory Sick Pay
Greater scrutiny around fair workplace processes

Taken together, these developments mean pay decisions are receiving more attention from both employees and regulators.

A structured salary review process protects not only your employees, but your organisation as well.

Join Our Webinar: Pay Decisions in April

If you’re currently reviewing salaries ahead of April, we’re hosting a practical session exploring how employers can approach pay decisions with clarity and confidence.

Our webinar will cover:

How minimum wage changes affect pay structures
Practical approaches to salary benchmarking
Avoiding pay compression issues
Communicating salary decisions effectively

You can register here:
https://www.appointmentspersonnel.co.uk/pay-decisions-in-april-webinar

Need Advice on Salary Benchmarking or Recruitment?

Salary reviews often raise broader questions about market competitiveness and retention. If you would like support benchmarking roles or planning your recruitment strategy for the year ahead, our team at Appointments Personnel would be happy to help.

Feel free to get in touch

Statutory Payments and Payroll Changes Employers Must Know from April 2026

Wed, 25 Feb 2026 19:41:21 GMT

While much of the focus in 2026 has been on minimum wage and day-one rights, statutory payment upratings also take effect from 6 April. These are routine annual adjustments, but routine does not mean insignificant.

For employers, particularly SMEs managing payroll in-house or through outsourced providers, small statutory shifts can create avoidable compliance issues if overlooked.

Here is what is changing, and what it means in practice.

1. Statutory Sick Pay (SSP)

From 6 April 2026, Statutory Sick Pay increases from £118.75 to £123.25 per week .

That figure applies to eligible employees who are off work due to illness.

At first glance, the increase appears modest. However, when combined with the removal of waiting days (also effective April 2026), the operational impact is more noticeable.

Employers should check:

That payroll systems are updated to the new weekly rate.
That sickness absence policies reflect the current entitlement.
That managers understand the removal of waiting days.
That absence recording systems align with the new framework.

Even minor underpayments can lead to employee disputes — and those are rarely helpful for morale.

2. Statutory Family-Related Payments

Weekly statutory rates for maternity, paternity, adoption, shared parental leave, parental bereavement, neonatal care leave and maternity allowance will increase from £187.18 to £194.32 .

These payments apply after the initial earnings-related period (where applicable) and must be processed correctly from 6 April 2026.

For employers, this means:

Updating payroll settings.
Reviewing template letters issued to employees going on leave.
Checking that finance teams understand the new weekly amounts.
Ensuring reclaim processes (for eligible employers) are accurate.

Family-related payments are often high-visibility issues. Errors here tend to escalate quickly because they directly affect employees at significant life moments.

3. Lower Earnings Limit (LEL)

The Lower Earnings Limit will increase from £125 to £129 per week .

The LEL determines eligibility for certain statutory payments, including Statutory Sick Pay and family-related entitlements.

This threshold matters more than many employers realise.

If an employee’s weekly earnings fall below the new limit, they may not qualify for statutory payments. Conversely, some employees who previously fell short may now qualify.

Payroll teams should:

Review eligibility calculations.
Ensure that part-time or variable-hours staff are assessed correctly.
Confirm that software reflects the updated limit.

Incorrect eligibility decisions are a common cause of disputes.

Why These Changes Matter More in 2026

On their own, these are annual upratings.

In 2026, however, they sit alongside:

Day-one Statutory Sick Pay.
Minimum wage increases.
Strengthened flexible working processes.
Ongoing preventative duties around workplace conduct.

Taken together, they represent increased scrutiny on employer process.

Tribunals are paying closer attention to documentation and compliance. Underpayment of statutory entitlements, even accidentally, can undermine credibility if a broader employment dispute arises.

For SMEs, the risk is rarely dramatic non-compliance; it is small technical gaps.

Practical Steps Before 6 April

Rather than treating this as a payroll adjustment exercise, it is sensible to take a slightly wider view.

Speak to your payroll provider or software team now.
Confirm that updates will be implemented from the correct pay reference period.
Review any written documents that state statutory figures explicitly.
Check internal guidance used by managers.
Brief HR or line managers on the changes so responses to employee queries are accurate.

It takes very little time to review, and considerably more time to correct errors once pay has been processed incorrectly.

A Final Point

These statutory changes may not be the most exciting part of running a business, but they’re foundational to looking after your team and protecting your organisation.

If you’d like support with preparing for these updates or any other employment-related change, we’re always here to help. Just get in touch.

The National Minimum Wage Is Increasing in April 2026 – Here’s Everything You Need to Know

Tue, 24 Feb 2026 19:35:53 GMT

The National Minimum Wage (NMW) and National Living Wage (NLW) will increase again in April 2026.

For many small and mid-sized employers, this is not simply an annual adjustment. It affects payroll forecasting, salary alignment, supervisor differentials and, in some sectors, pricing decisions.

If you employ staff in the UK, here is what you need to know.

The New Rates from April 2026

From April 2026, the hourly rates will be:

£12.21 rising to £12.71 – National Living Wage (age 21 and over)
£10.00 rising to £10.75 – Age 18–20
£7.55 rising to £8.00 – Under 18
£7.55 rising to £8.00 – Apprentice rate (if under 19, or 19+ in first year)

These increases apply from the first full pay reference period starting on or after 1 April 2026.

If your payroll cycle crosses into April, you must ensure the correct rate is applied from that pay reference period.

Who Must Be Paid the Minimum Wage?

Almost all workers in the UK are entitled to be paid at least the National Minimum Wage or National Living Wage, including:

Full-time and part-time employees
Casual workers
Agency workers
Apprentices (subject to age and year of apprenticeship)

It does not matter how small your business is. The obligation applies regardless of size.

Salary Breakdown – 2025 vs 2026 (Age 21+)

Below is an illustration of the impact moving from £12.21 (2025) to £12.71 (2026) .

(Annual figures calculated using 52 weeks.)

Even at a standard 40-hour week, the uplift equates to £1,040 per employee per year before employer National Insurance and pension contributions.

For a business employing 20 staff on 40-hour minimum wage contracts, that represents an additional £20,800 in base wage cost annually , excluding on-costs.

Common Compliance Risks

Minimum wage breaches are rarely deliberate. They often arise from:

Salary sacrifice schemes pushing pay below minimum thresholds.
Unpaid training time.
Deductions for uniforms or equipment.
Incorrect apprentice rates.
Failure to adjust pay immediately after a birthday moves an employee into a higher band.

HMRC can issue fines of up to 200% of arrears (capped per worker) and publicly name employers who breach minimum wage law.

What Small Businesses Should Review Now

With April approaching, employers should:

Audit current hourly rates.
Confirm correct age band classifications.
Adjust payroll systems.
Review supervisor and experienced staff differentials.
Check that deductions do not reduce effective hourly pay below the legal minimum.
Forecast total payroll cost including NI and pension.

How This Fits Into the Wider 2026 Employment Law Picture

In April 2026, employers are also adapting to:

Day-one Statutory Sick Pay.
Strengthened family leave rights.
Ongoing preventative duties around workplace harassment.
Greater scrutiny of employer processes.

The combined effect is increased operational cost and increased procedural expectation.

Forward planning is essential.

FAQs

When does the new minimum wage take effect?
From 1 April 2026, applying from the first full pay reference period starting on or after that date.

Does the National Living Wage apply to everyone over 18?
No. The National Living Wage rate applies to workers aged 21 and over.

Can salary deductions reduce pay below minimum wage?
In many cases, yes. Certain deductions (for example, uniforms or tools) can reduce pay for minimum wage calculation purposes.

What are the penalties for underpaying staff?
Employers can be required to repay arrears, fined up to 200% of the underpayment (subject to caps), and publicly named by HMRC.

Need Support Reviewing Pay Structures?

If you would like help reviewing salary alignment, benchmarking roles or planning recruitment around April’s changes, our team can support you.

Contact Appointments Personnel to discuss your staffing structure or recruitment strategy.

Small Business UK Employment Law Checklist 2026

Mon, 23 Feb 2026 19:55:23 GMT

Most small businesses do not deliberately breach employment law.

Problems usually arise because something small was overlooked: a policy not updated, a qualifying period removed in law but still written into the handbook, a flexible working request handled informally.

In 2026, those small gaps matter more.

With day-one sick pay, strengthened flexible working rights and a proactive duty to prevent sexual harassment now fully embedded, the legal expectation on employers is clearer, and stricter, than it was even two years ago.

This checklist is designed to help you review where you stand.

1. Employment Contracts – Are They Up to Date?

Start with the basics.

Every employee must receive a written statement of employment particulars from day one. That requirement has been in place since 2020, but contracts often fall out of sync with operational reality.

Review whether your contracts:

Reflect current job roles and reporting lines.
Accurately state hours, hybrid arrangements or shift patterns.
Include updated probation clauses.
Reflect current notice periods.
Reference up-to-date policies.

If your business has evolved but your contracts have not, that gap can cause difficulty in disputes around flexibility, performance or dismissal.

Now is also a good time to check restrictive covenants and confidentiality clauses if staff have access to sensitive data.

2. Statutory Sick Pay – Have You Adjusted for the New Rules?

Statutory Sick Pay (SSP) has shifted significantly.

From April 2026:

SSP becomes a day-one right.
The three-day waiting period is removed.
The lower earnings limit requirement is removed.
The weekly rate increases to £123.25.

For small businesses, the operational impact matters as much as the rate.

Have you:

Updated payroll systems?
Adjusted sickness policies?
Trained managers on the removal of waiting days?
Reviewed how absence is recorded?

If your policy still references a three-day waiting period, it is already out of date.

3. Flexible Working – Are You Handling Requests Properly?

Flexible working has been a day-one right since 2024. In 2026, it should be embedded in your processes.

Employees can:

Make two requests in a 12-month period.
Expect a decision within two months.
Expect consultation before refusal.

You can refuse only for one of the statutory business reasons under the Equality Act framework.

Small businesses often stumble on process rather than principle.

Check that you:

Have a written procedure.
Document consultations.
Record the reasoning for refusal.
Apply decisions consistently.

Inconsistent treatment between employees doing similar roles is a common trigger for claims.

4. Grievance & Disciplinary Procedures – Are They ACAS-Aligned?

Every small business should have grievance and disciplinary procedures that broadly follow the ACAS Code of Practice.

The ACAS Code is not optional guidance. If you fail to follow it, tribunals can adjust compensation by up to 25%.

Review whether you:

Offer the right to be accompanied.
Hold proper investigation meetings.
Provide written outcomes.
Allow appeals.
Document decisions.

Informal “quick chats” in place of formal steps may feel efficient, but they weaken your position if challenged.

5. Sexual Harassment – Can You Evidence Prevention?

Under the Worker Protection reforms, employers now have a duty to take reasonable steps to prevent sexual harassment.

If a claim succeeds and you cannot demonstrate preventative action, compensation can be increased by up to 25%.

You should be able to evidence:

A current anti-harassment policy.
Staff training.
Manager training.
A risk assessment.
Clear reporting routes.

Having a policy alone is not enough.

6. Family Leave & Day-One Rights – Have You Updated Policies?

Recent reforms mean that:

Paternity leave is now a day-one right.
Unpaid parental leave is a day-one right.
Statutory sick pay is day-one from April 2026.

If your handbook still references qualifying periods that no longer apply, it needs updating.

Small inconsistencies in written policies are often where legal exposure begins.

7. Record-Keeping – Are You Documenting Decisions?

One of the strongest themes across recent employment law changes is process.

Whether it relates to dismissal, flexible working, harassment or grievance handling, tribunals increasingly focus on documentation.

Ask yourself:

Are performance conversations recorded?
Are absence meetings documented?
Are consultation meetings minuted?
Are decision letters clear and reasoned?

Small businesses often rely on memory or informal notes. That approach rarely stands up under scrutiny.

8. Pay & Minimum Wage Compliance – Have You Benchmarked Properly?

From April 2026, the National Living Wage increases to £12.71 per hour.

Check:

That all employees aged 21+ meet the new threshold.
That apprentices and younger workers are on correct rates.
That salary sacrifice or deductions do not take pay below minimum thresholds.
That supervisor and experienced staff pay remains structurally aligned.

Minimum wage breaches can lead to penalties and public naming by HMRC.

Final Sense-Check

If you cannot confidently answer “yes” to each of the above areas, it does not mean you are exposed to immediate claims. It does mean a review is sensible.

Employment law in 2026 places emphasis on early rights, fair process and documented reasoning. For small businesses, prevention is far less costly than defence.

FAQs

What employment law changes affect small businesses in 2026?
Key changes include day-one Statutory Sick Pay, strengthened flexible working rights, preventative duties around sexual harassment and updated family leave rights.

Is a written contract legally required in the UK?
Yes. Employees must receive a written statement of employment particulars from day one.

Can compensation increase if we do not follow the ACAS Code?
Yes. Tribunals can adjust awards by up to 25% for failure to follow the Code.

Do small businesses have the same employment law obligations as large companies?
Yes. The law applies regardless of size, although what is “reasonable” may reflect resources.

Need Support Reviewing Your Employment Framework?

If you would like a practical review of your contracts, policies or recruitment practices in light of 2026 employment law changes, our team can help.

To discuss your staffing needs or arrange a compliance-focused conversation, contact Appointments Personnel.

How to Prevent Workplace Sexual Harassment Under UK Law

Sat, 21 Feb 2026 19:50:00 GMT

Over the past year, the conversation around workplace sexual harassment has shifted quite noticeably.

For a long time, employers focused on what to do after something went wrong: investigate properly, follow procedure, document outcomes. That still matters, of course. But the legal emphasis has moved. Prevention is no longer implied, it is expected.

Under the Equality Act 2010, sexual harassment remains defined as unwanted conduct of a sexual nature that violates someone’s dignity or creates an intimidating, hostile, degrading or offensive environment. That definition hasn’t changed.

What has changed is the duty on employers.

The Worker Protection (Amendment of Equality Act 2010) Act 2023 introduced a proactive requirement for employers to take reasonable steps to prevent sexual harassment. The direction of travel, and the way tribunals are beginning to look at these cases, makes it clear that the bar is rising towards demonstrating that all reasonable steps have been taken in context.

At the same time, sexual harassment disclosures now sit squarely within whistleblowing protection. If someone raises concerns and is then treated unfavourably, that risk doesn’t just stay within discrimination law. It can quickly become a whistleblowing detriment claim as well.

This is why the issue is no longer just HR housekeeping. It’s governance, culture, and risk management.

Start With Risk, Not Paperwork

One of the most common weaknesses we see in SMEs is relying heavily on a well-written policy without ever stepping back to ask where problems are actually likely to arise.

A sensible starting point is a documented risk assessment.

That doesn’t mean assuming your organisation has a “culture problem”. It simply means being realistic. Are there significant power imbalances? Do you have younger staff reporting into strong personalities? Are there customer-facing roles where employees are expected to tolerate difficult behaviour? Are work socials alcohol-heavy? Do people work alone or on night shifts? Are there digital channels e.g. WhatsApp groups, private messages, hybrid meetings, where boundaries can blur?

If a tribunal later decides harassment was foreseeable in your setting and you never assessed the risk, it becomes harder to argue that you took reasonable preventative steps.

A short, written assessment, reviewed annually, is a far stronger position than relying on assumptions.

Update Your Policies, But Make Them Practical

Many sexual harassment policies still read as though they were written to tick a compliance box.

In reality, they should now do a few very specific things.

They should clearly define what sexual harassment looks like, using examples that feel relevant to your working environment rather than abstract legal wording. They should make it clear that third-party harassment, from clients, customers or service users, is covered. They should explain reporting routes, including alternatives if the line manager is involved. They should reference whistleblowing protections and confirm that retaliation will not be tolerated.

Most importantly, they should outline how complaints will be handled and within what timeframe, so employees know what to expect.

A policy that exists but isn’t understood won’t help you defend a claim.

Manager Training Is Where This Often Succeeds or Fails

In practice, most cases escalate because early behaviour wasn’t challenged, or because someone who raised concerns didn’t feel taken seriously.

Training managers properly is one of the most defensible preventative steps you can take.

That means covering how to recognise subtle behaviour, how to handle informal disclosures without minimising them, how to document conversations properly, and how whistleblowing protection can attach to sexual harassment complaints. It also means refreshing that training periodically rather than relying on something delivered years ago.

If you are ever asked in tribunal what steps you took to prevent harassment, being able to show structured, recent manager training carries weight.

Don’t Overlook Third-Party Risk

In sectors such as hospitality, retail, healthcare, recruitment or manufacturing, sexual harassment frequently comes from outside the organisation rather than within it.

Employees are sometimes expected to tolerate inappropriate comments from customers in the name of service. That position is becoming increasingly difficult to defend.

Reasonable preventative steps might include visible behaviour standards, clear escalation routes, empowering managers to remove clients where necessary, or adjusting supervision arrangements in higher-risk settings.

If harassment from a third party was predictable and no preventative steps were taken, that will be scrutinised.

Build an Audit Trail

The phrase “all reasonable steps” is ultimately about evidence.

You should be able to produce dated risk assessments, updated policies, training attendance records, notes of investigations, and evidence of any changes made following complaints.

This doesn’t require bureaucracy for its own sake. It simply means that, if challenged, you can demonstrate that prevention was active and ongoing rather than reactive.

If it isn’t recorded, it becomes very difficult to rely on it later.

The Strategic Reality for Employers

For SMEs especially, the instinct is often to keep processes light and avoid overcomplication. That’s sensible. But the legal landscape now expects employers to be able to show foresight.

Ask yourself: If a claim landed tomorrow, could we explain the steps we took before it happened? When did we last review risk? Would our managers feel confident handling a disclosure today? Could we evidence preventative action rather than just response?

The strengthened duty to prevent sexual harassment isn’t designed to catch careful employers out. It’s designed to push organisations towards embedding prevention into everyday management.

Handled thoughtfully, it protects your people and your reputation. Handled casually, it becomes a preventable liability.

Frequently Asked Questions

We’re a small employer. Does this really apply to us?

Yes. The duty applies regardless of size. What counts as “reasonable” will vary depending on your resources, but SMEs are still expected to assess risk, update policies and take preventative action. Being smaller does not remove the obligation, it simply changes what proportionate looks like.

What does “all reasonable steps” actually mean?

It means taking preventative action that is proportionate to your organisation and the risks within it. That includes assessing risk in advance, training managers properly, and responding promptly to concerns. It does not mean perfection — but it does mean being able to evidence active prevention.

Is third-party harassment really our responsibility?

If the risk is foreseeable and you fail to take preventative steps, it can become your responsibility. This is particularly relevant in customer-facing sectors where inappropriate behaviour may be more common.

What happens if we fail to meet the preventative duty?

If sexual harassment is proven and you cannot demonstrate preventative steps, compensation may be uplifted by up to 25%. There is also the potential for reputational impact and, in some cases, linked whistleblowing claims.

How often should we review our approach?

At minimum annually, or sooner if there has been a complaint, organisational change, or shift in working patterns (for example, increased remote working or new customer-facing activity).

How does this affect recruitment?

Increasingly, candidates ask about workplace culture, reporting processes and how issues are handled. Employers who cannot demonstrate preventative steps may find it harder to attract and retain quality staff. Culture is now a recruitment issue, not just a legal one.

What should we prioritise first?

Start with a risk assessment, review your policy language, and ensure managers are trained. Those three steps alone significantly strengthen your position.

Conclusion

If you’re an employer reviewing your workplace practices and planning to hire this year, it’s worth ensuring your policies and culture align with the strengthened preventative duty.

If you work with temporary or agency staff, it’s equally important that expectations around workplace conduct are clear from the outset.

As a recruitment firm, we speak to both sides every day. If you’d like to sense-check how your approach may be perceived by candidates, or you want to ensure the roles you’re hiring for are positioned responsibly, we’re happy to have a conversation.

Good recruitment doesn’t sit separately from workplace culture anymore. The two are closely connected.

Flexible Working Rules Explained: Default Requests & Employer Obligations

Fri, 20 Feb 2026 19:45:35 GMT

Flexible working is no longer a discretionary benefit.

Over the past few years, the legal framework has shifted steadily in favour of earlier employee rights and stronger employer process obligations. This year, flexible working requests are now part of standard employment practice.

Employees can now request flexible working from day one of employment. They can do so twice within a 12-month period. And employers must handle those requests within tighter procedural boundaries.

For SMEs across the UK, this means flexible working is not simply a culture question. It is a compliance issue.

The “Default” Position – What Has Actually Changed

There is no automatic right to work flexibly.

There is a day-one right to request flexible working.

Since April 2024, employees:

Do not need 26 weeks’ service before making a request.
Can make two requests in a 12-month period.
No longer have to explain how their request might affect the business.
Must receive a final decision within two months.
Must be consulted before a refusal is issued.

The shift is procedural but significant. Requests will come earlier in employment and more frequently. Employers must be ready to respond properly.

What Counts as Flexible Working?

A flexible working request can relate to:

Working hours (e.g. compressed hours, reduced hours).
Working patterns (e.g. different shift structures).
Working location (e.g. hybrid or home working).
Job sharing arrangements.

The request must be made in writing and must set out the proposed change and preferred start date.

That is where your process begins.

Employer Obligations

Once a request is received, the employer must:

Handle it in a reasonable manner.
Consult with the employee before rejecting.
Issue a decision within two months.
Only refuse for one of the eight statutory business reasons.

Those statutory grounds include:

Additional cost burden.
Detrimental effect on ability to meet customer demand.
Inability to reorganise work.
Inability to recruit additional staff.
Detrimental impact on quality.
Detrimental impact on performance.
Insufficient work during proposed hours.
Planned structural changes.

You cannot reject simply because “that won’t work here.” The refusal must be anchored to one of these reasons and supported with clear explanation.

What “Consult Before Refusal” Looks Like

This is where many employers trip up.

Consultation means discussion before a final decision is made.

For example:

An accounts assistant requests to work from home full time. The business believes full remote working would reduce oversight and affect team coordination.

A compliant approach would be:

Hold a meeting.
Discuss operational concerns openly.
Explore alternatives such as three days remote, two days in office.
Consider a trial period.
Document the discussion and reasoning.

If, after consultation, the request is refused, the decision must clearly reference a statutory ground and explain how it applies.

The law does not require you to agree. It requires you to follow process.

How This Fits Into the 2026 Employment Law Climate

Flexible working does not sit in isolation.

Employers are already adjusting to:

Day-one statutory sick pay.
Day-one parental leave.
Greater scrutiny around dismissal processes.
Increased emphasis on fair and consistent decision-making.

Across all of these changes, the theme is clear: procedural discipline matters.

Where flexible working decisions appear inconsistent, for example, one team member granted hybrid working while another is refused without clear explanation, the risk of challenge increases.

Consistency and documentation are now as important as commercial judgement.

Common Compliance Gaps in SMEs

From a practical perspective, risk usually arises from:

Informal handling of requests.
Missing the two-month deadline.
Lack of documented consultation.
Refusals that reference vague operational concerns without clear linkage to statutory grounds.
Inconsistent treatment across similar roles.

None of these are complex errors. They are process gaps.

In 2026, those gaps are easier to challenge.

Practical Compliance Tips

If you are reviewing policies alongside wider employment law updates this year, flexible working should be included.

Practical steps:

Update your flexible working policy to reflect day-one rights and the two-request rule.
Train line managers on the consultation requirement.
Introduce a written template for documenting requests and decisions.
Consider trial arrangements before outright refusal.
Audit previous decisions for consistency across comparable roles.

For Manufacturing employers, flexibility may relate more to shift patterns than location.

For Accountancy, Finance and Office Support roles, hybrid expectations are more common and should be addressed consistently.

FAQS

Can an employer refuse flexible working in the UK?

Yes. An employer can refuse a flexible working request, but only for one (or more) of the eight statutory business reasons set out in law. The employer must consult before refusing and must provide a clear explanation linked to those grounds.

Does an employer have to give a reason for refusing flexible working?

Yes. If a request is refused, the employer must explain which statutory ground applies and how it affects the business. A vague statement is unlikely to be sufficient if challenged.

Is flexible working now a legal right?

Employees have a legal right to request flexible working from day one of employment. It is not an automatic right to work flexibly, but employers must follow the correct legal process when handling requests.

How long does an employer have to respond to a flexible working request?

Employers must provide a final decision within two months of receiving the request, unless a longer period is agreed with the employee.

How many flexible working requests can an employee make?

Employees can make two flexible working requests in any 12-month period.

Can flexible working requests lead to discrimination claims?

Yes, in some circumstances. If a request is handled inconsistently or refusal disproportionately affects a protected group (for example, women with childcare responsibilities), there may be discrimination risk in addition to procedural claims.

Need Staff in 2026?

Employment law is tightening. Hiring expectations are shifting. And flexibility is now part of the recruitment conversation from day one.

If you are planning to recruit across Staffordshire or Cheshire this year, or need support securing the right calibre of candidate, we can help.

Contact Appointments Personnel to discuss your hiring plans.

Common employment law mistakes we see in SMEs

Thu, 19 Feb 2026 21:55:16 GMT

Small employers do a hundred things right every day. The stuff that trips them up tends to be small — paper-work, timing, or an informal decision — until it becomes a live dispute. Below are the recurring, avoidable mistakes we see with SMEs in the UK, why they matter now, and practical fixes you can apply today.

1. Not giving written employment particulars (or leaving them incomplete)

What happens

Employers legally must give a written statement of employment particulars. The principal terms should be provided on day one; the wider written statement must be provided within two months of the start date. Failing to supply these particulars or to update them when terms change creates uncertainty and can widen the scope of claims.

Why it matters with 2026 changes

With new day-one rights and changes coming through 2026, inaccuracies in contract wording or failure to update qualifying periods (for parental leave, SSP rules, etc.) make it harder to defend routine decisions. A clear written statement is often the first thing a tribunal will look for.

Quick fix

Provide the required principal terms on day one and complete the written statement within two months.
When you change policies (SSP, parental leave, flexible-working process), update the written statement within one month of the change.

2. Getting holiday pay wrong (regular overtime, variable pay and leavers)

What happens

Holiday entitlement is statutory (5.6 weeks a year for most workers) and holiday pay must reflect a worker’s “normal pay” — including regular overtime, commission or other payments where appropriate. Common errors include using basic salary only, mishandling part-year or irregular hours workers, or miscalculating holiday on termination, which can lead to back-pay claims.

Why it matters now

Post-pandemic case law and government guidance have increased scrutiny on correct holiday pay calculations. SMEs with irregular-hours staff (seasonal, casual, gig) are particularly exposed.

Quick fix

Review how you calculate holiday pay for staff with variable pay or regular overtime. Use gov.uk / ACAS guidance and, if necessary, the 12.07% method for eligible irregular-hours workers. Test examples for leavers.

3. Payroll and SSP (statutory sick pay) readiness

What happens

Payroll mistakes — late or incorrect SSP, failing to apply waiting-day rules correctly, or not accounting for low-paid workers — are common. From 6 April 2026 , the SSP waiting days are being removed and entitlement rules are widening (removal of the lower-earnings threshold), which accelerates employer liability for short absences. Employers who haven’t tested payroll scenarios risk underpaying staff or facing compliance issues.

Why it matters now

SSP changes mean liability can start on day one for qualifying absences. Payroll systems, software providers and processes must be updated before 6 April 2026.

Quick fix

Speak to your payroll provider or software supplier now. Test scenarios (single-day absence, linked periods, low-paid staff). Confirm whether SSP rules will be applied correctly from 6 April.

4. Treating flexible-working requests casually

What happens

Flexible-working requests are increasingly common. The mistake isn’t being flexible, it’s not applying a fair, documented process when deciding. Poorly documented refusals or inconsistent handling (different managers doing different things) are a frequent source of claims. ACAS guidance and recent changes make a proper record of the decision and the business reasons for refusal vital.

Why it matters now

As flexible working becomes more widely expected, tribunals and tribunals’ guidance are focusing on whether employers applied a fair, transparent and consistent process — not only on the outcome.

Quick fix

Adopt a short template: request → questions to assess impact → available alternatives → written outcome and appeal route. Keep a central record. Train line managers to use the template.

5. Poorly handled probation, performance and dismissal processes

What happens

SMEs often move quickly to dismiss or extend probation without documenting the steps that led to the decision. The common errors: no evidence of prior coaching, inconsistent standards applied between employees, no clear improvement plan, or failure to follow capability or disciplinary procedures. These gaps create costly exposure.

Why it matters now

Expectations have shifted towards clearer process and record-keeping. Tribunals now tend to focus on what was recorded at the time, which can leave smaller employers relying on managers’ memory more exposed than they realise.

Quick fix

Use short, dated notes after performance discussions (who, what, next steps). Issue a simple written improvement plan with clear, timed checkpoints. If dismissing, ensure you followed your own policy and documented alternatives considered.

6. Failing to follow redundancy consultation rules (collective and individual)

What happens

Where businesses propose 20 or more redundancies at one establishment within 90 days, collective consultation rules apply. Recently announced changes increase the maximum protective award for failing to consult from 90 days’ pay to 180 days’ pay (for dismissals on or after 6 April), making proper consultation and record-keeping more important.

Why it matters now

The increased protective award is a deliberate deterrent — failing to follow process is now more expensive for employers. SMEs need to know when collective consultation thresholds apply and who represents employees for consultation.

Quick fix

If redundancy is possible, map the timeline, identify representative bodies (trade unions or elected reps), and document consultation meetings and minutes. Seek early legal or HR advice for larger restructure plans.

7. Not keeping managers briefed and records centralised

What happens

Many mistakes start with line managers making off-the-cuff calls and filing notes locally. That breaks the paper trail. When disputes arrive, employers struggle to reconstruct what happened. Centralised, consistent record-keeping is often missing.

Why it matters now

If a decision is questioned, the lack of timely notes often causes as many problems as the decision itself. Tribunals expect to see reasoning recorded at the time, not reconstructed after the fact.

Quick fix

Use a single, simple place for HR notes (shared drive, HRIS, or a secured folder). Create a one-page “how to note” for managers: date, who present, what was said, decision, and next steps.

Action checklist

Payroll check: confirm SSP processing and test day-one absence scenarios with your payroll provider.
Contracts & written terms: ensure principal terms were given on day one and the wider written statement is filed within two months. Update any clauses referencing qualifying periods (parental rights, SSP thresholds).
Holiday pay sample tests: pick five variable-pay employees and run holiday-pay calculations (including regular overtime/commission). Fix gaps.
Manager briefing: run a 30-minute session on documenting decisions, flexible-working process and how to log notes. Make it practical and example-based.
Redundancy / restructure plan: if redundancies are a possibility, map thresholds and consultation steps and document who will lead them.

Conclusion: fix the small things before they become big problems

Most employment law issues we see in SMEs don’t come from bad intent or wilful non-compliance.

They come from:

decisions made quickly
assumptions based on “how we’ve always done it”
policies and payroll systems that haven’t quite kept pace with change

The good news is that many of the risks outlined above are preventable . Clear written terms, consistent processes, basic documentation, and managers who know when to pause and record their reasoning go a long way.

You don’t need to overhaul everything at once.

Start with the areas that create the most exposure, sickness pay, flexible working, probation, dismissal, and redundancy, and build from there.

If you’d like a practical walk-through of these issues, including what’s changed, what’s coming next, and what UK employers should prioritise, we are hosting a webinar: Employment Law Update 2026.

Learn more about it and register here.

The webinar is for general guidance only and does not constitute legal advice.

Employment law changes SMEs need to watch

Mon, 09 Feb 2026 11:56:51 GMT

Small and medium employers are used to juggling checklists. Payroll, recruitment, line-manager training, etc. But 2026 is different: the rules aren’t just changing, and the way decisions are judged is shifting. That makes everyday choices (flexible-working replies, sickness pay, probation calls) more likely to land a business in trouble, even when managers act in good faith.

Below are the practical changes UK SMEs should prioritise now, what they mean in everyday terms, and a short checklist you can action this week.

Quick summary

From 6 April 2026 , some family and sick-pay rights become day-one entitlements. That affects paternity, unpaid parental leave and statutory sick pay.
Statutory Sick Pay (SSP) waiting days are being removed and entitlement rules change — payroll must be ready.
Collective redundancy penalties increase: protective awards can double, so consult properly or risk larger fines.
These changes are rolling in across 2026; employers should focus on process, documentation and manager training , not just policy wording.

What’s changing (and why it matters)

1. Day-one family rights — paternity & unpaid parental leave

From April 2026, employees can give notice for statutory paternity leave and unpaid parental leave from their first day of employment. That removes the old 26-week / 12-month service tests and brings more people into scope immediately, which is good for families, but means employers must be ready to process, record and respond to requests from day one.

Practical impact: update your parental-leave procedure, train whoever handles returns and leave, and make sure your contractual templates and employee handbook reflect the new eligibility rules.

2. Statutory Sick Pay: waiting days gone, wider entitlement

The current three waiting-day rule for SSP is being removed from 6 April 2026, and entitlement rules are being widened (for example, the lower earnings threshold is being removed). SSP rates are also updated for 2026–27. Payroll teams need to be able to pay SSP from day one and to calculate linked periods correctly.

Practical impact: talk to payroll/your software provider now. Test scenarios: short absences, linked periods, low-paid staff. Confirm how your payroll will apply the new SSP rules from 6 April.

3. Redundancy and collective consultation: higher protective awards

The maximum protective award for failing to consult properly in a collective redundancy situation will increase (reports indicate a doubling to 180 days’ pay). That makes getting consultation, records and redundancy planning right far more important.

Practical impact: audit your redundancy playbook, update consultation steps, and ensure you have a clear paper trail showing how decisions were reached and who was consulted.

4. The broader shift: process matters more than ever

Across the Employment Rights Act and related reforms, a repeated theme is that tribunals and regulators are looking for defensible processes: consistent handling, documented reasoning and fair communication. That means the smallest missing note in a file, an informal chat that wasn’t recorded, or inconsistent treatment of similar cases can be costly.

Practical impact: build manager scripts, standard templates for decisions, and a simple central filing system for HR notes. Train managers to log reasoning, not just outcomes.

What SMEs should do this week (practical checklist)

Immediate (this week)

Talk to payroll: confirm SSP changes will be applied from 6 April 2026 and test a Day-1 absence scenario.
Update your parental-leave and paternity-leave procedure to reflect day-one entitlement. Put a ‘how to’ note in the employee handbook and your manager guidance.
Identify who handles redundancy consultation and map the steps — confirm who will lead and document each stage.

Short term (2–4 weeks)

Run a 30-minute manager briefing: how to record decision reasoning, where to save notes, how to respond to flexible-working and SSP queries. (Make it practical, use examples.)
Review and update contract templates and staff handbook sections that reference qualifying periods, waiting days or eligibility tests.

If you have uncertainties

Keep a short list of questions and seek a 15-minute HR/ employment-law clinic rather than overhauling everything at once. Many small fixes (clear wording, a consistent file note template, payroll checks) remove most risk.

FAQs

Q: Do I have to update every contract before 6 April?
A: Not always. Prioritise payroll and policies for SSP and parental rights, and ensure your core contract wording doesn’t contradict the new rules. Plan a phased update for full contract refresh.

Q: What happens if I get it wrong?
A: For individual disputes, you might face claims (and back-pay for SSP). For collective redundancy failures, protective awards can be materially higher from April 2026, so weak process can be costly.

Q: Should I panic and rewrite every policy now?
A: No. Start with the high-risk items: payroll SSP, parental-leave eligibility, and redundancy consultation steps. Fix the data and the decision flow; wording and full rewrites can follow on a schedule.

Want a hand?

If you’d rather not puzzle through the detail alone, we’re running a short, practical webinar that covers these exact points and gives you an immediate checklist to act on.

Learn more about it here.

Why good candidates say no – and how to make job offers stick

Fri, 19 Dec 2025 16:20:05 GMT

Practical insights to improve offer acceptance and avoid costly delays

One of the most frustrating moments in recruitment is getting to the end of the process, feeling confident you’ve found the right person… and then hearing “I’ve decided to go another way”.

For many SMEs, this comes as a genuine surprise. The interviews went well. The feedback was positive. The role felt right. So what changed?

In reality, most offers don’t fall over because of one big issue. They unravel because of a series of small, avoidable missteps.

The offer stage is where recruitment is won or lost

Industry data consistently shows that around 1 in 5 job offers are declined , and that figure rises in competitive markets or specialist roles. For SMEs, each declined offer represents not just lost time, but additional cost, disruption and pressure on existing teams.

From our experience working with local businesses, the offer stage is where momentum matters most. Candidates are emotionally invested at this point, but they are also comparing options, weighing up risk and looking for reassurance.

Delays, uncertainty or unclear communication can quickly tip the balance.

Speed matters more than businesses realise

Research shows that candidates are up to twice as likely to accept an offer when it is made within a few days of the final interview. Yet many SMEs unintentionally stretch this stage due to internal discussions, availability of decision-makers or uncertainty around details.

Good candidates rarely wait. If they’re actively interviewing, they’re often progressing with more than one employer at the same time.

Speed sends a clear message: we’re confident, organised and serious about you.

It’s not always about salary

While salary is important, surveys regularly show that candidates decline offers due to lack of clarity, poor communication or uncertainty about the role – not just pay.

We frequently see candidates accept slightly lower salaries in exchange for:

clearer progression
better flexibility
confidence in the business and leadership
a smoother, more respectful recruitment experience

SMEs often underestimate how influential these factors are.

Consistency and clarity build confidence

Another common reason offers fall over is inconsistency. What’s discussed in interview needs to align with what appears in the offer.

Even small changes to responsibilities, hours or expectations can raise red flags. Candidates don’t expect perfection, but they do expect transparency. When things don’t quite match up, confidence drops – and so does acceptance.

Making offers stick in a competitive market

Businesses that achieve higher offer-to-acceptance ratios tend to do a few things well. They plan before interviewing, agree decision-making authority early, understand the local market, and treat the offer stage as a continuation of the relationship – not an administrative step.

Recruitment today is about intent and clarity as much as it is about opportunity.

Good candidates don’t just choose jobs. They choose certainty, confidence and commitment.

Why recruitment feels harder than ever for SMEs - and what actually works now

Fri, 28 Nov 2025 15:41:02 GMT

If you’ve recruited over the last year or two and found yourself thinking “it never used to be this difficult”, you’re not alone.

Between us, Emma and I have spent over three decades working alongside SME business owners, and one thing is clear – recruitment hasn’t suddenly broken, but the way people find, choose and commit to jobs has changed significantly.

What used to work on autopilot now needs thought, planning and consistency.

The market has shifted – and candidates know it

Good candidates are more selective than ever. They’re not just looking at the job, they’re looking at the business behind it. How clear the role is, how quickly decisions are made, and how the opportunity compares to what else is out there all play a part.

For SMEs, this can feel uncomfortable. Larger businesses may have brand recognition or bigger budgets, but SMEs often underestimate their own strengths – culture, flexibility, visibility and access to decision-makers – which are hugely attractive when positioned properly.

Recruitment works best when you have a river of talent, not a tap

One of the biggest challenges we see is businesses only recruiting when they have to. A resignation lands, pressure builds, and recruitment becomes reactive.

The businesses that recruit most successfully tend to do the opposite. They are always keeping an eye on the market, always having conversations, and always building a small but steady river of potential talent – even when there isn’t an immediate vacancy.

This doesn’t mean constant advertising. It means being visible, knowing who you want to attract, and having a plan for how you’ll engage people when the timing is right.

Planning and competitor awareness make a real difference

SMEs don’t need to outspend their competitors, but they do need to understand them.

Knowing what similar businesses are offering, how roles are being positioned, and where salaries and benefits sit gives you clarity and confidence when you do go to market. It also helps avoid wasted time chasing candidates who were never likely to move.

Clear planning upfront – role scope, priorities, budget and decision-making timescales – saves weeks later in the process.

A few practical ways SMEs can attract better candidates

From our experience, a handful of small adjustments can make a big difference. Being clear about who you want to attract and why they’d choose you. Moving quickly once you meet the right person. Communicating well and keeping candidates informed. And presenting your business honestly and confidently, rather than underselling what you offer.

Recruitment isn’t about perfection – it’s about clarity and consistency.

Getting back to confident, effective hiring

Recruitment will always take time and effort, particularly for SMEs wearing multiple hats. But with the right planning, a steady pipeline of talent and a realistic view of the market, it becomes far more manageable – and far more successful.

Good candidates are still out there. The key is knowing who you want, staying visible, and being ready when the right person appears.

The true cost of getting recruitment wrong for a small business

Tue, 28 Oct 2025 13:21:07 GMT

When you need to hire someone, the salary is just the tip of the iceberg. For small businesses especially, recruitment can be one of the most expensive and time-consuming processes you'll undertake—even if you're only hiring once every year or two.

Most small business owners assume that handling recruitment themselves is the most cost-effective approach. After all, posting a job is free, right? But when you add up the real costs—especially the hidden ones—the picture looks very different.

Let's break down what hiring actually costs when you do it yourself, including the expenses most business owners don't account for until they're deep in the process.

The Direct Costs You Can See

These are the obvious expenses that most people budget for:

Job Advertising : £0-£500+ While free options like Indeed or LinkedIn exist, you often need paid listings to reach quality candidates. Specialist job boards, premium placements, and sponsored posts can run into hundreds of pounds. For hard-to-fill roles, you might need to advertise across multiple platforms for weeks.

Background Checks and Testing : £50-£200 per candidate DBS checks, reference checking services, and skills assessments all add up. If you're screening multiple finalists, these costs multiply quickly. Many business owners skip this step to save money—which often leads to expensive hiring mistakes down the line.

Onboarding Costs : £500-£2,000 Think equipment, software licenses, training materials, and any courses or certifications your new hire needs to get started.

Total visible costs: £550-£2,700

Most small business owners stop their cost calculations here. But this is only about 20-30% of what recruitment actually costs you.

The Hidden Costs That Really Add Up

This is where DIY recruitment gets expensive—and most small business owners seriously underestimate these costs until they're in the middle of it.

Your Time (The Biggest Hidden Cost)

Recruitment is incredibly time-consuming, especially when you're doing it for the first time in a while and don't have established processes. Here's a realistic breakdown:

Writing a job description and posting it : 3-4 hours (researching what to include, writing, editing, posting to multiple sites)
Reviewing applications : 8-15 hours (for 50-150 applications—yes, even "simple" roles attract this many)
Phone screening promising candidates : 4-6 hours (15-20 minute calls add up fast)
Conducting first interviews : 8-12 hours (including prep, the interviews, and note-taking)
Second interviews and assessments : 5-8 hours
Reference checks, deliberation, and offer negotiation : 3-5 hours

Total: 31-50 hours minimum

And that's if everything goes smoothly. If your first-choice candidate rejects your offer, or you realize after a few weeks that none of your candidates are quite right, you're starting over.

What's your time worth?

If you bill clients at £75/hour, or your time is worth £50/hour to your business, that's £1,550-£2,500 in opportunity cost .

That's money you're not earning because you're sifting through CVs instead of serving clients, developing business, or doing the strategic work only you can do.

Your Team's Time

It's not just you. If you involve team members in the process:

Reviewing CVs together: 2-3 hours per person
Conducting interviews: 4-6 hours per person
Training the new hire: 10-20 hours in the first month

If two team members are involved at £30-40/hour, that's another £960-£1,740 in time costs.

Every hour your team spends on recruitment is an hour they're not doing their actual jobs.

Productivity Loss During the Search

When a position sits empty, work doesn't stop—it gets redistributed. Your team picks up the slack, which means:

Projects take longer to complete
Client response times slow down
Quality may slip as people rush to cover gaps
Team stress and potential burnout
Lost sales or business development opportunities

For a £30,000/year role sitting empty for 8 weeks (typical for DIY recruitment), you're losing roughly £4,600 in productivity , not counting the ripple effects on team morale, client satisfaction, and potential lost business.

The Cost of Getting It Wrong

Here's the really expensive part. When you're not hiring regularly, you're not practiced at spotting red flags, asking the right questions, or properly assessing candidates.

The cost of a bad hire for small businesses:

Salary paid during their employment (3-6 months average): £7,500-£15,000
Lost productivity and damaged work: £3,000-£8,000
Impact on team morale and additional turnover: £2,000-£5,000
Time to manage performance issues: £500-£1,500
Cost of recruiting their replacement: £4,000-£8,000

Total cost of a bad hire: £17,000-£37,500

For a small business, that's not just a financial hit—it can be genuinely damaging to your operations and reputation.

Studies show that businesses that hire infrequently make poor hiring decisions up to 50% of the time, simply because they don't have the experience or systems in place to consistently assess candidates well.

What Does DIY Recruitment Actually Cost?

Let's add it all up for a typical small business hire (£28,000-£40,000 salary range):

Successful DIY Hire (everything goes right):

Direct costs: £550-£2,700
Your time: £1,550-£2,500
Team time: £960-£1,740
Productivity loss (8 weeks): £4,600-£5,500
Total: £7,660-£12,440

DIY Hire That Goes Wrong (bad hire, need to start over):

All of the above, plus:
Cost of bad hire: £17,000-£37,500
Total: £24,660-£49,940

Even if you get it right 70% of the time, your average cost per hire is still over £12,000 when you factor in the occasional mistake.

The False Economy of DIY

Small business owners often tell us: "I can't afford to pay for recruitment help."

But here's the reality: you're already paying. You're just paying in:

Your valuable time that could be spent on revenue-generating work
Your team's time and decreased productivity
Longer time-to-hire that leaves gaps in your business
Higher risk of costly hiring mistakes

The question isn't whether you can afford help—it's whether you can afford not to have it.

A Smarter Approach

You don't have to do everything yourself, and you don't need to hand over the entire process either.

Many small businesses find value in getting support for the most time-consuming parts:

Candidate Screening - Let someone else sift through the 50-150 applications and send you the 5-8 genuinely qualified candidates. Saves you 10-15 hours immediately.

Skills Testing - Professional assessments identify who can actually do the job, not just who interviews well. Dramatically reduces your risk of a bad hire.

Job Brief Creation - Get your job description right the first time so you attract the right candidates and waste less time on unsuitable applicants.

Interview Support - Get help structuring interviews and spotting red flags you might miss when you only hire every year or two.

The investment in selective support is almost always less than the cost of doing it all yourself—especially when you factor in your time, the speed of hire, and the reduced risk of getting it wrong.

The Bottom Line

Recruitment is expensive, whether you realize it or not. The costs are there—you're just choosing whether to pay them in money, time, stress, and risk, or to invest in getting it done right.

The next time you think "I'll just handle this myself to save money," do the math:

How many hours will this actually take you?
What's your time worth?
What's your risk of getting it wrong?
What would a mistake cost you?

Often, the most expensive approach is the one that looks cheapest on paper.

The smartest small businesses recognize that their time is their most valuable asset. They invest it where only they can add value—and get the right help for everything else.

5 Expensive hiring mistakes small businesses make and how to rectify them

Tue, 28 Oct 2025 12:57:21 GMT

When you're running a small business, every hire matters. Unlike larger companies that can absorb the occasional bad hire, small businesses feel the impact immediately—in lost productivity, team morale, and your bottom line. The cost of a wrong hire can range from thousands to tens of thousands of pounds when you factor in wasted salary, lost time, and the expense of starting over.

The good news? Most hiring mistakes are completely avoidable. Here are the five most common (and costly) mistakes we see small businesses make, and more importantly, how to sidestep them.

1. Rushing to Fill the Position

The Mistake: When someone quits or business picks up unexpectedly, the pressure to fill a role quickly can lead to settling for "good enough" rather than holding out for "great."

Why It's Costly: A mediocre hire who doesn't quite fit will cost you far more in the long run than leaving the position open for a few extra weeks. You'll spend months managing their performance, redoing their work, or dealing with the disruption when they inevitably leave.

How to Avoid It: Build in realistic timelines from the start. A good hiring process typically takes 4-6 weeks from posting to offer. If you're in a genuine emergency, consider temporary help or redistributing work while you find the right person. Your future self will thank you.

2. Writing Vague Job Descriptions

The Mistake: Job descriptions that are too broad ("looking for a team player who wears many hats!") or just copied from a template without customization.

Why It's Costly: Vague descriptions attract the wrong candidates, which means you'll waste hours sifting through irrelevant applications. Worse, the right candidates won't apply because they can't tell if the role suits them.

How to Avoid It: Be specific about what the role actually involves day-to-day. Include must-have skills versus nice-to-haves. Be honest about the challenges and growth opportunities. A clear job description acts as the first filter, saving you time and attracting candidates who genuinely fit.

3. Skipping Skills Testing or Assessment

The Mistake: Relying solely on CVs and interviews to gauge whether someone can actually do the job.

Why It's Costly: People can be brilliant at interviews but struggle with the actual work. A CV might look impressive, but it doesn't show you how someone writes, analyzes data, solves problems under pressure, or handles your specific software.

How to Avoid It: Include a practical element in your hiring process. This could be a short skills test, a work sample, or a brief trial task (paid, if it's substantial). You'll quickly see who can deliver, not just who can talk about delivering. This single step can save you from months of underperformance.

4. Not Checking References Properly (or At All)

The Mistake: Skipping reference checks entirely, or just going through the motions with generic questions that reveal nothing useful.

Why It's Costly: References are your window into how someone actually performs in a real work environment. Skipping them means you're hiring blind. You might miss red flags about reliability, attitude, or work quality that would have changed your decision.

How to Avoid It: Always check at least two references, and ask specific questions: "Can you give me an example of how they handled a difficult situation?" or "What would you say are their areas for development?" Listen for what's not said as much as what is. If a candidate is evasive about providing references, that's a red flag in itself.

5. Forgetting About Cultural Fit and Values

The Mistake: Focusing entirely on skills and experience while ignoring whether the person will actually fit with your team and company culture.

Why It's Costly: Someone might be technically brilliant but if they clash with your team's working style, communication approach, or values, it creates friction that affects everyone. In a small business, one person who doesn't fit can disrupt the entire team dynamic.

How to Avoid It: Define what matters to you beyond the job skills. Are you collaborative or independent? Fast-paced or methodical? Formal or casual? Ask behavioral questions that reveal how they work: "Tell me about a time you disagreed with a colleague—how did you handle it?" Let them meet the team if possible. Trust your gut if something feels off.

The Bottom Line

Hiring well doesn't have to be complicated, but it does require being intentional. Taking the time to avoid these five mistakes will save you money, stress, and the hassle of starting the whole process over again in six months.

And remember: if you're only hiring occasionally, it's okay to ask for help. Whether it's getting a second opinion on candidates, having someone else screen applications, or running skills assessments, bringing in expert support for the parts you find time-consuming or unfamiliar can be one of the smartest investments you make.

After all, getting the hire right the first time is always cheaper than getting it wrong.

The Hidden Costs of Putting Off Recruiting

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Mon, 21 Jul 2025 06:26:00 GMT

Why "waiting until things settle down" might be costing your business more than you think

We know recruitment isn't always top of the list.

When you're juggling customers, managing your team, and handling the everyday pressures of running a business, hiring can feel like something to come back to later. You might be thinking: "We'll look at it when things calm down." Or, "We're getting by for now — it's not ideal, but it's manageable."

But here's something we've seen time and again with businesses we support across Staffordshire and Cheshire:

Not hiring yet can quietly cost more than hiring the right person early on.

Let's look at what that can really mean for your business — and share a few examples from the kinds of situations we come across all the time.

"We'll just spread the workload for now."

On the surface, it sounds sensible. Someone leaves, and the rest of the team picks things up. Everyone mucks in, you save a bit of money, and the job still gets done… at least, at first.

A manufacturing client in Stoke-on-Trent did just that when a team leader left unexpectedly. It worked for a few weeks. But then things began to slip — jobs were taking longer, mistakes crept in, and the atmosphere in the workshop changed.

The real cost? Productivity dropped by roughly 20% over three months. Eventually, one of their longest-standing engineers handed in his notice. The extra workload had tipped him over the edge. The business not only had to fill the original vacancy, but now had to replace a highly skilled member of the team — and repair a dent in morale.

The total cost? Productivity losses worth thousands, a recruitment bill that doubled from £3,500 to £7,000, and the kind of disruption that affects the entire business for months.

"We don't have the time or headspace to recruit right now."

This is one we hear a lot — especially from smaller businesses across Cheshire and the Potteries. The team's flat out, the person who would normally handle recruitment is too stretched, and suddenly it feels like just one more thing on a very long list.

One of our Crewe-based SME clients told us they'd been covering an admin role themselves for months. The MD was doing quotes and invoicing at 9pm after their kids had gone to bed. It worked, just about — until a key client's order was delayed due to an inputting error that cost them a £15,000 contract.

It was a turning point. We helped them recruit a part-time admin within two weeks. That one hire freed up 15 hours of the MD's time per week — and brought a sense of calm back into the working day.

When you're under pressure, recruitment can feel like a burden. But the right person can often give you time, not take it.

"We're waiting until things settle down."

This is probably the most common reason we hear for holding off on hiring. It makes sense — why commit to a new hire when there's uncertainty in the pipeline, or when you're waiting on that next big contract?

But here's the risk: those "in between" months can drag on, and you end up in limbo — stretched, reactive, and unprepared when things finally do pick up.

One of our professional services clients in Staffordshire had been holding off hiring for six months. When the big project finally landed, they needed to scale quickly but didn't have anyone lined up. The market had shifted. Quality candidates were 40% scarcer than six months earlier. The process was rushed.

The person they hired didn't last the probation period. The delay ended up costing them £12,000 in lost momentum, recruitment fees, and the stress of going through the whole process again — not to mention the opportunity cost of the delayed project start.

So what's really at stake?

Putting off hiring might not feel like a decision — but it is one. It's easy to underestimate the impact, but over time, the hidden costs add up:

Pressure builds on the rest of the team — increasing sick days and turnover risk
Productivity dips quietly — typically by 15-25% when teams are stretched
Morale takes a knock — good people start looking elsewhere
You lose good people because they feel stretched or undervalued
Opportunities are missed or delayed — costing real revenue
You risk hiring reactively instead of from a position of choice and control
Rushed recruitment fails 60% more often than planned hiring processes

And often, by the time you decide to recruit, the situation has already become urgent — and much harder to get right.

The real numbers

Here's what our data from supporting 200+ local businesses shows:

Planned recruitment: Average 4-6 weeks to hire, 85% success rate through probation
Reactive recruitment: Average 8-12 weeks to hire, 60% success rate through probation
Cost of a bad hire: Typically 1.5-2x the annual salary when you factor in training, lost productivity, and re-recruitment

If this sounds familiar...

You're not alone. Lots of the businesses we work with across Staffordshire, Cheshire, and the surrounding areas are in this exact spot — not quite ready to recruit, but aware that something needs to shift.

You don't have to have all the answers now. But having a plan in place, getting a feel for the current market, or just talking things through can put you in a stronger position — whether you hire this month, or six months from now.

Ready to get ahead of the curve?

We've created a simple Hiring Readiness Assessment that takes 5 minutes and shows you exactly where you stand. It covers team capacity, market timing, and budget planning — no fluff, just practical insights.

Is your Business Recruitment Ready

Or if you'd prefer to talk it through, book a 15-minute planning call. We'll discuss your specific situation and help you map out the best approach — whether that's immediate action or strategic planning for later in the year. Call us on 01782 338787

At Appointments, we're here to help businesses prepare properly — whether that's looking at team structure, salary benchmarking for the local market, screening support, or just having someone to bounce ideas off.

If you're feeling the pressure — or even if you just want to make sure you're not storing up problems for later — we're happy to talk.

Call us on 01782 338787

Redundancies on the rise in Stoke on Trent

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Tue, 06 May 2025 17:26:02 GMT

Redundancies on the Rise: How HR Can Navigate Change With Clarity and Care

The current economic climate continues to present significant challenges for businesses across our region. In recent months, we've witnessed the heartbreaking closure of three longstanding clients—organisations we've proudly supported since our inception. These closures represent not just the loss of businesses but profound changes for the individuals who comprised these workplace communities.

As redundancies rise across various sectors, HR professionals find themselves at the centre of managing these difficult transitions. The way these processes are handled can significantly impact both departing employees and those who remain, as well as shape the organisation's reputation for years to come.

Acknowledging the Human Impact

Behind every redundancy statistic is a person facing uncertainty about their future, financial concerns, and often a sense of loss regarding their professional identity and workplace relationships.

At our consultancy, we've been working closely with the employees affected by our clients' recent closures, providing career transition support, CV guidance, and emotional wellbeing resources. We've witnessed firsthand how compassionate, well-managed redundancy processes can make a meaningful difference during these challenging times.

Legal Obligations: The Essential Foundation

Any redundancy process must begin with a thorough understanding of legal requirements, which provide an important framework for fair process:

Consultation must begin when redundancies are proposed, not when decisions have already been made, with timeframes varying based on the number of proposed redundancies.

Selection criteria must be objective, fair, and non-discriminatory, with selection pools carefully determined and scoring systems transparently applied.

Statutory redundancy pay and notice requirements must be met, with clear documentation throughout the process.

Beyond Compliance: Navigating Change with Care

Transparent Communication

Clear, honest communication is paramount throughout the redundancy process. When one of our clients made the difficult decision to close after 15 years in business, we helped them create a comprehensive communication plan that included individual meetings with each employee, written information packs, and a dedicated contact for questions. This approach helped maintain trust during an inherently difficult process.

Support for Departing Employees

Supporting employees leaving the organisation demonstrates commitment to their wellbeing beyond employment. For our recently closed clients, we're providing outplacement services, workshops on modern job-seeking techniques, and one-to-one career coaching. We're also working with managers to ensure comprehensive references are prepared before the businesses fully wind down.

Supporting Remaining Staff

Remaining employees often experience what psychologists call "survivor syndrome"—complex feelings that may include guilt, anxiety about future job security, and increased workload pressure. HR plays a crucial role in supporting these employees by acknowledging their concerns openly, providing clarity on the organisation's direction, recognising increased pressures, and investing in development opportunities that demonstrate continued commitment.

Maintaining Organisational Values

How redundancies are handled reflects an organisation's values in action. One of our recently closed clients, despite financial pressures, chose to provide enhanced redundancy packages and extended employee benefits coverage for three months beyond employment end dates. This decision reflected their longstanding commitment to employee wellbeing and helped preserve their reputation as a responsible employer even as they closed their doors.

Practical Guidance for HR Professionals

Before Announcing Redundancies

Develop a comprehensive timeline for the process, prepare all necessary documentation, train managers who will be delivering difficult news, and arrange support resources so they're immediately available when announcements are made.

During the Consultation Period

Maintain detailed records of all consultation meetings, create multiple feedback channels for employees to voice concerns, and regularly review the process, being willing to adapt based on feedback.

After Redundancies Are Confirmed

Provide departing employees with clear information about next steps, develop a plan for knowledge transfer, create opportunities for appropriate goodbyes, and focus on rebuilding engagement with remaining staff.

Conclusion

Managing redundancies with clarity and care represents one of the most challenging aspects of HR work. By maintaining a dual focus on legal compliance and genuine human support, HR professionals can navigate these difficult transitions while preserving dignity, trust, and organisational reputation.

For the employees of our recently closed clients, we remain committed to providing ongoing support during their career transitions. And for organisations currently facing the prospect of redundancies, we stand ready to share our experience and expertise to help you manage these changes with both professionalism and compassion.

If your organisation is considering or planning redundancies and would benefit from expert guidance, please reach out to discuss how we can support you through this challenging process.

Supporting Employee Mental Health During Mental Health Awareness Week and Beyond

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Tue, 06 May 2025 17:09:05 GMT

Mental Health Awareness Week takes place from 12th May to 18th May this year, offering organisations across the UK a timely opportunity to reflect on their approach to employee wellbeing. In a post-pandemic world where the boundaries between work and home life have become increasingly blurred, supporting mental health in the workplace has never been more crucial.

Why Mental Health Matters in the Workplace

Poor mental health costs UK employers between £45-54 billion annually through absenteeism, presenteeism, and staff turnover. Beyond these financial implications, organisations have both a moral and legal responsibility to provide a psychologically safe working environment. When employees feel mentally well, productivity increases, creativity flourishes, and overall organisational resilience improves.

Developing a Comprehensive Wellbeing Strategy

A wellbeing strategy shouldn't be a reactive afterthought but rather a proactive, integrated part of your organisational culture. An effective strategy connects mental health support to your company values and business objectives while providing a framework for consistent action.

Your wellbeing strategy should outline your organisation's vision for employee mental health, identify key priorities based on employee needs, and establish clear metrics to measure success. Rather than focusing solely on addressing problems after they arise, a robust strategy emphasises prevention and early intervention.

The most successful wellbeing strategies are developed with input from employees across all levels of the organisation. By involving staff in identifying challenges and potential solutions, you create a strategy that resonates with their actual experiences and demonstrates genuine commitment to their wellbeing.

Implementing a Formal Wellbeing Polic y

While a wellbeing strategy provides direction, a wellbeing policy translates this into concrete guidelines and procedures. Your policy should clearly articulate what support is available, how employees can access it, and what responsibilities managers have in supporting team members' mental health.

An effective wellbeing policy might include:

Clear procedures for identifying and managing workplace stress Document specific processes for conducting stress risk assessments and implementing reasonable adjustments for employees experiencing mental health challenges.

Guidelines for maintaining work-life balance Establish expectations around working hours, email response times, and meeting schedules that respect employees' need for downtime and recovery.

Details of available support resources Outline all mental health resources available to employees, from Employee Assistance Programmes to mental health first aiders, with clear instructions on how to access them confidentially.

Return-to-work processes Define supportive procedures for employees returning to work after mental health-related absences, including phased returns and ongoing accommodations.

Accountability measures Specify how the organisation will monitor adherence to the policy and address instances where wellbeing principles aren't being upheld.

Practical Steps Employers Can Take During Mental Health Awareness Week

Mental Health Awareness Week provides an excellent catalyst for meaningful action. Here are some straightforward ways employers can support employee mental health during this week and beyond:

Create psychologically safe spaces for conversation Host informal coffee mornings, lunchtime walks, or structured workshops where employees can discuss mental health without fear of judgement. Consider bringing in external facilitators if internal comfort levels around discussing mental health are still developing.

Provide mental health education

Arrange training sessions on recognising signs of common mental health conditions, managing stress, and building resilience. These can be delivered by mental health professionals or through quality online resources from organisations like Mind or the Mental Health Foundation.

Review workloads and expectations Use this week as an opportunity to have honest conversations about workload pressures and realistic expectations. Encourage managers to check in with team members about their capacity and make adjustments where needed.

Introduce wellbeing moments into meetings Begin team meetings with brief wellbeing check-ins or mindfulness exercises to normalise conversations about mental health. Even five minutes can make a significant difference to meeting culture.

Upskill managers Provide managers with specific training on supporting team members' mental health, including how to have sensitive conversations, recognise warning signs, and make appropriate referrals to professional support.

Communicate available resources Use various communication channels to remind employees of existing mental health resources, from counselling services to mental health apps that your organisation might subscribe to.

Consider environmental factors Evaluate your physical or virtual working environment to ensure it supports good mental health. This might include providing quiet spaces, natural light, ergonomic equipment, or clear boundaries between work and personal time for remote workers.

Building Sustainable Mental Health Support

While awareness weeks provide valuable focus, supporting employee mental health requires consistent, year-round commitment. Consider implementing these longer-term approaches:

Regular wellbeing pulse surveys Conduct brief, frequent surveys to monitor employee mental health and identify emerging concerns before they become serious problems.

Mental health champions network Develop a network of trained employees who can act as points of contact for colleagues seeking initial mental health support or information.

Flexible working arrangements Offer genuinely flexible working options that help employees balance work with personal responsibilities and self-care.

Leadership role modelling Encourage leaders to share their own wellbeing practices and be transparent about setting boundaries, taking breaks, and prioritising mental health.

Recognition of the whole person Acknowledge that employees have lives beyond work and that personal circumstances significantly impact workplace performance and wellbeing.

Measuring Success

Any investment in mental health initiatives should be accompanied by appropriate measurement. Consider tracking metrics such as:

Absence rates related to mental health

Utilisation of wellbeing resources

Employee feedback through surveys and focus groups

Retention rates

Productivity indicators

Return on investment for specific wellbeing initiatives

Remember that some benefits of supporting mental health, such as increased trust and improved company reputation, may be harder to quantify but are nonetheless valuable.

Moving Forward Together

This Mental Health Awareness Week, commit to making mental health support an integral part of your organisational culture rather than an occasional focus. By developing a comprehensive wellbeing strategy, implementing a clear policy, and taking consistent practical action, employers can create environments where employees feel valued, supported, and able to thrive.

The most successful organisations recognise that supporting mental health isn't just the right thing to do—it's also good business. When employees feel mentally well, everyone benefits: individuals, teams, organisations, and ultimately society as a whole.

What steps will your organisation be taking this Mental Health Awareness Week to support employee mental health?

5 Hot Hiring Questions Answered - May Edition

emma@appointmentspersonnel.co.uk (Emma Bonfiglio) — Thu, 01 May 2025 16:53:01 GMT

In today's complex labour market, recruiters and hiring managers face unique challenges that require innovative solutions. From navigating hybrid work expectations to addressing skill gaps in an AI-driven economy, the recruitment landscape continues to evolve rapidly across the UK. This post tackles five of the most pressing recruitment challenges British companies are facing right now and provides practical solutions to help you overcome them.

1. How can we attract quality candidates in a competitive market?

The Challenge: Despite economic fluctuations, competition for top talent remains fierce across many UK industries. Companies struggle to stand out to qualified candidates who have multiple options.

The Solution: Start by refining your employer brand to showcase your company culture, values, and employee experiences authentically across all channels. Use employee testimonials and day-in-the-life content to give candidates a genuine look at what working for you is like. Next, optimise your compensation strategy by regularly benchmarking your salary ranges and benefits against industry standards and considering flexible benefits packages that candidates can customise to their needs. The application process itself must be streamlined, as top candidates won't tolerate cumbersome systems—audit yours to ensure it's efficient, mobile-friendly, and respects applicants' time. Finally, leverage your existing team by implementing a robust referral programme with meaningful incentives, as current employees often know qualified individuals who would be a good cultural fit.

2. How should we handle hybrid work expectations in our hiring process?

The Challenge: Post-pandemic work arrangements continue to evolve in the UK, with candidates now having strong preferences about hybrid and remote working. Companies struggle to balance organisational needs with these expectations.

The Solution: Transparency is crucial from the beginning of your recruitment process. Clearly communicate your work model in job descriptions and throughout the hiring process to avoid misalignment later on. If you can offer flexibility in work arrangements, make this a key selling point in your recruitment messaging. For roles requiring in-office presence, develop a compelling office value proposition that articulates why it benefits both the employee and the organisation, focusing on collaboration, mentorship, and cultural benefits. Regardless of your model, create equitable experiences by ensuring your hiring process and onboarding are designed to be equally effective for both remote and in-office candidates.

3. How can we address the skills shortage exacerbated by Brexit and technological advancement?

The Challenge: The combination of reduced EU talent pools post-Brexit and rapid technological evolution has created significant skills gaps across the UK. Many organisations can't find candidates with all the skills they need, particularly in technical fields.

The Solution: A shift to potential-based hiring is essential in today's market. Focus on candidates' ability to learn and adapt rather than just their current skill set, looking for transferable skills and a growth mindset that will serve your organisation long-term. Implement meaningful skills-based assessments using practical tests and projects to evaluate candidates' capabilities rather than relying only on CVs and interviews. Within your organisation, develop robust internal talent pipelines by creating upskilling and reskilling programmes for existing employees to fill emerging skill needs. Externally, partner strategically with educational institutions by developing relationships with universities, apprenticeship providers, and training programmes to create direct pipelines for emerging talent.

4. How can we balance diversity and inclusion goals with our recruitment needs?

The Challenge: Despite progress on D&I initiatives, many UK organisations still struggle to build truly diverse teams, often citing limited diverse candidate pools or concerns about "lowering the bar."

The Solution: Begin by examining and revising job requirements to evaluate whether stated qualifications are truly necessary or if they might unintentionally exclude qualified diverse candidates. Implement structured interviews and blind CV reviews to help mitigate unconscious bias in the selection process. Your sourcing strategy should expand beyond traditional channels—partner with professional organisations, attend diversity-focused career fairs, and utilise specialised job boards to reach a broader range of candidates. Setting meaningful metrics allows you to track diversity throughout your hiring funnel to identify where diverse candidates might be dropping out of your process. Throughout all communications, create inclusive job descriptions by using language that welcomes all qualified candidates and avoiding jargon or terms that may alienate certain groups.

5. How can we compete with larger employers on salary while facing cost pressures?

The Challenge: With inflation and cost-of-living pressures in the UK, candidates are increasingly salary-focused, yet many SMEs cannot match the compensation packages offered by larger organisations.

The Solution: Emphasise your total value proposition by highlighting aspects beyond salary such as work-life balance, career development, company culture, and meaningful work. Consider offering creative benefits that may be less costly but highly valued, such as enhanced holiday allowance, flexible working hours, or learning and development budgets. Transparency about growth opportunities is crucial—clearly articulate potential career progression paths and how you invest in employee development. Alternative compensation models can also help bridge the gap; look at profit-sharing schemes, performance bonuses, or equity options that align employee success with company success. Finally, develop and promote robust workplace wellbeing initiatives that demonstrate your commitment to employee health and happiness, an increasingly important factor for job seekers.

Moving Forward

The recruitment landscape will continue to evolve, but UK organisations that approach these challenges with flexibility, creativity, and a commitment to candidate experience will gain a significant competitive advantage in attracting and retaining top talent.

Remember that recruitment is not just about filling positions—it's about building the foundation for your organisation's future success. By implementing these solutions, you'll be well-positioned to overcome today's most pressing hiring challenges and build a workforce ready for tomorrow's opportunities.

What recruitment challenges is your organisation facing, and which of these solutions resonates most with your situation?

Is AI Ruining or Revolutionising Recruitment

emma@appointmentspersonnel.co.uk (Emma Bonfiglio) — Tue, 22 Apr 2025 17:36:18 GMT

What local HR teams and hiring managers need to know about AI, CVs, and keeping things human.

AI (Artificial Intelligence) is the latest buzzword in the recruitment world, but for many medium-sized businesses across Staffordshire and Cheshire, the big question is:
Does it really help — or does it make things harder?

We’ve been speaking with clients lately who are unsure whether to embrace it, avoid it, or ignore it altogether. So here’s a no-jargon, real-world look at how AI is showing up in recruitment and what it means for local employers like you.

So, where is AI being used?

It’s popping up in places you might not even realise:

CVs filtered automatically before you even look at them
Chatbots that reply to jobseekers
Interview scheduling without the back-and-forth emails
Video tools that claim to "read" facial expressions
And now, job applications and CVs are even being written by AI tools like ChatGPT

One of our manufacturing clients recently used a bit of AI software to screen a high number of CVs — and while it saved admin time, they still had to use their people skills to find the right cultural fit. The AI gave them speed; they still needed their team to make the decisions.

What’s the issue with AI-written CVs?

Here’s where things get a little tricky. More and more candidates are using AI to write their CVs, and they’re coming out very polished — maybe too polished.
One of our financial services clients recently spotted a pattern: some applications looked amazing, but in interviews, the candidates’ communication didn’t match the CV. It raised doubts — and delayed the decision-making.

It’s a reminder that what you see on paper isn’t always the full story.

How to keep your recruitment human (with a little AI help)

We’re not saying avoid AI altogether — it can be useful. But here’s what the most effective hiring teams are doing:

1. Go beyond the CV

Use shortlisting tools or AI if you want to save time, but always follow up with things that AI can’t fake — like skills tests, mini writing tasks, or a quick phone call to hear how a candidate presents themselves.

2. Check for authenticity

If writing is important for the role, ask for a quick task during the interview. One of our clients now gives a 15-minute writing challenge — it’s a simple way to spot genuine communication skills.

3. Don’t forget the human bits

AI is great for admin. But when it comes to judging personality, emotional intelligence, or team fit? That’s where you and your team come in. These are things that local employers like you know best — and it’s what sets great hires apart.

4. Be honest with candidates

If you’re using automation (even just for booking interviews), let applicants know. It builds trust and shows you’re running a fair process.

5. Keep an eye on fairness

Sometimes, AI can make decisions based on patterns that aren’t fair or inclusive. If you use it, make sure you check your outcomes from time to time. A few of our clients now do quarterly reviews to spot any red flags in their shortlisting.

AI can’t replace…

Knowing when someone will fit in with your team
Spotting the “gut feeling” red flags that come up during interviews
Building a relationship that leads to a great job offer
Understanding why someone’s taken a career break or changed industries
Showing candidates that your business genuinely values people

These are the reasons clients still come to us for help, especially when hiring at speed or needing to get it right the first time.

A balanced approach is best

Think of AI as a helpful assistant — not the decision-maker.

Let it sort, schedule, and streamline. But keep your people (or recruitment partner!) in the driving seat for the parts that really matter.

At Appointments Personnel, we’re supporting local businesses who want to modernise their hiring without losing the personal touch. We can help you explore what works and what to avoid — and make sure your process is fair, efficient, and still feels very human.

Want to talk about how AI might (or might not) fit into your recruitment?
Get in touch – we’d love to share some local insights and stories from other businesses like yours.

5 Hot Hiring Questions Answered: Solutions for Common Recruitment Challenges

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Mon, 31 Mar 2025 17:20:22 GMT

Struggling with no-shows, salary negotiations, or slow hiring? Discover real-world solutions to the biggest recruitment dilemmas

The recruitment landscape is constantly evolving, with businesses and candidates facing new challenges and opportunities. As hiring managers, you may find yourself asking the same questions we hear time and time again. Here are five of the most common dilemmas – and what we’ve learned from real experiences.

1. What Should I Do If the Ideal Candidate Doesn’t Show Up for an Interview?

It’s frustrating when you’ve spent time preparing, only to be left waiting. We see this happen more often than you’d think, and while the initial reaction might be to move on, it’s worth pausing. Try to reach out – was there an emergency? A misunderstanding? We’ve seen great candidates turn things around with a second chance. But if there’s no response, it’s likely a sign of reliability issues, and moving on is the best option.

2. Should I Give a Candidate a Second Chance If They Perform Poorly in an Interview?

We’ve all met someone who just doesn’t interview well but turns out to be fantastic in the role. A few years ago, a client had a candidate who fumbled through an interview but had a strong background. Instead of writing them off, they gave them a practical assessment – and they excelled. If nerves are the problem, a different interview format might help. But if a candidate can’t demonstrate the skills you need, it’s worth considering if they’re really the right fit.

3. How Do I Handle Salary Negotiations When I Have Budget Constraints?

This comes up in almost every hiring conversation. One manager we worked with was worried about losing their ideal candidate because of a tight salary budget. Instead of focusing on just the number, they talked about growth opportunities, flexibility, and the company culture – and the candidate accepted. The lesson? Be upfront about what you can offer and highlight the full package. If salary is a sticking point, knowing where you stand in the market can help – salary benchmarking can give clarity here.

4. What’s the Best Way to Reject a Candidate Without Burning Bridges?

We once had a business reject a candidate only to call us six months later asking if they were still available – unfortunately, they weren’t. Keeping doors open is key. A simple, honest response with some constructive feedback goes a long way. Candidates talk, and the way you handle rejections can impact your reputation. A polite, professional rejection today might lead to a successful hire in the future.

5. How Can I Speed Up the Hiring Process Without Compromising Quality?

Hiring delays can cost you the best candidates. One company we worked with kept missing out because their process took too long. By streamlining their interview steps and using a pre-screening system, they cut their hiring time in half and secured better talent. The key? Clear job briefs, structured interviews, and avoiding unnecessary delays. When you have the right process in place, you make better hires, faster.

The world of recruitment is full of challenges, but with the right approach, they can all be tackled. If any of these scenarios sound familiar, it’s because they happen all the time – and there are always ways to improve your hiring process.

Employment Law April 2025 for Business Leaders and Hiring Managers

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Mon, 31 Mar 2025 17:10:42 GMT

Is your business ready?

As of April 2025, several important employment law changes will take effect in the UK. HR professionals and business leaders should ensure they are fully prepared for these updates to remain compliant and support their workforce effectively.

Key Employment Law Changes in April 2025:

1. National Minimum and Living Wage Increases

The National Living Wage and National Minimum Wage rates will increase across all age groups. Employers must ensure their payroll systems are updated and that all employees are paid in line with the new rates.

Action Required: Review payroll and budgeting to accommodate the increased wage costs and communicate changes to employees.

2. Increased Redundancy Pay Thresholds

The calculation for statutory redundancy pay will see an increase in the maximum weekly wage that can be used in redundancy calculations. Additionally, tribunal compensation limits will also rise.

Action Required: Employers should update redundancy policies and review ongoing or planned redundancy processes to reflect the new rates.

3. Statutory Family-Related Pay Adjustments

Statutory maternity, paternity, adoption, and shared parental pay rates will increase. The same applies to statutory sick pay.

Action Required: HR teams should update their policies and payroll systems to ensure compliance with the new statutory rates.

4. Changes to Holiday Pay for Irregular Hours and Part-Year Workers

Workers on irregular hours or part-year contracts will have a new method for calculating holiday entitlement, aimed at ensuring a fairer approach.

Action Required: Employers should review how holiday pay is calculated for affected employees and make necessary adjustments to their payroll and leave management systems.

Looking Ahead: The Employment Rights Bill

The Employment Rights Bill is currently under consultation and could introduce further changes in the future.

Potential updates being considered include:

Strengthened protections for workers on zero-hours contracts
Stricter regulations around redundancy consultations
Enhanced safeguards against ‘fire and rehire’ practices

Businesses should stay informed and prepared for any further legislative developments.

For full details on upcoming employment law changes, visit gov.uk .

National Insurance Changes for Employers 2025

Mon, 31 Mar 2025 15:38:37 GMT

From April 6th 2025 there will be significant shift in employer National Insurance (NI) contributions, with the rate increasing by 1.2 percentage points to 15%, and a lowered earnings threshold now starting at £5,000 (down from £9,100). These adjustments could lead to higher payroll expenses for mid-sized and larger businesses, affecting hiring strategies and budgeting in 2025 and beyond.

Key Details of the Change

Rate Increase: The NI contribution rate for employers rises to 15%.
Lower Earnings Threshold: Employers will now pay NI on earnings starting at £5,000, significantly reducing the exemption range. This change is intended to boost government revenue but will likely increase costs for businesses with lower-wage roles.
Employment Allowance Adjustments: The Employment Allowance, which offers some relief on NI costs, increases to £10,500. This provides a cushion for many small businesses, particularly those employing fewer staff.

How These Changes Impact Staffing and Recruitment

Businesses may see these shifts reflected in higher staffing costs, particularly for mid-sized and larger firms with significant payrolls. These added expenses might influence decisions on wage increases, hiring plans, and even the type of roles businesses choose to fill. Employers should prepare for potential shifts in their budget allocations to maintain competitiveness while managing increased contributions.

Preparing Your Business

Planning ahead is essential. Key steps might include:

Calculating projected costs to budget for the changes
Evaluating workforce needs and considering the potential impact on hiring strategies
Maximising allowances by confirming eligibility for the updated Employment Allowance

We will be updating our blog in the coming days with a detailed breakdown and calculations, so visit us again soon!

The National Minimum Wage Is Increasing - Here's Everything You Need To Know

Mon, 31 Mar 2025 11:01:13 GMT

Read the 2026 update here

Get ready for positive changes coming in April 2025! An increase in the minimum wage is fantastic news for millions across the UK, designed to help workers cope with the high cost of living.

The Introduction of Minimum Wage

The minimum wage was introduced in the UK in 1999, following legislation passed by the Labour government in 1998. Before its introduction, the lowest-paid workers experienced stagnant wage growth. Contrary to initial concerns that it would lead to job losses, evidence shows no overall negative impact on employment levels.

What’s Changing?

From 1 April 2025, the minimum wage increases will be as follows:

Aged 21 and over: £11.44 to £12.21
Aged 18 to 20: £8.60 to £10.00
Apprentice rate: £6.40 to £7.55
Under 18s: Rate yet to be confirmed

Salary Breakdown

Preparing for Change

Businesses should start planning now to accommodate this increase. It’s crucial to ensure that raising the minimum pay for lower-paid workers does not inadvertently devalue the pay of other employees. Consider where you might need to adjust wages to maintain fairness across your workforce.

Additionally, businesses can explore enhancing their overall compensation packages with benefits that employees value, such as hybrid working arrangements and additional holiday leave. Offering options like remote work can help employees offset household expenses, including childcare and commuting costs.

Compliance and Responsibilities

Do Employers Have to Pay the Minimum Wage?

Yes, the national minimum wage sets the legally mandated hourly wage that employers must pay their workers. It is essential for businesses to comply with these regulations, as failure to do so can result in fines from HMRC, the UK tax authority. Non-compliance not only incurs financial penalties but can also damage a company's reputation.

Who Sets the Minimum Wage?

The government determines minimum wage rates annually based on recommendations from the Low Pay Commission, which assesses the economic landscape, including employment rates, earnings trends, and the cost of essentials like food and housing.

Who Isn’t Entitled to the Minimum Wage?

Certain groups, including the self-employed, company directors, volunteers, armed forces members, prisoners, and individuals living and working in religious communities, do not qualify for the minimum wage. Additionally, people with disabilities participating in government work programmes may receive fixed amounts that are below the minimum wage.

For more support, get in touch today!

March's Employment Data

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Fri, 14 Mar 2025 11:43:44 GMT

Information to support your recruiting decisions

UK Labour Market Update – What March 2025’s Stats Mean for Local Employers

The latest ONS Labour Market Report (March 2025) has landed — and while statistics might not be everyone’s cup of tea, this snapshot tells a story every employer needs to hear.

If you’re running an SME in Staffordshire or Cheshire, these shifts in employment, pay, and workforce participation could have a real impact on your hiring plans, candidate availability, and ultimately your bottom line. So, we’ve done the number-crunching for you and translated it into plain English — with a few insights to help you stay ahead.

Employment Is Up, but So Is Competition for Talent

The employment rate has nudged up slightly to 75%, while unemployment has held steady at 4.4%. That sounds positive, right?

Well, yes — but it also means the pool of available candidates is tight. More people are in work, which is great for the economy, but it also means your next hire might be happily employed elsewhere. So, if you’re recruiting this spring, you may need to:

Move faster on decisions
Focus on passive candidates
Revisit your job offers and salary benchmarks

Tip: If it’s been a while since you reviewed your salaries or benefits, now’s the time. Our salary benchmarking service might just be your secret weapon.

Wages Are on the Rise – Are Yours?

Pay is growing too. Average earnings (excluding bonuses) increased by 5.9%, with real-terms pay (adjusted for inflation) up by 2.2%. In plain terms: people are feeling a bit better off, and expectations are shifting.

If you're finding candidates pushing back on offers or asking for more flexibility, it’s not you — it's the market. Ensuring your packages are competitive is key to attracting (and keeping) top talent.

Economic Inactivity Is Falling (But Still a Challenge)

The number of people classed as economically inactive (those not working or job hunting) dropped slightly to 21.5%, but it's still a large part of the working-age population.

What does that mean for you? It means there are still skilled individuals out there who might return to the workforce — but only if the right opportunity, flexibility, or support is in place.

Now’s the time to think about:

Part-time or flexible roles
Return-to-work programmes
Adjusting job specs to tap into underutilised talent

Regional Watch: Local Trends Matter

The stats show big regional differences. For example:

South West: highest employment
London: highest unemployment
Northern Ireland: lowest unemployment, but highest inactivity

So don’t let national trends dictate your entire strategy — what’s happening in Staffordshire or Cheshire could look quite different. That’s where working with a local recruitment partner can make all the difference.

So, What Should Employers Do?

If we had to summarise it in three words: be proactive now.

Stay competitive on salary and benefits
Be open to new ways of working
Know that good people are out there — but you’ll need a strategy to find (and keep) them

And if you're not quite sure where to start, don’t worry — that’s where we come in. Whether you need help filling a permanent role, sourcing temporary staff fast, or just want a friendly chat about what the labour market means for your business, we’re here.

Let’s Talk Recruitment

Appointments Personnel have been supporting local employers for over 25 years. We understand the market — and more importantly, we understand people.

Give us a call or pop in for a coffee and a chat. Because navigating the labour market is much easier when you’ve got someone in your corner.

2025 Local Salary Survey Results

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Thu, 06 Mar 2025 11:36:20 GMT

Stay ahead in a shifting job market with our latest insights into salary expectations, hiring challenges, and employee benefits in Staffordshire.

Unlocking the 2025 Salary Trends for Stoke-on-Trent Employers

As the job market continues to shift in 2025, businesses in Stoke-on-Trent must stay ahead of salary trends to attract and retain top talent. Our latest 2025 Salary, Benefits & Recruitment Outlook provides valuable insights into regional pay scales, hiring challenges, and employee expectations. If you’re responsible for recruitment, HR, or business leadership, this guide is an essential tool to ensure you remain competitive.

Key Insights from the 2025 Salary Guide

1. The Challenge of Talent Acquisition

Despite an expanding talent pool, 60% of employers still struggle to recruit the right candidates . The hardest-to-fill roles include technical, sales, administrative, and finance support positions . With increased competition, businesses need to refine their hiring strategies.

Top challenges include:

Skills shortages in key industries.
Salary competition —50% of companies lost employees in 2024 to higher-paying competitors.
Evolving candidate expectations —employees are prioritizing work-life balance, hybrid working, and career development over salary alone.
Time-intensive hiring processes , with recruitment taking an average of 8 weeks.

2. Salary Trends & Compensation Adjustments

With the rise in the National Minimum Wage , 77% of employers say it will significantly impact their business in 2025. Additionally:

30% of businesses plan salary increases in line with inflation.
60% of employers lost staff in 2024 due to salary competition.
The average working week is 37.5 hours for office workers and 40 hours for manufacturing roles .

3. Sector-Specific Salary Benchmarks

To stay competitive, understanding pay benchmarks is essential. Here are some key figures from our 2025 Salary Guide :

Finance & Accountancy:

Finance Director: £90,909 - £110,600
Finance Manager: £43,688 - £58,227
Accounts Assistant: £25,545 - £32,500

Manufacturing & Production:

Factory Manager: £43,000 - £59,000
Production Supervisor: £27,636 - £33,276
CNC Operative: £25,396 - £31,293

Office & Administrative Roles:

Executive Assistant: £44,350 - £50,150
Office Manager: £30,000 - £40,104
Customer Service Manager: £32,600 - £45,930

4. Employee Satisfaction & Workplace Trends

Understanding employee priorities is key to retention. Our research found that 70% of employees are considering moving jobs in the next 12 months , with job satisfaction and salary being the top influencing factors.

Working arrangements are split:

40% prefer full-time office work
40% prefer hybrid work
20% want fully remote roles
Annual leave expectations: 52% of employees are dissatisfied with their current holiday allowance.

5. Benefits That Matter Most to Employees

While many businesses offer standard benefits, there’s often a gap between what’s provided and what employees truly value. The top benefits employees look for include:

Flexible working arrangements

Annual bonuses

Enhanced pensions

Career progression opportunities

Free car parking

Download your free copy of the 2025 Salary Guide to see how your business compares.

If you want a tailored salary benchmarking report , get in touch today.

Call us on 01782 338787.
Email us at kerry@appointmentspersonnel.co.uk

2025 Local Salary Survey

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Wed, 05 Feb 2025 19:46:14 GMT

Why Taking 5 Minutes for Our Salary Survey Could Save You Thousands

The job market is evolving rapidly, and as a HR professional or business owner in Staffordshire and Cheshire, staying ahead of salary trends is critical. With National Minimum Wage increases and ongoing shifts in employer National Insurance (NI) contributions , getting your salary structures right is more important than ever. That’s why we’re inviting you to take part in our 2025 Salary & Workplace Survey —a quick, valuable exercise that can offer huge insights for your business.

Why Is a Salary Survey So Important?

A competitive salary is key to attracting and retaining top talent . But how do you know if what you’re offering is truly competitive? Our annual Salary & Workplace Survey provides an in-depth look at salary benchmarks across Staffordshire and Cheshire, helping businesses like yours make informed decisions about pay, benefits, and recruitment strategies.

With the National Minimum Wage set to rise again in April , employers need to review their pay structures to stay compliant and competitive. Additionally, changes to employer NI contributions could impact overall payroll costs, making it even more crucial to have a clear understanding of salary trends.

The Benefits of Taking Part

By contributing to our survey, you’ll gain access to exclusive salary insights before they’re publicly released. Here’s why it’s worth your time:

✅ Benchmark salaries with local competitors – Stay competitive and avoid losing staff to better offers elsewhere.
✅ Plan for NMW increases and NI changes – Ensure your business is financially prepared for upcoming legislative changes.
✅ Improve hiring & retention – Competitive salaries reduce turnover and make recruitment easier.
✅ Only takes 5 minutes – A short time investment for significant business insights.

Be the First to Access the Results

As a thank you for taking part, you’ll receive early access to the full survey results, giving you an advantage when it comes to workforce planning and budgeting.

Take 5 Minutes to Future-Proof Your Business

The insights from this survey will help you navigate salary trends, adapt to economic changes, and ensure your business remains an attractive employer in the local market.

E mployer Salary & Workplace Survey | Appointments Personnel

Thank you for your time—we appreciate your valuable input and look forward to sharing the results with you soon!

For more details, feel free to get in touch with our team at Appointments Personnel .

E mployer Salary & Workplace Survey | Appointments Personnel

HR 2025 Outlook

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Wed, 15 Jan 2025 22:58:45 GMT

The Outlook for HR in 2025: Trends, Challenges, and Opportunities for Senior HR Professionals

Heading into 2025, the landscape of Human Resources is evolving faster than ever. Senior HR professionals are tasked with leading their organizations through a period of unprecedented change, driven by technological advancements, shifting employee expectations, and the ongoing challenges of a global workforce. To navigate this evolving environment, HR leaders must stay ahead of emerging trends, identify potential risks, and capitalize on new opportunities.

In this article, we’ll delve into the key trends and challenges HR professionals can expect in 2025, providing actionable insights on how to adapt strategies for success.

1. The Rise of AI and Automation in HR

Trend Overview:
Artificial Intelligence (AI) and automation technologies are rapidly transforming the HR function. From recruiting and onboarding to performance management and employee engagement, HR teams are increasingly leveraging AI-driven tools to streamline processes, reduce administrative burdens, and improve decision-making.

What Senior HR Professionals Need to Know:
AI will continue to play a pivotal role in shaping HR functions. Key applications include:

Recruitment and Candidate Screening: AI-powered recruitment platforms will continue to evolve, enabling HR teams to screen resumes, assess candidates, and even conduct initial interviews with greater speed and accuracy. This will not only reduce time-to-hire but also ensure a more diverse and inclusive hiring process by mitigating unconscious bias.

Employee Experience and Engagement: AI-driven chatbots and virtual assistants will help HR teams provide 24/7 support for employees, answering questions and resolving issues in real-time. Personalization tools will also help tailor employee experiences, leading to higher engagement and retention.

Performance Management and Development: AI can assist HR in monitoring performance, predicting employee attrition, and identifying skill gaps. Using data analytics, HR professionals will have more insight into the factors that impact employee satisfaction and productivity, allowing for more informed development strategies.

Opportunities:

Implement AI tools to enhance the candidate experience and reduce time-to-hire.

Use predictive analytics to create targeted employee development plans.

Automate administrative tasks to free up HR professionals for more strategic work.

2. Employee Wellbeing and Mental Health at the Forefron t

Trend Overview:
Employee wellbeing has always been important, but in 2025, it will take centre stage as a top priority for HR professionals. With the rise of remote and hybrid working models, employees are facing unique challenges related to isolation, burnout, and work-life balance. As a result, senior HR leaders will need to implement robust wellbeing strategies that encompass both physical and mental health.

What Senior HR Professionals Need to Know:

Mental Health Support: The stigma surrounding mental health is gradually eroding, and employees are increasingly seeking employers who offer tangible mental health support. Senior HR professionals should ensure access to mental health resources such as counseling services, mental health days, and employee assistance programs (EAPs).

Wellbeing Technology: Wearable devices, mobile apps, and digital wellbeing platforms are gaining traction as companies look to offer personalized support for their employees. These tools can monitor sleep patterns, physical activity, and stress levels, helping employees maintain a healthy balance between work and life.

Flexible Benefits Packages: As employees look for more personalized benefits, HR teams will need to tailor offerings to address the diverse needs of their workforce. Offering flexible benefits, such as wellness stipends, gym memberships, or additional vacation days, will become increasingly important.

Opportunities:

Expand mental health initiatives and increase the accessibility of wellbeing resources.

Invest in technology to offer personalized, data-driven wellbeing support.

Create more flexible benefit packages to meet the evolving needs of a diverse workforce.

3. Diversity, Equity, and Inclusion (DEI) – From Policy to Practice

Trend Overview:
Diversity, equity, and inclusion (DEI) will remain a top priority for HR professionals in 2025. While many organizations have made progress in creating more diverse teams, there is still much work to be done in fostering truly inclusive environments where all employees feel valued and supported.

What Senior HR Professionals Need to Know:

DEI Metrics: Senior HR leaders will need to adopt a more data-driven approach to measure the effectiveness of DEI initiatives. Tracking metrics such as gender, race, and disability diversity at various organizational levels will be crucial for identifying gaps and measuring progress.

Inclusive Leadership Development: Inclusive leadership programs will become a critical element of DEI strategies. HR leaders should invest in leadership development programs that focus on creating culturally competent, empathetic leaders who can champion diversity within their teams.

Supplier Diversity: Many organizations are looking beyond internal diversity and focusing on diversity within their supply chain. Senior HR leaders may be tasked with implementing supplier diversity programs and ensuring that external partners align with the company’s values.

Opportunities:

Implement data-driven DEI strategies to track progress and ensure accountability.

Develop inclusive leadership training programs to foster diversity at all levels.

Prioritise supplier diversity and engage with organizations that promote DEI.

4. The Future of Work: Hybrid and Remote Work Models

Trend Overview:
The shift to remote and hybrid work models will continue to evolve throughout 2025. The Covid-19 pandemic accelerated this trend, but now HR leaders must refine their strategies for managing remote teams, maintaining company culture, and ensuring productivity across dispersed workforces.

What Senior HR Professionals Need to Know:

Remote Work Technology: In 2025, technology will be crucial for remote team management. Tools that facilitate communication, collaboration, and project management will continue to be a cornerstone of remote work strategies. Senior HR professionals should invest in the right technology to maintain team cohesion and productivity.

Redefining Company Culture: A dispersed workforce can lead to a fragmentation of company culture. HR leaders will need to develop new strategies to maintain a strong, cohesive culture across hybrid teams. This includes fostering a sense of belonging, facilitating team bonding, and reinforcing company values remotely.

Employee Performance and Accountability: Monitoring productivity without micromanaging will remain a challenge. Senior HR professionals will need to focus on output-based performance management rather than hours worked, ensuring that employees are held accountable without sacrificing flexibility.

Opportunities:

Invest in technology solutions that enhance remote collaboration and communication.

Develop virtual team-building programs to maintain company culture.

Shift focus to performance outcomes and results, rather than traditional metrics.

5. Managing National Minimum Wage (NMW) Increases and Changes in Employment Law

Trend Overview:
2025 will bring continued focus on wage compliance, particularly with the anticipated increases in the National Minimum Wage (NMW) and National Living Wage (NLW). As governments respond to inflation and the cost of living, businesses must ensure they remain compliant with the latest legislation to avoid penalties and potential reputational damage. Furthermore, HR professionals will face changes in employment law, including updates on flexible working rights and employee protections.

What Senior HR Professionals Need to Know:

NMW and NLW Compliance: With regular increases in the NMW and NLW, HR professionals must stay updated on the changes to avoid inadvertent underpayment. Ensuring accurate wage calculations and reviewing payroll systems will be critical to avoid compliance issues. Senior HR leaders will need to assess their compensation strategies to maintain fairness and equity across the workforce.

Changes in Employment Law: In 2025, HR professionals will need to be well-versed in the ongoing evolution of employment law. This includes changes related to workplace flexibility, family leave policies, and employee protections. Senior HR leaders must stay ahead of legislative changes to ensure that their organizations remain compliant and continue to foster positive employee relations.

Wage Transparency: The call for pay transparency will grow stronger in 2025. Many organizations are being encouraged or even mandated to disclose salary ranges for job roles. HR professionals will need to consider how to address these changes within their recruitment and retention strategies.

Opportunities:

Regularly audit pay structures to ensure compliance with NMW and NLW regulations.

Stay updated on changes in employment law and adapt policies accordingly.

Consider implementing pay transparency to promote fairness and trust.

6. Data-Driven HR Decisions

Trend Overview:
Data analytics will play an increasingly important role in shaping HR decisions in 2025. Senior HR leaders will need to harness the power of big data to make informed decisions regarding recruitment, talent management, employee engagement, and workforce planning.

What Senior HR Professionals Need to Know:

Predictive Analytics: Predictive analytics will be used to forecast workforce needs, anticipate skill gaps, and identify high-potential employees. HR leaders will be able to make more proactive, data-driven decisions to enhance talent retention and optimize workforce performance.

Employee Sentiment Analysis: Using sentiment analysis tools to gauge employee satisfaction and engagement will become an essential part of HR’s toolkit. By analyzing feedback and survey data, HR teams can address concerns before they escalate and improve overall employee morale.

People Analytics for Leadership Development: People analytics will also play a key role in leadership development, helping HR professionals identify high-potential leaders and tailor development plans to address their strengths and areas for growth.

Opportunities:

Integrate predictive analytics to enhance talent management and workforce planning.

Use employee sentiment analysis tools to proactively address concerns and improve engagement.

Leverage people analytics for more targeted and effective leadership development.

Conclusion: HR into 2025

As HR professionals look to 2025, the future holds both exciting opportunities and significant challenges. Senior HR leaders will need to embrace technology, data, and a more strategic approach to talent management to remain competitive. By focusing on the evolving needs of the workforce, prioritizing employee wellbeing, championing DEI initiatives, adapting to the changing landscape of work, and ensuring compliance with wage and employment law updates, HR professionals will be well-equipped to lead their organizations into a new era of growth and success. The key to thriving in 2025 will be agility—HR must continuously innovate and adapt to stay ahead in an ever-changing business environment.

The Right Leadership Hires: Driving Business Growth in 2025

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Wed, 15 Jan 2025 21:26:20 GMT

In the fast-paced world of business, the ability to secure and retain top leadership talent can make all the difference between stagnation and exponential growth. For SMEs in particular, the right leadership hires are not just crucial for filling vacancies—they are key to shaping the strategic vision, driving operational efficiency, and laying a foundation for long-term success. As we look ahead to 2025, let's delve deeper into why selecting the right leadership is more important than ever and how you can strategically approach these critical hires.

Why Leadership is the Cornerstone of Business Success

Leadership roles such as Finance Directors, HR Business Partners, and Operations Managers are not just functional—they are transformative. Over the years, we’ve seen firsthand how the right leaders can unlock business potential and propel organizations forward. However, the wrong hire can lead to disruption and inefficiency. Here's how these roles contribute to sustainable growth:

Finance Directors (FDs):
A Finance Director is far more than just a custodian of the company’s finances. They provide essential strategic insights that guide decision-making and drive growth. By identifying cost-saving opportunities, optimizing cash flow, and ensuring sound financial health, a strong FD plays a pivotal role in the profitability and scalability of a business.

HR Business Partners (HRBPs):
In an era where talent is one of the most valuable assets, HRBPs are instrumental in aligning human resource strategies with overarching business goals. They not only develop retention strategies but also cultivate a company culture that attracts and retains top talent. A dynamic HRBP ensures your workforce is engaged, motivated, and ready to contribute to business success.

Operations Managers:
The heart of operational excellence, Operations Managers optimize workflows, manage resources efficiently, and ensure that day-to-day operations run smoothly. Their impact is felt directly through enhanced productivity, cost savings, and improved customer satisfaction—all of which are integral to the growth trajectory of your business.

The Strategic Impact of Leadership

The right leadership hires provide more than just functional expertise—they are game-changers. Here's how they create lasting value:

Strategic Vision:
Great leaders inject fresh perspectives and innovative ideas into the business, helping to navigate challenges, identify new opportunities, and position the company for future success.

Increased Efficiency:
Proven leaders streamline operations, reduce waste, and optimize processes, which leads to higher productivity and a more cost-effective business model.

Stronger Teams:
Exceptional leaders inspire and attract top talent. They foster collaboration, empower teams, and build a culture of high performance that drives business outcomes.

Risk Mitigation:
A strong leadership team proactively addresses challenges before they escalate. They are adept at implementing contingency plans and creating stability during periods of uncertainty.

The High Cost of a Bad Hire

In our extensive experience working with SMEs, we’ve seen firsthand how damaging poor hiring decisions can be. Not only do you risk impacting team morale and productivity, but you also face significant financial consequences. Research shows that a bad hire can cost as much as three times the employee’s annual salary, considering recruitment costs, training, and lost productivity. For SMEs, these costs can be crippling, making it imperative to approach leadership recruitment with precision and strategy.

How to Secure the Right Leadership Talent

1. Define Your Needs with Precision:
Before embarking on the recruitment process, clearly outline the specific skills, experience, and qualities required for the role. This ensures the candidate will not only be a technical fit but also align with your business goals and values.

2. Prioritize Cultural Fit:
Leadership is about influence, and a leader who shares your company’s values will integrate seamlessly into your organization. They will inspire your team and create a harmonious work environment conducive to growth.

3. Leverage a Confidential Recruitment Partner:
Engaging with a specialist recruitment consultancy that has a deep understanding of leadership roles ensures access to a broader, more diverse talent pool. Confidentiality in this process is essential, particularly when you are hiring for high-stakes leadership positions.

4. Use Data to Inform Your Decisions:
Utilize salary benchmarking and competency assessments to make data-driven hiring decisions. These tools ensure your offers are competitive, attracting the best talent while mitigating the risk of overpaying.

5. Invest in Onboarding:
A successful leadership hire starts with a structured onboarding process that enables the new leader to quickly adapt and deliver results. A robust onboarding strategy sets the stage for long-term success.

Real Success Stories from Strategic Leadership Hires

At Appointments Personnel, we have had the privilege of helping over 100 SMEs secure leadership talent in the past year alone. The results have been nothing short of transformational:

A Finance Director helped a growing manufacturing business cut costs by 15%, improving profitability through strategic budgeting and financial oversight.

An HR Business Partner implemented a company-wide retention strategy that reduced turnover by 30%, saving the business significant recruitment costs.

An Operations Manager overhauled logistics and operational processes, reducing delivery times by 20% and significantly boosting customer satisfaction.

Additionally, we’ve witnessed how having an expert second opinion during the hiring process can make a game-changing difference. One of our clients almost overlooked an exceptional Finance Director candidate due to an internal review misstep. With our insight, they hired the candidate, who went on to increase revenue by 25% within the first year.

The Power of Confidential Recruitment

When it comes to leadership hires, confidentiality isn’t just a matter of discretion—it’s a competitive advantage. Whether you’re replacing a key role or expanding your leadership team, maintaining confidentiality ensures that sensitive information is protected and business continuity is preserved. Emma and I understand the importance of this better than anyone, having worked on confidential roles ranging from Finance Directors to HR Business Partners and Operations Managers.

With our bespoke, confidential recruitment services, you gain a trusted partner committed to sourcing the leadership talent that will drive your business to new heights in 2025 and beyond.

Contact Emma Bonfiglio to book a confidential meeting - Emma@appointmentspersonnel.co.uk

Struggling to get to work because of the snow?

Thu, 09 Jan 2025 06:33:19 GMT

If I can’t get to work because of the snow, will it reduce my pay?

Let’s get the bad news out of the way first – if your workplace is open and you can’t get in, your employer doesn’t necessarily have to pay you, according to workplace relations body the Advisory, Conciliation and Arbitration Service (ACAS). So you may be forced to take unpaid leave.

If you’re unable to get to work, the best thing is try to come to an alternative agreement with your employer, such as working from home or changing your hours. It’s also worth checking if your employer has an ‘adverse weather’ policy, which could give you the right to paid leave, or to discretionary payments for travel disruption.

The best course of action is to speak to your manager and discuss what your employer’s policy is and, where possible, plan ahead for snow days.

Will I get paid if my work is shut?

If your employer has to close its premises, declared a snow day and you don’t usually or can’t work from home, your pay shouldn’t be docked.

On the other hand, you might be asked to work from different premises or from home on snow days.

Do I have to walk to work in the snow?

It all depends on what’s reasonable. If you usually drive but can’t use your car in the snow and you are able to walk to work relatively easily, you might want to do this instead. Remember, your employer doesn’t necessarily have to pay you if you can’t make it in.

If you live far away or walking could be treacherous, your employer can’t make you come in. But because you may not get paid if you don’t turn up, it’s worth speaking to them and trying to come with an alternative arrangement for snow days that works for both of you.

Will I have to take it as holiday if I can’t get to work?

That’s a possibility, but only if you’re given enough warning – so in practice this will only apply if extreme weather causes major disruption that’s expected to last several days.

The first thing to check is your employment contract to see whether any rule about this has been put in place.

If not and you can’t get to work because of disruption, as a general rule of thumb your employer can ask you to take time off as holiday – but the Government says it has to give you notice of this at least twice as long as the time it wants you to take off. So, for example, if it wanted you to take a day as holiday, you’d need two days’ notice of it.

What if my child’s school is shut for a snow day?

If your child’s school is closed for a snow day or your normal childcare arrangements are disrupted due to the snow, you may have the right to time off to look after your child – speak to your manager about this.

ACAS says in an emergency situation you can take unpaid leave to look after your child, and extreme weather may qualify. The law doesn’t specify how much unpaid leave can be taken, but that it should be a “reasonable” amount and employers should try to be flexible.

Again, plan ahead where possible by checking what your employer’s policy is, and what help is available if and when these situations arise.

Are you due a Recruitment Health Check in 2025?

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Mon, 06 Jan 2025 16:48:00 GMT

Think of your recruitment strategy like your car before a long journey—without regular checks, you risk breakdowns at the most inconvenient times.

With 2025 bringing significant changes to employment law, wage structures, and employee protections, now is the perfect time to assess if your recruitment process is up to speed.

A Recruitment Health Check isn’t about finding fault—it’s about ensuring your hiring practices are equipped to handle the road ahead, avoiding costly detours like compliance issues, inefficiencies, or missed opportunities to attract top talent.

Why 2025 Is a Pivotal Year for Recruitment
This year will introduce some of the most impactful changes in recent times, including:

Increased National Minimum Wage: Employers will need to adjust pay structures by April 1, 2025.

Rising Employer National Insurance Contributions: Additional costs are on the horizon, effective April 6, 2025.

Zero-Hours Contracts Replaced by Average-Hours Contracts: Stability for workers means adjustments for employers.

New Employee Protections: Flexible working requests and unfair dismissal protections begin from day one.

Diversity and Inclusion Policies: A renewed focus on eliminating bias and creating equal opportunities.

Parental Leave Changes: Expanded rights for fathers and non-birthing partners in specific circumstances.

Neonatal Care Act 2023: Further parental rights coming into effect this April.

Navigating these changes without preparation could disrupt your operations and hiring processes.

What a Recruitment Health Check Can Do for You
A Recruitment Health Check takes a proactive approach to:

Ensure Compliance: Stay ahead of legal changes and avoid costly penalties.

Enhance the Candidate Experience: Review touchpoints to attract, engage, and retain top talent.

Strengthen Your Employer Brand: Showcase your business as a great place to work, attracting high-quality candidates.

Reduce Turnover: Find the right people for the right roles, minimizing costly employee churn.

Align Recruitment with Business Goals: Ensure your hiring plans and processes directly support your overall strategy.

Identify Process Gaps: Uncover inefficiencies that may be costing you time and resources.

Optimize Costs: Balance compliance with wage and NIC changes while staying competitive.

Why the Candidate Experience Matters
Today’s job market is competitive, and top candidates have options. A seamless and professional recruitment process not only attracts the best talent but also leaves a lasting positive impression. Conversely, a poor candidate experience could harm your employer brand and deter skilled professionals from applying in the future.

Why You Can’t Afford to Wait
Recruitment impacts every part of your business. Without regular checks, small cracks can turn into bigger problems. For example, overlooking compliance with the new average-hours contracts could lead to employee grievances or legal challenges. Similarly, failing to address diversity and inclusion could mean missing out on top-tier talent.

Future-Proof Your Strategy
Think of a Recruitment Health Check as preventative care for your business. It’s not about scaremongering; it’s about taking a clear-eyed look at your processes and making adjustments now to save time, money, and stress later.

By optimizing your recruitment practices, you can improve efficiency, enhance your employer brand, and align your hiring with your strategic goals—putting you in a strong position to thrive in 2025 and beyond.

Call to Action
Ready to future-proof your recruitment strategy? Book a Recruitment Health Check with us today.

DIY Recruitment

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Tue, 03 Dec 2024 10:40:04 GMT

Is going it alone the right decision for your business?

Recruiting the right talent is one of the most important decisions you’ll make as a business owner or hiring manager. It can also be one of the most time-consuming and resource-draining aspects of running a business, especially if you’re handling the recruitment process yourself. While managing recruitment in-house gives you full control over the process, there are several factors to consider before deciding if it’s the right approach for you.

In this blog, we’ll discuss the key things to keep in mind when handling your own recruitment, the potential pitfalls to avoid, and how to ensure the process runs smoothly.

1. Time Is Money: The Hidden Cost of Recruitment

Recruiting can be incredibly time-consuming. From crafting the perfect job description to sifting through applications and conducting multiple rounds of interviews, the process demands a lot of your attention. On top of your regular workload, the time you spend on recruitment may be taken away from the core operations of your business.

It’s important to consider how much time you can realistically devote to recruitment without it affecting your business. Even a seemingly straightforward recruitment process can take weeks, and if you’re juggling multiple hires, the time commitment multiplies.

2. Quality vs. Quantity: Screening for the Right Fit

One of the most significant challenges of doing your own recruitment is filtering through a large volume of applications. Most job postings attract many candidates, but the truth is, not all applicants are a good fit for your company or the role.

Without a structured screening process, it’s easy to overlook red flags or miss out on the perfect candidate. If you don’t have a solid system in place to assess CVs, conduct interviews, and assess cultural fit, you risk wasting time on unsuitable candidates. Moreover, unstructured recruitment can result in poor hiring decisions that impact your team’s productivity and morale.

3. Interviewing: The Pressure of Making the Right Call

Once you’ve shortlisted candidates, the next challenge is the interview process. It’s easy to feel the pressure to make the right call, especially when hiring someone who will contribute to your business’s success. Interviewing is a skill that takes practice, and without the right structure or experience, it can be easy to let biases creep in or miss out on key questions that could reveal important details about a candidate’s suitability.

When you conduct interviews on your own, you may not always have the necessary experience to evaluate candidates thoroughly. Bias, lack of consistency, or overlooking key competencies can result in a poor hire that wastes time, money, and resources.

4. The Risk of High Turnover and Bad Hires

One of the biggest risks of managing recruitment on your own is the possibility of making a bad hire. If you don’t have the right processes in place, you may end up hiring someone who doesn’t fit the role or your company culture, leading to high turnover rates. This can be expensive and demoralizing for your team, as the recruitment cycle begins again.

Additionally, hiring someone who doesn’t work out can have negative long-term effects on your business. The cost of training, onboarding, and then rehiring can be significant, not to mention the impact on employee morale and the time spent managing the fallout from a poor hire.

5. Legal Compliance: Avoiding the Legal Pitfalls

Recruitment is not only about finding the right candidate—it’s also about doing it in a legally compliant way. There are various laws around equality, diversity, and discrimination that must be followed throughout the hiring process. If you’re not up-to-date with the latest legal requirements or don't have HR expertise, you may unintentionally breach employment laws, leaving your business exposed to legal risks.

Having a strong understanding of legal obligations—such as data protection laws, anti-discrimination policies, and employment contracts—is vital. Otherwise, you could face costly legal challenges down the line.

6. Onboarding: A Critical Step Often Overlooked

Once you’ve made the right hire, the final step is ensuring a smooth onboarding process. This is often overlooked when companies manage recruitment internally, but it’s essential for ensuring that new employees settle in quickly and perform at their best.

A solid onboarding plan helps new hires understand their role, company culture, and expectations from day one. Failing to onboard employees effectively can lead to confusion, disengagement, and ultimately, turnover. Ensure that you have a structured onboarding process in place to help new employees feel supported and confident in their role.

7. The Hidden Costs of DIY Recruitment

While handling recruitment internally may seem cost-effective, it’s essential to weigh the hidden costs involved. In addition to the time spent sourcing candidates, interviewing, and checking references, the recruitment process often involves costs such as advertising fees, background checks, and possibly even hiring an external consultant for advice.

Furthermore, there’s the risk of not being able to fill the role in a timely manner, leaving your team overworked or the position unfilled, which can impact productivity and overall business performance.

Conclusion: Is Doing Your Own Recruitment Worth It?

While doing your own recruitment offers complete control and can be an attractive option for small businesses, it’s important to consider the time, effort, and potential pitfalls involved. If you’re managing recruitment alongside other critical tasks, the process can quickly become overwhelming, and the risk of making a bad hire increases.

At Appointments Personnel, we understand how demanding recruitment can be. Our recruitment services are designed to save you time, reduce the risk of bad hires, and ensure you find the right fit for your business. Whether you’re just starting your search or need assistance with any part of the process, we’re here to support you.

If you’re looking for guidance or want to explore how we can help streamline your recruitment, feel free to get in touch. We’d be happy to share our expertise and help you find the perfect candidate without the hassle.

Calming Your Nerves Before An Interview

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Tue, 12 Nov 2024 13:54:49 GMT

Interviews can be nerve-wracking. You’ve prepped for the big day, done your research, rehearsed your answers, and yet, as the clock ticks closer, a familiar feeling starts to set in: nerves. It’s completely natural! In fact, a bit of anxiety before an interview shows that you care. But while a few butterflies can help you stay alert and focused, too much nervous energy might interfere with your ability to perform your best. Here are practical ways to ease those pre-interview jitters, so you can walk into the room feeling more in control, calm, and confident.

1. Prepare Thoroughly—but Don’t Overload

Preparation is key, but there’s a fine line between preparing and over-preparing. Start with a solid understanding of the company, its culture, and the role. Familiarise yourself with common questions and craft your answers thoughtfully, but avoid memorising everything word-for-word. Aim for conversational responses, so you come across as natural, not rehearsed. Trust that you’ve done the work, and remember that flexibility is just as important as preparation.

2. Practice Mindful Breathing

Deep breathing is one of the simplest and most effective ways to calm your nervous system. Just a few minutes of mindful breathing can slow your heart rate, reduce anxiety, and help you feel more grounded. Before your interview, take a few slow, deep breaths. Try inhaling for a count of four, holding for four, and then exhaling for four. This small technique can make a big difference, helping you feel present and centered.

3. Visualise Your Success

Visualisation is a powerful tool to calm the mind and build confidence. Picture yourself walking into the interview room, shaking hands confidently, and answering questions with ease. Imagine yourself leaving the interview feeling proud of how it went. Positive visualisation not only boosts confidence but also helps train your brain to handle the situation with a calm, positive mindset. This mental rehearsal can be surprisingly effective!

4. Channel Nervous Energy into Excitement

Did you know that the physical symptoms of anxiety are nearly identical to those of excitement? The rapid heartbeat, the jittery feeling—it’s the same physiological response. So instead of telling yourself, "I'm so nervous," try saying, "I’m excited!" Reframing anxiety as enthusiasm can be a game-changer, helping you feel more positive and energised.

5. Give Yourself Plenty of Time

Being rushed can amplify stress, so set yourself up for success by arriving early. Plan your route, allow time for traffic, and if possible, find a spot near the interview location to gather your thoughts and relax. Giving yourself time to settle in and adjust to your surroundings can help reduce last-minute jitters, ensuring you’re calm and ready to shine when the interview starts.

6. Accept That Some Nerves Are Normal

It’s easy to feel like nerves are a “bad” thing, but nerves are part of being human. Accepting your nerves rather than fighting them can help you feel more in control. Remember that the interviewer expects you to feel a little nervous—it’s a natural response! Embrace the fact that nerves are just part of the process and focus instead on presenting your authentic self.

7. Focus on Building a Connection, Not Just Getting Hired

When we focus solely on “getting the job,” it can add pressure and make us more anxious. Instead, approach the interview as an opportunity to connect, share your experiences, and learn more about the company. Shift your mindset from “I have to impress them” to “I’m here to have a great conversation.” This reframing can reduce pressure and allow you to show up as your best, most relaxed self.

8. Remind Yourself: They Want You to Succeed

It’s easy to feel like the interview process is designed to “weed out” candidates, but remember, the interviewer wants you to be a fit just as much as you do. They’re hoping you’re the right candidate! So, take comfort in knowing that you’re walking into a room where people are rooting for your success. You’ve already impressed them enough to secure the interview, so now it’s about showing them what they already liked on paper.

9. Have a Grounding Ritual

Whether it’s listening to a favorite song, taking a short walk, or reading a few inspirational words, find something small that calms and centers you before the interview. This ritual can act as a cue for your mind to switch from nervousness to focus, helping you approach the interview with a steady mindset.

Final Thoughts

Interviews can feel like high-stakes events, but remember, they’re just conversations with people eager to get to know you. By taking steps to manage your nerves, you’re setting yourself up to present your best self in a relaxed, confident way. With a bit of preparation, some calming techniques, and the right mindset, you can transform pre-interview jitters into the energy that fuels your success.

So take a deep breath, trust yourself, and go shine! Your next career step awaits—and you’re ready for it.

HR Tech: Navigating The Maze of Options - Is A Spreadsheet Really The Answer

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 21 Oct 2024 13:18:02 GMT

As businesses evolve and embrace digital solutions, one area that has seen rapid innovation is Human Resources. From managing employee records to tracking performance, HR technology promises to simplify and streamline processes. However, with so many options available, many HR professionals are left asking, "Which one is right for us?" And for some, the question remains—is a spreadsheet really the answer?

We’ve been speaking to our HR clients recently, and the consensus seems to be that navigating the HR tech landscape is a minefield. Some solutions focus on one key area, while others aim to cover the entire employee lifecycle. The result? It can be difficult to know where to start.

The Abundance of HR Software Options

In today’s market, there are countless HR systems, each offering its own set of tools and benefits. Some of the most popular HR software solutions include:

Breathe HR: Perfect for small and medium-sized businesses, Breathe HR offers a simple, user-friendly platform that focuses on core HR functions like managing employee data, absence tracking, and performance management. However, for those seeking more specialized features like recruitment or payroll, it may not be the most comprehensive option.
Hi Bob: A newer platform making waves, Hi Bob combines employee engagement tools with core HR features. It’s ideal for growing businesses looking for a fresh approach to HR tech, offering features like people analytics and culture mapping, but some users have found it more geared toward employee experience rather than administration-heavy HR tasks.
Bright HR: Another favorite among SMEs, Bright HR helps businesses manage leave, expenses, and even health and safety, offering a full toolkit for compliance and HR management. However, if you’re looking for advanced recruitment or learning and development features, it may not cover all the bases.
BambooHR: Known for its easy-to-use interface, BambooHR focuses on employee data management, time-off tracking, and performance management. However, it doesn’t offer in-depth payroll features.
Workday: A robust system offering everything from HR management to finance and planning, but its complexity may overwhelm smaller businesses looking for simplicity.
Personio: Aimed at SMEs, Personio combines recruiting, employee data, payroll, and more, but users have mentioned that its recruiting features are more advanced than its HR administration tools.
SAP SuccessFactors: A comprehensive suite for large enterprises, it covers everything from recruitment to employee engagement. However, with so many features, the learning curve can be steep for smaller teams.

Each of these platforms offers significant benefits, but they don’t all solve the same problems. If you're looking to improve recruitment and onboarding, one solution might be perfect for you. But if your focus is on employee development and performance, another might be the better fit. This is where many HR managers feel stuck.

Can a Spreadsheet Compete?

With so many HR tech choices, some businesses—especially SMEs—still rely on spreadsheets to track employee data. It’s a solution that offers simplicity and flexibility, but is it really the answer for modern HR needs?

Spreadsheets may work for small teams with straightforward HR processes, but they lack scalability, automation, and integration. When it comes to managing complex tasks like payroll, performance reviews, and compliance, manual entry in a spreadsheet opens the door to errors, inefficiencies, and lost time. As one HR manager told us, “We thought we were saving money by sticking with spreadsheets, but the time spent fixing mistakes far outweighed any savings.”

What Should You Look For?

When choosing HR software, it’s important to start with your specific needs. Do you want to focus on recruitment and onboarding? Or are you looking to improve employee engagement and retention?

Once you’ve identified your priorities, here are a few key questions to consider:

Integration: Does the software integrate with your current tools, such as payroll systems or recruitment platforms?
User-friendliness: Is it intuitive and easy for both HR staff and employees to use?
Scalability: Will it grow with your business, or will you outgrow it in a few years?
Support and training: What level of support is offered? Will you and your team get the training you need to fully utilize the platform?

The Verdict: One Size Does Not Fit All

The HR tech landscape is indeed a minefield, with solutions that focus on every aspect of the employee lifecycle. While no single system will fit every business perfectly, choosing the right one requires a balance between your unique needs and the platform’s capabilities. Spreadsheets might work in the short term, but as your business grows, relying on manual tools could become a costly and time-consuming mistake.

If you’re feeling overwhelmed by the options, know that you’re not alone. We've helped many clients navigate this decision-making process, and we’d be happy to help you too. Whether you need guidance on where to start or are looking for a solution that integrates seamlessly with your current processes, we’re here to ensure you make the right choice for your business.

How to Get Your LinkedIn Profile Up to Scratch

Mon, 21 Oct 2024 13:17:43 GMT

In today’s digital-first job market, having a strong LinkedIn profile is essential for career advancement. It’s often the first impression recruiters and employers get of you, so ensuring it’s polished and professional can make a significant difference. Here’s a comprehensive guide to optimising your LinkedIn profile to attract the right opportunities.

1. Craft a Compelling Headline

Your headline doesn’t have to be just your job title. Instead, consider including your skills or what you’re passionate about. For example, instead of “Marketing Manager,” try “Results-Driven Marketing Manager | Specialising in Digital Strategy & Content Creation.”

2. Choose a Professional Photo

Profiles with professional photos receive 21 times more profile views and 36 times more messages than those without (LinkedIn). Make sure your photo is high quality, well-lit, and features you in business attire.

3. Write a Captivating Summary

Your summary is your elevator pitch. Use it to tell your story, highlighting your career journey, key accomplishments, and what you’re looking for in your next opportunity. Aim for 3-4 short paragraphs and include keywords relevant to your industry.

4. Highlight Your Experience

Detail your work history with bullet points focusing on achievements rather than responsibilities. Use action verbs and quantify your successes (e.g., “Increased sales by 30% in one year”). Tailor your experiences to match the jobs you're targeting.

5. Showcase Your Skills

Add skills relevant to your profession, and don’t hesitate to include soft skills as well. According to LinkedIn, profiles with skills listed receive 13 times more profile views. Ask colleagues for endorsements to boost your credibility.

6. Engage with Content

Sharing articles, commenting on posts, and writing your own content can establish you as a thought leader in your field. Engaging with your network not only keeps your profile active but also expands your visibility.

7. Connect Strategically

Aim to connect with industry professionals, recruiters, and peers. Personalise your connection requests to stand out. Remember to follow up with meaningful conversations to nurture these connections.

8. Keep It Updated

Regularly update your profile with new skills, certifications, and experiences. An up-to-date profile is not only more appealing but also ensures you're in the loop with industry changes.

9. Join Relevant Groups

Participating in LinkedIn groups related to your industry can expand your network and expose you to job opportunities. Share insights and engage in discussions to enhance your professional presence.

10. Request Recommendations

Recommendations from colleagues, supervisors, or clients can add credibility to your profile. Aim for a few strong endorsements that highlight your skills and work ethic.

Conclusion

A strong LinkedIn profile is your gateway to new career opportunities. By following these steps and keeping your profile updated, you’ll position yourself as a standout candidate in your industry.

Jobseekers Guide to Juggling Half-Term Chaos

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 21 Oct 2024 08:00:01 GMT

Half-term is just around the corner! The kids will be home, and whether you’re actively job hunting or balancing temp roles, this period might feel like trying to spin plates while riding a bike through a bouncy castle. But don’t panic — we’ve been there, done that, and we’ve got some real-world tips to help you manage the madness.

Kerry, our founder, built Appointments while raising three kids and Emma, our Managing Director, is currently navigating life with two little boys. We’re not saying we have all the answers, but we've learned a few tricks along the way that might just save your sanity this half-term.

1. Plan (But Expect Chaos)

We all love a planner, don’t we? But if you’ve got kids, you’ll know that even the best-laid plans can go out of the window as soon as they decide they’re bored, hungry, or need your undivided attention. Still, having a plan is your best starting point.

Map out the week ahead and identify any pockets of time where the kids might be occupied — think snacks, playdates, or (let’s be honest) screen time. These are your golden hours for job hunting, interviews, or catching up on emails. Even if things go off the rails a bit, a loose plan will help you stay focused.

And here’s the thing: be flexible. Kerry and Emma regularly work early mornings and then take a few hours off later in the day when the kids need them. If you’re working temp or freelance roles, ask your boss about making up hours when you can. Half-term is chaotic, but with a little flexibility, you can make it work.

2. Communicate!

If you’re temping, freelancing, or actively job-seeking, let your recruiter know about your situation. Whether you’re in-between roles or already in the throes of interviews, keeping the lines of communication open is key. We’re here to help and can advise on flexible options or family-friendly roles that might suit your situation better.

3. Embrace the Chaos (Sometimes, It’s All You Can Do)

Let’s be honest, sometimes the best-laid plans crumble the moment a child declares they’re bored for the 15th time by 10 am. And that’s okay! Cut yourself some slack. Half-term might not be the most productive period, and the key is to ride the wave without drowning in guilt.

4. Make Use of Your Support System

If you’re lucky enough to have family or friends nearby, now is the time to call in those favours. Even a couple of hours to focus on your CV, update your LinkedIn, or attend a virtual interview can make all the difference. If your kids are a bit older, maybe a playdate swap with another parent in the same boat can be a win-win.

5. Balance Work and Family – You’ve Got This!

It’s easy to feel like you’re not doing enough, either for your job search or for your kids, but trust us, you’re doing great. Half-term may throw your usual routine into disarray, but that doesn’t mean it has to derail your career goals. Keep going, even if it’s at a slower pace.

Final Thoughts

Half-term doesn’t have to be a source of stress. Sure, it might not be the most serene week of your life, but with a bit of planning, flexibility, and a few deep breaths, you’ll come out the other side stronger. And remember, we’re here to support you every step of the way. Whether it’s flexible job opportunities, tips for balancing work and family, or just a reassuring chat, don’t hesitate to reach out to us.

The October 2024 Worker Protection Act: What Employers Need To Know

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 21 Oct 2024 08:00:01 GMT

As a business, navigating regulatory changes can feel daunting, especially when it directly affects how you manage your workforce. With the Worker Protection (Amendment of Equality Act 2010) Act 2024 coming into force on 26 October 2024, the key focus for employers is preventing workplace harassment, particularly sexual harassment, through proactive and preventative measures.

Let's outline the most important changes and what you, as an employer, need to consider to ensure compliance and foster a safe workplace culture.

Key Changes in the Worker Protection Act

This new legislation introduces a preventative duty, requiring employers to take "reasonable steps" to prevent sexual harassment of workers, including harassment from third parties. Previously, employers were largely held accountable after an incident had occurred, but this new law shifts the focus to preventing incidents from happening in the first place. This anticipatory approach means that you must actively ensure a harassment-free environment or face legal and financial consequences.

One notable update under this law is the increased liability for employers. If an organisation is found not to have taken sufficient steps to prevent harassment, compensation awarded to victims may be increased by up to 25%. This change adds significant weight to the importance of adopting a more proactive stance toward workplace harassment prevention.

Steps to Ensure Compliance

So, what exactly should you be doing to ensure your business is in line with the new Act? Here are some of the steps you can take:

Update and Communicate Policies - Having a robust anti-harassment policy in place is the first step, but it’s not enough to simply have one tucked away in your employee handbook. The new law expects businesses to ensure these policies are widely communicated and understood across all levels of the organisation. This includes third-party harassment policies (e.g., contractors, clients) to ensure everyone interacting with your staff is aware of acceptable conduct.
Conduct Risk Assessments - One of the most crucial elements of the new law is risk assessment. This means regularly evaluating your workplace to identify areas or situations where harassment might occur. These assessments are now seen as a basic expectation for compliance. For example, does your business involve staff working in isolated locations or one-on-one with clients? Each of these scenarios could present heightened risks. Make sure your assessment is thorough and that mitigation steps are clear and actionable.
Training and Awareness - Training is another cornerstone of compliance. Both employees and managers should receive training on what constitutes sexual harassment and the correct process for reporting it. The training must be ongoing and part of your broader effort to maintain a respectful workplace culture. Additionally, training your leadership team on how to handle complaints is crucial, as they will often be the first point of contact when issues arise.
Monitoring and Feedback - Even with policies and training in place, monitoring the effectiveness of these measures is essential. Implement anonymous reporting channels for employees to feel safe in raising concerns. You can also conduct regular reviews and gather feedback through exit interviews or employee surveys to gauge whether your preventative steps are working. This continuous loop of feedback will help ensure you're staying proactive rather than reactive.
Leadership Involvement - Creating a culture of zero tolerance for harassment requires strong leadership. Your management team should lead by example and ensure that the company’s stance on harassment is clear. Cultural direction from leadership will help embed the necessary behaviours and attitudes into everyday operations.

What Happens if You Don’t Comply?

Failing to meet the new preventative duty will have significant consequences. If your company is found liable for a harassment claim, and it’s proven that "reasonable steps" were not taken to prevent the incident, the compensation awarded to the employee could be raised by up to 25%. Additionally, regulators such as the Equality and Human Rights Commission (EHRC) will have the authority to take enforcement action, particularly where organisations are shown to repeatedly fail in their duty.

What Is Considered "Reasonable"?

The law doesn’t provide a definitive checklist of "reasonable steps," as these can vary depending on the size and type of your business. For example, a small business might implement different steps than a large corporation, but regardless of company size, what matters is the intent and effort made to prevent harassment. Regularly reviewing your policies and ensuring they are actively followed will go a long way toward demonstrating compliance.

Moving Forward

Ensuring compliance with the new Worker Protection Act isn’t just about avoiding penalties—it’s about fostering a safe, inclusive, and positive work environment for all your employees. By updating policies, conducting risk assessments, providing regular training, and ensuring leadership commitment, you’ll not only meet your legal obligations but also enhance employee morale and retention.

If you’re unsure where to start or need tailored advice on implementing these changes, we’re here to help. At Appointments, we work closely with businesses to ensure their HR policies are up-to-date and in compliance with the latest regulations. Whether you need support with policy development, risk assessments, or staff training, we’ve got the expertise to guide you through the process.

Contact us today to discuss how we can help you navigate these new requirements and create a safer, more compliant workplace. Let's ensure you're fully prepared for October 2024 and beyond!

How The Worker Protection Act 2024 Affects You as a Candidate

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 21 Oct 2024 08:00:01 GMT

As a candidate navigating the job market, staying informed about new workplace regulations is essential. The Worker Protection (Amendment of Equality Act 2010) Act, which comes into force on 26th October 2024, introduces significant changes that aim to make the workplace a safer, more inclusive space. These changes particularly focus on preventing workplace harassment — an issue that affects many workers, whether you're in a permanent role, a temp position, or just starting out in your career.

Here’s a breakdown of what these changes mean for you, why they matter, and how they could shape your experience in your current or future job.

What’s New in the Worker Protection Act?

This Act places a preventative duty on employers, meaning they now have a legal responsibility to actively prevent sexual harassment in the workplace. This is a big shift from the previous framework, where employers were often held accountable only after incidents had occurred. Now, the focus is on stopping harassment before it happens.

One of the key aspects of this legislation is that it doesn’t just apply to harassment between colleagues. Employers are also responsible for protecting workers from harassment by third parties, such as clients or contractors. So, if your role involves interacting with people outside your organisation, you should be safeguarded against inappropriate behaviour from all angles.

Why This Matters for You

This new law is designed to give you better protection at work, but it’s not just about safety — it’s also about creating a positive, inclusive working environment where you can thrive without fear of harassment or discrimination. If you're starting a new job, temping, or even interviewing, this legislation signals that companies must step up their game to ensure the workplace is somewhere you can feel comfortable and respected.

Key Changes You Should Know About

Increased Employer Responsibility - Employers now need to take “reasonable steps” to prevent harassment. That means more proactive measures like training, clear policies, and a workplace culture that actively discourages inappropriate behaviour. If your employer fails to meet these standards and harassment occurs, compensation could increase by up to 25%. So, there’s a real incentive for businesses to take this seriously.
Third-Party Harassment - Ever had to deal with a client or customer who crossed the line? This Act ensures that employers are responsible for protecting you, even from third-party individuals who aren’t directly employed by the company. This adds an extra layer of security, especially if you’re working in customer-facing or external roles.

What This Means for You in Practical Terms

As a candidate or employee, it’s important to know how these changes impact your rights. Here are a few key takeaways to keep in mind:

Policies Will Be More Visible: Employers will need to update and actively communicate their anti-harassment policies. These shouldn’t just be dusty documents tucked away in the HR handbook. They need to be shared openly, so you should see clearer guidelines on what constitutes harassment and how to report it.
Risk Assessments: If you're in a role where there’s potential for risk, like working in isolated areas or one-on-one with clients, your employer will need to carry out risk assessments. This means they’ll be identifying situations that could lead to harassment and taking action to mitigate them. If you're ever in a position that feels uncomfortable or unsafe, these assessments should have already addressed that — and if not, raise it!
Training: Expect more training sessions around workplace conduct. These aren’t just for ticking boxes; they’re designed to ensure everyone — from employees to management — understands what’s acceptable, what isn’t, and how to handle issues if they arise.
Support Systems: Your employer should have robust systems in place for reporting harassment, including anonymous channels if needed. This is to ensure that you can voice concerns safely, without fear of retaliation or judgement.

How to Use This to Your Advantage as a Candidate

This new legislation is about creating safer and fairer workplaces, and it gives you more power as a job seeker or employee. Here’s how you can leverage it:

Ask About Policies: If you’re interviewing for a new role, don’t hesitate to ask about the company’s anti-harassment policies and how they comply with the new regulations. It’s a good way to gauge how seriously they take employee welfare.
Know Your Rights: If you’re already in a job and experience or witness harassment, know that your employer is legally obliged to take steps to prevent and address it. Don’t be afraid to speak up if policies aren’t being followed.
Push for Accountability: The law requires employers to monitor and improve their preventative measures. If you see gaps in how your company is managing harassment, use that feedback loop — through anonymous surveys or HR channels — to advocate for better protection.

What Happens if Employers Don’t Comply?

If a company fails to meet these new preventative duties, the consequences can be serious. For example, if an employer doesn’t take the necessary steps to prevent harassment and it happens anyway, compensation awarded to the victim could be increased by up to 25%. Additionally, regulators like the Equality and Human Rights Commission (EHRC) could step in to enforce compliance, especially if there’s a pattern of neglect.

Moving Forward

These changes mark a big step forward for workplace culture in the UK. For you as a candidate, this means more transparency, protection, and accountability from employers, which can only be a good thing.

At Appointments, we’re committed to working with companies that prioritise your safety and well-being. Whether you’re seeking permanent roles or temp work, we make sure that the businesses we work with comply with these important regulations. If you ever have concerns about your rights in the workplace or need advice on navigating these changes, we’re here to help.

Get in touch today to learn more about how we can support you in finding a job where you feel safe, valued, and respected. Let’s make sure your next role is with an employer who takes your well-being as seriously as we do.

How to Successfully Manage Employee Leave During Half-Term

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 21 Oct 2024 07:30:00 GMT

Half-term is fast approaching, and if you’re a manager or business owner, you might be gearing up for a wave of annual leave. For working parents, this week-long school break is both a blessing and a logistical nightmare, and it’s not uncommon for businesses to feel the impact. But don’t panic – with a bit of planning, flexibility, and understanding, you can help your team manage this period without everything grinding to a halt.

At Appointments, we’ve seen it all – and we’ve lived it too. So when it comes to managing leave, flexibility, and keeping the wheels turning during half-term, we’ve got some solid advice to share.

1. Start Planning Early

The best way to avoid a last-minute scramble is to get ahead of the game. Encourage your team to submit their leave requests as early as possible, giving you plenty of time to arrange cover if necessary. Having a clear process for booking leave in advance can help you manage workloads and avoid everyone taking off at the same time.

2. Be Flexible – Within Reason

While it’s important to ensure business continuity, a little flexibility goes a long way. Parents often have to juggle childcare, school holidays, and work commitments, so being understanding can help build loyalty and reduce stress. Consider offering flexible working hours or remote working options where feasible. In today’s world, many roles can be performed just as effectively from home, which might help parents manage the demands of half-term more easily.

3. Consider Temporary Cover

If you’re anticipating a lot of leave requests during half-term, it might be worth considering temporary cover to ensure the business runs smoothly. Bringing in temp staff can relieve pressure on your existing team and help maintain productivity. We’re here to help you source skilled temporary workers who can hit the ground running, ensuring that your operations continue uninterrupted. We’ve helped many clients navigate busy periods like half-term by providing high-quality temp workers, and it’s a solution that can really save the day when your team is stretched thin.

4. Open Communication is Key

It’s essential to keep the lines of communication open with your employees during this period. Encourage your team to be upfront about their needs, and be transparent about what you can realistically accommodate. If certain roles or responsibilities can’t be left unattended, make this clear from the outset so that employees understand the importance of proper planning.

5. Teamwork Makes the Dream Work

Finally, encourage a team-based approach to managing workloads. If one employee is taking time off, see if others can step in to help cover their responsibilities temporarily. A collaborative environment can reduce the strain on the business and ensure that everyone feels supported.

Final Thoughts

Half-term doesn’t have to be a stressful time for your business. With planning, open communication, and a bit of flexibility, you can ensure that everything continues to run smoothly, even when your team members are juggling the demands of family life. And remember, if you need extra support during this period, we’re here to help – whether it’s temporary cover or advice on managing leave, we’ve got the expertise to guide you through.

So, as half-term approaches, take a deep breath, plan ahead, and know that you’ve got this.

Understanding the UK Labour Market Overview – October 2024 Update for Employers

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Tue, 15 Oct 2024 08:00:01 GMT

As an employer, staying up to date with the latest labour market trends is crucial for navigating hiring strategies, understanding employee retention, and making informed business decisions. The latest update from the Office for National Statistics (ONS) provides valuable insights into the current state of the UK’s labour market, which has shown resilience amid economic pressures but also highlights areas that demand attention.

Let’s dive into the key findings of the ONS Labour Market Overview, October 2024, and discuss what this means for employers like you.

1. Employment and Unemployment: Stabilising but Slow Growth

Employment in the UK remains stable but shows signs of slower growth compared to previous years. According to the ONS, the employment rate for individuals aged 16 to 64 sits at 75.8%, a slight increase of 0.1% over the quarter. However, the growth in employment has tapered, reflecting a cooling labour market as businesses face higher costs and uncertainties about the broader economic environment.

Unemployment, on the other hand, has held steady at 4.2%. This level is relative ly low compared to historical standards but signals that the post-pandemic recovery is still plateauing. With this in mind, employers may face a more competitive recruitment landscape, especially for skilled workers.

In practical terms, this means that businesses should consider retaining talent through flexible working options, clear development opportunities, and fostering a supportive workplace culture.

2. Economic Inactivity: A Shift in Workforce Dynamics

A significant issue impacting the UK labour market is the economic inactivity rate, which measures those not in work and not actively seeking it. While this figure has improved slightly to 20.8%, it stil l reflects a portion of the working-age population that remains out of the workforce, either due to long-term illness, early retirement, or personal commitments such as caregiving. This trend is a key driver behind labour shortages in various sectors.

As a business, consider offering more flexible working conditions or return-to-work programmes to tap into this underutilised labour pool. Offering part-time, hybrid roles or roles with phased working hours can be an effective way to attract those who might otherwise remain economically inactive.

3. Vacancies and Redundancies: Opportunities in a Cooling Market

Vacancies have seen a decline, as businesses are more cautious about hiring in light of economic pressures. While this reduction in vacancies might suggest a slowdown, it presents an opportunity for those looking to fill critical positions. With the number of redundancies ticking up slightly, there may be highly skilled workers entering the job market who could be a perfect fit for your business.

Employers should remain vigilant for high-quality candidates, particularly in sectors that are experiencing shifts in demand, such as healthcare, tech, and education. Quick, efficient hiring processes and competitive offers will help capture the best talent during this period.

4. Earnings: Adjusting to Wage Pressures

The ONS data on earnings shows a continued upward trend, largely driven by inflation and ongoing wage pressures. The latest figures show that average weekly earnings hav e increased but at a rate that still lags behind inflation. With inflation hovering around 6%, businesses face a delicate balancing act between offering competitive wages and managing rising operational costs.

For employers, it's vital to maintain a realistic approach to salary negotiations. While wage growth can be challenging, offering competitive benefits packages, professional development, and non-monetary perks such as remote work options or mental health support can help offset the need for steep wage increases.

5. Navigating Labour Market Changes: Key Takeaways for Employers

Retention Strategies Are Key : In a market where hiring is competitive and vacancies are declining, retaining existing employees is more critical than ever. Focus on employee engagement, well-being, and career development.
Flexibility Matters : Economic inactivity remains high, but businesses can attract these individuals by offering flexible working conditions, part-time roles, or phased return-to-work schemes.
Vacancies and Talent Gaps : With fewer vacancies being advertised and more redundancies, businesses have an opportunity to snap up skilled workers who might be newly available. Be prepared to act quickly when top talent enters the market.
Consider Non-Monetary Incentives : Inflationary pressures mean salary increases may be hard to sustain. Consider alternatives like flexible working, additional holiday time, or improved company culture to attract and retain staff.

What Next?

As the UK’s labour market stabilises but continues to show signs of strain, it’s more important than ever to stay on top of changes and adapt your business strategies accordingly. Whether you’re looking to recruit new talent, retain your current team, or navigate the complexities of wage growth and economic inactivity, we’re here to help.

At Appointments, we understand the challenges facing UK businesses and are here to offer tailored recruitment solutions to ensure your workforce remains strong and resilient. Get in touch today to discuss how we can help your business thrive in this evolving landscape.

Take Charge of Your Career During Menopause: National Menopause Day

Mon, 14 Oct 2024 09:33:06 GMT

This National Menopause Day, we want to empower you to take charge of your career and ensure menopause doesn’t hold you back from achieving your professional goals. For women in Staffordshire and Cheshire navigating this life stage, finding the right role or employer can make all the difference.

Why Menopause Shouldn’t Be a Barrier to Career Success

Menopause is a natural part of life, but its symptoms can make work feel more challenging than ever. The good news? More and more employers are recognising this and are committed to offering support to ensure you can continue to thrive in your career.

Whether you're looking for a new role, or simply seeking better conditions in your current one, it’s important to know that you have options. The Equality Act 2010 protects against discrimination related to menopause, meaning employers are required to make reasonable adjustments if symptoms are affecting your work. And you don’t have to go through this alone—your career can continue to flourish with the right support in place.

What to Look for in a Menopause-Friendly Employer

If you're considering a job change, look for companies that are committed to employee well-being and flexible working. During the recruitment process, don’t hesitate to ask about their well-being policies.

Forward-thinking employers are increasingly offering:

Flexible working arrangements, allowing you to manage your symptoms more effectively.
Health and well-being programmes, which could include access to resources, workshops, or counselling services specifically tailored to menopause.
Inclusive company culture, where conversations about menopause are normalised and managers are trained to offer support without stigma.

Your Career, Your Way

You bring a wealth of experience, knowledge, and leadership potential to any role. Far from seeing menopause as a hurdle, embrace it as a point of empowerment. Your resilience, adaptability, and unique perspective are invaluable, and employers who recognise this will be eager to retain and support you.

At our recruitment agency, we’re committed to helping you find the right role—one that not only fits your skills but also provides the understanding and flexibility you need during this life stage. If you’re ready to explore new opportunities, let us help you find a workplace that aligns with your goals and values.

By taking charge of your career during menopause and finding the right support from employers, you can continue to excel professionally without compromising your well-being.

If you’d like to discuss job opportunities that offer the flexibility and understanding you need, get in touch with us today.

Empowering Women in the Workplace this National Menopause Day

Mon, 14 Oct 2024 09:29:54 GMT

As National Menopause Day approaches, it's time for employers in Staffordshire and Cheshire to embrace the opportunity to empower their female workforce. For over 25 years, our recruitment agency has been at the forefront of helping local businesses, and one thing is clear—creating a menopause-friendly workplace is more than just a nice-to-have; it’s a smart business strategy.

Why Menopause Support Is a Competitive Advantage

The reality is, menopause affects a large portion of the workforce—many of whom are at the height of their careers, with vast experience and leadership potential. Almost one in four women consider leaving their jobs due to menopause symptoms like fatigue, brain fog, and anxiety. This translates to a huge talent drain for businesses that fail to provide adequate support.

By putting the right systems in place, you’ll not only retain valuable employees but also foster a culture that prioritises well-being, loyalty, and productivity. As businesses in competitive industries know all too well, attracting and keeping skilled employees is critical, especially in a talent-driven market.

Steps to Create a Menopause-Friendly Workplace

It’s easier than you think to start implementing changes that can make a world of difference for your employees. Here are some practical steps:

Open Conversations: Normalise discussions around menopause. Equip managers with the knowledge and sensitivity needed to approach the topic, ensuring women feel comfortable seeking support. By fostering a culture of openness, you encourage employees to address issues before they affect their well-being or performance.
Flexible Working Arrangements: Flexibility is key in helping women manage symptoms. Offering options like flexible start times, remote working, or even additional breaks can alleviate some of the pressures and ensure they remain productive while feeling supported.
Create Supportive Policies: Make sure your HR policies reflect the realities of menopause. Include clear provisions for support, such as time off for medical appointments or adjusting workloads during difficult periods.
Well-being Programmes: Introduce or expand your workplace well-being programmes to specifically address menopause. This can include access to health workshops, mental health support, and even practical adjustments like improving ventilation and temperature control in the office.

Menopause and Recruitment: Attracting Top Talent

In a competitive hiring market, businesses that demonstrate they are forward-thinking and inclusive will attract more skilled candidates. Women considering new roles are increasingly looking for employers who offer meaningful support at every stage of their careers—including menopause. Highlighting your company’s commitment to well-being and diversity in your recruitment materials can help set you apart from competitors.

By fostering a menopause-friendly environment, you’re sending a powerful message: your business values and supports its employees through all stages of life. This inclusivity not only retains your top talent but also attracts new candidates who are looking for an employer that aligns with their values.

At our recruitment agency, we can help you adapt your hiring strategy to be more inclusive, ensuring you’re seen as an employer of choice.

If you’re ready to take the next step in creating a more empowered workforce, reach out to us today.

How Labour's New Employment Rights Bill Will Impact Your Business

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 14 Oct 2024 09:27:51 GMT

As a local recruitment agency with over 25 years of experience in the Staffordshire and Cheshire regions, we’ve seen plenty of shifts in employment law, but the new Employment Rights Bill could bring some of the most significant changes we’ve witnessed in decades.

With the Labour government’s focus on a “New Deal for Working People,” this bill will reshape how businesses handle everything from employee rights to industrial action. To ensure your business remains compliant and competitive, here’s a breakdown of what you need to know.

Key Reforms in the Bill

Day-One Protection from Unfair Dismissal - One of the most anticipated changes is the right for employees to be protected from unfair dismissal from the very first day of employment. This marks a departure from the current two-year qualifying period and could affect how you handle hiring and probation. While it adds protection for workers, it also means businesses will need to be more cautious about dismissals, ensuring that robust procedures and fair practices are in place from day one.
Restrict ‘Fire and Rehire’ Practices - The bill is also expected to crack down on the controversial ‘fire and rehire’ method, which has often been used to reduce staff costs by rehiring employees on less favorable terms. While this practice might not be entirely outlawed, it will become far more restricted, and businesses will need to explore alternative ways of restructuring if this has been a common practice in your industry.
Zero-Hours Contracts and Predictable Work Hours - Labour is planning to introduce tighter regulations on zero-hours contracts, a common feature in sectors like hospitality and retail. The bill proposes a shift toward more predictable work patterns, with employees entitled to an average-hours contract based on a 12-week reference period. Additionally, businesses will need to provide reasonable notice for shifts and compensate employees for any last-minute cancellations, which could impact how you schedule and manage your workforce.
Improved Work-Life Balance Measures - The bill will likely also enhance work-life balance by expanding rights such as flexible working from day one. The “right to switch off,” aimed at preventing work encroaching on personal time, is another measure expected to be included. This means employers may need to review communication policies and ensure that employees are not expected to be “always on.”
Fair Pay and Youth Employment - Labour’s emphasis on fair pay includes plans to abolish the lower minimum wage rate for 18-20-year-olds, meaning all adult workers will be entitled to the same National Living Wage. This will impact sectors like retail and hospitality, where younger workers often fill entry-level roles. Moreover, unpaid internships will be banned unless they are part of a formal training or educational programme, so if your business offers internships, you’ll need to re-evaluate these arrangements.
Trade Union Reforms - The bill is also set to reverse some of the limitations on trade unions introduced by previous Conservative governments. This includes simplifying the process for union recognition and repealing laws that restricted the right to strike, such as the 2023 Strikes (Minimum Service Levels) Act. Employers will need to be prepared for potential increases in union activity and ensure they’re aware of the legal framework surrounding industrial action.

What This Means for Employers

For businesses in Staffordshire, Cheshire, and beyond, these changes will require careful adaptation. It’s essential to review your current HR policies, contracts, and employment practices to ensure they align with the new legislation. You may also need to consider updating training for managers and HR teams to handle these new responsibilities effectively.

How We Can Help

At our recruitment agency, we’re here to support you through these changes, we have the local expertise and industry knowledge to guide you every step of the way.

The new Employment Rights Bill is just around the corner, and staying ahead of these changes will help protect your business and ensure your employees thrive in a fair, compliant environment. If you’d like to discuss how this impacts your recruitment needs or your current workforce management, don’t hesitate to get in touch with our team today.

By preparing now, you’ll be in the best position to navigate these changes with confidence and keep your business compliant in this new era of employment law.

10 Weeks Until Christmas: How to Secure a New Job Before the New Year

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 14 Oct 2024 09:26:57 GMT

With just 10 weeks until Christmas, many of us are getting ready for the festive season—but this is also the perfect time to secure a new role before the year is out. We’ve seen firsthand how local companies across Staffordshire and Cheshire ramp up their hiring ahead of the new year.

N ow is the time to act if you're looking for your next career move. So, we’ve put together some practical tips, drawing on our experience of helping people just like you land their dream job—before the Christmas lights go up!

Why the Next 10 Weeks Are Crucial

Having recruited in Staffordshire and Cheshire for over 25 years, one thing we’ve learned is that many businesses are very active in their hiring right up until Christmas. There are over 20,000 small businesses and 1,200 medium and large companies in our area alone. From our conversations with local employers, we know many are eager to have new starters in place, ready for January.

So, whether you’re seeking a permanent position or open to temporary work, here are some steps you can take now to stand out and secure a job before the new year.

1. Give Your CV and LinkedIn a Refresh

First things first—let’s get your CV and LinkedIn profile up to date. We always tell candidates this: hiring managers are receiving more applications than ever, so you’ve got to ensure you’re putting your best foot forward. From our experience, tailoring your CV for each job can make all the difference.

Many businesses in Staffordshire and Cheshire use Applicant Tracking Systems (ATS), so make sure your CV includes keywords from the job description. This will help ensure you pass the first hurdle and land on the hiring manager’s desk.

If you haven’t updated your LinkedIn profile in a while, now is a great time. Highlight your latest achievements and be clear about the type of role you’re looking for.

2. Take Advantage of Temporary Roles

We can’t stress this enough—don’t overlook temporary roles at this time of year. In Staffordshire alone, with around 12,000 small and medium-sized businesses, many are looking for extra help during the busy festive season. Temp roles often turn into permanent opportunities, and we’ve seen it happen time and time again!

If you’re open to temp-to-perm roles, it’s a great way to get your foot in the door and show an employer what you can do. The flexibility and short-term commitment could work in your favour.

3. Tap Into Your Local Network

Having worked in recruitment in the local area for so many years, we know how important networking can be. Cheshire and Staffordshire have close-knit business communities, and many opportunities arise through personal connections. Start by reaching out to three people in your network today—whether it’s a former colleague or someone you’ve connected with on LinkedIn.

We’ve often had clients call us about roles before they even go live. That’s why networking is so important—it gives you a head start before anyone else even knows about the opportunity!

4. Set Up Job Alerts for Staffordshire and Cheshire

One of the simplest things you can do is set up job alerts on LinkedIn, Indeed, or other job boards. This ensures you don’t miss out on any new roles across our region.

When you’re busy or when the holiday season gets hectic, having job alerts set up saves you time and ensures you’re always in the loop for the latest opportunities in Staffordshire and Cheshire.

5. Get Interview-Ready Now

As hiring speeds up in the run-up to Christmas, many employers may want to move quickly. That means you should be ready for interviews at short notice. We always tell our candidates—if you get called for an interview, be prepared!

Our advice: Practice answering questions about your key achievements and think about the value you can bring to a new role. For interviews, remember to highlight the skills employers in our region are looking for, such as adaptability and teamwork.

Whether it’s a face-to-face or virtual interview, have a quiet, professional space set up at home. We’ve seen more employers in Staffordshire and Cheshire move to virtual interviews, so make sure your tech is working smoothly.

6. Don’t Wait for January – Apply Now!

Every year, we hear from candidates who say, “I’ll start my job search in January.” But trust us—the best time to apply is now! Once the new year hits, competition ramps up, and you’ll be competing with more candidates.

By starting your job search now, you’re getting ahead of the January rush and giving yourself the best chance of securing a new role. Plus, wouldn’t it be great to relax over the Christmas holidays knowing you’ve got a new job lined up for the new year?

Our Final Thoughts

We’ve lived and breathed recruitment in Staffordshire and Cheshire for over two decades, and we know the local job market inside out. Businesses across the region are actively looking for new talent right now, and the next 10 weeks could be crucial in helping you secure your next role.

Whether you’re looking for temporary work to get your foot in the door or aiming for a permanent position, now is the perfect time to act.

Let us help you make your next career move—get in touch with our team at Appointments Personnel today, and together, we’ll ensure 2025 starts off on the right foot for you.

Labour's Proposed Employment Law Changes: What Recruiters Need to Know

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Mon, 23 Sep 2024 17:29:13 GMT

Key Legislative Changes

As we approach October 1st, 2024, the Labour government is set to introduce significant changes to employment law that will directly impact recruitment practices. With the introduction of the Employment Rights Bill and the Draft Equality (Race and Disability) Bill, employers must prepare for these upcoming reforms. Here, we highlight the key changes and their implications for hiring managers and business owners.

Key Legislative Changes

Employment Rights Bill

Anticipated to be laid before Parliament by October 12, 2024, the Employment Rights Bill aims to deliver Labour’s vision for a fairer workplace through its "New Deal for Working." Here are some pivotal policies included:

Outlawing Zero-Hours Contracts: The bill proposes to eliminate exploitative zero-hours contracts, allowing individuals to have an average hours contract that reflects their actual working pattern. This shift may encourage businesses to rethink their workforce management strategies.
Protection Against Fire and Re-Hire Practices: The bill seeks to clamp down on fire and re-hire procedures that have been frequently criticized. This will replace and strengthen the existing statutory code introduced in July 2024, promoting fairer treatment for employees during restructuring.
Day One Rights for Workers: Key employment rights, including sick pay, parental leave, and unfair dismissal rights, will apply from day one of employment, albeit subject to probationary periods for new hires. This change underscores the importance of communicating these rights during the recruitment process.
Default Flexible Working: Flexible working will become the default from the first day of employment, requiring employers to accommodate requests where feasible. Recruiters must be prepared to discuss flexible working options during interviews to attract a broader talent pool.
Single Enforcement Body: The establishment of a single enforcement body will strengthen the enforcement of workplace rights, adding an extra layer of accountability for employers.

Draft Equality (Race and Disability) Bill

This bill aims to enhance equal pay rights, focusing on closing the pay gaps for ethnic minorities and people with disabilities. Key points include:

Mandatory Pay Reporting: Employers with 250 or more employees will be required to report on ethnicity and disability pay gaps, making it easier for individuals to bring equal pay claims. This transparency can affect recruitment strategies as candidates may seek employers committed to equity.
Broadened Equal Pay Rights: The bill will extend statutory rights to equal pay beyond gender, ensuring protections for those from ethnic minority backgrounds and individuals with disabilities. Employers should review their pay structures and ensure fairness to attract diverse candidates.

Our Perspective on These Changes

At Appointments Personnel, we view these proposed reforms as a positive step towards a more equitable workplace. However, they will require businesses to adapt their recruitment processes and communication strategies. Here are our insights on how to navigate these changes:

Revise Job Descriptions and Interviews: Ensure that job descriptions reflect the new rights and benefits clearly. Prepare to answer questions about these changes during interviews.
Highlight Workplace Culture: As flexible working becomes the norm, emphasizing a supportive and inclusive workplace culture in your recruitment efforts will help attract top talent.
Stay Informed and Prepare: Keep abreast of the progress of these bills as they move through Parliament. Understanding potential timelines will help you adapt your hiring strategies effectively.

Conclusion

The upcoming changes in employment law, spearheaded by Labour’s proposed bills, present both challenges and opportunities for recruiters and business owners. By proactively adapting to these reforms, organizations can enhance their attractiveness to potential candidates and create a more inclusive workplace culture. As always, staying informed and prepared will be key to maintaining an effective recruitment process in this evolving landscape.

What Should I Do Now?

Think about how these new regulations could impact your existing processes and contracts:

Review Employment Contracts: Do you have any existing policies regarding expectations for out-of-hours work and rights available from day one for new employees?
Consider Out-of-Hours Contact: Reflect on your needs and approach concerning out-of-hours contact with employees.
Prepare for Changes in Performance Management: Anticipate the need for robust evaluations during probation periods. This includes:
Establishing clear performance targets and expectations, well-documented through emails, letters, or notes in your HR system.
Creating detailed job descriptions to clarify roles and responsibilities.

The shift to ‘day one’ rights will impact your approach to recruitment. Many employers have previously relied on the two-year employment rule for unfair dismissal claims, but with rights starting from day one, a more considered and thorough approach to recruitment will be essential. By preparing now, you can ensure compliance and create a more effective hiring strategy for the future.

Need more information? Reach out to Kerry on 01782 33877

Employing temporary workers successfully over the Christmas period

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Tue, 17 Sep 2024 13:46:40 GMT

Get ahead of the competition

As the last leaves of autumn fall and the air begins to crisp, there’s an unmistakable sense of anticipation. The festive season is coming. For many businesses, this time of year represents joy and opportunity. But it also brings challenges—especially when it comes to staffing. Are you ready for the Christmas rush?

The Holiday Pressure Cooker

Imagine this: your business is thriving, customers are pouring in, and your products or services are in high demand. But then the stress hits. Your team is stretched thin, queues are getting longer, deliveries are delayed, and customer satisfaction plummets.

Now think about how different this could look. Imagine that same scene, but with a well-prepared, well-supported team in place. Staff are energetic, smiling, and handling the pressure with ease. Customers are delighted, the atmosphere is festive, and everything runs smoothly. That’s the difference the right preparation makes.

The Challenge of Finding Temporary Staff

While the UK’s unemployment rate is currently at 4.1%, finding the right people—especially for temporary roles—can still be a significant challenge. According to a recent survey, 56% of businesses reported struggling to find qualified candidates for temporary positions during peak seasons like Christmas. Many factors contribute to this, from a shrinking talent pool to the fast-paced nature of holiday recruitment.

In fact, a recent poll revealed that 42% of business owners felt unprepared for the seasonal rush, with many citing staffing as their biggest concern. Whether it's a lack of available talent or the time it takes to onboard temporary workers, businesses often find themselves in a bind, unable to scale their workforce in time to meet demand.

Start Early with Our Christmas Temp Staffing Checklist

We know that staffing your team with temporary workers during the holiday season can be a daunting task. That’s why we’ve created a comprehensive Christmas Temp Staffing Checklist to help you get ahead. This guide will help you assess your needs, budget, and plan your recruitment so you’re ready to take on the holiday season with confidence.

From calculating the number of additional staff you’ll need to designing an efficient onboarding process, our checklist covers everything you need to ensure your business is ready for the holiday rush. Whether you're an SME or a large retailer, this guide is tailored to support businesses of all sizes.

Why It Matters—And How We Can Help

The festive season is supposed to be about joy, celebration, and connection—not stress and burnout. Yet, without the right team in place, business owners often find themselves caught in the whirlwind of last-minute hiring, training, and overtime requests.

At Appointments Personnel, we understand the emotional toll that a chaotic holiday season can take on business owners and their teams. We’ve spent over 25 years helping businesses like yours create seamless staffing solutions, so you can focus on what really matters—delivering a great customer experience and making the most of the season’s opportunities.

The Risks of Last-Minute Hiring

It’s easy to think, “We’ll figure it out when the time comes.” But as we’ve seen from countless clients, underestimating your staffing needs can quickly lead to problems:

Overworked teams leading to mistakes, burnout, and low morale.
Poor customer experiences, with longer wait times and less attentive service.
Missed opportunities as you struggle to keep up with demand and fulfil orders.

In fact, 63% of retail businesses reported that inadequate staffing during the holiday season had a direct impact on customer satisfaction in the previous year. By preparing now, you’re not just preventing headaches down the road—you’re setting your business up for a season of success.

The Solution Is Simple

Our Christmas Temp Staffing Checklist and Holiday Staffing Guide are designed to help you avoid these pitfalls. By taking a proactive approach to your workforce planning, you can ensure that your business is well-equipped to handle the busiest time of year. Whether it’s identifying gaps in your team, finding the right people, or planning an effective onboarding process, we’ve got you covered.

At the heart of this is our commitment to making sure you never feel alone in your holiday staffing journey. We’re here to help you every step of the way, providing expert advice and support, so you can enter the festive season with confidence.

Let’s Make This Your Best Christmas Yet

We believe that every business deserves a successful, stress-free holiday season. And with the right staffing in place, it’s possible. So don’t wait—start preparing your workforce now. Download our Christmas Temp Staffing Checklist and Holiday Staffing Guide today, and let’s make this festive season your best one yet.

Upskilling: The Secret to Career Progression

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 02 Sep 2024 10:15:00 GMT

In today’s fast-paced world of work, standing still is the equivalent of moving backwards. If you want to climb the career ladder and stay competitive, upskilling is your best friend. But what exactly does “upskilling” mean, and how can you use it to propel your career forward? That’s what we’re here to unpack!

Whether you’re looking for a promotion, trying to pivot into a new role, or simply want to stay sharp in your current job, continuously developing new skills is the key to unlocking opportunities.

Here’s everything you need to know about why upskilling is crucial and how to go about it.

1. What is Upskilling, and Why Does It Matter?

In simple terms, upskilling is the process of learning new skills or improving existing ones to remain competitive in your field. This can involve anything from mastering a new software to taking a leadership course or even learning a new language. The goal? To make yourself more valuable to employers and boost your career prospects.

Here’s why it matters:

Stay relevant: As industries evolve, so do the skills required to thrive in them. Upskilling helps you keep up with these changes.
Career progression: More skills mean more responsibility, which can lead to promotions and salary increases.
Job security: Companies value employees who actively invest in their growth. The more skills you bring to the table, the more indispensable you become.

2. How to Identify the Right Skills to Develop

Not all skills are created equal. It’s important to be strategic when deciding what to learn. Here’s how to figure out which skills will have the biggest impact on your career progression:

Look at Industry Trends

Pay attention to what’s happening in your industry. Are new technologies emerging? Are there new tools or methods being widely adopted? By aligning your skills with these trends, you’ll stay ahead of the curve.

Talk to Your Manager or Mentor

Your manager or mentor can offer valuable insights into what skills would benefit your role. They know what gaps exist within the team or department and can help you focus on areas that will make the biggest impact.

Consider Your Long-Term Goals

Think about where you want to be in 3 to 5 years. Do you want to move into management? Lead a team? Transition into a different department? The skills you’ll need depend on the direction you want your career to go.

3. Top In-Demand Skills in 2024

To give you a head start, here are some of the most sought-after skills across industries:

Digital literacy: From coding basics to advanced analytics, digital skills are in high demand as businesses continue to innovate.
Project management: Being able to manage resources, timelines, and people is crucial, no matter what industry you’re in.
Communication skills: Whether it’s public speaking, persuasive writing, or negotiation, communication skills are vital for career growth.
Artificial Intelligence (AI) and Automation: Understanding how AI and automation work will give you a competitive edge in almost any field.

4. Ways to Upskill: Flexible Options for Busy Professionals

Now that you know why upskilling is essential, let’s look at how you can start developing these new skills.

Fortunately, there are plenty of ways to do this without disrupting your current work schedule:

Online Courses and Certifications

Platforms like Coursera, LinkedIn Learning, and Udemy offer flexible, affordable courses on a wide range of topics. You can take classes at your own pace, making it easier to fit into your schedule.

In-House Training and Workshops

Many companies offer training programs to help employees upskill. Check if your employer has any courses or workshops available, or suggest implementing some!

Networking and Mentoring

Sometimes the best way to learn is by talking to others who have walked the path before you. Seek out mentors who can offer advice and insight into the skills they’ve found valuable.

Side Projects and Volunteering

Taking on a side project or volunteering for new tasks at work can be a great way to develop new skills. Look for opportunities to stretch yourself, whether it’s managing a project or working with a different department.

5. Make Upskilling Part of Your Routine

The key to successful upskilling is consistency. Don’t wait for your annual review to start thinking about how to grow – make it a regular part of your routine. Here’s how to keep it up:

Set learning goals: Create a plan for the skills you want to develop, and set specific goals around when and how you’ll work on them.
Track your progress: Keep a record of the skills you’re developing, the courses you’ve taken, and any new responsibilities you’ve acquired.
Apply what you learn: Upskilling is only useful if you put it into practice. Look for ways to apply your new skills to your current role, whether it’s streamlining a process, taking on new responsibilities, or mentoring others.

6. The Payoff: Why Upskilling Leads to Career Progression

The benefits of upskilling go beyond just learning something new. Here’s how it pays off for your career:

Greater job satisfaction: Mastering new skills can make your job feel more rewarding, helping you stay motivated and engaged.
More opportunities: Whether it’s moving up within your company or making a career switch, upskilling opens doors to new roles and industries.
Increased earning potential: Employers are willing to pay more for employees with in-demand skills. Upskilling could be the key to negotiating a raise or landing a higher-paying role.

Upskilling is the secret weapon for career progression. It keeps you relevant, gives you more opportunities, and boosts your confidence in the workplace. The best part? It’s never too late to start.

Take charge of your career by identifying the skills that will get you to where you want to be. Start small, be consistent, and watch as new opportunities unfold. With the right mindset and a commitment to lifelong learning, your next big career move could be just around the corner.

How To Find A Job That Ticks Your Boxes

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 02 Sep 2024 09:38:00 GMT

Landing your dream job isn’t just about polishing your CV or acing an interview. It’s about being focused on what you want out of a role. If you’re truly after job satisfaction, you need to understand your career goals and preferences.

Yet, many of us approach job searching without taking the time to reflect. And guess what? It’s a big reason why people end up in jobs they’re itching to escape after six months.

So, how do you avoid falling into that trap? How do you land a job that feels like it’s made for you? Here’s the key: before you start scrolling through job boards, spend some time thinking about what you actually want from a role.

Let’s dive into how to do this, step by step.

1. Start With the Basics: What Do You Want?

Before you even hit ‘apply’, the first step is to get crystal clear on your goals. And no, "I just need a job" doesn’t count!

Start by asking yourself:

What type of work excites you? Do you thrive in a fast-paced environment or prefer a steady routine?
What’s your ideal work-life balance? Is a 9-to-5 essential, or do you need flexibility to work around family or side projects?
Where do you want to be in 5 years? (The classic question, but it’s an important one.)
What values matter to you in a company? Culture, ethics, sustainability – don’t overlook this!

Jot down your thoughts, even if they’re vague. You can always refine them, but having this foundation will help you filter out the roles that don’t match up.

2. Understand Your Deal Breakers

We’ve all had that moment where we’ve started a job only to realise there’s one aspect that we can’t stand. Maybe it’s the rigid hours, the chaotic management, or the lack of room to grow. Identifying your deal breakers in advance can save you from stepping into a role that just doesn’t fit.

Common deal breakers might include:

Commute: Are you willing to travel an hour each way?
Company size: Do you prefer the intimacy of a small team, or do you thrive in a larger corporate structure?
Growth opportunities: Is there room for progression or training in your dream role?

Remember, the more clarity you have on what you don’t want, the easier it is to spot the roles that just aren’t for you.

3. Prioritise Your Non-Negotiables

So, you’ve figured out what you want and what you can’t stand. Next up, it’s time to list your non-negotiables. These are the things that are must-haves for you to feel fulfilled in a role.

For example:

Remote working: Do you need to work from home, or are you open to hybrid roles?
Salary expectations: It’s not all about the money, but if the role doesn’t meet your financial needs, it’s going to be hard to stay motivated.
Work culture: Some people crave a collaborative, team-first environment. Others prefer independent, heads-down work.

Understanding your non-negotiables will give you more confidence to pass on roles that don’t fit and pursue those that do.

4. Research, Research, Research

Once you’re clear on your goals and preferences, it’s time to hit the job boards with intention. But don’t just click ‘apply’ on the first thing you see. Instead, research the companies you’re interested in.

Check company reviews on platforms like Glassdoor to get an insider’s view.
Dig into their website – What do they stand for? Do they align with your values?
LinkedIn stalking (in the best way): Reach out to current or former employees to ask about their experience.

This detective work is crucial. It helps you weed out the companies that aren’t aligned with your values and goals, saving you time and effort down the line.

5. Tailor Your Applications

Now that you’ve done your groundwork, you can tailor your applications for the jobs that actually tick your boxes. Craft your CV and cover letter around what’s most important to you, not just the job description.

Here’s a tip: when writing your cover letter, speak directly to why you’re excited about the role and how it aligns with your goals. Employers love candidates who know what they want and how they can contribute.

6. Prepare for the Long Haul

Finally, remember that finding the perfect job might take time. But don’t rush it! It’s better to take a bit longer and land a role that fits your needs than to jump into something that doesn’t serve your goals.

Don’t be afraid to turn down an offer if it’s not right. Trust that the right job is out there, and it’s worth holding out for.

Understanding your goals and preferences is essential to finding a job that you’ll love – not just tolerate. So before you start applying, take a moment to reflect on what’s important to you, define your non-negotiables, and do your homework.

Landing your dream job is entirely possible. And with a little self-awareness and strategy, you’ll get there!

What You Need To Know To Land Your Dream Job

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 02 Sep 2024 08:39:18 GMT

As the leaves turn and the kids head back to school, it’s a perfect time to refresh your job search strategy. Whether you're diving into a new career, looking for a change, or just re-evaluating your goals, this blog will help you navigate each step of the journey – from clarifying your job goals to accepting the perfect offer.

Let’s dive into four key steps: job searching, crafting your CV, nailing interviews, and accepting offers.

Maximising Your Job Search

Job hunting can feel like a full-time job, but with a clear strategy, you can streamline the process and land the role you’ve been dreaming of.

1. Clarify Your Career Goals

Before you even begin, take a moment to reflect on what type of role suits your skills and aspirations. Ask yourself:

What are my career goals?
Am I looking for flexibility (like remote or hybrid work)?
What salary range works for me?

By clarifying your personal and professional needs, you’ll save time by focusing only on roles that fit your ideal job and lifestyle.

2. Evaluate the Companies

Not every company is the same, and your dream role should be in a company that aligns with your values. Do you thrive in large corporate environments with room for growth, or are you more comfortable in a small, close-knit team? Take time to research the industries and types of organisations that interest you.

3. Polish Your Online Profiles

Your online presence matters more than you think. Before applying for jobs, polish your professional profiles on LinkedIn and other relevant platforms. Highlight key skills that align with your career goals and remove anything unprofessional or outdated. Recruiters are watching, and first impressions count!

4. Partner with Experts

You don’t have to go it alone. At Appointments, our experienced recruiters offer market insights, career advice, and access to exclusive opportunities. Working with a recruiter allows you to get the inside scoop on jobs that aren’t posted publicly, while also receiving personalised support through your job search.

Crafting the Perfect CV

Once you’ve clarified what kind of role and company are right for you, it’s time to turn your attention to your CV. Think of your CV as a marketing tool – its sole purpose is to grab the attention of potential employers and land you an interview.

1. Make It Clear

Your CV should be clear, concise, and easy to navigate. Use a consistent layout with clear headings, bullet points, and a professional font. Make sure your contact details are accurate and up to date. A well-structured CV can make a big difference in catching the recruiter’s eye, so avoid overcrowding and distractions.

2. Promote Yourself

Start with a strong personal statement. This is your chance to sell yourself. Think of it as an elevator pitch – it should highlight your skills, experience, and career goals, tailored to each specific role. Make it short, engaging, and direct. A great personal statement can instantly hook a recruiter into reading more.

3. Be Concise

When detailing your work experience, list it in reverse chronological order. Focus on your key responsibilities and major accomplishments in each role, but keep descriptions brief and relevant. Highlight your career progression and avoid clutter. The easier your CV is to scan, the more likely it is to be noticed.

4. Show Success

Wrap up your CV with extra information that makes you stand out, like any awards, professional memberships, or certifications. This not only highlights your qualifications but shows you’re detail-oriented and take pride in your accomplishments.

Excelling in Your Interview

Securing an interview is a big win, but now it’s time to shine. Your goal is to showcase why you’re the best fit for the role while demonstrating your enthusiasm for the opportunity.

1. Prepare Like a Pro

Research, research, research! Understand the company’s mission, values, and industry position. This knowledge not only helps you answer questions more thoughtfully but shows your genuine interest in the role. The more you know about the company, the better you can tailor your responses.

2. Practice Your Answers

Don’t wait until the interview to figure out what you’re going to say. Prepare answers to common questions like "Tell me about yourself" and "Why do you want this job?" Rehearse your answers out loud – practice makes perfect. If possible, do a mock interview with a friend or mentor to build confidence.

3. Present Yourself Professionally

During the interview, communicate clearly, confidently, and enthusiastically. Highlight how your skills align with the job requirements, and don’t shy away from discussing your achievements. Your attitude, along with your ability to effectively present yourself, will leave a lasting impression.

4. Plan Ahead

Make sure you’re ready for interview day. Dress appropriately for the role, plan your travel route to avoid being late, and bring a notebook to jot down key points. Preparing in advance shows you’re organised and serious about the opportunity.

Accepting the Right Job Offer

After all the hard work of job searching, tailoring your CV, and excelling in your interview, you’ve finally received a job offer – congratulations! But before you jump in, it’s important to make sure this is the right opportunity for you.

1. Read the Offer Carefully

A formal job offer typically comes with a lot of information, so take the time to read it thoroughly. Look for details like pension arrangements, holiday entitlement, and work location. Make sure you’re aware of the start date, and check for any conditions like probationary periods or background checks.

2. Consider the Terms

It’s easy to get excited, but don’t forget to assess the full package. Is the salary in line with your expectations? Do the benefits, work environment, and location work for your needs? If you have questions or concerns, don’t hesitate to seek clarification before accepting.

3. Accepting the Offer

Once you’re happy with the terms, it’s time to accept! Typically, you’ll need to respond within 24 hours with a formal acceptance. Write a polite and enthusiastic letter confirming your excitement about joining the company and acknowledge the offer terms. If there’s no formal contract, ask for one to make sure everything is documented.

4. Prepare to Resign Professionally

Once you’ve accepted the new role, you’ll need to resign from your current position. Be professional and respectful when submitting your resignation, and ensure you work through your notice period smoothly. Tying up any loose ends before leaving will set the tone for a positive departure and start to your new role.

Job searching can be overwhelming, but with a focused approach, you can navigate the process and find the right role for you.

From crafting a standout CV to preparing for interviews and evaluating offers, these tips are your go-to guide for success. Good luck!

Maximising LinkedIn: The Job Seeker’s Secret Weapon

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Fri, 23 Aug 2024 08:01:00 GMT

In today’s job market, LinkedIn has become much more than just a networking platform—it’s a critical tool for anyone looking to advance their career. Whether you’re a recent graduate or a seasoned professional, using LinkedIn effectively can put you on the radar of the right employers.

Why LinkedIn is a Must-Have for Job Seekers

Simply put, LinkedIn is where many employers and recruiters go to find candidates. If your profile is up-to-date and active, you're already giving yourself a head start. However, i’s not just about being present—it’s about being visible and engaged.

More than that, LinkedIn is your professional network in the palm of your hand. The connections you make can lead to opportunities you might not find elsewhere. It’s essentially your CV, business card, and personal branding platform, all in one.

Key Benefits of LinkedIn for Job Seekers

Increased Visibility: A well-optimised profile helps recruiters find you more easily, increasing your chances of being approached for roles.
Networking Opportunities: Connect with professionals in your field, get recommendations, and find mentors or peers who can offer valuable advice.
Real-Time Job Listings: LinkedIn’s job board is regularly updated, giving you access to current job openings and allowing you to apply directly.
Personal Branding: Share your expertise, contribute to industry discussions, and position yourself as a thought leader in your area of work.
Stay Updated: Follow industry trends, company news, and relevant updates to keep your skills sharp.
Learning & Development: Use LinkedIn Learning to acquire new qualifications or develop skills that can set you apart from other candidates.

Common LinkedIn Mistakes (and How to Avoid Them)

Even with the best intentions, job seekers often make simple mistakes on LinkedIn. Here are some of the most common ones and how to avoid them:

1. Incomplete Profile: Failing to fill out all sections can reduce your visibility to recruiters.

Fix: Complete your profile with a professional photo, detailed experience, and skills.

2. Unprofessional Photo: A casual or blurry photo can leave the wrong impression.

Fix: Use a clear, high-quality, professional-looking headshot.

3. Generic Connection Requests: Sending requests without a message can feel impersonal.

Fix: Add a short note explaining why you want to connect.

4. Inactivity: Having a profile but rarely engaging reduces your presence.

Fix: Stay active by sharing content, commenting on posts, and engaging with your network.

5. Missing Keywords: Not using industry-relevant keywords will lower your visibility.

Fix: Research job descriptions and include relevant terms in your headline and experience sections.

6. Neglecting Recommendations: Recommendations add credibility.

Fix: Ask former colleagues or managers to write recommendations.

Maximise Your LinkedIn Presence

LinkedIn is not just another social platform—it’s a powerful tool that can open doors to new career opportunities. With an optimised profile and a bit of regular activity, you can build meaningful connections, showcase your expertise, and find the next step in your career.

So, take a look at your LinkedIn profile today. Are you using it to its full potential? A few tweaks here and there could make all the difference in your job search.

Understanding a CV: More Than Just a Document

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Wed, 21 Aug 2024 09:28:52 GMT

A CV is designed to give you a snapshot of a candidate's professional history. It outlines their work experience, education, skills, and achievements. While it provides valuable information, it’s important to remember that it doesn’t tell the whole story.

Candidates are often advised to keep their CVs concise, usually limited to two pages. This constraint means they may not be able to include every skill, experience, or accomplishment they've gained over their career. Some individuals might excel at expressing themselves on paper, while others shine in person. This is why it’s essential to use the CV as one of many tools in your recruitment process—not as the only measure of a candidate's potential.

We encourage you to be open-minded when reviewing CVs. For example, candidates who have moved around a lot might have perfectly legitimate reasons for doing so. While an ideal CV might show stability and progression, it’s important to recognise that valuable talent comes in many forms, and not every promising candidate will have a linear career path.

With this in mind, here are six tips to help you read a CV for success:

1. Be Mindful of Inconsistencies

Look for any discrepancies in dates, job titles, or career progression. While these can sometimes be simple errors, they can also indicate something more significant. Use the interview to ask clarifying questions if you spot anything unusual.

2. Check for Spelling and Grammar Mistakes

Errors in a CV can be a red flag, especially for roles that require attention to detail. While one or two mistakes might be forgivable, a CV riddled with errors may suggest a lack of care or professionalism. However, be mindful that some highly skilled candidates may not be as strong in written communication, especially if English is not their first language.

3. Evaluate Unexplained Gaps

Gaps in employment history are common and don’t necessarily mean a candidate is unsuitable. However, it’s important to note any unexplained gaps and ask the candidate about them during the interview. They may have taken time off for personal reasons, education, or other valid pursuits that could actually enrich their suitability for the role.

4. Look Beyond Job Titles

Don’t just focus on job titles—consider the responsibilities and achievements listed under each role. A candidate might have a title that doesn’t fully reflect their contributions or the scope of their role. By looking deeper into their actual experience, you may discover that they have exactly what you’re looking for.

5. Pay Attention to Achievements Over Responsibilities

When reviewing a CV, focus on the candidate's achievements rather than just the responsibilities they've listed. Accomplishments give you insight into how well they performed in their previous roles. Look for quantifiable results, such as percentage increases in sales or efficiency improvements, as these indicate a candidate who not only did their job but excelled at it.

6. Consider the Overall Presentation

The layout and format of a CV can tell you a lot about a candidate's attention to detail and professionalism. A well-organised, clean, and easy-to-read CV suggests that the candidate has put effort into making a good impression.

Traditional career progression is not the only path to success. Some candidates might have taken career breaks, switched industries, or held a variety of roles. These experiences can make them more adaptable, resilient, and innovative. Don’t discount a candidate simply because their career path doesn’t follow the usual trajectory.

In conclusion, a CV is a starting point in the recruitment process. It’s a useful tool for gathering information about a candidate’s background, but it doesn’t capture their full potential or the person behind the document. By approaching each CV with an open mind, you’ll be better equipped to identify candidates who can add value to your organisation.

If you need further guidance on reading CVs or any aspect of your recruitment process, the team at Appointments Personnel is here to help. We’re committed to finding the right fit for your business, and we’re just a call away.

How To Write A Brilliant Job Description

Tue, 20 Aug 2024 10:10:12 GMT

Creating a job description is a fundamental task for any hiring manager, but there’s a difference between a “good” job description and a “great” one. A good job description outlines the basics: the role, responsibilities, and qualifications. A great job description goes beyond the basics to attract top talent, clearly communicate expectations, and set the stage for a successful hiring process.

Here’s how to elevate your job descriptions from good to great.

1. Start with a Compelling Job Title

The job title is the first thing candidates see, so it’s crucial to make it clear, concise, and accurate. Avoid jargon or overly creative titles that might confuse applicants. Instead, use a title that reflects the role's level and function within the organisation.

For example, instead of "Marketing Guru", opt for "Digital Marketing Specialist" to ensure clarity.

2. Craft a Clear and Concise Summary

A great job description has a strong summary that encapsulates the essence of the role. This section should explain what the job entails and how it contributes to the company’s goals. Focus on what makes the position unique and why it’s an exciting opportunity.

For example: " As a Digital Marketing Specialist at [Company Name], you’ll be at the forefront of our online marketing strategies, driving brand awareness and engagement across multiple digital channels. Your creativity and data-driven approach will be key in shaping our online presence."

3. Define Key Responsibilities with Precision

It’s important to list the core responsibilities, but rather than creating a laundry list, focus on the most critical tasks that define the role. Use bullet points for clarity and start each with an action verb to create a dynamic and engaging list. Be specific about what success looks like in the role, which helps candidates visualise themselves in the position.

For example, instead of saying "Manage social media accounts", you could say "Develop and implement social media strategies that increase engagement by 20% within six months".

4. Highlight the Must-Have Qualifications and Skills

Candidates should clearly understand what qualifications are necessary to be considered for the role. Distinguish between essential and preferred qualifications to avoid discouraging potential applicants who may lack non-critical skills. Be specific about the experience, education, and technical skills required, but also consider including soft skills that are important for cultural fit.

For instance, instead of a vague requirement like "Strong communication skills", specify "Ability to communicate complex ideas clearly and effectively to both technical and non-technical audiences."

5. Emphasise the Company Culture and Values

A great job description doesn’t just describe the role—it sells the company. Candidates are increasingly looking for positions that align with their values and offer a positive work environment. Briefly highlight your company culture, mission, and values. What makes your organisation a great place to work? What can the candidate expect in terms of work-life balance, team dynamics, or professional growth opportunities?

For example: "At [Company Name], we foster a collaborative and innovative environment where your ideas are valued and your growth is prioritised. We believe in balancing hard work with a supportive team culture, and we’re committed to making a positive impact in our industry."

6. Be Transparent About Compensation and Benefits

While some companies prefer to keep salary details private, transparency in compensation and benefits can attract more qualified candidates. If you’re unable to list an exact salary, providing a range or stating that you offer competitive compensation can be beneficial. Additionally, highlight any unique perks or benefits that set your company apart, such as flexible working hours, remote work options, or professional development programs.

7. Review and Revise Regularly

A great job description isn’t static; it evolves as the role and company grow. Regularly review and update job descriptions to reflect any changes in responsibilities, required skills, or organisational goals. This ensures that your descriptions remain relevant and continue to attract the best talent.

Conclusion

A well-crafted job description is more than just a list of duties and qualifications—it’s an opportunity to engage potential candidates and showcase your company’s brand. By following these steps, you can transform a good job description into a great one that not only attracts top talent but also sets clear expectations for success.

Remember, a great job description is the first step in building a strong, cohesive team that drives your organisation forward.

How to Network Your Way to Hidden Career Opportunities

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 19 Aug 2024 08:24:12 GMT

In today's competitive job market, networking has never been more crucial. Whether you're looking to make a career change, or simply seeking to expand your opportunities, knowing how to network effectively can open doors you never knew existed. But where do you start? What should you focus on? Don’t worry, we're here to help you!

Why Networking Matters

Networking is more than just sending connection requests on LinkedIn. It's about building genuine relationships, sharing knowledge, and opening yourself up to new opportunities. In fact, many job openings aren't advertised publicly and are instead filled through personal connections. So, by networking, you’re giving yourself a chance to tap into these exclusive opportunities.

The Basics of Networking

Let's start with the essentials:

Be Yourself: Authenticity goes a long way. People can tell when you're being genuine, and they’re more likely to connect with you if you’re honest about who you are and what you’re looking for.
Be Ready: Know what you want and be able to clearly explain it. A good elevator pitch is essentially your advert—make it engaging and memorable.
Be Active: Don’t wait for connections to come to you. Get out there—attend events, join groups, and engage in conversations both online and offline.

Building Your Network

It’s not just about how many people you know, but how well you know them. Here’s how you can build a meaningful network:

Reconnect: Reach out to old colleagues, friends, and classmates. They might know someone who can help or have valuable advice to share.
Get Involved: Attend industry events, workshops, and seminars. These are great opportunities to meet people in your field.
Engage Online: Use LinkedIn and other social platforms to connect with professionals. Share interesting content, comment on posts, and participate in discussions.
Meet with Recruiters: Recruitment consultants can be invaluable in expanding your reach. Schedule meetings with recruiters to discuss your career goals, get personalised advice, and get access to job openings that aren’t publicly advertised.

Maintaining Your Network

Building connections is just the beginning. To really benefit from your network, you need to nurture it:

Stay in Touch: Drop a message or catch up over coffee every now and then. It keeps the relationship fresh and genuine.
Offer Help: Networking is a two-way street. Be willing to assist others in your network and share useful information.
Be Consistent: Make networking a regular part of your routine. The more effort you put in, the more you’ll get out of it.

The Benefits of Networking

The benefits of networking go beyond just finding a new job:

Discover Hidden Opportunities: Many positions are filled through referrals. Networking gives you access to these hidden roles.
Grow Your Career: Networking can provide valuable mentorship and insights that help you advance professionally.
Boost Your Confidence: Building relationships and engaging with professionals can enhance your communication skills and self-esteem.

Networking is a powerful tool that can significantly impact your job search and career growth. By being authentic, proactive, and consistent, you can create a network that supports and propels your career. So, get out there and start connecting—you never know what opportunities might be just around the corner!

Why Should You Register with a Recruitment Consultancy?

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Wed, 14 Aug 2024 14:32:43 GMT

Why Registering with a Recruitment Agency Could Be the Game-Changer in Your Job Search

In today’s digital age, job boards like Indeed have become go-to resources for job seekers. They offer an extensive list of job postings across various industries, making it easy to browse opportunities at the click of a button. However, while job boards are undeniably convenient, there are some significant pitfalls when relying solely on them for your job search. That’s where partnering with a recruitment agency can make all the difference.

1. Overwhelming Volume

One of the biggest challenges with job boards is the sheer volume of listings. It can be overwhelming to sift through hundreds—if not thousands—of job postings, trying to find the right fit. This process can be time-consuming and frustrating, especially when many of the positions may not align with your specific skills or career goals.

In contrast, recruitment agencies offer a more curated approach. Agencies work with employers to understand their needs and carefully match candidates to roles that suit their qualifications and aspirations. This tailored selection can save you valuable time and focus your efforts on opportunities that truly match your profile.

2. Lack of Personalisation

Job boards provide a broad spectrum of listings, but they lack the personalized touch that can make all the difference in your job search. When you apply through a job board, your application often goes into a generic system where it may not receive the attention it deserves.

Recruitment agencies, on the other hand, offer personalized guidance throughout the job search process. From helping you craft a standout CV to providing interview preparation tips, agencies ensure that you are well-prepared and confident when you meet potential employers. This tailored support can significantly increase your chances of securing the right role.

3. Hidden Opportunities

Not all job openings are advertised on public job boards. Many employers prefer to work directly with recruitment agencies to fill their vacancies. This means that by solely relying on job boards, you might be missing out on a wealth of opportunities that are not visible to the general public.

Agencies have access to exclusive roles and can connect you with positions that you may not find elsewhere. By registering with a recruitment agency, you gain access to these hidden opportunities, giving you a competitive edge in your job search.

4. Application Challenges

Applying for jobs through job boards often feels like sending your resume into a black hole. There’s little feedback or interaction, and it can be hard to know if your application is even being considered. This lack of communication can be discouraging, especially when you don’t hear back from employers.

When you work with a recruitment agency, your application doesn’t just get lost in a system. Agencies have direct relationships with employers and can advocate for you, ensuring your application is seen and considered. They can also provide valuable feedback, so you know where you stand in the process.

5. Expert Guidance

Navigating the job market can be daunting, especially if you’re unsure about industry trends, salary expectations, or how to position yourself for the next step in your career. Recruitment agencies bring expert knowledge to the table, offering insights that can help you make informed decisions.

From understanding what employers are looking for to knowing the going rates for certain roles, agencies provide the expertise you need to approach your job search with confidence. This guidance can be particularly valuable if you’re looking to transition into a new field or advance in your current one.

Final Thoughts

While job boards like Indeed can be a valuable tool in your job search, they shouldn’t be your only resource. The pitfalls of overwhelming volume, lack of personalization, hidden opportunities, and application challenges can hinder your chances of finding the right role.

By registering with a recruitment agency, you benefit from a more tailored, supportive approach that can streamline your job search and open doors to opportunities you might not have found on your own.

At Appointments Personnel, we’re dedicated to helping you navigate the job market effectively and find a role that’s perfect for you. Whether you’re looking for your next big career move or simply exploring your options, partnering with a recruitment agency could be the game-changer you need.

Is It Time to Move On?

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Wed, 14 Aug 2024 14:26:20 GMT

How to Know When It's the Right Time to Change Jobs

We’ve all had those days—a tough Monday, a change in management, or perhaps just a lingering feeling that you’ve outgrown your current role. It’s natural to experience ups and downs at work, but how do you really know when it’s the right time to move on?

At Appointments Personnel, we’ve seen countless candidates go through the interview process, only to get cold feet at the last minute. Often, they end up leaving their role six months later, wishing they had trusted their instincts sooner. So, let’s explore how to recognize the signs that it might be time to make a change.

1. You’re Consistently Unhappy at Work

We all have bad days, but if you find yourself dreading going to work more often than not, it’s a sign that something deeper is amiss. Whether it’s the work environment, a lack of challenge, or simply not feeling valued, ongoing dissatisfaction can take a toll on your well-being. If you’ve tried to address these issues without success, it might be time to consider a new opportunity.

2. You’ve Outgrown Your Role

Over time, your skills and ambitions may evolve beyond what your current role can offer. If you’re no longer feeling challenged or if your career development has stalled, it’s a clear sign that you’ve outgrown your position. When there’s little room for growth or progression within your company, exploring new opportunities could be the key to reigniting your passion and advancing your career.

3. A Change in Management or Company Culture

A new manager or a shift in company culture can significantly impact your job satisfaction. While change can be positive, it can also lead to misalignment between your values and those of the company. If you find that you’re no longer in sync with the direction your workplace is heading, it may be worth considering whether a different environment would be a better fit for you.

4. You’re Daydreaming About Other Opportunities

Do you find yourself browsing job boards during lunch or imagining what it would be like to work elsewhere? If the thought of a new job excites you more than your current one, it could be a sign that you’re ready for a change. Sometimes, your subconscious knows it’s time to move on before you do.

5. Your Work-Life Balance Is Suffering

If your job is consistently demanding more than you can give, and it’s impacting your personal life, it’s important to reassess. A healthy work-life balance is crucial for long-term happiness and productivity. If your current role is no longer compatible with your life outside of work, it may be time to explore other options.

6. You’re Experiencing Physical or Mental Burnout

Chronic stress and burnout are serious issues that can affect both your health and your performance at work. If you’re constantly exhausted, anxious, or struggling to cope, it’s essential to take these feelings seriously. Sometimes, the best solution is to step away from the source of your stress and find a role that offers a healthier environment.

Overcoming Cold Feet

Even when the signs are clear, it’s natural to feel apprehensive about making a big change. Fear of the unknown or concern about making the wrong choice can hold you back. However, staying in a role that no longer serves you can lead to regret and missed opportunities.

If you’re contemplating a move but feeling uncertain, try to focus on the long-term benefits rather than short-term fears. Remember that your career is a journey, and sometimes taking a step into the unknown is exactly what you need to grow and thrive.

Final Thoughts

Recognising the right time to move on from your job is a deeply personal decision, but it’s important to listen to your instincts and take proactive steps when you’re no longer satisfied. If you’ve been feeling the urge to explore new opportunities, don’t let fear hold you back. The right role is out there, waiting to align with your skills, values, and aspirations.

At Appointments Personnel, we’re here to support you every step of the way, ensuring that your next move is the right one for your career.

Dealing With Unauthorised CV Sharing

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Tue, 13 Aug 2024 08:53:14 GMT

Is Your CV Being Shared Without Your Consent?

Have you ever found out that a recruiter sent your CV to a company without your permission? It can feel like a major invasion of privacy and a breach of trust. But don't worry—there are steps you can take to regain control and protect your job search.

What Is It?

Unauthorised CV sharing is when recruitment agencies send your CV to potential employers without your explicit permission and often without a single conversation about what you are looking for.

Why It Happens

In a highly competitive recruitment market, some consultants, eager to earn their fee, send CVs without seeking consent, creating a false sense of urgency with potential employers and potentially harming your reputation and job search prospects.

Common Scenarios

Multiple Submissions: Your CV could be sent to numerous companies without your knowledge.
Inappropriate Companies: It may be sent to places you haven’t considered or already rejected.
Outdated Information: Some recruiters might even send older versions of your CV, misrepresenting your skills.

What To Do If Your CV Is Sent Without Your Permission

If you discover that your CV has been sent without your consent, it’s essential to act quickly to protect your career and personal information.

Immediate Actions:

Contact the Recruiter: Demand the immediate withdrawal of your CV from any employers it was sent to without your permission.
Reach Out to the Employer: Inform the company that your CV was sent without your consent and request its removal from their database.
Document Everything: Keep detailed records of your communications with the recruiter and employer.

Legal Steps:

Report the Breach: File a complaint with relevant such as the Recruitment and Employment Confederation (REC).
Seek Legal Advice: If you’ve suffered harm due to unauthorized CV sharing, consider consulting an employment lawyer to explore your options.

Unconsented CV sharing is a serious issue in the recruitment industry currently, but these are the steps you can take to protect your job search.

If you’re ready to work with a recruitment consultancy that takes the time to get to know you and understand skills, experience and career goals, get in touch today and let’s find your perfect role!

Unauthorised CV Sharing and How to Protect Yourself

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Mon, 12 Aug 2024 12:51:28 GMT

Are You A Victim Of Unauthorised CV Sharing?

Imagine this: you've spent days perfecting your CV, highlighting your skills, and tailoring it suit your goals. You send it off to a recruitment agency, hoping for a breakthrough. But instead of getting the job of your dreams, you find out your CV has been shared to an unsuitable company for an irrelevant role without your approval.

What Is It?

Unauthorised CV Sharing is when recruitment agencies send your CV to potential employers without your explicit permission and often without a single conversation about the roles you are looking for.

How It Impacts Your Job Search

Difficulty Finding Relevant Job Opportunities

When agencies scatter your CV across numerous employers, it often lands in the wrong hands. Instead of targeting positions that match your qualifications and career goals, your CV might end up on desks of companies with irrelevant roles, making it significantly harder for you to find the right job.

Lack of Response from Employers

Employers receiving unrelated CVs might disregard them, leading to a lack of response. This can be incredibly frustrating, especially when you’re actively seeking feedback and job leads.

Unclear Career Progression Paths

Without a focused and strategic job application process, mapping out a clear career progression becomes challenging. Random job applications can lead you down paths that don't align with your long-term career goals.

Navigating the Job Application Process

Choose The Right Recruitment Consultancy: Work with reputable consultancies, known for their strong candidate services.
Ask Questions: Ask consultancies how they will use your CV, how their processes work.
Set Clear Goals: Take the time to clarify what roles you would like and for what kind of company, so you can explain these to your recruiter to ensure they can help you to find your perfect role.
Monitor Your Applications: Keep a record of where and to whom you (or your recruiter) have sent your CV.
Update Your CV: Ensure your CV is updated and tailored to the roles you are looking for.

Unconsented CV sharing is a common issue in the recruitment industry currently, but there are ways you can protect yourself and enhance your job search. By choosing reputable consultancies, setting clear goals and being honest with your recruiter, you can navigate the job search process more effectively and find the right opportunities that match your skills and career goals.

If you’re ready to work with a recruitment consultancy that promises to take the time to get to know you and understand skills, experience and career goals, get in touch today and let’s find your perfect role.

Job Market Myth Busting

Mon, 05 Aug 2024 12:39:11 GMT

Job Market Misconceptions for Candidates in Staffordshire and Cheshire

With over 25 years of recruitment expertise, we understand the unique challenges that you may face while job searching, so let’s debunk some job market myths to help you to confidently navigate your job search.

Myth 1: "There are no good jobs in Staffordshire and Cheshire."

Reality: There absolutely are! We have a vibrant job market with many opportunities across various sectors, including finance, office support, and manufacturing. Local businesses are continuously looking for skilled candidates to join their teams. So, keep an eye on job openings and keep your CV up to date and tailor it for each application.

Myth 2: “You need to know someone to get a job”

Reality: While having a contact can help, it’s certainly not the only way to land a great job. Employers value skills, experience and your attitude, not just that you have a contact.

Myth 3: “Changing careers is too risky”

Reality: Career changes are more common than ever, and many local businesses value fresh perspectives that career changes bring. In fact, career changes also bring transferable skills like problem-solving, communication, and project management can make you a valuable asset in your new field.

Myth 4: “Small businesses offer fewer opportunities for growth”

Reality: Many SME’s provide excellent opportunities for career progression. In smaller firms, you often get to wear many hats, gain diverse experiences, and make a significant impact, leading to faster progression.

Myth 5: “Recruitment agencies only care about quickly filling positions”

Reality: At Appointments Personnel, we prioritise finding the right fit for both our candidates and clients. We take the time to understand your goals, strengths and preferences to match you with positions where you can thrive. We are committed to supporting you throughout your job search.

Myth 6: “You have to accept the first job offer you get.”

Reality: It’s important to find a job that aligns with your career goals and personal values. While it might be tempting to accept the first offer, especially if you’ve been searching for a while, consider if the role is truly the right fit. Look at the company culture, growth opportunities, and job responsibilities before deciding.

Top Tips for Job Searching:

Stay Informed: Regularly check job openings, company websites, and recruitment agencies for new opportunities.
Network: Attend local industry events, join professional groups, and connect with others on LinkedIn.
Tailor Applications: Customize your CV and cover letter for each job application to highlight your relevant skills and experiences.
Prepare for Interviews: Research the company, practice common interview questions, and be ready to discuss how your skills can benefit the employer.
Stay Positive: Job searching can be challenging, but maintaining a positive attitude and being persistent will pay off.

Debunking these myths should provide you with more confidence about your job search within Staffordshire and Cheshire. At Appointments Personnel, we are here to support you every step of the way!

So, what are you waiting for? Let's get started on finding that dream job!

Celebrating 26 years

kerry@appointmentspersonnel.co.uk (Kerry Bonfiglio-Bains) — Sat, 03 Aug 2024 08:08:16 GMT

Celebrating 26 Years in Business: A Journey of Growth, Gratitude, and Great Partnerships

Wow, 26 years! It’s hard to believe that Appointments has been in the recruitment business for over a quarter of a century. Emma and I are both thrilled and humbled as we look back on this incredible journey. From our early days to now, the adventure has been nothing short of amazing, filled with countless memories, challenges, and triumphs.

Placing Candidates with Great Clients: A Rewarding Experience

One of the most satisfying aspects of our work has been placing exceptional candidates with fantastic clients across Staffordshire and Cheshire. Each placement feels like a victory, knowing we’ve helped a candidate find their dream job and a client find the perfect fit for their team. The success stories we’ve been part of are the driving force behind our passion and dedication.

Countless New Logos and Three Moves

In 26 years, we’ve seen a lot of changes – not just in the recruitment industry but also within our own company. We've added countless new logos to our roster of clients, each representing a unique relationship and success story. We've moved offices three times, each move marking a new chapter of growth and expansion. With every move, we’ve aimed to create a better environment for our team and better service for our clients.

Always Striving to Be at the Forefront of Recruitment

The recruitment industry is constantly evolving, and we’ve always strived to stay ahead of the curve. Whether it’s adopting new technologies, refining our processes, or expanding our network, we’re committed to being at the forefront of recruitment. Our goal is to provide the best possible service to both our clients and candidates, ensuring we meet their needs in a rapidly changing landscape.

A Supportive Team and Great Suppliers

None of this would be possible without our fantastic team. Their dedication, hard work, and support have been the backbone of our success. Emma and I are incredibly lucky to have such a talented and committed group of people by our side. Additionally, we’re grateful for our reliable suppliers who have supported us in delivering top-notch services.

Gratitude for the Journey

As we celebrate this milestone, we want to express our deepest gratitude. To our clients and candidates, thank you for trusting us and allowing us to be part of your journeys. To our team, thank you for your unwavering support and dedication. To our suppliers, thank you for your consistent reliability.

Here’s to 26 years of success, growth, and partnerships. We look forward to many more years of making a positive impact in Staffordshire, Cheshire, and beyond.

Thank you all for being a part of our story.

Cheers to the future!

Job Search Made Simple: Let’s Get You A Job!

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Wed, 10 Jul 2024 09:53:26 GMT

At Appointments Personnel, we’ve spent over 25 years helping local people get their dream jobs. Our MD, Emma, and our founder, Kerry, live and breathe the local job market.

We know looking for a job can be overwhelming, and it can be so difficult to know where to start and trust us we have seen some absolutely stinking applications!

So, have a look at our expert tips, guaranteed to get you a job.

Get Clear on What You Want

First things first, have a think about what you actually want to do. It’s crucial to nail down what kind of role and responsibilities you're after and why you want to do that work. For example, if you’re fed up with your current customer service position because you can’t stand dealing with customer complaints, don’t just leap from the frying pan into the fire by taking on a similar role elsewhere.

Take a moment to figure out what you truly enjoy. What kind of tasks get you excited? What kind of roles align with your interests, experiences, and personality? Also, think about the type of company you want to work for. Maybe the issue wasn’t the job itself but the company culture. Finding a workplace that fits your values can make all the difference.

Once you’ve got a clear picture of what you’re looking for and why, you’ll have the motivation you need to get cracking on your job search.

Who Do You Know?

Next up, it’s time to think about your connections. Who do you know that might be able to give you a leg up? Networking is key, so don’t be shy about getting yourself known. Start by updating your LinkedIn profile and engaging with posts related to your industry. Position yourself as an expert in the field you’re aiming to enter. Even if you don’t have heaps of experience, consistently posting and sharing insights can help position you as a thought leader. Remember, recruiters WILL look at your LinkedIn!

Optimise Your Time

Let’s be honest, searching for a job can feel like a full-time job in itself, and it’s easy to burn out if you’re at it all day. So, let’s be savvy about how we use our time. Dedicate specific hours of the day to different tasks, like researching companies, updating your CV, prepping for interviews, and contacting potential employers.

Don’t forget to use your downtime effectively. Pick up a new hobby, volunteer, or consider getting a temp position in the meantime. These activities not only fill gaps in your CV but also provide valuable experience and new skills that can make you more attractive to employers.

Update Your CV

Headache, we know, but a strong CV is vital to landing you the perfect job! Get it up to date with your recent roles, include your biggest accomplishments and achievements from all your roles, and tailor it (where possible) to the roles you are applying for. Use the job descriptions of the roles you are applying for to add specific skills or tailor your experience to match the responsibilities on the description.

Job Board vs Recruitment Consultancy

We know that if you’re looking for a new role, you will immediately start scrolling through the job boards, hoping to find your dream job, but honestly, it’s like throwing spaghetti against a wall and hoping something sticks! You’ll send tons of applications, receive tons of automatic emails, and never hear back from an employer!

Us? We don’t just fling you CV into the abyss, we will get you interview ready, find your dream employers, and land you the perfect job!

Reminder: Job Hunting Is Not Easy!

It’s important to stay as positive as possible (easier said than done, we know!) to keep your eyes on the prize. Take breaks, pat yourself on the back for small wins, and don’t be afraid to ask for help. We’re here to lend a hand!

So, what are you waiting for? Let’s get started on finding that dream job!

How a Change in Government Could Impact You

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Thu, 04 Jul 2024 11:59:39 GMT

Today is a big day for the UK as voters head to the polls for the General Election! This could have a direct impact on many aspects of business operations, so it's worth having a read to see what might change for employment following today’s election.

If the Labour Party wins, we can expect changes to employment laws, designed to enhance worker protections and improve job security. Labour has vowed to introduce a comprehensive bill within the first 100 days of office, promising to reshape the landscape of employment law immediately.

Stay tuned to updates as the election unfolds as being in the know now will help your business to navigate any changes smoothly.

What are the Proposed Changes?

Minimum Wage

In response to the rising cost of living, Labour plans to increase the minimum wage to ensure that full-time workers can afford essential living expenses. Businesses will need to re-evaluate their budget allocations and payroll systems to accommodate higher wages and understand its impact on profit margins.

Immediate Protection from Unfair Dismissal

Currently, employees must work for two years before they are protected from unfair dismissal. Labour intends to eliminate this requirement, granting workers immediate protection from their first day of employment. This will require businesses to maintain thorough documentation of any performance issues and ensure fair dismissal practices from the start.

Abolishment of Exploitative Zero-Hours Contracts

Labour proposes to scrap zero-hours contracts, advocating for more stable and predictable employment terms. Companies that rely on flexible work arrangements will need to offer more permanent and consistent contracts, ensuring job security and regular hours for their employees.

Right to Disconnect

To promote a healthier work-life balance, Labour aims to introduce the right to disconnect. This policy would allow employees to disengage from work communications outside of their contracted hours without fear of repercussions. Employers will be restricted to contacting staff outside of work hours only in emergencies, such as safety or legal issues. This change is expected to reduce employee stress and prevent burnout.

Introduction of Skills Bootcamps

To address skills shortages, Labour plans to launch new skills bootcamps focussed on sectors such as construction, logistics, hospitality, care, and manufacturing, providing workers with essential skills to meet industry demands. Businesses should prepare to integrate new talent trained through these programs, leveraging available resources to support their growth and operational needs.

What Support Can We Offer You?

Navigating employment law changes can be challenging. If you need assistance understanding and implementing these new regulations, explore our HR support services . Our expertise can help ensure your business remains compliant and well-prepared for the evolving legislative landscape.

Everything You Need to Know to Prepare for a Change in Government

Ruby@appointmentspersonnel.co.uk (Ruby Bryant) — Thu, 04 Jul 2024 11:54:33 GMT

Today is a big day for the UK as voters head to the polls for the General Election! This could impact many of us directly, so it's worth having a read to see what might change in the workplace following today’s election.

Your workplace rights could be impacted, so being informed now can help you navigate any changes smoothly!

What are the Proposed Changes?

Minimum Wage

In response to the rising cost of living, Labour plans to increase the minimum wage to ensure that full-time workers can afford essential living expenses.

Immediate Protection from Unfair Dismissal

Currently, you must work for two years before being protected from unfair dismissal. Labour intends to eliminate this requirement, granting immediate protection from your first day of employment.

Abolishment of Exploitative Zero-Hours Contracts

Labour proposes to scrap zero-hours contracts, advocating for more stable and predictable employment terms. Companies will need to offer more permanent and consistent contracts, ensuring job security and regular hours for their employees.

Right to Disconnect

To promote a healthier work-life balance, Labour aims to introduce the right to disconnect, this policy would allow you to disengage from work communications outside of their contracted hours without fear of repercussions. Employers will be restricted to contacting you outside of work hours only in emergencies, such as safety or legal issues.

Ending ‘Fire and Rehire’

‘Fire and rehire’ is the dismissal employees when the terms of a contract no longer suit either or both parties, and then offering to hire them back again on revised terms. Labour plans to improve consultation procedures and ban this from happening.

Family Friendly Rights

Labour plans to enhance family-friendly rights by ensuring flexible working from day one, improving parental leave, strengthening maternity protections, introducing paid carers' leave, clarify bereavement leave entitlements and regulating the use of technology and surveillance in the workplace to promote best practice in safeguarding.

Equal Opportunities and Anti-Discrimination

Labour plans to introduce enhanced gender, ethnicity and disability pay gap reporting that would make it mandatory for all employers to publish detailed information about pay disparities. Additionally, introduce stronger anti-discrimination laws, ensuring all workers are treated fairly.

Looking for a new job?

If you are on the hunt for a new role, see our current openings!

Did you know 33% of employees leave in the first 90 days?

Thu, 23 May 2024 13:09:51 GMT

At Appointments Personnel, we understand that finding the right talent is just the beginning. The true challenge, and opportunity, lies in effectively integrating these talented individuals into your business. This is where the art of onboarding plays a pivotal role. Picture this: you've just hired a new employee who's a perfect match for your team - they're skilled, motivated, and ready to contribute. However, without a robust onboarding process, there's a risk that their potential might not be fully realised, their enthusiasm may diminish, and their journey with your company could be unexpectedly brief. Let's dive into why onboarding is essential in today's business environment and how it can make a significant difference in nurturing a thriving workforce.

Understanding Onboarding

Onboarding is much more than just assigning a desk and providing a computer. It's a comprehensive process that includes orientation, training, and socialization, ensuring that new employees feel welcomed, well-prepared, and confident in their new roles. This crucial stage lays the groundwork for a fruitful and long-lasting employment relationship.

Why Onboarding Matters

First Impressions Count: The initial days in a new job are critical. A well-structured onboarding program helps set a positive tone, making new hires feel valued and at ease.

Boosting Retention and Engagement: Structured onboarding has been linked to higher employee engagement and loyalty. A thoughtful program can significantly enhance retention, saving time and resources.

Speed to Productivity: With effective onboarding, new employees get up to speed quicker, swiftly becoming valuable contributors to your team.

Cultural Fit: Introducing new hires to the company culture helps them align their work and behaviour with the organisational ethos, leading to increased job satisfaction and performance.

Compliance Assurance: Onboarding helps new staff understand necessary regulations and legal obligations, mitigating potential compliance risks.

Cost Efficiency: Reducing turnover through effective onboarding saves considerable costs associated with recruiting and training new personnel.

Crafting an Impactful Onboarding Program

Customisation: Personalise the onboarding experience to meet the specific needs of different roles within your business.

Mentoring and Buddies: Assign mentors or buddies to new hires for guidance and support, fostering a sense of belonging and community.

Ongoing Development: Extend learning and development opportunities beyond the initial onboarding period to encourage continuous growth and adaptation.

Feedback Channels: Establish regular check-ins and open communication lines to address any concerns and adapt the onboarding process accordingly.

Utilising Technology: Use digital tools and platforms for streamlined onboarding, making resources and training modules readily accessible.

The Lasting Impact of Effective Onboarding

In essence, onboarding isn't just an HR task; it's a strategic investment in the future of your business. A well-crafted onboarding experience not only equips new hires to excel in their roles but also aligns them with your company's vision and goals, paving the way for mutual growth and success.

We at Appointments Personnel understand the nuances and importance of onboarding in the broader context of talent acquisition and retention. If you're looking to enhance your onboarding strategy or want to explore more about our recruitment services and how we can help you attract and retain top talent, feel free to contact us or book a call with Kerry. Let us help you turn a good hire into a great one through the transformative power of effective onboarding.

Introducing our newest Recruitment Consultant for Office Support: Georgia Birks

max@appointmentspersonnel.co.uk (Max Powell) — Mon, 08 Apr 2024 08:42:33 GMT

Here at Appointments Personnel, we're always on the lookout for exceptional talent to join our dynamic team. Today, we're thrilled to announce the arrival of Georgia Birks, our latest addition to the family! With three years of invaluable recruitment experience in the Staffordshire area, Georgia joins us to bolster our team as we expand our services to meet the growing demands of our clients.

At Appointments Personnel, we pride ourselves on delivering exceptional recruitment solutions, and Georgia's expertise will undoubtedly enhance our ability to serve our clients even better. Georgia will be partnering with Lucy Cartlidge, a seasoned veteran with over a decade of experience with us. Together, they form an unstoppable duo dedicated to supporting and nurturing office support talent across Staffordshire.

Georgia's recruitment prowess extends to various domains, including HR, office support, and customer service roles. Her keen eye for talent and commitment to excellence make her a perfect fit for our team and our clients' needs.

But our commitment to excellence doesn't stop there. As part of our dedication to continuous growth and development, Georgia will embark on our comprehensive training program over the next 12 weeks. We are excited to witness her flourish and evolve professionally during this journey.

However, what truly sets Georgia apart is her genuine passion for connecting people with opportunities that propel them forward in their careers. She understands that recruitment is not just about filling positions—it's about forging meaningful connections that benefit both candidates and clients alike.

Whether you are a client seeking the perfect candidate or a talented individual looking for your next career move, Georgia and Lucy are here to assist you every step of the way. Their dedication, expertise, and personalised approach ensure that you receive nothing short of exceptional service.

Join us in extending a warm welcome to Georgia as she begins this exciting new chapter with us at Appointments Personnel. Reach out to Georgia or Lucy today to explore how they can support you in achieving your recruitment goals. Together, let's pave the way for success and excellence in the Staffordshire job market!

Welcome aboard, Georgia! ��

2024 Legal Bulletin - Employment Law Changes from April

Mon, 04 Mar 2024 17:37:38 GMT

Stay informed with the latest legal changes for 2024

1. Holiday Pay Calculations for Part Time/Irregular Hours Workers

There are some significant changes to be aware of here, so bear with us, as there is a lot to take on board!

An irregular hours worker works “wholly or mostly variable” paid hours under the terms of their contract, meaning they have to work a different number of hours each week. These workers could have a casual, or zero-hours, contract.

A part-year worker is required to work only part of the year and there are periods in that year of at least a week during which they are not required to work and for which they are not paid – for example on a term time contract or a seasonal worker. The guidance also states that part-year workers may have fixed hours.

As all workers have a right to receive normal pay for 20 days holiday, you need to consider what is included within normal pay, and this may well cause some challenges – particularly around bonus or commission arrangements.

Under the changes, four weeks of the minimum 5.6 weeks’ paid holiday entitlement must be paid at a worker’s normal rate of pay, and the guidance says that the normal rate of pay must include “payments, including commission payments, intrinsically linked to the performance of tasks that a worker is contractually obliged to carry out” So please make sure you are calculating all workers holiday pay correctly. When working out your employees’ holiday pay, if they are entitled to overtime or bonus payments, then these payments need to be included when working out their average pay over a 52 week average.

For leave years beginning 1 April 2024, employers will be able to cover a worker’s holiday pay through including an additional amount in their payslips, instead of paying holiday pay when they take annual leave.

Rolled-up holiday pay was originally ruled as unlawful by the European Court of Justice because of concerns that workers might be de-incentivised from taking annual leave, so this is a total U-Turn on the previous legislation!

If you decide to operate a rolled up holiday pay, then there are a number of things you need to do that will add to your workload, such as;

ü Changing your contracts to make it very clear whether a worker falls into the irregular hours/part-year worker category.

ü The most difficult factor could be how you monitor that the worker is still taking the required time off as you have a duty of care to ensure this under the new regulations.

ü If you have an HR software system such as Breathe HR, then this will mean you are meeting the requirement of recording part time workers/irregular workers holidays, but still need to make sure they are taking the holiday!

2. Right to Work Checks

All UK employers are required to check the right to work of their employees and take steps to prevent illegal working, and there are civil penalties to cover the situation where a UK employer unknowingly employs an individual who does not have the required permission to perform the job they are doing.

The Home Office announced that as of the 13 February 2024, the overall maximum civil penalty for employing an illegal worker will increase as noted below, so this would be a very expensive mistake to make!

v £15,000 to £45,000 per worker for a first offence

v £20,000 to £60,000 per worker for repeat violations

So please make sure you have the correct documentation on file for all of your employees – including UK nationals.

For any workers who are non-UK Nationals, you can use the online right to work checking service; https://www.gov.uk/view-right-to-work

3. Protection from Redundancy (Pregnancy and Family Leave) Act 2023

Pregnant employees or those returning from maternity, adoption, or shared parental leave will be protected from redundancy.

It will be your duty as an employer to offer these employees a suitable alternative vacancy in the 18 months after birth or adoption. The existing right to be offered a vacancy while on any form of family leave will be extended. Failure to comply with these regulations will be considered unfair dismissal and discrimination.

This shouldn’t impact any of your policies but will be an important consideration to make if you are considering redundancies or a restructure in your business, therefore please ensure you take professional HR advice if you find yourself in this position.

4. The Carer’s Leave Act 2023.

This states that employees with carer responsibilities will be granted a legal right to take up to 5 days of unpaid leave off each year to fulfil their responsibilities. These days will be unpaid and can be taken as full or half days. So, you will need to have a Carers Leave Policy in place to ensure you are legally compliant.

5. Employment Relations (Flexible Working) Act 2023

There’s been a lot of news about this, so I’m sure you will have heard of this change, as Employees gain the right to request flexible working from day one, rather than after 26 weeks of employment, with an increased limit to make two Flexible Working requests per year. You need to make sure that your Flexible Working Policy is updated to reflect these changes.

6. The Paternity Leave (Amendment) Regulations 2024

Employees will be able to take the two weeks of statutory paternity leave at any point in the first year of having their child. Previously it was only allowed to be taken within the first 8 weeks of the child being born.

The employee will also be able to split it up into two separate blocks of one week, again previously this had to be taken as a consecutive two-week period.

You will need to ensure that your Paternity Leave Policy is updated to reflect these changes.

There are some more changes due later this year too.

There are also some more changes due to come into play by the end of the year, which we will update you on later in the year.

Thank you to Emma Browning from Meraki Hr for supporting Appointments Personnel with this employment bulletin.

If you need help implementing any of the employment law changes for 2024 you can reach out to Emma Browning at help@merakihr.com and quote Appointments Personnel in your email.

Where Have All the Candidates Gone

Fri, 23 Feb 2024 09:48:59 GMT

We understand how difficult it is at the moment to recruit office staff in the Staffordshire and Cheshire areas, with candidate shortages so what can you do to attract top talent to your business? We’ve got the answer for you right here…

Where Have All the Office Staff Gone?

The importance of office staff is indisputable. They are the gateway to a business, the first point of contact with the outside world, providing a welcoming environment for customers and care for them in all their needs. They keep everything running smoothly and without them the office would grind to a halt. So where are they hiding and how can you find them?
Let’s start with the first of those questions…

Where are they?

There are several answers to this question. Firstly, the UK employment rate is 75.5% (*Office for National Statistics) but is still below pre coronavirus pandemic level leading to overall candidate shortages. There are less candidates looking for work across all sectors, not just office support.

After the restrictions of the pandemic many people are still unsure of what their future holds. They may well be considering leaving their current employer, but may be being cautious to move from secure jobs as economic uncertainty continues with increasing household bills and rising interest rate being suggested to curb inflation.

Thirdly, the number of total vacancies available are at an all time high of over 1.35 million; with the demand for office support and administrative staff increasing.

People have had more time to consider what they want from their careers following the last few years of the pandemic too. Everyone is much more focussed on their wellbeing. This has meant more people took early retirement during the pandemic, took the opportunity to retrain or return to education, reduced the hours they work or made career changes into alternative industries all adding to candidate shortages.

So now you have a clearer idea of why there are there candidate shortages of office support staff, what can you do to increase your applications?

Understand where your skills shortages are

When was the last time you evaluated your current office support staff? There could be a wealth of hidden gems already working for you. Speak to your current office staff and find out how they feel about their role, are there areas they would like to develop or areas where they feel their skills are not currently being used. You may find some redesigning of job roles helps you fill those gaps, at least for now whilst the number of candidates available is low.

How attractive are you as an employer?

Do your salary and benefits compare to those of other businesses throughout Staffordshire and Cheshire? If not, now is a good time to think about how you can be a more attractive option for anyone looking for a new job. In the race to find top talent, having a competitive offer could make or break your hiring campaign. If you are unsure how competitive your offer package is, or do not have the time, contact us today to find out how we can help you with local benchmarking. We can share our experience of what other benefits candidates are looking for.

Consider a recruitment partner

Your local recruitment partner will be able to access a deep pool of office support candidates. They can save you an enormous amount of time when looking to fill your administrative roles. At Appointments Personnel we have over 50+ years of recruitment experience throughout Staffordshire and Cheshire. Olivia our Office Support Specialist, has a fantastic relationship with her candidates. She makes sure their is the perfect match between client and candidate so that our appointments are a great partnership.

Get in touch

Give us a call to discuss your requirements on 01782 338787 or check out our information about how we support businesses in Stoke-on-Trent, Staffordshire and Cheshire.

Tips for carrying out a good performance review

Sun, 21 Jan 2024 09:33:59 GMT

Spring is that time of year when managers will be preparing to conduct their annual performance reviews for their teams. We share some useful tips to help your employee evaluations go more smoothly and run more effectively.

While performance reviews take some time, regularly reviewing the work your team members are doing can have a big impact on their performance as well as the overall goals of your business. A typical employee evaluation will cover the following: performance; whether goals have been met, not met, or exceeded; and feedback on how your employee works with others. Employee evaluations are the ideal time to offer positive and constructive feedback on an employee’s work and how they interact with others day-to-day.

Here we take a look at why annual performance reviews are so important and what steps you can take to make them as successful as possible.

Why are annual performance reviews important?

There are lots of reasons why annual performance reviews are important. Regular performance reviews:

Improve the overall performance of your team members
Help you to identify the areas you need to improve. By looking at the work of your team over an extended period of time you will find solutions to help them improve in those areas
Increase engagement of employees, which will lead to happier employees and better employee retention
Regular performance reviews help employees to get a better understanding of how their position contributes to company goals and helps them feel more invested in the success of the organisation.
Help you identify training needs and plan further professional development
Identify employees who may be ready to take on additional responsibilities and opportunities for promotion

Plan your professional development for the coming year

Regular performance evaluations help you identify areas where team members need additional training. It also gives you the opportunity to identify whether team members are interested in specific types of professional development opportunities that could improve their performance. By investing in training to improve your team’s performance, you increase their engagement and loyalty to the company.

Improve engagement loyalty

By setting aside time annually for a one-on-one conversation with each person you manage, you can strengthen your relationship with them. It gives you the opportunity to praise their efforts, reward them for their hard work and dedication and listen to any concerns or complaints they may have. This regular communication helps your team members feel their opinion matters and that their company is invested in their growth. Increasing engagement can have a positive impact on retention and performance.

Identify opportunities for promotion

Meeting with employees regularly helps you better understand their strengths and weaknesses as well as their specific interests, which can help you identify promotional opportunities they may be suited for.

How to conduct an annual performance review

Research shows they have lots of benefits for you and your employees, so here we share the basic steps to take to carry out your reviews:

– Start to prepare for the review

Start by reviewing the employee’s performance review from the previous year and any mid-year check-ins that you may have conducted. Review the employee’s self-assessment as well as any notes you made throughout the year about their performance. Make note of specific progress they made towards goals, accomplishments, areas where they exceeded your expectations, additional responsibilities they took on, challenges they encountered and any areas where they need to further develop and improve their performance. Also, make a note of any specific information you want to share during the performance review, perhaps giving an update on how the company’s doing, plans for the future and feedback on how the team is helping to deliver the company’s plans.

– Discuss the evaluation with the employee in advance

Before beginning the review process, let the employee know about the review, tell them how you will be assessing their performance and what their role will be in the process.

Ask them to complete their self-evaluation. Speak to your HR team about any paperwork you should be using to evaluate performance and record future training needs.

A good approach is to get employees to give written feedback in their own words to assess how well they think they are doing. This can be done through a questionnaire on aspects such as an employee’s contribution to the team, role development and effectiveness. Your team members will approach this in different ways. Some employees will be very positive and may tend to enhance their ratings through self-promotion or ingratiation, others may underplay their achievements.

– Write the review

Next, write the employee’s review. You can use bullet points if you prefer. However, it’s important to use clear and concise language and provide examples of their strengths and opportunities for improvement. Include specific examples of successes to praise their hard work and position any challenges or shortfalls as opportunities for growth. Make sure the feedback you give is positive, constructive and actionable, where ever possible, so they can start working on making improvements right away.

– Always prepare conversations in advance

Always take time to prepare for the one-on-one conversation with the employee. By preparing in advance and making note of key messages you want to talk about, you can feel confident that you won’t miss any opportunities for feedback and improvement.

The most important step in the annual performance review process is the one-on-one conversation you have after preparing the review. Taking the time to prepare for this conversation will help you make sure it’s productive and runs smoothly. Take some time to consider what you want to communicate and what feedback you would like from the employee. Plan to review the employee’s accomplishments, strengths and areas they can improve. Plan to discuss their interests, goals and what training they may need to reach those goals. Plan how much time you will need to have the conversation and where is a good place to do the review.

– Review the performance evaluation with the employee

Meet one-on-one with the employee, reviewing successes since you last spoke and identifying specific results they achieved for the organisation. Discuss any obstacles they may have encountered and what they can do to overcome them to improve their performance in the future. What goals can they work on over the next year? Goals should be SMART – Specific, Measurable, Achievable, Realistic and Time-bound. It’s a good idea to set some short term and well as longer term goals.

To set objectives:

Identify key areas of responsibility – think about particular priorities for the coming
period.
Consider what result is realistic to achieve for each area of responsibility during the
review period.
Think about how to measure achievement of an objective and then set standards based
on quality, cost and deadlines.

– Document throughout the year

To make a performance most effective, it’s best to document positive and negative events throughout the year. This makes it easier for you to give a thorough evaluation that examines your employee’s performance throughout the entire review period, with specific examples. It also makes it easier for you to make notes of accomplishments and obstacles when you’re preparing the review.

– Get feedback from colleagues

Request feedback from other managers and co-workers who worked closely with the employee during the review period. The review needs to be balanced, and you should avoid bias with employees that you naturally get on with more than others. Getting feedback from others will help you get a balanced view of how well the employee works with all team members with examples.

– Consider giving the employee their review in advance

If there is a form you fill out as part of the evaluation or if you have a written document detailing their performance, consider giving it to the employee before meeting them in person. This will give them the opportunity to review and process the evaluation in advance before having a conversation with you. This will help make the conversation go more smoothly and be more productive. We provide examples of forms you can use in our Performance Review Toolkit.

– Focus on accomplishments and growth

The majority of the conversation should focus on the positive aspects of the employee’s performance and their accomplishments, as this will motivate the employee and make them feel rewarded for their efforts. If you’re meeting with an employee who consistently performs above-average, the discussion should centre on steps they can take to grow professionally and further improve their performance.

– Encourage the employee to talk

The best reviews are those in which the employee spends a large portion of the conversation talking. Encourage them to talk by asking lots of questions. Question about what they expect to be most challenging, what they hope to accomplish in the coming year and what you could do to be a better manager will encourage them to talk about their aspiration and how you can work better together.

– Reward and recognition

Discussing pay and performance in the same conversation as your performance review can compromise honesty, company culture, and the ability to grow. That’s why it’s becoming more popular to separate performance reviews from conversations that lead to pay or promotion decisions.

By separating the two and having an alternative framework for determining pay, companies can maintain a pay-for-performance culture without sacrificing opportunities for employee development.

However, if you do discuss pay as part of your review, remember there are other rewards that you can offer employees, particularly in an environment where companies are struggling to manage spiralling costs.

You may want to think about giving a low cost reward. Remember to consider the tastes, and values of the person you’re recognising when deciding which low cost reward will deliver the highest impact. Here are some examples used by other companies:

Buy them breakfast, surprise employees with pastries, or a breakfast bap in the morning as a gesture of appreciation.
Give away company merchandise such as water bottles.
Provide educational rewards, for example sending them on a course lets employees know you’re invested in their long-term success and continual development.
Boost mood with plants – plants in a office also help increase productivity and happiness.
Buy new office equipment, upgrading their lap top or providing an ergonomic keyboard and mousepad are easy and low cost.

Recent surveys have indicated that people are seeking other work-life balance benefits from their employees too and these can help offset restrictions on pay increases. Download our salary guide from the toolkit for some alternative options to pay reward such as hybrid working.

Use the guide to compare how competitive your salaries are in the local areas of Staffordshire and Cheshire.

– Follow up

Plan to check in with the employee at a later time to see if they have questions or want to discuss further. Follow-up conversations also give you the opportunity to check on the employee’s progress working towards goals. Share notes from the review with your employee after the review, so they have a copy to review before next year’s review too.

Although Annual Performance reviews are a really valuable tool for managers, they shouldn’t be used instead of more regular conversations, catch ups and reviews with your employees. There’s good evidence that shows it helps to give frequent and immediate feedback throughout the year to keep your employees engaged and striving to improve their performance.

Top Tips

Do…

Take notes on performance throughout the year – it’ll make it easier
Prepare notes for the review and what you’re going to say
Focus on being positive
Try making negatives into areas to improve
Choose a suitable place with no interruptions
Get employees to review themselves
Listen and show you’re listening to the employee
Share the review notes beforehand, so there are no surprises
Get feedback from others for a balanced view
Ask lots of questions to encourage the employee to talk
Be responsive
Recognise your own blind spots and prejudices
Make new objectives during the review
Share notes of the discussion after the review

Don’t…

Focus entirely on the negative
Don’t associate constructive feedback with specific individuals
Don’t spring the meeting on your employee
Don’t interrupt or show impatience
Don’t take over the discussion, it’s a conversation not a dictation
Forget to follow up

More Support

If you’re planning reviews, use our Performance Review Toolkit to help you prepare.

Check out our salary guide which will help you assess how competitive your salaries are in Staffordshire and Cheshire. The guide also gives you suggestions of other benefits you can offer employees. Download our It’s not all about the money infographic , which shares what benefits are valued by candidates and how businesses are responding to retain their talent.

Give us a call on 01782 338787 for more support or email contact@appointmentspersonnel.co.uk.

Understanding the Upcoming Changes to the Equality Act in October 2024

Wed, 17 Jan 2024 11:26:32 GMT

In the ever-evolving landscape of employment law, it’s crucial for employers and employees alike to stay informed about any updates or changes that may affect their rights and responsibilities. One such change that’s generating buzz is the upcoming amendments to the Equality Act, scheduled to take effect in October 2024. In this blog post, we’ll delve into the anticipated changes and what they mean for employers and employees in the UK.

What are the key changes to the Equality Act in October 2024?

Harassment protections extended: The amendments to the Equality Act will extend protection against harassment. It will be explicitly stated that protection from harassment applies not only to employees but also to individuals providing services, such as contractors and volunteers. This change aims to create a safer and more inclusive working environment for all.

Revised definition of gender reassignment: The definition of “gender reassignment” will be broadened to encompass a wider range of individuals. This change reflects a more inclusive and up-to-date understanding of gender identity, ensuring that transgender and non-binary individuals receive appropriate legal protection.

New provisions for pregnancy and maternity discrimination: The Equality Act amendments will introduce specific provisions to address pregnancy and maternity discrimination more effectively. Employers will be required to provide reasonable accommodation for pregnant employees, making it easier for them to balance work and family life.

Enhanced protection for disabled workers: The revised Act will strengthen protections for disabled workers by making it clear that discrimination arising from a disability will be unlawful. This change underscores the importance of accommodating disabled individuals in the workplace and providing equal opportunities.

Expanding the scope of the act: The amendments will extend the scope of the Equality Act to cover a broader range of public functions and services. This means that more organisations will be subject to anti-discrimination legislation, promoting equality and inclusivity across various sectors.

Why these changes matter:

The changes to the Equality Act in October 2024 signify a significant step towards a fairer, more inclusive, and more equitable working environment for all. These amendments will not only provide better protection for individuals facing discrimination but also encourage employers to proactively address diversity and inclusion in their workplaces.

Contact Appointments Personnel for expert guidance:

Understanding the intricacies of employment law, especially when it undergoes significant changes, can be challenging. That’s where Appointments Personnel can assist you. Our experienced team is well-versed in employment legislation and can provide guidance and support to both employers and job seekers navigating these changes.

Whether you have questions about the upcoming Equality Act amendments or need assistance with any aspect of recruitment or employment, our experts are here to help. Contact Appointments Personnel today by clicking here or calling 01782 33 87 87 to ensure your organisation is prepared to embrace these changes and foster a workplace that champions equality and inclusivity. If you think you would benefit from a full recruitment audit for your business click here to take the first step!

The Value of Up-to-Date Hiring Practices Staying Ahead in the Talent Game

Wed, 17 Jan 2024 11:22:50 GMT

The world of recruitment and hiring is constantly changing, influenced by evolving technologies, changing workforce dynamics, and shifting societal norms. In this dynamic environment , the value of keeping your hiring practices up to date cannot be overstated. In this blog post, we will explore why staying current with your hiring practices is essential in today’s competitive job market and how it can benefit your organisation.

Attracting Top Talent

One of the primary benefits of having up to date hiring practices is the ability to attract top talent. Job seekers are drawn to companies that showcase modern and efficient hiring processes. A streamlined and tech-savvy approach can set your organisation apart from competitors and pique the interest of the most sought-after candidates.

Improving Efficiency

Outdated hiring practices often involve time-consuming manual processes, paperwork, and redundant steps. By modernising your approach, you can significantly improve efficiency. Implementing applicant tracking systems (ATS), automated interview scheduling, and digital onboarding can streamline the hiring process, saving time for both candidates and your HR team.

Reducing Bias

Staying current with hiring practices can help you address biases that may exist in your recruitment process. Modern methods often include diversity and inclusion training for hiring teams, structured interviews, and AI-driven tools that help identify and mitigate bias in candidate selection. By reducing bias, you create a more equitable and inclusive workplace.

Enhancing Candidate Experience

An up to date hiring process can significantly enhance the candidate’s experience. Clear communication, user-friendly application portals, and efficient interview scheduling all contribute to a positive impression of your organization. Candidates who have a seamless and respectful experience are more likely to accept offers and become engaged employees.

Better Data-Driven Decisions

Modern hiring practices leverage data analytics and insights to make informed decisions. By tracking key metrics throughout the recruitment process, such as time-to-hire, source of hire, and candidate conversion rates, you can refine your strategies and allocate resources more effectively.

Staying Competitive

The job market is highly competitive, and companies must adapt to stay ahead. Organisations that fail to modernise their hiring practices risk losing top talent to competitors who offer a more attractive and efficient recruitment process. Being up-to-date ensures your organisation remains competitive in the talent acquisition game.

Adapting to Remote Work

The COVID-19 pandemic has accelerated the shift towards remote work. Up-to-date hiring practices are essential for identifying and onboarding remote talent effectively. They include virtual interviewing techniques, remote assessment tools, and robust onboarding processes tailored to remote employees’ needs.

In Conclusion

In a fast-paced and competitive job market, staying up to date with your hiring practices is not just an option; it’s a necessity. Attracting top talent, improving efficiency, reducing bias, enhancing the candidate experience, making data-driven decisions, staying competitive, and adapting to remote work are all compelling reasons to invest in modernising your hiring process. Embracing innovation in your recruitment efforts will help your organisation remain agile, relevant, and better positioned to thrive in the ever-evolving world of talent acquisition.

If reading this blog has peeked your interest in having a more robust recruitment plan then book a call with Emma Bonfiglio, our Managing Director and tap in to her 20 years recruitment experience. Recruitment Audit | Hiring Agency | Appointments Personnel

Nurturing Gen Z Talent, Strategies for Workplace Retention

Wed, 17 Jan 2024 11:19:40 GMT

As the job market continues to evolve, retaining Gen Z talent has become a top priority for employers. This generation, born between the mid-1990s and early 2010s, brings unique strengths and preferences to the workplace. In this blog post, we will explore effective strategies for retaining Gen Z employees while delving into why these approaches matter to both employers in Staffordshire and beyond.

Embrace Flexibility

Gen Z is known for valuing work-life balance and flexibility. Offering remote work options, flexible hours, or compressed workweeks can create an accommodating environment. Gen Z employees often excel when given the freedom to manage their schedules, enhancing their overall job satisfaction and performance.

Prioritise Professional Development

Gen Z is highly ambitious and eager to learn and grow. Employers can retain them by investing in their professional development. Provide opportunities for skill enhancement, mentorship programs, and access to online courses or workshops. Gen Z employees will appreciate the investment in their future and are more likely to stay committed to your organisation.

Foster Inclusivity

Diversity and inclusion are crucial values for Gen Z. Create a workplace culture that celebrates differences and promotes equality. Encourage open dialogue about inclusivity and ensure that all voices are heard and respected. Gen Z employees are more likely to stay when they feel valued and part of an inclusive team.

Encourage Open Communication

Gen Z appreciates transparency and open communication. Regular feedback sessions, one-on-one meetings, and channels for them to voice their opinions can strengthen their connection to your organisation. By actively engaging in conversations with Gen Z employees, you can address their concerns and make them feel heard and appreciated.

Leverage Technology

Being digital natives, Gen Z is comfortable with technology. Provide the latest tools and resources to enhance their productivity and streamline their work processes. Keeping up with technological advancements can help Gen Z employees feel more engaged and efficient in their roles.

Recognise and Reward

Acknowledging and rewarding Gen Z employees is vital for their motivation and job satisfaction. Implement recognition programs, performance bonuses, or personalised perks to show your appreciation for their hard work and contributions. Regular acknowledgment can help build their loyalty to your organisation.

Prioritise Mental Health

Gen Z places a high value on mental health and well-being. Offer resources and support programs that promote a healthy work-life balance and stress management. Providing access to counseling services or flexible work arrangements can go a long way in retaining Gen Z talent who prioritise their well-being.

Retaining Gen Z talent in the workplace is essential for businesses looking to thrive in today’s competitive job market. By embracing flexibility, prioritising professional development, fostering inclusivity, encouraging open communication, leveraging technology, recognizing and rewarding, and prioritising mental health, you can create an environment where Gen Z employees feel valued and motivated to stay. These strategies not only benefit employers in Staffordshire but any organisation looking to nurture the potential of this talented generation in the workforce.

If you are looking for the right talent to join your team, do not hesitate to get in touch with us. We are here to guide you through your recruitment journey. Contact us today or book a call with Kerry or Emma to explore how our personalised recruitment services can benefit you and your Staffordshire career or business. We are passionate about Staffordshire, and we’re here to help you thrive within it.

Navigating the Changing Landscape of Employment Law in 2024

Wed, 17 Jan 2024 11:16:09 GMT

The year 2024 is poised to usher in a series of significant legislative changes that will undoubtedly impact both workers and business alike. As we gear up for these transformative adjustments, it’s essential to understand what lies ahead on the horizon of employment law. In this blog post, we’ll dive into the upcoming amendments, outlining what they mean for employees and employers alike.

Enhanced Protection from Harassment and Discrimination

The changes to the Equality Act, October 2024, are set to bring about greater protection for employees. These amendments will extend anti-harassment safeguards to individuals providing services, ensuring a safer and more inclusive working environment. They will also broaden the definition of “gender reassignment” and introduce provisions for pregnancy and maternity discrimination. Employers must pay attention to these changes, as addressing workplace bullying and harassment becomes even more critical, especially with the introduction of new duties on employers to prevent sexual harassment.

Rise in the Minimum Wage

Starting from April 1, 2024, the national living wage will see a substantial increase of nearly 10 percent, rising from £10.42 to £11.44 per hour. This change, driven by high inflation and the cost of living crisis, will also extend the national minimum wage rates to cover 21 and 22-year-olds, resulting in increased pay for younger workers aged 18 to 20.

Holiday Pay and TUPE Reforms

Effective as early as January 1, 2024, reforms in holiday pay will ensure fairer entitlements for part-time and irregular hours workers, calculating their entitlement at 12.07 percent of hours worked in a pay period. Simultaneously, changes to the Transfer of Undertakings Protection of Employment (TUPE) rights aim to ease the process for small businesses, allowing direct consultation with new employees in the absence of existing worker representatives.

Miscarriage Leave Bill

The miscarriage leave bill, currently under consideration, seeks to introduce three days of paid leave for individuals who experience baby loss before 24 weeks. This important legislation aims to provide support during a challenging time and bring the UK in line with countries like New Zealand, India, and the Philippines, which already offer such provisions.

Carer’s Leave Act

The Carer’s Leave Act, receiving royal assent in May 2023, is set to come into force in April. This legislation will grant workers who juggle work with caring responsibilities the right to take at least one week of unpaid carer’s leave per year, covering various caregiving scenarios.

Flexible Working Act

Starting around July 2024, the Flexible Working Act will provide employees across the UK with greater flexibility in where and when they work. Employers will be obligated to consider flexible working requests and provide a reason for rejection. This act will encompass a wide range of flexible work arrangements, offering employees more control over their work-life balance.

Potential Impact of a General Election

A general election, which is mandated due to fixed-term parliaments, could significantly influence employment law. The outcome of the election could shape the direction of employment legislation, with the Conservative Party focusing on reducing immigration and the Labour Party pledging to introduce measures to tackle zero-hours contracts, end fire and rehire practices, and strengthen sick pay.

As we look ahead to 2024, it’s evident that significant changes are on the horizon for employment law in the UK. HR professionals and workers alike must remain vigilant and informed about these impending amendments to ensure compliance and navigate the evolving landscape effectively. For expert guidance and support in adapting to these changes, consider reaching out to Appointments Personnel, our team are on hand to help you navigate these changes and make sure you are compliant contact us today! Stay prepared, stay informed, and embrace the opportunities and challenges that lie ahead in the ever-evolving world of employment law.

If you feel that you would benefit from a full recruitment audit for your business click here to get booked in.

Listening to your employee voice improves engagement and retention

Sun, 14 Jan 2024 07:33:33 GMT

Employee voice is a key enabler of effective staff engagement. Employees who feel respected, engaged with, listened to, and invited to contribute their ideas and experience are more likely to stay motivated and stay with you.

In the current context where labour shortages are inhibiting some businesses from growing and reaching their full productivity potential, it is especially important to engage with your employees to create a common purpose. This will help you to retain your employees and get the best from them.

If employees’ voices are heard and responded to, they are more likely to understand the changes you might propose and have ideas about how to improve the current processes. As a result, employees will feel valued, leading to greater job satisfaction.

This blog, initially published by the REC, looks at the employee voice and how you can make sure you benefit from the input your employees can give you and make sure they feel heard.

What is employee voice?

Employee voice is how people communicate their views to their employer and influence matters that affect them at work. It can include everything about the business, from organisational strategy, terms and conditions, to the working environment. It can also include telling you when something’s wrong.

It helps to build open and trusting relationships between leaders and employees and managers and their teams.

Evidence also shows that employee engagement can lead to workplace innovation and improved productivity. It is also vital to securing a safe working environment. If employees feel confident about alerting you when things go wrong – or are about to go wrong – they will help keep your organisation on the right path.

In a diverse workforce, it is essential that all staff feel valued

Research shows a strong link between how well organisations listen to their employees and how well they manage innovation in working, change, and creating a sense of fairness. For example, 57% of organisations say they use the information they get from listening to their employees to improve their performance. But this means that one in four businesses say they don’t make use of this valuable resource.

Critically, those who improve performance by listening show significant differences in their ability to generate good ideas to work effectively (38% more positive), manage change successfully (36% more positive) and treat everyone fairly (35% more positive).-

– Who’s Listening? From Measurement to Meaning, Krais, H., Pounsford, M., Ruck, K. Couravel, Spring 2021

How employee voice can be effective

To be effective, employers must listen, acknowledge, and respond. This requires recognition and respect to enable ongoing dialogues with staff to ensure every voice is heard.

A positive workplace culture allows employees to speak openly and honestly without fear of reprisal or victimising. It also requires effective internal communications. For example, employees can contribute to discussions when they are informed about the organisation’s plans, projections, and challenges.

It’s important to seek your Employees’ views early,make sure they are followed up and give explanations if ideas don’t move forward.

Mechanisms to listen well

Employee voice can be sought through collective mechanisms, where we hear it through representatives:

Trade unions – according to the 2020 Labour Force Survey, 23.7% of UK employees are members of a trade union. This model is most prevalent in the public sector. Working with trade unions can be highly effective, mainly where organisations develop a positive model of partnership working and mutual trust and respect. Some organisations work with both a trade union and an employee forum.
Employee forums or works councils – they offer representation for all employees.
Information and consultation bodies of elected employee representatives – they consult over changes such as redundancies or TUPE.
Self-organised employee networks – they can include groups for employees who are parents or carers, have a disability, are women, are from a minority ethnic background, or are LGBTQ+ to give a voice to minority groups and those with protected characteristics.

Case study: Employee voice in B&Q – the People’s Forum

The People’s Forum is a fully elected body that covers all B&Q colleagues. Each store elects a retail team representative, and there is a further election process for a regional representative for store colleagues to go forward to the National People’s Forum (NPF). Retail management colleagues also elect representatives for each region, and head office staff elect representatives from each business function.

Once elected, the National People’s Forum representatives receive independent training as part of a two-day induction meeting. In addition, the organisation provides equipment – an iPad – to help them perform their role and ongoing support from the HR Team.

The National People’s Forum meets regularly with the B&Q Board. The B&Q CEO says: “Through the support of the leadership team and sponsorship from the Main Board, representatives will be in a position to not just contribute to but also influence decisions that are being made.”

Set up mechanisms to hear from employees directly

You can also use mechanisms to hear from your employees directly. Here are some examples you could adopt in your workplace:

Employee surveys – management should take employee surveys seriously, share results with employees (including disappointing ones), and take action.
Focus groups or listening groups – employees can define issues, such as exploring the reasons behind employee survey results or examining organisational failures or challenges.
Skip-level meetings – they enable senior managers to hear the views of teams directly.
All-colleague briefings and leader-led town hall meetings – they should open to questions from the floor.
Open or guided access to internal communications channels – for example, an in-house intranet, eNewsletter or social media tool.
Line management meetings – managers can cascade information from leaders down and employee views and feelings upwards.

Confidential hotlines and whistleblowing policies

Research has found that surveys are the most dominant tool for listening, while people use numerous other valuable approaches much more sporadically. 59% of organisations still use a large-scale employee survey annually and consider surveys the most insightful listening tools. Organisations rarely use qualitative methods like interviews and focus groups (face-to-face or online), even though they could be helpful to get to know issues beneath the surface.

The same research found that digital listening appears to be overlooked and needs to be used more. For example, although 53% of respondents thought employees were more comfortable sharing ideas on digital platforms, only 26% thought managers were comfortable listening via digital platforms. In addition, 58% of organisations using listening methods never or rarely monitor discussions on digital platforms.

Other examples of direct employee voice mechanisms

Examples of direct employee voice mechanisms organisations are using:

Online employee engagement surveys ask employees what they think about the organisation and aspects of working life, often with an option to include text comments.
Regular face-to-face meetings , where senior leaders tell groups of staff about changes and developments in the organisation and invite them to ask questions, express concerns, share their ideas and ask for volunteers to be involved in further thinking and discussions.
“Ideas Street” is a more modern version of the suggestion box. Employees can post their ideas online so all colleagues can see, comment and vote on them, which progress to further consideration if they attract enough support.
“Big conversations” invite the whole organisation to discuss a topic in small groups through an organised series of conversations based on questions that all staff discuss. Comments and ideas are collected, and the conversation develops in response to the feedback received.
“Graffiti walls” – official ones, opened for a period which invite views and comments on a particular theme. Staff can write what they think, and colleagues can see what everyone has written and add their comments.
“World Café” events invite attendees to hold a conversation over a series of tables. First, attendees discuss one topic, where one or two facilitators help keep the conversation flowing and take notes, often on paper covering the whole table so that everyone can visualise their contribution. Then, at regular intervals, attendees move round the room to another table and another part of the conversation.
“Frontline Forum” , where a senior leader gathers a representative group of frontline staff to listen to issues that concern them and discuss and work through possible solutions.
“Solutions Groups” draw on employees’ experience to empower them to develop solutions to a problem or challenge.
“Employee Engagement Supporters’ Networks” , where interested employees play a significant role in supporting their managers and colleagues in engaging activities to improve collaboration.

Employee voice represented at board level

There are mechanisms specifically designed for employee voice to be heard at the Board level, as required by the Financial Reporting Councils UK Corporate Governance Code for FTSE350 companies:

Employees appointed to the Board of Directors (also sometimes called Worker Directors).
Non-Executive Directors (NED) tasked to understand and report to the Board on employee views.
An Advisory Panel drawn from employees across the organisation and often reporting to the Board through the designated NED.

The role of leaders

Successful leaders demand to know as much about how their employees feel as they do about investors.

Leaders need to know the temperature of the organisation and the hot topics. Therefore, it’s a key responsibility for line managers to cascade views up and information down. Make sure you have mechanisms in place to make sure the communication is a two way process. Leaders need to know what’s happening in the organisation before anything goes wrong. It is good to know the reality within the organisation before it appears on Glassdoor.

Leaders are significantly more important than line managers when delivering outcomes from listening. Line managers may not have it within their remit to resolve an issue, whereas leaders are able to make sure feedback is followed up by the right department. Research that asked employees to evaluate how responsive their managers were, and how responsive leaders were, found a much stronger association between leaders’ (vs line managers) responsiveness and key outcomes.

Why is trust important?

Remember, employees will not give their views honestly and openly if they don’t trust the recipient, whether it’s their line manager or a senior leader. Encouraging employees to speak up should be seen as part of the day job for managers and leaders to keep the organisation honest and authentic.

Organisations need to create a culture where speaking out is the right and safe thing to do for the good of the organisation and all its employees.

Your employee voice is the cheapest smoke alarm you can have in your organisation. But unfortunately, things often go wrong in organisations; the issue is whether you catch them before they build up to a major crisis and do significant or lasting damage. Recently, we’ve all witnessed important private and public sector organisations rocked very badly by disclosing issues which could have been dealt with if caught earlier.

Are you listening to your employee voice?

Unfortunately many organisations think they listen better than they do.

For example, more than 70% of respondents to a recent research study agreed that their organisations take employee views seriously, have open mindsets when listening and are willing to listen.

And yet, when responding to practical questions like planning to listen, ensuring leaders listen, and responding to feedback, the responses fall well below 50%.

Conclusion

Listening to employee voices is crucial to the success of any type of business, large or small and in any sector. In the current labour market with businesses struggling to recruit to key roles resulting in stalled growth plans, it is especially important to engage with the employees you have to create a common purpose. Not only does it help retain people and but you’ll get the best from them too. Many employers say that their employees are their greatest asset, but they don’t always listen to what their people have to say. So this blog is a good reminder of why it is ‘important to put the people stuff first’.

A continuous dialogue and feedback loop between employers and staff should help stem disputes and create a sense of empowerment and ownership around driving success and overcoming challenges. Keeping staff by listening to their needs and attracting sought-after talent to your organisation by being an employer that listens to its people is an easily attainable win.

Source: Data taken from REC

Creating a CV that Stands Out

Mon, 08 Jan 2024 11:21:56 GMT

6 seconds!!! That is all it takes for your CV to get reviewed and rejected – and we estimate that will be down to 2 seconds as soon as AI is involved. Don’t let your CV be the one that gets missed – follow our advice and get your cv noticed!!

At Appointments Personnel, we’ve spent over 25 years helping local people get their dream jobs. Our MD, Emma, and our founder, Kerry, live and breathe the local job market, so trust us, we know that writing a CV is daunting, but having a well-thought-out CV could make the difference between getting an interview for the job of your dreams or not.

So, here are our top tips to help you write a killer CV, so that lands you on the ‘yes’ pile!

1. Use Headers and Bullet Points

Have you ever tried to absorb three or four large paragraphs of information whilst attempting to pick out key pieces of information? Difficult, isn’t it?

So, use well-placed headers and bullet points to highlight your key skills, qualifications, and experiences so that they jump of the page.

2. Structure Your CV

Organize your CV with these key headers:

Your Name and Contact Information
Personal Statement
Skills
Previous Roles and Dates
Qualifications and Training

Under these headings, use bullet points for the most relevant information. Bold your previous employer’s company name and job title to make them stand out. If you’re a more mature candidate, place your experience before your qualifications.

3. Tailor Your CV

One size doesn’t fit all, especially when it comes to CVs. Show you’ve put in the effort by tailoring your CV to each job you apply for. Generic CVs show a lack of effort. Highlight your skills, experiences and qualifications that match the job description.

4. Key Dos and Don’ts

Dos:

List Roles in Reverse Chronological Order: Start with your most recent job and explain any gaps in employment.
Proofread: No typos or grammatical errors, please! Double-check or get a friend to proofread your CV.
Use Plain English: Write clearly and concisely, avoiding jargon.
Include Relevant Hobbies: Show some personality and align your hobbies with the company’s values.

Don’ts:

Over-detail Previous Roles: Focus on accomplishments, not boring tasks.
Over-share Personal Details: Only include essential contact information. Avoid unnecessary details to avoid discrimination.
State Salary Expectations: You could be selling yourself short or be requesting far more than the employer has in their budget for the role, so it’s best to discuss the package when the time is right.
Include References: Provide references only when requested. Think about it, how would your current employer feel if they received a reference request out of the blue and you hadn’t even been offered the job?
Craft a Strong Personal Statement: Write your personal statement last. It should be a concise summary of why you are ideal for the job. Sell yourself!

Download our CV template that is guaranteed to get you noticed!

Best of luck with your job search!

Kerry and Emma

National Minimum/Living Wage 2024

Mon, 01 Jan 2024 04:14:20 GMT

The minimum wage for workers aged 21 and over will rise from £10.42 to £11.44 an hour in April 2024. Are you ready?

Get ready for some positive changes coming in April! The minimum wage for workers aged 21 and over is set to increase from £10.42 to £11.44 per hour. This impressive 9.8% boost is tohelp workers cope with the rising cost of living. Notably, younger workers under 21 will also see an increase in their minimum pay.

This increase in the minimum wage is fantastic news for approximately two million people across the UK. It couldn’t have come at a better time, considering the challenges many households, especially those with lower incomes, are facing due to the increasing cost of living.

To prepare for this change, businesses should start planning now. It’s important to ensure that the increase in minimum pay for your lower-paid workers doesn’t unintentionally devalue the pay of your other employees. Take a close look at where you may need to make adjustments in wages elsewhere to maintain fairness.

Additionally, businesses can explore other benefits to make their overall compensation packages more appealing. In our salary guide, we discuss various benefits that employees value, such as hybrid working arrangements and additional vacation days. Offering opportunities like remote work can help offset other household expenses, like after-school childcare and commuting costs. There are plenty of additional benefits that employees appreciate, so it’s worth considering what enhancements you can provide to reward and retain your valuable workforce. For more details on the minimum wage rates for 2024, you can refer to the information available on the government’s official webpage: Minimum Wage Rates for 2024 .

How much is the minimum wage?

The minimum wage – known officially as the National Living Wage – varies depending on the age of the employee.

NOTE: The NLW threshold as decreased from 23 to 21, meaning that from Apr 2024, any workers over the age of 21 will be entitled to NLW.

From 1 April 2024, the increases will be:

*The apprentice rate applies to people aged under 19, or people over 19 in the first year of their apprenticeship.

The minimum wage is the same across all parts of the UK.

National Minimum Wage with salaries

To give you a better idea of how this will impact your salaries we’ve compiled the following table for you:

Do employers have to pay the minimum wage?

In the UK, the national minimum wage establishes the legally mandated minimum hourly wage that employers must pay to their workers.

While a significant number of minimum-wage positions are prevalent in sectors like retail, care, and hospitality, they can be found across various other industries as well.

It’s crucial for businesses to ensure compliance with the minimum wage regulations, as failure to do so can result in fines imposed by HMRC, the UK tax authority. Non-compliance not only incurs financial penalties but can also tarnish a company’s reputation.

If you believe that you should be receiving the minimum wage but are not, you have options. You can start by discussing the matter with your employer directly. Alternatively, you can file a complaint through the HMRC website. Additional guidance and assistance are also available through the ACAS website or by reaching out to their helpline at 0300 123 1100.

Who sets the minimum wage?

Each year, the government determines the minimum wage rates based on recommendations from an independent advisory body known as the Low Pay Commission.

The Low Pay Commission’s suggestions are shaped by a thorough assessment of the economic landscape. This includes factors like the employment rate, overall earnings trends, and the cost of essential necessities like food and housing, all of which contribute to their recommendations.

Who isn’t entitled to the minimum wage?

There are some groups of people who don’t qualify for the minimum wage, these include the self-employed, company directors, volunteers, members of the armed forces, prisoners and people living and working in a religious community.

People with disabilities or those in long-term unemployment who take part in a government work programme are paid fixed amounts at different stages of the programme, which are less than the minimum wage.

Work done by prisoners is paid at a minimum of £4 a week, while students on work placements of less than a year as a required part of their studies are not entitled to be paid anything.

When was the minimum wage introduced?

The law to introduce the minimum wage was passed in 1998 by the Labour government and it came into force the following year. Before the minimum wage was introduced, the lowest-paid people consistently saw the slowest growth in their wages. The introduction of the minimum wage helped reverse this trend.

Before the minimum wage was introduced, there was concern that it would cost jobs, because employers would compensate for their higher wage bill by hiring fewer people. However there was no evidence of an overall loss of jobs linked to the minimum wage.

What is the ‘Real Living Wage’ and how much is it?

As well as the minimum wage there is also the Real Living Wage. More than 300,000 workers benefit from this voluntary “Real Living Wage”, which is set by the Living Wage Foundation charity. It’s above the level of the legal minimum wage, reflecting what the charity thinks people need to earn to cover everyday needs.

It is now £11.95 per hour in London, and £10.90 per hour elsewhere in the UK. Some Employers voluntarily sign up to the Real Living Wage, with the number of Living Wage-accredited employers doubling to 11,000 employers in the last two years.

For more support for all your recruitment activity contact us on 01782 338787.

Appointments Personnel Celebrates 25th birthday

aea10bea@Shazamme.com (Shazamme System User) — Wed, 09 Aug 2023 07:39:17 GMT

Local Recruitment Consultancy Appointments Personnel celebrates its 25th year of supporting businesses in the Staffordshire and Cheshire, including Stoke on Trent with their recruitment needs this year.

Established in 1998 by sisters Kerry Bonfiglio-Bains and Emma Bonfiglio, Appointments Personnel set up shop in Hanley with a handful of committed recruitment specialists, some of which are still part of the team today. Specialising in office support, accountancy and finance, and technical and executive recruitment, we’ve helped support local businesses and job seekers alike.

Our business has gone from strength to strength to become one of the most prestigious companies of its kind. We’ve expanded our team and range of services dramatically over the years and after outgrowing our Hanley premises, we moved into new premises in Newcastle-under-Lyme back in 2022.

Weathering the storm of uncertain economic climates, a pandemic and employment peaks and troughs, we’ve overcome many challenges over the years, but this has only cemented our commitment to local clients and candidates, making Appointments stronger than ever.

Now, we offer so much more than just your standard traditional recruitment services. Our commitment and dedication to helping businesses of all types and sizes has seen us offer a wide range of free resources including free webinars , recruitment audits and e-Guides to help those dealing with recruitment challenges.

For those searching for a new job, our free caree r advice is an integral part of our candidate support package for local jobseekers and we’re proud of the thousands of candidates we’ve placed in their perfect job so far.

Here’s to the next 25 years of quality recruitment services!

If you are looking for recruitment support and advice, contact Appointments Personnel on 01782 338787 or email office@appointmentspersonnel.co.uk

Nailing Your First Office Job Interview: Confidence, Preparation, and Being Yourself!

Tue, 06 Jun 2023 04:31:18 GMT

First job interviews can be incredibly intimidating and stressful for anyone at any stage of their career, and often even more so for apprentices. Whether you’re a school or college leaver, or someone venturing into a new career path, landing your first office job through an apprenticeship is an exciting opportunity. However, the interview process can seem daunting. In this blog post, we’ll provide you with a mix of friendly advice and practical tips to help you ace your first interview with confidence. Let’s dive in!

Be Prepared:

Being prepared is essential for easing nerves before an interview. Take the time to review your application and CV, as these will likely be topics of discussion. Familiarise yourself with the content to ensure you can talk about your experiences and qualifications confidently.
Bonus Tip: Prepare a few specific examples of how your skills and experiences align with the job requirements. This way, you’ll be ready to highlight your suitability for the position.

Dress for Success:

Your attire plays a role in creating a professional first impression and boosting your own confidence. Choose an outfit that makes you feel comfortable and confident, adhering to the company’s dress code if specified.

Bonus Tip: Pay attention to grooming details, such as neat hair, clean nails, and minimal accessories. Looking polished and put-together enhances your overall professional appearance.

Be Punctual:

Arriving on time or even a bit early is crucial. Plan your journey in advance, considering any potential traffic or delays. Doing a dry run of the route a few days before the interview can help you familiarize yourself with the location.

Bonus Tip: Use the extra time before the job interview to mentally prepare yourself. Review your notes, take a few deep breaths, and visualize yourself confidently answering questions.

Stay Comfortable:

Although easier said than done, try to relax during the job interview. Remember that the interviewers are human too and have been in your shoes before. Take deep breaths and smile, as these simple actions can actually improve your mood and thinking ability.
Bonus Tip: Take advantage of small breaks during the interview to sip water and collect your thoughts. It not only keeps you hydrated but also provides a momentary pause to gather your ideas before answering.

Be Yourself:

Authenticity is key. Presenting the best version of yourself doesn’t mean pretending to be someone you’re not. Embrace your unique qualities and let your personality shine through.
Bonus Tip: Show enthusiasm and passion for the role by sharing relevant anecdotes or stories from your school or hobbies that highlight your skills and dedication. This personal touch can make you memorable to the interviewers.

Conclusion:

Navigating your first office job interview as an apprentice may seem intimidating, but with the right mindset and preparation, you can confidently tackle the challenge. Remember to be well-prepared, dress appropriately, arrive on time, stay relaxed, and be true to yourself. Ultimately, the interview is an opportunity for the employer to discover the real you and for you to showcase your potential. Embrace the process, give it your best shot, and believe in your abilities. Good luck on your journey to securing that dream apprenticeship and taking the first step toward a rewarding career!

Look out for our next blog ‘How to to answer “Tell me about yourself” in an interview

#jobs # stoke-on-trent # newcastle-under-lyme #stone #stafford #apprentice

5 Steps to help you negotiate a pay rise

Tue, 18 Apr 2023 04:39:11 GMT

Seeing other businesses offer their employees pay rises to help them cope with rising costs will have many of us thinking how they should approach their employers for a pay rise.

How much you’re paid is certainly one of the highest motivating factors for every employee. What benefits and the environment they work in are also increasingly important. After staying several years at the same company, you’ll definitely start to consider negotiating for a pay raise, not just as part of your career growth but also to cope with inflation.

Getting the best outcome needs both courage and, of course, skills in salary negotiation. We share with you how you should approach your next salary negotiation.

How often should you ask for a pay rise?

Many experts say you shouldn’t ask for a pay rise more than once a year. However, there are some exceptions. For example if your boss specifically said that they’ll discuss your salary again in the next four or five months, then asking after this period is ok.

Another exception may be if an employee lands a very important account, which can potentially bring in a significant amount of money to the company. For example, a sales manager who closes a multi-million-pound deal, has a good reason to negotiate a raise.

What factors will your employer consider before giving you a pay rise?

Before you talk to your manager about a rise, it is important to consider the factors that most employers look at in order to decide whether to give an employee a rise. They will look at:

Pay Rise Formula

#1 Proficiency

Proficiency largely focuses on your set of skills. Your boss will look at how you have improved through the years of doing your job at the company.

#2 Length of service at the company

Another factor they’ll consider is how long you have been worked at the company. A company wants their valuable employees to continue to work for them because they’re familiar with the company’s culture and the things that need to get done. The company doesn’t have to spend money training a new employee to do the same job, or recruiting new employees.

#3 Contributions

Every employee is expected to do the job they are being paid for, however, if someone is working over and beyond what is expected to help the company achieve its goals, then a company is more likely to consider a salary negotiation more positively.

5 Steps to take to negotiate your pay rise

#1 Choose the right time

Employers have a lot of things to think about. Don’t ask for a pay raise at a bad time when your employer is really busy, or trying to meet an important deadline. The best time is during the regular pay review time, which for most companies is during performance reviews or at the end of the year.

Some contractual workers usually negotiate when they sign a new contract or at the end of the financial year.

#2 What is your market value?

Research what other people are being paid in similar positions in other companies in the industry. You can usually find local salary surveys that will give you a good idea about whether your salary is competitive. The key is to know how much the industry is paying people who have the same job.

#3 Have a strong business case

To negotiate a pay raise you’ll need to build your business case. Prepare information about what specific contribution you’ve made to the company and what skills you bring to the company and team which have helped the company achieve its business goals.

#4 Don’t just go for a pay rise, what other benefits could you ask for?

Although money is your ultimate aim, there are other things that you can negotiate for, such as a company car or a flexible work environment.

#5 Take your time to consider any pay rise being offered

If you’ve been made an offer, analyse it carefully, especially if it is not what you expected. You must consider whether it’s close enough to what you wanted or if the offer is reasonable enough. If you have been made an initial offer, don’t be afraid to ask for a bit more. As in all negotiations the first offer, isn’t usually the final offer. Remember your boss can only say no.

Finally

Negotiating a pay rise shouldn’t be a stressful matter as long as both you and your boss are open and have a mutual desire to keep the relationship going. It is just a case of knowing when and how to do it.

Tips to prepare for a Psychometric test

Thu, 13 Apr 2023 05:13:45 GMT

Psychometric tests: how to prepare

We have lots of candidates asking us about psychometric tests, whether it’s possible to prepare for them and how they can prepare.

Many employers use psychometric tests as part of their recruitment process. They’re used commonly in graduate jobs, work placements and internships but psychometric tests are used across all job sectors to help employers assess the cultural fit of applicants for their new place of work.

What are psychometric tests and how do they work?

The big-five personality test has been used by psychologists for years to measure the strength of certain personable characteristics, which has led to its use by prospective employers and recruitment companies. The idea is that the candidate will have their personality type assessed based upon five main characteristics. These are individually scored, resulting in a better understanding of the individual’s personality. Psychometric tests give prospective employers and recruitment consultants an idea of the employment roles that will be better suited to the individual. They also provide an insight into whether a candidate will possess qualities desirable for a specific role. For example, performance in a career such as “nursing” may be enhanced by friendliness and having a caring nature, in which case a high score for “openness” and “agreeableness” from taking the big-five personality test could indicate job suitability to potential employers. Numerous psychological studies have provided support for the correlation between job performance and personality, some suggest almost 30% of differences in performance ability are related to personality characteristics.

Psychometric tests usually test for Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism, which are easily remembered by using the acronym “OCEAN”:

Openness, which refers to how readily an individual will take on new experiences or acceptance of non-conventional ideas, levels of creativity and attentiveness to inner thoughts and feelings.
Conscientiousness, which applies to attention to detail, vigilance, organisation and a desire to complete a task to the utmost ability.
Extraversion, which relates to assertiveness, enjoyment of human interactions or social settings and risk-taking.
Agreeableness, which tends to be indicative of co-operation, kindness and consideration for others.
Neuroticism, which relays levels of anxiety, ability to deal with stress and maintaining calmness under pressure.

Types of psychometric tests

You may take tests early on, as part of the initial online screening process, or as part of the interview stage. They help your prospective employer to:

identify if you are best suited to a particular job
see if you are a good fit for their company culture
screen a lot of applicants without having to interview everyone

Some employers are developing tests that you do through online games or apps. Tests are standardised and often timed. To perform well you need both speed and accuracy.

Tests used in application screening generally measure:

ability – your knowledge and skills
aptitude – your natural ability to do something
personality – things like your typical ways of thinking, motivations, interests, values and beliefs
You’ll see tests of things like:
verbal reasoning – your ability to understand written information
numerical reasoning – how you think using numbers
abstract or spatial reasoning – your ability to understand patterns, logical rules or work with shapes
personality – questions about how you behave, to predict how you might act in a work situation (there are no right or wrong answers)
situational judgement tests – set a scene and ask what you would do in that situation

Psychometric testing for disabled people

If you have a disability that might affect your test performance, you can ask for reasonable adjustments. This makes sure that the testing process is fair. Adjustments can include things like:

being able to use screen reading software
having extra time to complete the test

Get in touch with the employer as soon as they ask you to take a test, to make sure these adjustments are made.

Preparing for a psychometric test

You do not have to revise before a psychometric test, though it helps to get some practice. This will give you a chance to:

get familiar with the types of questions employers may ask
overcome your nerves
work out how much time you’re likely to have on each question so you can pace yourself
learn tips to make sure you perform at your best

You can find free practice tests on sites like:

The Psychometric Test Project
The British Psychological Society
SHL practice tests

If you’re at university or a recent graduate, speak to your university careers service. They may be able to give you free access to test materials. They may also run workshops or mock assessment centres to help you prepare.

Check the website of the company you are applying to, as they may have practice tests.

You may be able to find more specific practice materials on careers sites aimed at sectors like:

law
medicine
finance

There are also lots of books available that offer tips and advice.

Learn from your mistakes

Go over your answers to find out where you are weakest. You can improve by doing more of the kinds of questions you find most difficult. If sites provide feedback on your performance this can help you to concentrate on areas to work on.

For numerical reasoning tests, it may help to work on your maths skills like:

fractions
percentages
ratios

Tips for taking psychometric tests

sit somewhere quiet with no distractions and try to stay calm
have a pen, paper and calculator to hand
do the tests on a laptop or PC and use headphones if you have them
make sure you have a reliable internet connection
log on with plenty of time ahead, close down all other windows and maximise the test window
check the timings – some tests will actually tell you how long you have for each question, for others you may have to work it out
read the instructions carefully and do the practice questions before you start
do not use the back button in your browser as it may end the test without saving your answers
if you can’t answer a question don’t stick on it and lose time– take a guess and move on
if you answer a question and have time before the next one appears, use the time to calm yourself with a couple of deep breaths

Remember the test is to see if you are a good fit. They are not designed to trip you up but to assess whether you will be comfortable and happy doing the job you’ve applied for and whether you’ll be good at it. So try to relax and just be yourself.

For more support about preparing for interviews or finding a new job check out our career advice pages for candidates or get in touch to see how we can help you. If you’re an employer, we can offer psychometric tests as part of your candidate screening .

Top 6 Recruiting Trends for 2024:

Tue, 04 Apr 2023 07:40:43 GMT

Following on from Covid, Brexit, the cost of living crisis and questions about “Are we in a recession or not?” the recruitment market has changed a lot in the last few years. Amidst a growing skills gap and the increasing difficulty to find suitable talent fast, we take a look at some of the top trends in recruitment.

1. Proactive recruiting

Recruiters are using proactive candidate engagement to find talent for roles at all levels. Rather than the traditional method of promoting a job and getting applicants, many recruiters find talent who fit what they are looking for and then connect to find out if they’re interested in a new opportunity.

2. Employer branding

Job seekers will research a business’s reputation and brand before they apply. So savvy employers understand the importance of maintaining or improving their brand image to find talent. Just like with customers, future applicants want to work for business respected in their industry who treat their employees well.

3. Candidate experience

With the demand for skilled candidates often outweighing the supply, job seekers are becoming more selective when choosing which companies to apply to and are strongly influenced by employer brands. Candidate experience is becoming an increasingly important factor to find talent.

It’s important for recruiters to maintain the human touch in their recruitment experience, make sure all your candidate have a good experience. Avoid treating candidates like just another data entry, you recruitment process tells future talent alot about how you treat your employers.

4. Diversity, equity, and inclusion

This is a popular and growing recruiting trend in 2023. Inclusion, equity, and diversity practices have shifted into the spotlight and can strongly influence candidates’ perception of an employer’s brand and their decisions to pursue or disregard advertised job openings.

Make sure your recruitment practices are unbiased to widen your pool of applicants. Prioritising diversity, equity, and inclusion also offers other benefits, including improved employee happiness, productivity, retention, and loyalty.

5. Work flexibility

Many businesses operate with a diverse team. Offering creative benefits including flexible work schedules will help your offer stand out and creates a more attractive workplace for potential candidates.

6. Inwardly mobile

Employers are making the most of the talent they already have. Is there someone under your nose who is right for a promotion. By offering development opportunities to your current employees to fill skills gaps you’ll improve employee satisfaction, loyalty and improve retention.

At Appointments we help businesses assess their recruitment practices to see if they’re working and will help them find the talent they need. If you’re interested in how you can be more proactive in your recruitment methods or feel your processes need a recruitment audi t get in touch.

Using psychometric testing to assess culture fit

Fri, 24 Mar 2023 07:46:36 GMT

The pandemic has left us with greater employee flexibility where hybrid and remote working has become a permanent arrangement for many. This is great news with businesses focusing on growth and building back stronger. To grow your business successfully you need to get the culture right – which means recruiting the right people in the first place to make that happen. Could psychometric testing help you ?

This is easier said than done. During interview it’s not easy or straightforward to work out how well a candidate will fit in with your team and culture. Someone might have been a high performer in their previous company. But, if they aren’t aligned with your values and behaviours in your team and business, there’s no guarantee they’ll be as successful when they come to work for you. Employers want to avoid bringing someone into their company, only to realise they’ve made a costly mistake.

So how can you find out if new employees would be a good fit?

Your business needs someone who’s going to thrive in your environment, and the applicant needs to fit in comfortably to be happy and able to do their best work.

This is where psychometric testing plays a really valuable role. The tests quickly helping a company get useful insights into an applicant’s behavioural style. This helps you get a feel for how that style might impact on their working relationships and performance in your team. The tests can give information about behavioural traits, leadership styles and motivation. They’ll indicate how candidates might differ in the way they respond to particular situations, and how they are likely to interact with other people in their working environment.

There are some limitations to the tests and we don’t recommend you use them in isolation to make a recruitment decision. While these types of tests will help you get a more informed view about a candidate’s suitability for a role, they should form part of your wider recruitment process. Don’t use them as ability tests, they simply reveal preferences towards certain types of behaviour styles.

Psychometric tests can provide some really useful information to use in combination with other stages of your recruitment process. In an interview, we all know it’s not always easy to get a true feel for what someone’s personality is like. But use the psychometric testing profile to guide questioning and the conversation during the interview, and it can help open up lots of areas for discussion.

Do the tests impact on diversity?

We’re often asked if psychometric testing for cultural fit can negatively affect equality and diversity efforts. After all, if you restrict yourself to looking for a particular “type”, your company could miss out on some great talent, and do a major disservice to candidates who could have gone on to do the role really well. If the profiles aren’t used correctly, it could have an impact, so it’s important that the tests are assessed properly and not assessed against a highly prescriptive list where candidates have to be a very close match.

If used properly we find that psychometric tests can contribute towards greater diversity. The tests can help you understand more about how your candidate could potentially add to and complement your existing mix of people in your team, They can even help take the culture in a new direction that you’re aspiring towards. They’ll encourage you to think in terms of the overall blend of styles and what somebody could add, and help you avoid unconscious bias. It can help you stop appointing an individual because they “feel” right as they’re similar to the rest of the team.

What are the other benefits of psychometric tests beyond recruitment?

Psychometric tests don’t only have to be used at the point of recruitment though. They can also be highly effective tools to use for the development of your existing employees, providing insights that create a greater understanding of dynamics, motivations and working styles, and improving engagement by using the feedback to build stronger relationships and encourage better communication. You can use the information to assist with identifying progression opportunities and internal promotions too.

Need help with psychometric tests for your company?

Using psychometric tests can add a great deal to the recruitment process, helping you find the right person in terms of working styles and values. As part of our Employer Solutions , we can provide psychometric testing and pre-employment testing service to help screen and filter to assess suitable candidates. Get in touch to find out more about how we can help you attract talent and plan your recruitment strategy.

Budget Includes Measures To Ease Labour Market Shortage

Wed, 15 Mar 2023 07:52:06 GMT

The budget includes several measures to ease the labour market shortages including the expansion of free childcare hours, ‘returnships’ for over-50s, and more support for people with disabilities or long-term health conditions.

With the number of new jobs adverts last month at a 14-month high, we take a look at the Chancellor’s budget plans.

Changes to Childcare

The cost of childcare recently has been so high that some parents left their jobs, as it was more cost-effective for one parent to stay at home with the kids than have both parents working while paying childcare fees.

To help parents Jeremy Hunt unveiled a £4 billion package in his budget plans to expand free childcare to parents. All children over nine-months old, will be eligible for 30 hours a week under the new scheme, the same as three- and four-year-olds. To support parents on Universal Credit move into work or increase their hours, the treasury is increasing the amount of UC support for childcare costs by almost 50% and will pay this upfront instead of in arrears.

Families will now be able to claim £951 for 1 child & £1,630 for 2 children.

Encouraging over 50s back to work

The government’s budget plans are targeting over-50s in its mission to fill outstanding vacancies which are stifling business’s plans for growth. Jeremy Hunt introduced further measures to encourage those who have taken early retirement to return to work.

The government’s “midlife MOT service will help people to assess their financial situation before retirement. Apprenticeship-style programmes, called “returnerships”, will help people aged over 50 to learn new skills and return to work.

Tax free allowance on pensions increases

In addition the tax-free allowance on how much someone can save into their pension pot before they are hit with a tax charge has also been increased. The annual allowance will be increased from £40,000 to £60,000.

The tax-free allowance was a particular problem in the NHS, which has seen doctors and consultants retiring early, reducing hours, or turning down overtime for tax reasons.

Commenting on today’s Budget plans, Kate Shoesmith, Deputy Chief Executive of REC, said:

“The announcements today go some way towards considering how we overcome labour shortages – but it needs to be at the very heart of the government’s growth strategy. And business must respond by putting people and staffing issues at the top of their agenda.”

If you are struggling to recruit talent to deliver your growth plans get in touch and see how we can help.

A recruitment audit could help you see where you could improve your recruitment activity success rate.

Advice for the over 50s looking for work

Mon, 27 Feb 2023 06:40:30 GMT

We’re living longer, healthier lives and have the opportunity to think differently about working as we get older. In recent years we’ve seen more older people in employment than ever before, but many people over 50 are at risk of leaving the workforce early, and not necessarily because they want to.

Staying in work and taking control of when and how you retire can give you more money in later life as well as benefit your health and wellbeing.

In July 2022 the government announced millions of pounds of new measures to tackle unemployment amongst the over 50s on benefits. With rising household bills many over 50’s are considering how they can move back into work. In this blog we look at what the over 50’s should consider when planning to move back into work.

Think about your commitments

Results shows many over 50s have caring commitments, with 12% of men and 16% of women aged 55 to 64 providing informal care. Whether providing support to aging parents, or helping out with looking after grandchildren, you won’t be alone in looking for work that allows you to continue to provide this support. Be realistic about how many hours you want to work and can commit to.

Many employers are more open to considering flexible working, which may help you to work around your personal commitments whilst fulfilling your work commitments.

Do you have transferrable skills?

Many older workers have transferrable skills. Transferable skills, are qualities that you can transfer from one job to another. Highlighting your transferable skills is especially important when moving into a new job or industries. Older employers already possess many transferable skills employers value, such as organisation, communication, relationship or team building or attention to detail.

Think about all the skills you do have and look for different jobs that need these skills, it may introduce you to a new job sector that you haven’t considered before but may be a perfect fit for you.

Volunteer to get experience in a different area

If you do want to return to work but would like to try a different role you may want to look out for volunteering opportunities that you can use to enhance your experience. Maybe you could volunteer for your local community group, or help out in your local food bank. These opportunities will not only build up your relevant experience, if you’ve been out of work for a while they’ll also help boost your confidence and it’ll look great on your CV.

Update your CV

Did you know employers take about 6 second to decide if you’re right for the job from your CV, so it’s important to make sure it gets you noticed for the right reasons.

If you don’t have a CV there are lots of useful tips on writing a great CV online with templates you can download to get you started. Remember you’re competing with others to get shortlisted, so even if you have a CV make sure you review it and improve it.

Remember when you apply for a job you should tweak your CV to fit the job you’re applying for. Mention the skills they are looking for in the job description in your CV and make it as easy as possible for the recruiter reviewing your CV to shortlist you.

For lots of useful tips on getting your CV noticed check out our How to write a Great CV blog to get your CV ready for your next role.

Retrain with the skills toolkit

Developing your skills and ensuring your suitability for the workplace is essential at every age. If you do feel you have a gap in your knowledge that needs improving there is help available to you.

Don’t be put off by IT requirements on jobs. If you feel that you could improve your computer skills there are many opportunities available, before and during your time at work.

Find out about improving your English, maths and IT skills by visiting www.gov.uk/improve-english-maths-it-skills

There is also guidance available from Age UK about training in technology and using the internet. Visit their website to find out more www.ageuk.org.uk/work-and-learning/technology-and-internet.

You can also get information about lifelong learning and adult education from the National Careers Service. Visit nationalcareersservice.direct.gov.uk to find out more.

It’s never too late to learn a new skill and you’ll feel great once you start.

Make sure your social media profile is up to date

If you are already on social media, it’s a great way to network with others and link into companies you’d like to work for. Review and improve your social media accounts, make sure they’re professional. If a potential employer checks out your profile, what will they see? You want to make a good first impression.

Join groups of likeminded people who are working in similar job areas you’re hoping to work in. It will help you to keep up to date on the latest developments in your area and show that you are committed to your line of work.

For more advice about making sure your social media is an asset to your job search check out our blog on Using LinkedIn to boost your job search .

Choose an employer who is flexible

Many employers now offer other benefits such as hybrid working (a mix of home based and office) to attract people to work for them. Look for employers who offer flexibility as one of their benefits.

This will help you if you do have other commitments, like informal caring support. It also helps you to strike a good work life balance. However, research does indicate that those working from home are more productive than those working in the office as they tend to work extra hours as they’re not factoring in commutes in their working day and sometimes it can be difficult to switch off.

Check out the career advice area of our website

We publish lots of useful advice blogs to help people navigate their job search and return to work. Everything from pulling your CV together, preparing for interviews and how to make a great impression in your first 30 days, you’ll find lots of great support.

Visit www.appointmentspersonnel.co.uk/career-advice/ for more advice.

Ask friends and family if they know anyone who is recruiting

Make sure you talk to your friends and family and let them know you are looking for work. They may know of the perfect opportunity for you. A lot of companies like to get referrals from people who already work for them and offer referral payments. Not all opportunities are openly advertised, so it’s always worth asking around.

Build your confidence

If you’ve been out of the work place for a while, don’t worry we all feel nervous when looking for and starting a new job. Try boosting your confidence with volunteer work, maybe do a few hours in a charity shop to get out there, or offer to help out at your local community group. Your confidence will soon start to build up once you take those first steps.

Recognise what you’re good at. We’re all good at something, so focus on all the great skills you have. Surround yourself with positive relationships they’ll help you focus on your strengths.

If you are nervous about being interviewed, do your homework and make sure you’re prepared. Employers expect you to be nervous at an interview, but remember they just want to find out if you’re right for the job. And if you’re not, the interview will have been a great opportunity to hone your interview technique and get it right next time.

We all like to think we’re kind to others, but make sure you’re kind to yourself too. If your first attempts at finding work aren’t successful maybe that wasn’t the job for you and there is something better that will come along. Practice makes perfect too, so just think about how you can improve and move onto the next opportunity.

Get in touch with the job centre

The Government has put together a support package to provide more one-to-one support at jobcentres to help jobseekers over the age of 50 get into, and progress in work, boosting their earnings ahead of retirement.

The government’s scheme also provides mid-life MOTs in jobcentres. So, if you’ve been thinking about retirement or have been retired, the scheme will help you take stock of your skills and finances, and show how taking jobs could boost your income based on your skills and experience.

Another aspect of the support for older workers is that, if you’ve been out of work for nine months, you can be referred to the Government’s Restart Scheme which will provide a year of intensive support to help get you back to work.

There is lots of help out there, so get ready to spruce up your CV and start thinking about where your next opportunity will be. Visit our careers advice pages to get ready for your next role .

Strongest rate of growth in pay

Wed, 15 Feb 2023 09:23:50 GMT

Growth in regular pay rose by 6.7% but fell by 3.1% in real terms

The last quarter of 2022 saw the strongest rate of growth in regular pay seen outside of the coronavirus pandemic period due in part to continued labour shortages. Growth in average total pay (including bonuses) was 5.9% and growth in regular pay (excluding bonuses) was 6.7% among employees in October to December 2022. Average regular pay growth for the private sector was 7.3% in October to December 2022, and 4.2% for the public sector.

However, in real terms (adjusted for inflation), growth in total and regular pay fell on the year in October to December 2022, by 3.1% for total pay and by 2.5 for regular pay. This remains among the largest falls in growth since comparable records began in 2001.

Employment rate rose driven by part-time workers

The UK employment rate was estimated at 75.6% in October to December 2022, 0.2 percentage points higher than the previous three-month period. The increase in employment over the latest three-month period was driven by part-time workers.

The most timely estimate of payrolled employees for January 2023 shows another monthly increase, up 102,000 on the revised December 2022 figures, to 30.0 million.

The unemployment rate for October to December 2022 increased by 0.1 percentage points on the quarter, to 3.7%. In the latest three-month period, the number of people unemployed for up to six months increased, driven by people aged 16 to 24 years. Those unemployed for over six, and up to 12, months also increased, while those unemployed for over 12 months decreased in the recent period. However the labour market continues to suffer with labour shortages still being a crucial factor influencing the UK job market.

Economic activity decreases

The economic inactivity rate decreased by 0.3 percentage points on the quarter, to 21.4% in October to December 2022. The decrease in economic inactivity during the latest three-month period was driven by people aged 16 to 24 years. Looking at economic inactivity by reason, the quarterly decrease was driven by those inactive because they are students, retired, or long-term sick still adding to difficulties with labour shortages.

Flows estimates between July to September 2022 and October to December 2022 show that there was a record-high net flow out of economic inactivity, driven by people moving from economic inactivity to employment. This is good news for businesses who’ve been struggling to recruit people with the right skills as people return to work. In part this return may be driven by those who took early retirement, following the pandemic, who have now decided to return to work as inflation and fuel prices put a strain on their household budgets. If you’re returning to work after a brief career break and want some tips on returning to work check out our blog Advice for over 50s returning to the workplace.

Or if you want to speed up your success rate our 12 top tips to find a new job quickly offers some great advice.

Recruiters and business groups still warn that labour shortages are holding back economic growth. Only by working together can employers and government hope to draw more people, from a range of backgrounds, into the labour force.

Vacancies continue to fall

Whilst may initially appear to be good news for businesses who’ve been struggling to recruit, it does indicate that businesses are holding back on recruitment just now. In November 2022 to January 2023, the estimated number of vacancies fell by 76,000 on the quarter to 1,134,000, the seventh consecutive quarterly fall since May to July 2022. The fall in the number of vacancies reflects uncertainty across industries, as survey respondents continue to cite economic pressures as a factor in holding back on recruitment.

There were 843,000 working days lost because of labour disputes in December 2022, which is the highest since November 2011. We wait to see if January and February follow a similar pattern.

Kate Shoesmith, deputy chief executive of REC, commenting on the latest figures said:

“This is a very steady set of job figures and further evidence of the UK’s robust labour market – which is good news, given the global levels of uncertainty right now. But when both productivity and economic inactivity are not improving from pre-pandemic levels, we must focus on the fixes.

“Next month’s Spring Budget is the opportunity for government to provide further stability, clarity and much needed support so that the economy can thrive despite the now stubborn labour shortages. Improving childcare support and provision to enable more parents to work and older workers such as grandparents to stay in work is vital, as is reinvigorating welfare to work schemes. Where investment is needed, the government should keep in mind that the return will be far greater over the medium and long-term, helping to save money and boost growth. A failure to address shortages will only constrain growth and feed inflation.”

If you’re struggling to recruit and need our support to help you improve your recruitment success check out our hiring resources pages.

Or just contact us for our support on 01782 338787

Source: ONS Labour Market update January 2023

The importance of staff retention

Sat, 04 Feb 2023 10:05:19 GMT

Whilst the recruitment market is so competitive, companies are increasingly focusing on employee retention.

Do your employees love working for you? If not you need to invest in engaging and rewarding your current employees as the labour market continues to be tight with companies competing for top talent. Following the impact of the pandemic and Brexit companies are struggling to fill their jobs with the right talent. Although your employees may be increasingly tempted to look elsewhere to improve their salaries to meet the demands of rising household costs, the truth is they’ll be less likely to take the plunge if they are happy in their current role.

So how can you keep your employees engaged and happy in their work. It’s an issue that many employers face as the war for talent continues to be fierce. Firstly, let’s explore the key reasons for employees leaving their roles.

Key reasons for employee attrition

Employees resign for all types of reasons. Maybe that they have found a more attractive job elsewhere or they have the opportunity for a lifestyle change, in which case it might be out of your hands to retain these employees. However, many people leave their jobs because they are dissatisfied with their current situation. Others may not be happy with the responsibility or clarity of their role. They may be feeling undervalued or unhappy with communication and leadership styles.

Companies are under great pressure to deliver with fewer resources than they have had in the past. When the balance of workload, resources, and timelines are out of synch, this adds to stress levels and absenteeism as employees’ work/life balance suffers. Overall, this has a downwards spiral effect on organisational performance.

Issues resulting from turnover

The issues of turnover can be diverse, for example, teams can be disrupted when a trusted or highly skilled team member leaves. The burden of that vacancy often lands upon the rest of the team, bringing in an indirect cost and possibly overburdening of the existing team and a drop in morale if replacing team members proves difficult.

There are direct costs in recruitment a replacement, induction, onboarding and training as it takes time to fully perform in role.

What you can do!

Explore employee satisfaction through cultural and engagement surveys. Employees representing four generations have greater expectations and place a greater demand on talent management strategies and practices including the need for challenging work, advancement, being valued, financial rewards, work life balance, less loyalty to one organisation.
Formal and informal feedback exchange is critical to the retention of an employee. Sharing information openly, making decisions collaboratively, and sharing risks and rewards collectively, can only result when team roles are clearly defined, and clear value is agreed. Feedback is two-way, and as a leader you’ll be looking for opinions, suggestions, ideas and evaluative feedback, as well as providing guidance, advice and positive feedback and reward in return. Carrying out employee reviews and providing positive feedback and encouragement will keep employees engaged and help them focus on their future prospects within the business rather than looking elsewhere. Download our Performance Review toolkit to find out more.
Explaining what value is to be delivered is better than explaining the key accountabilities – just the doing. Value is measurable and is linked to output. All roles need to understand value and how value can be created. Spend time explaining this at an individual level to harness the best out of your employee and keep motivation high.

Your role, as a leader is to plan, anticipate peaks and troughs and manage resources to deliver, even pitching in yourself if needs be, but be fair to both you and your employees. Obtain extra resources, revise duties, or outsource strategically if you need to. Keep the goodwill account topped up if you want to retain your employees.

If you can make your workplace attractive, inclusive and supportive and keep your team engaged, and their work rewarding and interesting, then you are more likely to retain their all too important knowledge and expertise.

Contact our team of experts to find out how we can help you.

6 reasons to change your career

Thu, 02 Feb 2023 06:58:53 GMT

If “everyday feels like groundhog day” then a career change can provide you with the change you crave.

If you haven’t heard the phrase before it was coined from an old film in which a TV weatherman played by Bill Murray, kept reliving the same day over and over again. So if this is how you feel maybe it’s time to consider something new.

You Find Your Work Boring:

When you did your initial research, the occupation you ultimately chose had a lot of advancement opportunities. Now that you’ve been working in that field, you’ve climbed as far up the ladder as you can go, and you miss the challenges you once faced. A new career could give you the challenges to help you enjoy your work again.

Your Life Has Changed:

When you chose your career your life may have been different than it is today. For example, you may have been single then and now you have a family. The crazy schedule or the frequent travel that is typical of your career may not suit your new lifestyle. You should look for an occupation or an employer that is more “family friendly.”

Many businesses are getting more savvy about offering flexibility to help people juggle family and work. A job with an employer who offers these softer benefits could be just the change you need. When you’re looking for jobs, look at the benefits package being offered not just the salary.

The Job Outlook in Your Field Has Worsened:

Things looked promising for your field when you entered it. Due to changes in technology, the economy, or the industry you work in, job opportunities are no longer plentiful. You should look for an occupation that has a better outlook.

You Are Experiencing Job Burnout:

Once upon a time you loved going to work every day You no longer feel that way. You can’t stand doing your job anymore and changing employers hasn’t helped. It could be time to find a career that will inspire you. Lots of the skills you have will be transferrable to other roles. Think about your strengths and what other jobs need these skills too. Moving career might not be as daunting as it first appears to be.

Your Job is Too Stressful:

Some occupations are inherently stressful. After a while the stress can become too much to handle. To preserve your mental and physical health, you may have to find a career that is less stressful.

You Want to Earn More Money:

You may be surprised to learn that money isn’t at the top of the list when it comes to job. Therefore, don’t be surprised if a career that will bring you higher earnings isn’t one you will find particularly satisfying. That said, if other reasons are leading you to consider a career change, higher earnings should be something you consider when you choose a new career.

Check out our salary guide to see the typical salaries for different jobs in the local area.

Get in touch if you want some help identifying different types of jobs that use the skills you have or upload your CV for us to review.

Job market remains robust at the start of the year

Thu, 26 Jan 2023 10:11:06 GMT

While we are seeing some caution from employers in the face of uncertainty, overall the job market remains robust judging by the demand for new staff at the start of the year.

The number of active job vacancy postings across the UK job market has remained robust since mid-August 2022. Active job adverts went above 1.5 million in mid-December 2022 and remained there in the first week of January, according to the Recruitment & Employment Confederation (REC).

After the annual Christmas dip in job postings, the first couple of weeks of 2023 saw postings rise to 180,000, which is close to the average seen throughout 2022. Even more significantly, new postings are up 24.5% compared to the same time last year. What this suggests is that despite the economic uncertainties of recent months and rising inflation, the job market and hiring plans continue to be strong. Businesses have posted a significant number of new jobs as they continue to seek new talent and grow their business.

Here’s a snapshot of some of the figures from the UK job market:

The number of active job postings were 1.53 million in the week of 2-8 Jan 2023, a 1.5% increase compared to the previous week
There were 184,335 new job adverts in the first week of January, a 24.5% increase on the same period in January 2022 (148,032)
New job adverts in the first week of January 2023 were 134% higher than the week before but hiring always slows just before and over the Christmas period
There is an increase in demand for Police Officers (sergeant and below), domestic workers and leisure industry personnel
There was a fall in job adverts in Westminster, Angus and Dundee City, Fermanagh and Omagh, Redbridge and Waltham Forest, and Manchester
Derby was the UK’s top hiring hotspot in the week of 2-8 Jan 2023

Many businesses continue to hire new talent

Neil Carberry, Chief Executive of the REC, said:

“January is often a time when employees look for a new role, so it is reassuring to see plenty of options out there for people looking to build their career and raise their wages. While businesses are being a notch more cautious in the face of economic uncertainty, the scale of the shortages we face mean many firms still need to hire.

“It is notable that demand as judged by new job adverts has remained relatively steady for many months now, and this January does not appear to be worse than January 2022 according to our data. For firms expecting hiring to be easier this year, the message is that working hard to get your hiring right is going to be just as important in 2023.

“For governments, these numbers emphasise again the need to tackle labour shortages with reform across our welfare support, skills and immigration systems.”

Occupations seeing the greatest impact

Occupations in the job market with notable increases in job adverts include Police Officers (sergeant and below) (+14.1%), Sports and Leisure Assistants (+11.8%), and Cleaners and Domestics (+9.7%).

The fallout of the pandemic, Brexit and Visa and migration issues mean the natural churn of staff has accelerated in the leisure industry, leaving that industry to compete with the entire service industry, including retail and big hospitality brands, for workers in the job market.

The greatest growth in job adverts in the job market was seen in Derby (+27.6%) in the week of 2-8 Jan 2023, followed by Hartlepool and Stockton-on-Tees (+8.4%), Norwich and East Norfolk (+8.3%), and East Cumbria (+8.0%).

Job Market Data provided by the Recruitment & Employment Confederation (REC) and the ONS.

If you are struggling to recruit the talent you need, we can help. Contact us or give us a call on 01782 338787 .

How confident are you when asking for a pay rise?

Wed, 25 Jan 2023 06:45:09 GMT

With the cost of living crises hitting household budgets as energy and food prices increase, asking for a pay rise is fast becoming a leading concern for employees who feel that their efforts are worthy of an increased salary.

Asking for a pay rise can be a nerve wracking experience, but if you can back up your request with evidence that an increase is well deserved then you’ll significantly boost your chances of seeing a little extra in your monthly pay packet.

Here’s our top tips on asking for a pay rise – and getting it.

Give a good reason

Asking for a pay rise just because you think that Jack from the same department earns more money than you isn’t going to get you very far. Although employers are being asked to provide evidence that they are working towards fair pay for employees with similar roles, you can’t always be 100% certain that the person you’re comparing your salary with doesn’t have more experience or isn’t elaborating on the amount they earn.

Good reasons for requesting a pay increase include completion of qualifications and training, the fact that your role might have grown to include more tasks or a greater workload or that you’ve had significant input into recent projects that have helped the company win new business or increase productivity.

Back it up

Most of the time, many managers are focused upon the team delivering targets as a whole and don’t always notice the successes of the individual. By drawing their attention to your achievements and how you have helped the business succeed over a prolonged period, you’ll stand a much better chance of them recognising your hard work and rewarding it with a pay rise.

Gather together as much evidence as you can to back up these successes and be ready to present them as soon as you get an opportunity to sit down and discuss the prospect of a pay rise with your manager.

Don’t be disheartened

Finally, if your request for a pay increase is rejected, then instead of letting your disappointment show then ask your manager what can be done in order for you to move up the salary scale. If your serious about improving your earning potential, then listen carefully to their advice and put in place an action plan and follow it through.

That way you’ll have plenty of ammunition the next time you come to ask for a pay rise.

Latest ONS Labour Market Report For New Year

Tue, 17 Jan 2023 10:13:19 GMT

As the ONS releases its latest labour market update, the results show demand for workers is still higher than pre-pandemic, despite signs of economic slowdown.

Although some companies appear to be holding back on permanent recruitment, opting for temporary placements instead, the labour market remains competitive. Combined with candidate shortages we continue to see challenges for business looking to hire new talent in 2023.

In this blog we provide a summary of the findings and the Recruitment and Employment Confederations response.

ONS Labour Market Findings

The UK employment rate for August to October 2022 increased by 0.2 percentage points on the quarter to 75.6% but is still below pre-coronavirus (COVID-19) pandemic levels. Over the latest three-month period, the number of employees increased, while self-employed workers decreased.

The most timely estimate of pay rolled employees for November 2022 shows another monthly increase, up 107,000 on the revised October 2022 figures, to a record 29.9 million.

The unemployment rate for August to October 2022 increased by 0.1 percentage points on the quarter to 3.7%. In the latest three-month period, the number of people unemployed in the labour market for up to six months increased, and this increase was seen across all age groups.

The economic inactivity rate decreased by 0.2 percentage points on the quarter to 21.5% in August to October 2022. The decrease in economic inactivity during the latest three-month period was driven by those aged 50 to 64 years. Looking at economic inactivity by reason, the quarterly decrease was driven by those inactive because they are retired.

Estimated number of vacancies in the labour market dropped

In September to November 2022, the estimated number of vacancies fell by 65,000 on the quarter to 1,187,000. Despite five consecutive quarterly falls, the number of vacancies remains at historically high levels. The fall in the number of vacancies in the labour market reflects uncertainty across industries, as respondents continue to cite economic pressures as a factor in holding back on recruitment.

Demands for pay increases continue

Growth in average total pay (including bonuses) and regular pay (excluding bonuses) among employees was the same at 6.1% in August to October 2022; for regular pay, this is the strongest growth rate seen in the labour market outside of the coronavirus pandemic period.

Average regular pay growth for the private sector was 6.9% in August to October 2022, and 2.7% for the public sector; outside of the height of the pandemic period, this is the largest growth rate seen for the private sector and is among the largest differences between the private sector and public sector growth rates we have seen.

In real terms (adjusted for inflation) over the year, total and regular pay both fell by 2.7%; this is slightly smaller than the record fall in real regular pay we saw in April to June 2022 (3.0%) but still remains among the largest falls in growth since comparable records began in 2001.

Recruitment and Employment Confederation responds

Responding to the figures, Neil Carberry, Chief Executive of the Recruitment & Employment Confederation (REC), said:

“Today’s official labour market data confirms the trends that business surveys have been suggesting for some time. Demand for workers is still higher than pre-pandemic, which combines with candidate shortages to make hiring workers a challenge. Slower economic performance and high inflation is starting to slow this trend, but it has not reversed. High inflation and a tight labour market have also fed into higher pay for existing and new staff, a challenge to companies who are facing rising costs across the board. At an unpredictable time, it is also no surprise to see firms dipping into the UK’s world-leading temporary work market for short-term access to key skills.

“For businesses, this report confirms the need to keep investing in getting hiring right because even in a slower economy we are likely to still have a tight labour market. Working with a professional recruitment partner is an essential part of that. For governments, supporting people into work from inactivity must be a priority – but that must be tied to a wider plan for long-term growth and workforce sustainability.”

Recruitment help is available

If you’re struggling to find the right talent for your team, we can help you make sure your recruitment efforts provide results . Or maybe, you’re holding back on recruitment and want the flexibility of temporary staff to help fill the gap. Give us a call for support on 01782 338787.

Are you ready to recruit?

Wed, 04 Jan 2023 10:20:07 GMT

The beginning of the year is always a really popular time for people looking for a new job after having time to think about what they want in the new year over the holiday break. If you want to pick up the best candidates for your recruitment drive, you’ll need to make sure you’re ready to take advantage of this busy period of job switching.

But the job market has changed a lot over the past couple of years following the pandemic. The candidate is king with record numbers of jobs available and less applicants per job. Even though the economy is slowing we’re not seeing the slow down many predicted and there are still lots of vacancies out there with employers struggling to recruit the right candidates. Gone are the days where employers could take their pick from the cream of the crop and take their time to make sure they get the right person for the job. So it’s important to be ready to act quickly, once you start your recruitment process.

Of course, it’s still important to get the right person for the job, but the recruitment process is much quicker than it was. We’ve pulled together some tips to help you make sure you’re ready to recruit.

Pick your start date and get everything in order

With a smaller pool of candidates becoming much more sought after, delays could result in your ideal candidate being snapped up by another employer, before you’ve had chance to get your contracts signed and sealed. The candidate market is moving fast! Gone are the days of being able to mull over your interviewees and invite them back for second or even third interviews. There are fewer active jobseekers on the market at present, which creates a greater demand from employers who are making employment offers soon after the first interview (sometimes during the interview itself!)

So it’s a good idea to get all your ducks lined up before you release that job advert. Pick a desired start date for your new recruit and work back by 6 weeks – this will enable you to act fast when you find the right person.

Make sure you have everything in place in the background. Are your offer letters and employment contracts up to date? If not, make this one of your first tasks.

Have you decided on the work model? Hybrid or remote working is here to stay. Staff have proved to their employers from the outset of the pandemic that they can be trusted to work remotely without any loss in productivity, so be clear what is on offer from the outset. This could be the difference that helps you seal the deal and beat other jobs offers.

Check job specification and employer brand

You’ve identified your start date and are all set up from a HR perspective. Next step – the job spec – does this reflect your employer brand.

It’s just as important for you as an employer to sell your organisation to a job seeker as it is for them to impress you. Today’s candidates are not simply all about salary, they want to know about your culture, the flexibility of the role, if they are the right fit for the company as well as the job, and what progression opportunities are available.

Take a fresh look at your job spec and make sure it sells you as an organisation too. In today’s digital world, you could include video or image led content to give applicants a behind the scenes look at you and your organisation. Make sure there is back up information on your website. Consider using employee quotes or testimonials on how much they love working there, tell them about any awards you have won, and don’t’ forget the all-important benefits package. Whatever makes you stand out as an employer, make sure you’re shouting about it.

Not just about Salary

Salary alone isn’t everything when it comes to moving jobs, but make sure you are open and transparent about it. Job seekers are more likely to apply for a job if it states the salary. They don’t want to waste their time and your time applying for something significantly below, or too far above their current pay grade.

As an employer you also need to make sure you are compliant with all the latest wage laws. The National Minimum Wage and National Living Wage will rise again in April 2024, so if you are offering at this level make sure you are up to speed with these changes.

If you are unsure where to pitch your salary, we have a useful salary guide, which will help you make sure your salary is competitive in the local area of Staffordshire and Cheshire. We also provide tips on what other perks and benefits you could offer to make your package more attractive to prospective candidates.

Interview format

Make sure you know who is going to be involved in the process, when are they available, make sure they’re all clear on the purpose of the role and what you’re looking for. Your person spec should reflect what skills and experience your ideal candidate should have to help you objectively assess interviewees during the interview process.

Also, what type of interview do you plan to hold? First stage interviews could be done via Teams or Zoom to speed up narrowing down the number of face to face interviews needed. Will you be asking for tasks to be completed? If so, make sure you give your candidates clear instructions and time to prepare.

Be ready to move quickly

Whilst you don’t want to rush and make the wrong decision, you do need to be quick off the mark when it comes to making offers. Remember, candidates have many options available to them but if you have put a robust structure in place right from the start, you will be in a better position to make that all important offer quickly to make sure you don’t miss out.

Get more support from us

For more support on interviewing and recruitment, get in touch. You may want to attend our webinar on interview techniques for managers to find out more.

Book our free recruitment audit now , to see if you’re ready to snap up candidates looking to move jobs at the start of the year.

ONS Research Shows Labour Market Shortages Continue

Tue, 13 Dec 2022 10:23:36 GMT

The Office for National Statistics (ONS) published its latest labour market update on 13 December.

Responding to the figures, Neil Carberry, Chief Executive of the Recruitment & Employment Confederation (REC), said:

“The latest ONS report shows businesses and candidates are reacting to the economic situation, but the overall picture remains one of strong demand from employers. With employment and unemployment both rising slightly, and economic inactivity dropping a little, it may be that the long period of growing inactivity through the pandemic is ending. That would be good news for incomes for people returning to the labour market and for economic growth. There is still a lot to do to turn the trend around – employment is still well below pre-pandemic levels, and inactivity well above them. The number of temporary workers continued its recent rising trend – over 1.6 million temps help keep the country on the road, meeting employer needs at a time when labour availability is tight. They are the backbone of our economy, especially in the run-up to Christmas.”

On pay, the private sector is responding to the pressure that employees are under from inflation. REC data shows starting rates of pay have been rising strongly for a while now, and it’s clear these trends are now feeding into awards for companies’ existing staff. Rises appear to be high, without chasing inflation and creating the risk of embedding it further. Given the scale of disputes in the parts of the public sector, and in industries where the government plays a key role, the growing gap between private and public pay awards ought to create space for negotiation if both parties approach negotiations with goodwill.

Neil adds:

“The overall picture we see is one of a labour market that is still defined by labour shortage constraining its ability to grow. That’s why businesses need to work with their recruiters on innovative and effective strategies, and all firms are looking to Government to act on some of the barriers – from skills to immigration, and right to work checks to employment support, there is a huge amount the Government could do to fire up our labour market.”

If you are struggling to recruit give us a call 01782 338787 or get in touch . We’re working with local employers in Staffordshire and Cheshire to help them meet their recruitment plans. If you’d like more support to improve the effectiveness of your recruitment activity, why not carry out a recruitment audit .

Recruitment Trends Report Shows Candidate Shortage Continues

Tue, 06 Dec 2022 10:28:22 GMT

As the number of Jobs available continues to rise, applications fall indicating that the candidate-short market doesn’t appear to be abating.

The latest Recruitment Trends Reports for November revealed that jobs rose by 17% but applications decreased by -7% from October to November, a trend that we don’t usually see in the last couple of months of the year.

Businesses not slowing hiring

As we enter what would normally be a period when the recruitment market enters a lull with jobs available falling, businesses are not showing any signs of slowing down. Instead, job posts leapt to 16% over the 2021 average in November.

What makes this trend so remarkable is that it’s happening at a time of economic uncertainty and political instability. Usually at times like this we see businesses acting with caution, slowing or even freezing hiring. But this is a recession like no other, with unemployment at a near-50-year low and businesses still clamouring for available candidates.

Applications in decline (again)

The continued jobs push is likely due to labour shortages which remain as the year wanes. Applications fell to 39% above the 2021 average – still a long way over the incredibly low numbers we were seeing last year but a drop nonetheless. Many expected to see a rise in applications with the cost of living crisis bringing some who had dropped out of the jobs market back into employment but that doesn’t appear to have happened yet. We might see these numbers pick up in a month or two when the ‘new year, new job’ mentality kicks in and people think about changing jobs or getting back into work.

For now, though, the rise in jobs and fall in applications has reduced the average number of applications per job from 16 in October to 13 in November. Of course, some industries are bucking the trend. The retail and wholesale sector, that often sees a rise in applications at this time of year, received an average of 20 applications per job, the second highest of all industries, proving that candidates are responding to festive season job drives.

IT and internet continues to dominate the jobs market

The IT and the internet sector was yet again the most active industry in November both in terms of jobs posted and applications received, taking the top spot for over half the year. IT received more than double the number of applications of admin and secretarial, which was the next highest sector for applications, followed by education. Both Education and Manufacturing make the top five for jobs and applications, indicating that candidates are responding to the decent number of jobs available.

Health and nursing continues to struggle

However, for health and nursing, they continue to struggle to attract candidates. Although this sector is continually in the top five for jobs posted, they are never in the top five for applications received, and regularly receives the lowest average number of applications per job of all industries. In November, health and nursing received an average of just three applications per job – 10 under the overall average and the lowest recorded this month. We know health and nursing is struggling to attract candidates. This historical labour shortage that goes back decades, is unlikely to change.

What will the New Year bring

These figures certainly make for interesting reading as we come to the end of 2022. The drop in applications may simply be a result of candidates taking a break from their job search in the run up to Christmas, ready to continue in the new year. However, it could be that people are staying put in their jobs for job security during these uncertain times.

We’ll be watching to see what happens in the New Year, which is normally a really busy time for recruitment. In this market where the job seeker has the advantage it could make more sense for anyone thinking of a new job next year to start their job searching now.

For hirers struggling to find talent, get in touch , we can help you attract suitable applicants and have lots of hiring advice on how to tap into the passive candidate pool of talent. We’re providing free recruitment audits to our clients to help them improve the success of their recruitment activity. BOOK YOUR RECRUITMENT AUDIT NOW .

Visit our job search pages and career advice if you are considering your next career move. You’ll find lots of useful advice to make sure you are well prepared.

Use LinkedIn to boost your job search

Mon, 05 Dec 2022 11:36:34 GMT

LinkedIn was created as an online social networking platform for professionals. You should use it to connect and forge productive and successful working relationships worldwide with professionals in your field. However, there are a number of elements where you can fail to follow the codes of conduct expected of a professional network which can damage your reputation and the brands you represent.

You shouldn’t be surprised to find out that employers and recruitment specialist also use LinkedIn when selecting prospective candidates so it is essential that you use the platform properly. Make sure you avoid the major pitfalls of using LinkedIn. We share some of the common mistakes below.

Is your LinkedIn profile picture professional?

Profile pictures including holiday snaps with children, pets and bikini-clad members have all found their way on to this social networking site and are never well received. Remember, prospective new connections or clients are interested in the benefits of forging a working relationship with you, not seeing one of your holiday snaps. Present yourself as a professional with a simple head and shoulders profile picture.

Remember, never comment on someone else’s profile picture – this is a professional network, not Facebook!

Are you connecting with the right people?

Connecting with others in your field of expertise or industry is the whole point of LinkedIn existing. Connecting with everyone and anyone only clogs your news feed with articles that aren’t relevant to the work you do but also give others the impression that you don’t really have a professional identity and don’t really know what you’re doing.

Check out LinkedIn’s InMaps tool to see how your connections span, are you focusing on just a few categories or are you too spread out?

Trading recommendations

This is a big LinkedIn no-no. We all like to receive recommendations from connections, but if you’ve never worked with or even met this person then it is unethical to receive

recommendations from them.

Although you cannot stop this happening, the connection that gave you the recommendation in the first place is hoping that you will reciprocate and do the same for them – regardless if you’ve worked together or not.

The best way to deal with this situation is to send a polite InMail message asking them if you have ever done business before, and if not, ask if they would cease giving you recommendations as you aren’t willing to do the same for them.

Not using your full name

We’ve all come across members who do not use their full name on their profile. Whatever their reasons for doing so, this violates the LinkedIn user agreement and sets alarm bells ringing when members receive invites from profiles without full names.

This is typically a trick used by spammers, therefore you must always use your full name when setting up your profile.

Harassing members

Sending an invite to connect is fine, as is an InMail message – but if a member fails to respond within a reasonable time it usually means that they’re not prepared to connect with you at this stage, especially if you have never met and have no connections in common.

Instead of sending further invites and Inmail’s that might seem like your harassing them, work on building up connections that you may have in common or take another look at your profile and add any elements that give you something in common.

Generally, a good rule of thumb is if you wouldn’t say it at a face-to-face networking event or write it on your CV, then it’s probably not suitable for LinkedIn.

Contact our team for more information and support about presenting the right Social Media footprint. Or why not sign up for our LinkedIn workshop .

How To Get Interview Ready

Mon, 05 Dec 2022 11:13:25 GMT

DID YOU KNOW 47% OF EMPLOYERS AND RECRUITERS WOULD REJECT A CANDIDATE THAT HAD LITTLE KNOWLEDGE OF THE COMPANY WHERE THEY’RE APPLYING?

If you really are serious about nailing that interview, then read some of our expert tips – we know a thing or two about how you can make your interview less stressful.

At Appointments Personnel, we’ve spent over 25 years helping local people get their dream jobs. Our MD, Emma, and our founder, Kerry, live and breathe the local job market, so trust us, we know that interviews can be stressful and nerve-wracking, but don’t worry - we are here to help!

Do Your Homework

Before your interview, revisit the company’s website to get up to speed on their latest news, events, or launches. This shows you’re genuinely interested and can give you some excellent talking points Also, it’s a perfect way to help you come up with thoughtful questions to ask.

Plan Your Journey

Nothing’s worse than showing up late to an interview! Make sure you have a solid plan to get to the interview; check out potential options and account for possible delays. And, if something unexpected happens, give your interviewer a heads-up.

Review the Job Description and Your CV

Interviewers often focus on the job description. Review your CV and prepare examples from your past experiences that showcase the skills they’re looking for. Having concrete examples ready will make you feel more confident and show the employer that you would be a great fit.

Practise Answering Questions

Get familiar with common interview questions and practice your answers. Doing a mock interview with a friend might feel a bit awkward, but it could really make the difference when it comes to nailing your interview!

Prepare Questions for the Interviewer

Trust us, showing up without questions or any research? Not a great look! So, have a list of questions ready to ask at the end of the interview. If your questions are addressed during the interview, just let them know. It shows that you were paying attention and genuinely interested in this role and the company.

Plan Your Outfit

These days, full suits aren’t always expected so aim for business casual. If you’re not sure, just ask! First impressions matter, so pick out an outfit the night before your interview, and make sure it’s clean and neat.

Remember Interviewer Names

Note the names of your interviewers and use them when greeting and shaking hands. If you don’t know their names beforehand, contact the HR department to find out. Any why not check out their LinkedIn profiles while you’re at it?

Relax and Smile

Remember, the interview is your chance to see if the company is a good fit for you too. So, take a deep breath, smile, and try to enjoy the experience. Your positive attitude will shine through and make a great impression.

With these tips, you'll be well-prepared to make a great impression and increase your chances of success. Good luck!

Now is a good time for a Recruitment Audit

Sun, 04 Dec 2022 10:33:03 GMT

Why do you need a recruitment audit? If you haven’t reviewed your recruitment model for a long time you could be repeating poor practice, wasting time and money and alienating your prospective and future candidates.

If your business is regularly recruiting or your current recruitment strategy isn’t working you should take the time for a recruitment audit to identify what works, what doesn’t and how to improve. In this blog we explore what areas you should consider for your recruitment audit.

Applicant Experience

Your candidates’ experience in the recruitment process will leave a lasting impression of your business. Improving this experience is essential for any successful recruitment strategy. The Recruitment Audit helps your business to adjust its processes to improve your candidate experience, increasing your chances of engaging a suitable candidate. It’s important for your Employer brand that you treat unsuccessful candidates well too. They have friends and family and will talk about their experience during the recruitment process. Candidates who are not successful for one position may be ideal for jobs you are recruiting for in the future.

A Recruitment Audit essentially helps you understand if your practices are effective in engaging the right candidate. Carrying out a simple survey will help you identify how you can improve your applicant experience. For example; What do people feel about your recruitment process? Would they reapply? Would they recommend your business to their friends, family and colleagues? Based on the answers, your business can then identify specific factors which may be causing potentially suitable candidates to drop out.

Manager Experience

While it’s important to provide the best candidate experiences, it’s just as crucial that the recruitment process meets the needs of your hiring managers. Hiring managers should be given the tools, support and guidance they need to conduct recruitment properly and well. This will improve your recruitment results and your candidate experience too. There are numerous ways to improve your manager experience. Exploring these will identify how candidates are assessed and selected, to create a thorough and fair briefing/debriefing process and highlight any training needs.

Quality of new recruits – what works and what doesn’t

All too often recruitment is just measured on number of roles filled, instead of the quality of those recruited. However, if you track the success of your new recruits longer term, you will have a better understanding of whether your recruitment and onboarding has been successful. Things to monitor are whether your new employee passes probation, has good performance reviews, gets promoted, or exceeds expectations. If they are not reaching their potential, identify how you can improve these areas.

Using analytics to monitor the success and quality of employees is a great way to assess the effectiveness of your hiring process. What measures do you monitor and how are the results used?

What methods do you use to promote jobs or identify candidates?

Not every recruitment channel will provide the best quality of candidates. The Recruitment Audit process enables you to track which routes your top talent and new starters come through. This will help you identify which methods are most effective in engaging the best applicants. You can then adjust your spend accordingly i.e. more targeting of passive candidates and more social media. You should see reduced time to hire, increased quality of candidates and a greater return on investment.

Direct spending where it will give the best returns

There are numerous ways you to reduce your recruitment spend but to really understand where you can, or should be spending less, analyse what you spend your money on. The Recruitment Audit will help you understand the impact of your expenditures and highlight areas where spending less in the short term is costing you more in the long term. For example, a quick hire for a role may seem like a good idea but when they perform poorly and need replacing, you might find it would have been less costly to spend some resources on Talent Mapping or developing internal talent.

Are your recruitment team providing a positive experience for candidates?

For an effective recruitment process, all of the recruitment team involved must be making a valuable contribution. A Recruitment Audit is the best way to evaluate the team and understand what every member is adding to the process. Through KPI’s and data reviews, the recruitment audit will highlight if the team have enough experience, if the manager has confidence in them, and if they’re employer brand advocates. It’s important to get this right as each member of your team can add value to the recruitment process and candidate experience when done correctly.

Create a strong Employer Brand

Having a strong employer brand puts your business in an excellent position to recruit the right level of talent. Even if your business does not have a particularly strong employer brand at the moment, the Recruitment Audit will help you to reflect on what you are offering your employees. Your Recruitment Audit will identify brand awareness, brand perception, and brand value. Based on the insights from your recruitment audit, you can begin creating and implementing an employer brand strategy which aligns with your recruitment goals, leading to more suitable and top talent being attracted to your roles.

How do you advertise jobs and your company as an employer?

Talent attraction has been very competitive as those looking for work in the labour market shrank following the pandemic and Brexit. Any business who fail to create a positive employer brand simply risk being left behind. One of the most effective way of building a relationship with potential external talent is through the creation of content. Recruitment content on your website and social media channels is recognised to improve the reputation of your organisation as well as strengthen your employer brand.

Your Recruitment Audit should assess how engaging, authentic and accurate the content you post online is. Are you reposting job descriptions or creating material which will encourage people to apply? Does your career site share how great it is to work for your company? These types of questions will help you see how visible your employer brand is. It will also help you to consider other ways of engaging candidates.

Assessment and selection process review

Maintaining a robust and objective assessment and selection process should be the main goal for any recruitment exercise. However, finding the balance between cost effective and fair can be a challenge for many businesses.

Internally, Recruitment Audits can enable you to consider how you assess and select candidates. Do you know how and why the best candidate got the role? If you don’t, then review and improve your recruitment record keeping so you know what’s working. This will also help to make sure your assessment and selection practices are fair, and within the law, as well as being effective in hiring the best quality of candidate.

Reporting will make sure the business supports your recruitment plans

Recruitment reporting is recognised as a key aspect within a Recruitment Audit and in ensuring a successful process. Specifically, implementing reporting into recruitment processes enables businesses to generate results in an accurate and timely manner. This is useful as it can be used to present to stakeholders when seeking approval for a new role, or internally to identify the successes and failures of previous recruitment activity.

Why do employees leave?

In the current tight recruitment market retention of staff is as important as recruitment.

There are four key areas that cause employees to leave, so by asking your employees why they are leaving you’ll identify areas to improve your employee retention. Conducting and reviewing Leaving Surveys can give you valuable insights. For example, are your employees given enough responsibility to keep them engaged? Do they feel valued? Are they praised or given feedback on a great job? Do they have enough training and the tools they need to do a good job?

Is a Recruitment Audit for you?

This blog has explored the value a Recruitment Audit can bring to your business. Whether you’re a Business Leader, HR Director, or recruiting manager, an audit will help you improve your recruitment success going forward.

Not all organisations have the skills, time and resources to complete a robust and effective Recruitment Audit. If this sounds like you then you could ask an expert provider to audit your recruitment model for you. Appointments Personnel have years of experience of working with businesses locally to help them review and improve their recruitment process with tangible financial results. If you want to improve your recruitment success BOOK YOUR AUDIT NOW .

Or give us a call and speak to us about how we can help, by contacting us 01782 338787.

Return to our Recruitment Bulletin Winter 22

It’s time to do your recruitment planning

Sat, 03 Dec 2022 10:44:26 GMT

Businesses need to plan their recruitment strategy for 2023 now to make sure they are ready to employ the talent they need to survive.

As we look to 2023, we look at how our clients can prepare for the changes in the job market. The start of the year is always a busy time for recruitment. Are you ready to snap up those looking for a new job in the new year? By doing your workforce planning now and evolving your recruitment strategies, you’ll be ready to attract and retain the best talent. Employees who feel overworked and undervalued, and see no room for growth, will be ready for a fresh start to the New Year so you need to be prepared to scoop up talent if they have positions available.

The latest labour market analysis shows unemployment remains low with employment in the UK above 75% and inactivity (ie those who’ve withdrawn from the labour market) increasing. This continues to mean greater competition for businesses looking to attract new talent.

Changing market conditions and the downturn in the economy are expected to contribute to the shortages of people looking for work and willing to move jobs. If you don’t have a recruitment plan, then you don’t have a proactive strategy for hiring new employees.

All companies planning to recruit in the coming months, need to have job descriptions mapped out and a clear roadmap of how your plan will help you ride out the downturn in the economy. Of course, your recruitment plan has to align with your company plans.

Creating a Resource Pool

There are core benefits of having an up-to-date recruitment plan moving into 2023. With a recruitment plan, you have a process to work with your talent pipeline. You can see where talent may be light and plan out employee development and role launches well in advance. It can also help to create a pool of potential candidates for later-in-the-year hires. A strong network of candidates is necessary for any future-thinking recruitment team!

Planning helps to Determine the Right Candidates

With a clear idea for which roles you’ll be hiring, you can begin determining the requirements for each job opening. What are the characteristics and skills that you want job candidates to have? What will their daily responsibilities be? And their goals? You’re giving yourself the time to compare characteristics of your better performers, and prepare a benchmark to strengthen, not dilute your workforce capability.

Building a Budget – don’t miss unexpected or hidden costs!

It’s easy to miss out the true cost of recruitment, career development expenditure for example may increase to help with movement across roles internally. With many companies across different sectors embracing the influx of latest technological advancements, connectivity to new technology will feature more in recruitment. Factor in recruiting technology costs, such as an applicant tracking system and social media tools should have a clear budget.

Generation Z, with a social conscious, will also look at branding, so you need to factor in employer branding costs. Also, what time do you need to craft the right profiles to reach the right people? According to the REC, companies that create a strong employer brand attract up to 50% more qualified candidates; strong employer branding can also reduce cost-per-hire by 50%.

In-house salaries and the benefits of the recruitment team should feature within the overall recruitment plan costs as well as agency fees, and any tools you use in the process. The right recruitment plan will have considered any hidden, unconsidered costs.

Flexibility Changes

With the government plans to modernise the way employees work, the consultation process is exploring a range of flexible working methods such as job-sharing, flexitime and compressed, annualised, and staggered hours. This is designed to allow employees to balance work and life. It also ensures that people who are under-represented in Britain’s workforce, such as new parents or disabled people, have access to more opportunities. A forward-thinking recruitment plan needs to be able to allow for the flexibility for workers and link into departmental plans for coverage during times when workers take time off or change working patterns. The impact of not considering this could mean lack of workers to cover roles, or extra burden being placed upon those providing cover. It’s an area you cannot afford to disregard.

Reviewing your recruitment processes

When was the last time you reviewed your recruitment process. If your recruitment efforts during 2022 haven’t been as successful as you’d hoped, now if a good time to review what’s been working and what hasn’t to highlight areas for improvement. A recruitment Audit is essential to make sure your recruitment practices will meet the needs of your business, but also the people you are attracting. Poor practices will disengage potential candidates or good lead to very costly recruitment errors. Alot of businesses don’t have the resources to carry out their own audits but there are businesses who can provide audits for you.

If you need support to plan ahead or need a Recruitment Audit, we can help. Book your recruitment audit with Appointments now. Get in touch by calling 01782 338787 or check out our employer resource pages .

Return to Recruitment Bulletin Winter 22

How to survive redundancy

Thu, 01 Dec 2022 07:03:45 GMT

Facing the prospect of redundancy can be one of the most difficult things you can encounter during your working career. Knowing where to turn for help and advice, worrying about the financial side of things and the knock to your confidence can all take their toll.

But you’re not alone, many employees come through redundancy unscathed and go on to have rewarding careers elsewhere.

Here’s a few tips on surviving redundancy and taking the next steps towards a bright, new career.

Seek advice from the experts

There’s absolutely nothing wrong in taking advice from a third party in the event of redundancy. As much as your employer might be helping you during this challenging time, it’s your right to seek support from the various third party organisations out there to ensure that you’re getting 100% of the advice and help that your entitled to.

Organisations such as the Citizens Advice Bureau have teams dedicated to employees facing or going through redundancy, so take the time to get in touch with them to discuss your circumstances and find out if there’s anything else they can do to help.

ACAS provide lots of useful advice to help you through your redundancy and what to expect from your employers during the process. Visit ACAS to find out more .

Get job ready

The main concern for many people facing redundancy is money. Losing paid employment for any reason can be a highly stressful situation, but add on top the fact that your confidence has taken a big blow and you’ll feel even more lost.

But don’t worry, there’s plenty of help out there to get you ready for the jobs market and help you regain any confidence you might have lost. Our advice service helps jobseekers give their CV’s a tune up and with the help of a qualified and experienced, you’ll receive expert advice on the many opportunities available that suit your individual needs and career aspirations. Click here to read our blog with tips to help you get ready to snap up your next dream job.

Consider your options

For many people who are facing redundancy, it often opens up the opportunity to take stock of their career so far and gives them the time to reflect on what they might want to do differently in the future.

Instead of seeing redundancy as the end of the line, use it as a positive change. There’s so many career opportunities out there that can utilise transferrable skills in different roles or industries so it might be a good idea to consider a new career path.

Seek out a reputable recruitment agency who will help you uncover a wide range of positions you might never have considered before to make use of your current skills.

Speak to one of our friendly and knowledgeable recruitment specialists today on 01782 338787 or more career help and redundancy career advice. Don’t forget to submit your updated CV with us too.

12 Tips on finding a new job quickly

Tue, 29 Nov 2022 07:18:43 GMT

ave you decided it’s time to start looking for a new job in the New Year?

As inflation puts a squeeze on household finances, many are looking at moving to a new job with a better salary. The labour market continues to see businesses recruiting and a shortage of candidates has seen companies offering new recruits attractive salaries to get them on board.

Our tips will help you bag that dream job quickly

To save yourself lots of time, it’s a good idea to have a targeted approach to increase your chances of finding something quickly and make sure that your next job is right for you. We’ve pulled together 12 tips to help you keep your job search focussed and get results quickly.

1. What does your new role look like?

Although it might be tempting to dive straight into applying for any job, before you start, have a good think about what you want for your next role. Be realistic about the level of job you’re applying for, it’s good to aim higher but don’t overstretch yourself for your next move. Use LinkedIn and job boards to research the companies and job roles available in your usual job sector. Many of the skills you have will be transferrable too, so think about where these would fit into other job fields.

Now that you have a better idea about what you are looking for, you can have a more targeted approach to your job search.

2. Make sure your CV and covering letter are ready

You’ll have move success when applying for jobs if your CV is tailored for different types of roles. If you are widening your horizons, don’t just update your CV with your latest experience. By creating different versions of your CV to match the different job roles will increase your chances of being shortlisted. The same rule applies to your covering letter too.

Recruiters will be able to tell if you haven’t bothered to tailor your CV and covering letter to the role you are applying for. Think of your CV as a work in progress that you constantly tweak to fit the particular skills needed for a job. A tailored CV shows that you’ve put some work into your job application. We give lots of useful advice in our blog about writing your CV and writing your covering letter.

3. Sign up to relevant job boards

Make sure you sign up to alerts on job boards for both companies and roles, as well as broader job fields. Once you’ve registered think more specifically about your job sector or position. Are there industry-specific forums or publications with job boards? Websites like Mumsnet and sectors like the NHS and universities have their own job boards, as do sector magazines like Marketing Week.

4. Make use of recruiters and word of mouth

A good recruitment agency will want to know as much about you as possible and what you are looking for. They’ll also be able to give you lots of useful advice and support in your job search. Sign up for their job alert emails so you know when the latest jobs are advertised and get in touch if there is something you are really interested in. By signing up with a recruitment agency, like Appointments Personnel, you’ll benefit from the support of a recruitment consultant to help you with your job search.

LinkedIn is a key recruiting platform; also consider Facebook groups in your chosen field. Follow your target companies on their social media platforms as they often post about new opportunities. Don’t forget to also use your own professional network and friends and family too. Lots of companies offer staff referral incentives, so let people know you’re looking for a new job.

5. Think about new locations

Think about where you would be willing to work. If you have always had to commute, think about whether it’s more important to you to work closer to home, or maybe hybrid working would suit you better to save on fuel. Look at google maps, checking out travel times to different locations, there may be areas that you can commute to that you haven’t considered before. Or maybe there are good train links that would cut down on commute times.

6. Work on your weaker skills

When you’re looking for a new job, be honest with yourself about what your strengths are and where your weaknesses are. Identifying your strengths will help you think about where you would be able to add value to a future role.

Everyone has areas they are not so good at, but you can work on these. Maybe you could take on part-time or evening work to help fill a gap. Are there online training courses you could complete to complement your current skills. Consider whether doing some volunteer work would help give you more experience in your weaker areas.

7. Prioritise your job applications

Treat your job search like a project. Organise yourself – making a list of jobs, when their deadlines are, job title, type of role, name of the recruiter with contact information and what’s the status of your application, will help you prioritise.

Identify which jobs are most suitable for you and which are you more likely to succeed in. Asking yourself these questions will help you decide which to apply for first, it’ll also help make sure you don’t miss any deadlines and know when to prepare for an interview if your application is successful.

Don’t leave applications to the last minute, a lot of companies interview potential candidates as they receive their applications now. As soon as they find someone suitable, they may stop looking and you’ll miss your opportunity.

8. Make sure your Social Media profile works for you

It shouldn’t come as a surprise that employers and recruiters look at the social media profiles of prospective employees. Make sure your profile photos and privacy settings are appropriate. Does what you are sharing in the public domain create the right impression to a future employer.

Use your social media platforms especially LinkedIn to show your interest and skill in a type of role. Make sure you link to relevant people and groups to build up a professional profile. Engage with other professionals in your line of work. But make sure it’s people you know or have some connection with. Maybe you’ve been on a training course with them in the past or you use to work with them.

Once your LinkedIn profile is up to date, don’t forget to check your messages regularly, a recruiter may be trying to get in touch with you to suggest a suitable job to you.

If you need help getting your LinkedIn profile into shape check out our LinkedIn profile blog .

Or sign up to our LinkedIn Workshop Webinar to get more advice on improving your social media profile.

9. Fine tune your interview technique

There are so many things to keep in mind when job searching. Create a checklist of things to remember, include or do, for each application and interview. Keep a copy of your application, names of relevant people as well as details and timings of interviews. Research the people conducting the interview. Link into their social media, look up any media coverage relating to that sector, and prepare questions in advance to ask at interview. Rehearse your answers out loud, such as describing yourself and your ambitions, so that you’re ready with answers and don’t forget important points. Keep positive and upbeat, your body language and tone of voice are key to making a great 1st impression during an interview.

To help you prepare to impress at your interview, check out our blog about Interview techniques

Or Sign up to our Interview Technique webinar to help you fine tune your interview techniques.

10. Are you ready to try a different approach?

Whilst you’re looking consider temping – often this work can lead to permanent opportunities that aren’t promoted elsewhere. Also, you can use the experience to expose you to other environments and this could help you narrow down what type of work you’re interested in. If you do go down the temporary route, make sure you’re familiar with your basic employment rights. Check out our temping job opportunities here.

11. keep looking and Keep your options open

Just because you’ve been asked to attend an interview doesn’t mean the job is yours. Keep searching and applying for roles that are good for you. The interview may just affirm that this company isn’t right for you, so it’s important to keep your job pipeline flowing whilst you are looking.

12. Remember to Stay positive

If an interview doesn’t go well, you can learn from the experience to do better next time, so don’t be too hard on yourself. If you haven’t been interviewed for a while you are bound to be a bit rusty. Like anything else in life, your interview performance will improve with practise. Also it’s good to remember that the interview process is two way. You’re checking that the job it a good fit for you too. You never know the next job you apply for could be the ideal one that you’ve been searching for.

To get more support from us to help you with your job search get in touch with us or upload your CV .

How to Write the Ultimate Covering Letter

Mon, 21 Nov 2022 07:24:18 GMT

While cover letters may seem outdated, many employers still require them. Skipping this step can make you seem careless or unable to follow instructions.

Here's how to craft the perfect cover letter:

Getting Started

Format and Key Points: Match your experience with the job description. Include your full name, address, phone number, and email and skip your date of birth.

Personalize: Use the hiring manager’s name if available and include the job title in the subject line.

First Paragraph

Explain why the role interests you and why you’d be a good fit.
Mention your relevant experience briefly. For instance: "I’m interested in this role as I have 3+ years of experience in a similar position and want to advance my career."
It’s also a good idea to talk about your future career goals and how you see this position aiding you in achieving them.

Highlight Key Information

In the second paragraph, align your skills and qualifications with the job description. Highlight achievements and relevant experience from previous roles. Keep it concise with two to three paragraphs.

Closing Paragraph

Avoid explaining why you’re leaving your current job. Instead, wrap up by expressing your eagerness to discuss your qualifications further. For example: "I have attached my CV and look forward to discussing how my skills can benefit your team. Feel free to contact me with any questions."

Finally, sign off professionally and wait for a response.

By following these guidelines, you’ll provide exactly what employers are looking for in a cover letter.

ONS data continues to indicate record vacancies

Wed, 16 Nov 2022 10:48:33 GMT

The ONS issued its latest Labour Market Analysis, on 15 November. Appointments take a look at a summary of the findings which show that despite another fall in the number of vacancies during the previous quarter they remain at a record high.

This means it’s a good time to be looking for work. However, on the flip side many businesses continue to struggle to recruit the right talent to their business and the competition to attract applicants in the labour marketing remains tough.

Neil Carberry, Chief Executive of the Recruitment and Employment Confederation (REC), commenting on the latest figures said:

“..statistics in the labour market suggest that the exceptional growth in demand for new workers we’ve seen through the year is at an end. But hiring activity is still at a very high level and shortages are still a key problem for firms. Pressure to raise pay for existing staff, as shown in today’s data, and caution about the economic outlook, are likely to be contributing factors in hirers becoming a little more cautious.

“Despite increased levels of employer caution, vacancies are still at historically high levels – it is still a good time to be looking for work. Unemployment remains at record lows, while employment is still below February 2020 levels. That means economic inactivity – those out of work and not looking for it – is a growing challenge, with the ONS figures showing it has hit a new high.

“From healthcare to childcare to flexible working, businesses and Governments need to be working together to boost labour supply so people can earn more in the midst of high inflation and create the capacity for the economy to grow. Growth is the only way we can fund public services and keep taxation low over the long term, and we’ll be looking for a clear plan from the Chancellor at the Autumn Statement on Thursday.”

UK employment rate remains around 75.5%

The UK employment rate for July to September 2022 was 75.5%, largely unchanged on the previous quarter and 1.1 percentage points lower than before the coronavirus (COVID-19) pandemic (December 2019 to February 2020). Employment for the West Midlands in the labour market report is slightly lower at just over 74%. Over the latest three-month period, the number of employees decreased, while self-employed workers increased.

The most timely estimate of payrolled employees for October 2022 shows another monthly increase, up 74,000 on the revised September 2022 figures, to a record 29.8 million.

The unemployment rate for July to September 2022 decreased by 0.2 percentage points on the quarter to 3.6%. The number of people unemployed for all duration categories decreased in the latest three-month period. The labour market report shows the West Midlands region saw the highest unemployment rate estimate in the UK of 4.7%.

Long-term sickness continues to add to economic inactivity

The economic inactivity rate increased by 0.2 percentage points on the quarter to 21.6% in July to September 2022. This figure reflects the number of people who are not actively seeking work. During the latest three-month period, the increase in economic inactivity was driven by those who are long-term sick, who increased to a record high. A recent survey from the ONS showed that over two-thirds of those becoming long-term sick in 2021 and 2022 were already economically inactive for another reason in the three months before the study.

Labour Market report indicates number of vacancies falls but remains at historically high levels

In August to October 2022, the estimated number of vacancies fell by 46,000 on the quarter to 1,225,000. Despite four consecutive quarterly falls, the number of vacancies remain at historically high levels in the labour market. An increasing number of businesses are now reporting holding back recruitment because of economic pressures.

Pay growth continues against a backdrop of inflation

Growth in average total pay (including bonuses) was 6.0% and growth in regular pay (excluding bonuses) was 5.7% among employees in July to September 2022. This is the strongest growth in regular pay seen outside of the coronavirus pandemic period.

Average regular pay growth for the private sector was 6.6% in July to September 2022, and 2.2% for the public sector. Outside of the height of the coronavirus pandemic period, this is the largest growth seen for the private sector and the largest difference between the private sector and public sector.

In real terms (adjusted for inflation) over the year, total pay fell by 2.6% and regular pay fell by 2.7%. This is slightly smaller than the record fall in real regular pay seen in April to June 2022 (3.0%). However, it remains among the largest falls in growth, since comparable records began in 2001.

This month the ONS reinstated the monthly labour disputes statistics. In September 2022, there were 205,000 working days lost to labour disputes.

The figures show that the recruitment market remains challenging with many firms looking at alternative ways to attract talent and make their packages more attractive. You can download our latest salary guide to see if your pay and rewards are competitive in the local recruitment market.

If you would like support with your recruitment, get in touch , call us on 01782 338787. Or simply post your job .

Employer advice for coronation bank holiday

Wed, 09 Nov 2022 10:51:41 GMT

The Government has announced there will be a bank holiday on Monday 8 May 2023 in honour of the coronation of King Charles III. This blog looks at what employers needs to do to prepare.

The coronation will take place on Saturday 6 May and the bank holiday has been set for Monday to avoid clashing with the vote count for local elections, which takes place on Thursday 4 May. It will follow the usual early May bank holiday on 1 May.

Prime Minister Rishi Sunak said the holiday would be a chance for families and communities to celebrate; a bank holiday was also declared when Queen Elizabeth II was crowned in 1953.

“The Coronation of a new monarch is a unique moment for our country. In recognition of this historic occasion, I am pleased to announce an additional bank holiday for the whole United Kingdom next year,” he said.

“I look forward to seeing people come together to celebrate and pay tribute to King Charles III by taking part in local and national events across the country in his honour.”

Chancellor of the Duchy of Lancaster Oliver Dowden said: “The Coronation combines the sacred and the solemn, but it is also celebratory.

“This bank holiday will once again give people across the United Kingdom the opportunity to come together as families and communities to welcome His Majesty to the throne as we mark this important day in our nation’s long history.”

2022 saw an additional two bank holidays announced –for the Queen’s Platinum Jubilee at the start of June and during the national mourning period for her funeral.

What bank holiday arrangements do Employers need to consider?

Employees do not have an automatic right to take time off for a bank holiday – if their contract states their leave entitlement is a certain number of days plus bank holidays, they should be entitled to this day off.

Kerry Bonfiglio Bains, founder and employment expert at Appointments Personnel, advised: “It’s important to check for any flexibility built into the contract. If it states ‘8 public/bank holidays’ but does not list them, or ‘8 public/bank holidays as listed, or other days as determined by us’, this may allow employers to give employees this extra day off but require them to work on another public/bank holiday.

“But even if a contract doesn’t include an automatic right to time off, employers can still allow a day of paid leave in addition to the contractual entitlement, or ask people to book it off out of their entitlement. It’s useful for employers to look at how they have previously dealt with bank holidays to make sure they have a consistent and fair approach.”

Hospitality may need additional staff to cover increased bank holiday business

Employers in sectors such as hospitality, may need to think about staffing levels if they plan to stay open to take advantage of increased business due to families enjoying an extra bank holiday.

For these industries, employers may want to consider their staffing levels and if they feel they need to put a temporary freeze on staff taking annual leave during this time. Employers could cancel pre-booked annual leave, providing they give the employee the same amount of notice as the duration of the leave. However, Kerry strongly recommends this as a very last resort so as not to negatively impact their staff morale and motivation.

To keep up with increased customer demand, employers may want to think about offering enhanced overtime rates or incentives to work additional hours. However, it’s important to be mindful of the limits on maximum working hours and minimum rest breaks too. Employers should also consider whether employees that are working may want to watch the celebrations while at work and whether they could set a TV up in the workplace to allow for this.

What to do if you’ve missed your perfect job opportunity

Thu, 03 Nov 2022 07:30:22 GMT

You’ve finally found your perfect job opportunity, it’s got the perks, salary package and career progression you’ve always dreamed about.

Problem is you’ve missed the application date or simply don’t have the time to spring clean your CV before the deadline.

Before you start beating yourself up on missing out on the job you’ve been searching for what seems like an eternity, there are a number of things you can do to try and get your CV in front of the recruiting manager.

Give them a call

Track down a phone number, email address and a name if possible from the advert and make contact. Explain that although you’re aware that the application deadline has now passed you feel that you’re a perfect fit for the role. Find out if the dates are set in stone and whether they would they be willing to keep your details on file should the vacancy become available at a later date.

Sometimes employers go through the entire recruitment process only to discover their initial candidates might not be right for the position or the lucky candidate might leave unexpectedly – so it’s worth getting in touch.

Get your CV up to scratch

If you’re busy at work and don’t have the time to give your CV the attention it deserves before you apply then help is at hand! Check out our CV writing blog for tips on how to get your CV in shape quickly.

Or get in touch with our team of recruitment experts. They’ll be able to discuss your perfect job opportunity and will give you all the tools you need to tailor your application and get your CV noticed. Click here to find out more.

Connect with decision makers

You might need to do a bit of detective work for this bit, but done properly connecting with decision makers can pay off. First, make sure that your LinkedIn profile is as good as it possibly can be, then seek out the decision makers or HR Managers for the organisation that have advertised your dream role.

Send them a request to connect via the system and if they think your skills and experience is a good match for the role, they might be willing to consider an application from you even though you’ve missed the advertised deadline. Employers and recruiters are far more open to introductions through digital channels than previously thought and they’re unlikely to pass up an opportunity to talk to a good quality candidate should you get in touch.

If you want more tips on how to get your LinkedIn profile spruced up, check out our blog for some helpful hints.

Don’t give up

Although you may have missed your opportunity with this job, there are more jobs available. Think about why this job appeared to be the dream job for you and make sure you are ready and raring to grab the next opportunity you have. Find out how to get ready for your job hunt with our blog 12 tips on finding a new job quickly.

Check out our Career Advice pages for lots of useful support to help you take your next career step.

And don’t forget to sign up for our job alerts too.

How to be sure it’s the right job for you

Thu, 27 Oct 2022 07:09:09 GMT

Like many candidates I speak to on a daily basis, you’re probably casting your net far and wide to find the right job for you. You might have several interviews lined up already, and that’s why it’s important that you get the most out of your up and coming meetings to be 100% certain that it’s the best fit for your individual circumstances.

During the interview, you’ll almost certainly be going over the standard CV items that you’d expect in any interview – but generally speaking this brief meeting won’t really give you a good ‘feel’ about whether or not this company might be the best fit for you.

Company culture is a big thing when it comes to being truly happy in a role. It’s something that you really can’t be totally sure of unless you’ve actually been there and experienced it for yourself.

However, there are a few things that you can do to see how happy current employees are in their positions and key pieces of information you can pick up during your interview that will give you a good idea if this is the right job for you.

Ask around

Get those social media muscles working and ask if any of your friends know anyone who either did or is currently working for the company. If you find someone who is and doesn’t mind you asking them a few polite questions on how they find their role and if they enjoy working there then this could offer you some useful insights.

Just be aware that asking really personal questions about salary won’t be well received, so it’s best if you stick to general questions on what it’s like to work for the company. It’s also worth taking into account that someone who’s not had such a positive experience of the company might be a little negative in their views, so it’s up to you how much you read into their comments.

Talk to the interviewer

You’ll be asked if you have any questions during the interview, so here’s your chance to find out more about the company’s culture. See if it aligns with your own. The interviewer will probably mention any perks or benefits that come along with the package. This will give you a good idea about how well they look after their staff.

It’s also worth asking (in the nicest possible way) if staff tend to stay or progress in their roles. This is a great indicator to find out if employees stay with the company long term.

For more help and advice on finding the right job for you, speak to our friendly team . Give us a call 01782 338787 and let us help you find your perfect role.

Check out our current jobs

Candidate Shortage Continues In Tight Labour Market

Mon, 24 Oct 2022 10:58:36 GMT

Falling vacancies in latest labour market report suggest less demand for staff but with so few candidates to choose from the labour market remains tight.

‘With unemployment so low and inactivity increasing there are fewer candidates available to employ’, says the CIPD in response to the latest labour market statistics from the ONS.

Responding to the latest ONS figures, Jonathan Boys, labour market economist for the CIPD, the professional body for HR and people development, comments:

“The number of vacancies may be starting to fall but it’s the relative balance of supply and demand for labour that determines how difficult recruitment is. Unemployment too has fallen to a record low and inactivity increased, both of which restrict the available number of candidates. There is also a worrying continuation of the trend towards increased inactivity due to long-term sickness. This requires urgent attention from employers and Government to address problems early on, to ensure people get the support they need and don’t fall out of the labour market entirely.”

Inflation cancels out pay increases for many

“Regular pay continues to grow at high nominal rates such as 5.4% for the whole economy in the year to June-August. However, once inflation is considered this turns negative to -2.9%, a real term fall in pay. In addition to recruitment challenges, helping employees with the cost of living will be one of the biggest crises facing businesses this winter. Some employees are being squeezed harder than others. Regular pay in the private sector grew 6.2% compared to just 2.2% in the public sector. This is one of the largest differences ever recorded between the two and will only make recruitment and retention more difficult for public sector employers.”

Sickness needs early support to reduce conditions becoming chronic

“The UK clearly has a problem with long-term sickness and employers and policymakers need to take this more seriously. Significantly improving access to occupational health services for workers and advice and support for employers on occupational health issues affecting staff could have a big impact over time. The provision of timely access to occupational health services to workers in their 20s and 30s who suffer from back pain or other musculoskeletal problems would mean that steps can be taken to reduce the likelihood of these conditions becoming chronic, affecting people’s health and their ability to work.

Too few employers provide occupational health services

“Unfortunately, too few employers – particularly smaller businesses – provide workers with access to occupational health services or support, while access to NHS physiotherapy and talking therapy services can be subject to very long waiting times. Consequently, there is a need to replace the former Fit for Work Service which was abolished by Government less than three years after it was set up, well before sufficient employers were aware that it existed, and people could be helped.”

Salary Guide Provides Local Pay Insight For Staffordshire

Mon, 24 Oct 2022 10:53:57 GMT

What does the economic and local recruitment landscape look like moving into 2023?

Every year Appointments Personnel carries out an in-depth review of salaries being offered in the local area to give some valuable insights for employers and jobseekers on the current recruitment landscape in our area. This year the survey follows a period of exceptional demand for candidates with employers competing to attract the best talent. Some reports indicating some businesses offering new recruits higher salaries than existing employees.

As interest rates continue to rise many are feeling the impact on their household bills and finances and are considering whether they need to move to higher paid jobs. The Bank of England’s recent increases in interest rates means they are the highest they’ve been for 14 years (September 2022), with predictions of rates reaching 6% by next year. Families are struggling to balance incomes against their outgoings as they feel the impact on prices, bills, mortgage repayments, credit cards and outstanding loans.

In this volatile economic climate, more are asking their employers to increase salaries to help them bridge the gap or begin to look at higher paid jobs on offer elsewhere. However, UK businesses are also under pressure. As inflation impacts on the cost of fuel, raw materials and parts, one in three businesses say they are unable to increase salaries again.

Businesses in Staffordshire and Cheshire face a fine balance as they continue to manage their salary overhead amongst other spiralling costs, whilst retaining talent with competitive wages and benefits packages.

Many recruiters and applicants ask us for advice on what salaries they should offer or expect in today’s competitive recruitment market. As a local recruiter we’ve used our knowledge of the local job market and the feedback we get from both our clients and candidates to give you an insight into how this is impacting salaries in the local area in our salary guide. The guide will help you to gauge how your benefits compare to other businesses in your sector and what sort of renumeration you should be offering on new jobs.

In addition to providing a salary benchmarking tool the guide gives you a taste of what other benefits are being offered too. Offering other perks like working from home or being more flexible, and making sure your employer brand is attractive will also help you become an employer of choice.

For more valuable insights on the current local recruitment landscape in our area and the latest recruitment trends, download our 2022 Salary guide here . Gives us a call to get support for your recruitment activity on 01782 338787.

Is Your Pay Competitive In Today’s Job Market?

Mon, 24 Oct 2022 06:59:25 GMT

How can you check that your salary is competitive for Staffordshire and Cheshire?

Every year, we produce a guide on Salaries being offered on a wide range of jobs based on our findings for Staffordshire, Cheshire and Derbyshire regions providing some valuable insights on pay for employers and jobseekers on the current recruitment landscape in our area.

This year we’ve uncovered some key recruitment trends for the next 12 months which will affect local businesses looking to increase their workforce and candidates seeking new opportunities.

Many employers in the area are seeking to increase their permanent and temporary workforces over the next 12 months despite the slowdown in the economy. A recent drop in vacancies hasn’t had a significant impact on supply and demand with the number of jobs available exceeding the number of those seeking work. We continue to see that job seekers are in a strong position in the tight labour market, with salaries being offered reflecting this.

In terms of new employment opportunities for local jobseekers, there are still plenty of good employment opportunities to be taken advantage of, but jobseekers will need to get savvy on how they approach their job search as many vacancies go undetected as not all jobs are advertised online or in the local press.

Local businesses are working with recruitment agencies or recruiting via social networking sites as their recruitment methods of choice, therefore some candidates are missing out on these hidden opportunities by not including these channels in their search for a new role.

For more valuable insights on local salaries in our area and the latest recruitment trends, download our Salary Guide . For more support with your job search upload your CV now.

HR Legislation Updates Autumn Winter 2022

Wed, 19 Oct 2022 10:57:07 GMT

AThere have been several changes to legislation during 2022, that will have an impact on employers and their employees. Here are the latest legislation updates from the CIPD.

17 November Minimum Wage Increase Announced

In the Autumn Statement Jeremy Hunt announced the new rates for Minimum Wage which come into force on 1 April 2023. For those aged 23 or over the rate increases from £9.50 to £10.42. Read our Minimum Wage blog for full details .

28 October Consultation closed for Tax Simplification Survey

The Office for Tax Simplification – which advises the government on taxation – launched a review at the end of August into how well current tax and social security arrangements fit with hybrid and remote working, including outside the UK. The review asks businesses how they are handling these new ways of working. There is also a survey aimed at employees and the self-employed.

The original closing date for the consultation was 25 November 2022, but this was brought forward to 28 October 2022 on 27 September.

17 October IR35 Rules for contractors remains the responsibility of their employers

Former Chancellor Kwasi Kwarteng’s mini budget on 23 September 2022 contained the announcement that employers would stop being responsible for deciding whether the IR35 tax rules apply to contractors working for them through personal service companies (also known as umbrella organisations). On 17 October, the new Chancellor, Jeremy Hunt, announced the proposed change would not take place.

The change would have effectively removed reforms introduced in 2017 and 2021, when responsibility for checking whether IR35 applied passed from contractors to their public and private sector employers.

3 October Reporting Burden eased for businesses of less than 500 Employees

On this date the small business threshold for any future reporting regulations doubled from 250 employees to 500 employees.

Changes could be made to existing regulations (for example, the gender pay and executive pay ratio reporting regulations when the Retained EU Law Bill (see below) takes effect. The government’s aim is to free an extra 40,000 businesses from ‘future bureaucracy and the accompanying paperwork’ and has said the exemption from reporting will be applied in a proportionate way to ‘ensure workers’ rights are protected’.

1 October Changes to how employers can check right to work documents

During the COVID-19 pandemic, the government introduced digital ways for employers to check employee’s right to work in the UK because of the difficulties associated with manually checking documents. These arrangements end on 30 September.

New digital right to work checks, using ‘identification document validation technology’ (IDVT), became available for employees with valid British or Irish passports from 6 April 2022.

Employers can use a ‘identity service provider’ (IDSP) to carry out this check, although they remain responsible for checking the identity of the employee and retaining the record for the duration of employment plus two years.

From 1 October, employers will need to either:

Carry out a manual check by physically meeting with the employee to check and copy their original documentation.

Appoint an ‘identification service provider’ (IDSP) to check the passport of the employee on their behalf or carry out the check themselves using ID document validation technology.

Government guidance has been updated and has a list of approved IDSPs. The Employer Checking Service continues for right to work checks on non-UK/Irish citizens.

22 September UKs Post Brexit Reform set to Revoke Existing EU Law

The Retained EU Law (Revocation and Reform) Bill 2022-23 was published on this date, paving the way for a post-Brexit reform of UK law. The government announcement says the legislation will allow it to ‘amend more easily, repeal and replace’ law derived from the EU which has been kept as part of the Brexit arrangements. The Bill will also include a ‘sunset date’ by which all remaining EU Law will either be removed or absorbed into UK domestic law.

5 September Data Protection Bill changes are stalled

On this date, the Data Protection and Digital Information Bill was stalled in Parliament to allow ministers in Prime Minister Liz Truss’ new administration to ‘consider the legislation further’. The bill is intended to make the UK’s current GDPR regime less of a burden on business while retaining a ‘global gold standard’ for data protection. Secretary of State for Digital, Culture, Media and Sport Michelle Donelan has confirmed that the UK would be replacing the GDPR with ‘our own business- and consumer-friendly British data protection system’.

As it stands, the data protection bill will:

allow organisations to appoint a ‘senior responsible individual’ to monitor data processing rather than a data protection officer (DPO)

specify that ‘identifiable personal data’ is data identifiable by those processing or receiving it, rather than anyone

create a list of ‘recognised’ legitimate interests for processing data

expand the circumstances when data subject access requests (SARs) can be refused

restrict automated decision-making only when ‘special’ (sensitive) personal data is involved.

The Bill comes into effect at the end of 2023 and has a transition period up to mid-2026. After this time, regulations derived from EU law including the:

Working Time Regulations

Agency Workers Regulations

Fixed Term Employees Regulations

Part Time Worker Regulations

TUPE Regulations

will be removed from UK law unless they are written into new legislation.

1 September Equality and Human Rights Commission (EHRC) new guidance on using artificial intelligence and facial recognition software

The Equality and Human Rights Commission (EHRC) published new guidance on this date on using artificial intelligence (AI) and automated decision-making. The guidance aims to help the public sector avoid breaching the public sector equality duty and the Equality Act 2010 when delivering services that use AI.

The EHRC will work with around 30 local authorities from October to understand how they’re using AI in essential services, such as policing, as there are concerns that AI, including facial recognition software, can be biased against people from ethnic minorities.

As Labour Market Slows Companies Look At Alternative Ways To Attract Talent

Tue, 11 Oct 2022 10:47:34 GMT

As the ONS releases its latest labour market update, we look at the challenges facing businesses searching for new talent and what they can do in response.

Job vacancies remain higher than unemployment

A small drop in vacancies and in overall employment are signs that the post-pandemic bounce has reached its end. But vacancies remain higher than unemployment, which is at historic lows. This means it is still a good time for those looking for work but challenging if you’re looking for new talent in your business.

The big economic issue remains the capacity of our jobs market. With inactivity still high amongst those seeking work, the number of workers we have is restricted, meaning that it is still difficult for firms to hire. To overcome these difficulties companies, need to work on their approach to attracting more candidates, looking at a wide range of issues from flexible hours to staff facilities. The Government also needs a plan to help if it’s hoping to boost growth. The latest CBI report is urging more action on childcare and a pragmatic approach to immigration to help meet the needs of the UK’s jobs market and skills shortage. Radical reform on how to improve skills, moving on from the struggling Apprenticeship Levy, is also an area that needs more work.

Could temping help bridge the gap

Shortages mean that firms are feeling pressure to raise wages, which is also driven by rising inflation for households. This only increases the need for businesses to manage their overall pay bills in ways that allow for higher pay that firms can afford. We’re seeing firms looking towards using more temporary work as a tool to try new ideas, resolve shortages or meet unexpected demand at a time like this. Temping gives employees flexibility over when and where they work. Temping opportunities may also tempt those that left the job market after Covid back into work on at least a short-term basis to help ends meet with rising household bills over the winter.

Temporary workers make a huge contribution to our economy and may be an alternative for employers to consider filling gaps in their work force. Employing temporary workers is also a good way to assess exactly what resource and skills you need in your future team. Many recruiters persuade good temporary worker to stay with them on a permanent basis, using the time as an extended interview.

Appointments personnel work with a large pool of temporary workers, to assess if this is a good solution for you get in touch with the team on 01782 338787.

Preparing for your online interview

Sat, 08 Oct 2022 06:53:51 GMT

Many job interviews are being conducted online now. First round interviews are often held using Zoom, Teams and other conferencing technology. So, are you ready to create a great 1st impression and perform at your next remote interview? We share some tips to help you prepare for you next remote interview on your computer.

Check you have all the details

What date and time is your interview, make sure that’s UK time? Who is your interview with and what is their role? Ask if there will be more than one interviewer. Look the interviewers up on LinkedIn, it’ll help you know who they are, what their role is and will stop you getting their names mixed up.

Check you have the the telephone numbers. Are they calling you on your mobile and what number will they be calling from? Have their email to hand too, just in case the call drops out, so you’ll be able get back in touch.

If the interview detail isn’t clear get in touch and just check you have the correct information. You’ll be grateful you didn’t have to deal with a missed call or join the meeting late.

Making a good 1st impression

Be prepared to make some small talk while you are waiting for others to join the meeting. Interviews are not just about your skills but whether you will fit into a team.

Make sure you dress appropriately. Even though you haven’t made the trip into their office, you still want to make a good 1st impression and look like you’ve made an effort. Smart business dress is probably best.

Preparing the scene

If you’re at home make sure you’re away from family, roommates, or pets. At work, this may mean booking yourself a conference room where you won’t be interrupted.

Think about what’s behind you on screen. If you’re having an interview from home, make sure your background is tidy and there is nothing inappropriate in sight. You don’t have to remove everything and have a completely blank backdrop, after all your home tells people a lot about you as an individual.

Make sure no one is going to interrupt you, put your phone on silent, lock the door so the children can’t barge in to say hello. Have a glass of water to hand in case nerves give you a dry mouth.

Use notes

The great thing about an online interview is you can have a notepad with some prompts jotted down to hand. It’s normal to feel nervous, having some brief bullet points will help remind you to mention key points in your answers and will help calm nerves. Writing some notes also helps you prepare answers beforehand too.

However, don’t use your notes to read out answer, you’ll just sound robotic if you read your answers off a script. Practice answering questions to make your answers sound more natural.

Have other key documents to hand

Having the job description and your application or CV on hand means that if the recruiter refers to specific points in these during the interview you have them next to you just to help remind you. It will just help you know what they’re talking about.

Make sure the technology won’t let you down

It’s always advisable to check what technology is being used for your interview. If you need to download something onto your phone or computer make sure you do this, at least the day before, in case you have any issues. Check if you have an email invitation to the interview. This will normally give you a link to the platform being used, with instructions to help you download the app.

If it’s new technology that you’re not familiar with, check you know how to use it, have a go at logging into the meeting. It’s a good idea to do this anyway, just to check everything is working ok and to give yourself a refresher. Also it will give you an idea about how long this will take so you give yourself plenty of time on the day to log into the meeting before the interview is due to begin.

If you’ve been asked to do a presentation, make sure you know how to share your screen. Get use to talking into the camera, so you’re making eye contact with your interviewer.

Check that the internet connection in the room you are using is strong, to avoid drop out.

Do Your Research

Treat it like any other interview and make sure you’re prepared. Preparation will help you get great answers ready and will make sure you don’t miss this chance to impress the recruiter.

Review the job description again to remind yourself about the role you’re interviewing for and prepare answers for questions the interviewer may ask you.

Do some research into the company. Browse their website, check out any recent news updates, read their employee testimonials and check out their social media. This will help you get a feel for the company’s overall vibe, their mission, history and what’s important to them. You’ll also be able to tailor your interview answers and ask questions that show you’ve done your homework and are genuinely interested in joining the company.

Practice answering common questions

Prepare your “tell us a bit about yourself answer”, we give some tips in our preparing for an interview blog . Think about the skills and experience they are looking for in the job description and what questions you may be asked. Practice answering questions, maybe ask a friend to give you a dummy interview online. It will get you use to talking into a screen and looking into camera.

Compile some questions to ask the interviewer at the very end, this is your chance to check the job and company is right for you too.

Think about what salary you would accept

Have this ready just in case it comes up, you don’t want to be on the back foot. If they don’t ask you about salary, it’s a good idea to wait for a later round to bring it up yourself.

Appointments Personnel have done research into local jobs and salaries and will be able to give you some guidance on this and also when it’s best to ask this question. Give our recruitment team a call if you’re unsure about the market value of jobs.

Speak clearly and allow time for the technology to catch up

During the interview don’t be afraid to leave short pauses between questions and answers, to make sure they’ve finished asking the question.

Make sure you listen to the questions – show you are listening by looking at them and nodding. If you didn’t hear the question you can ask your interviewer to repeat it, or you could paraphrase the question to make sure you heard it correctly.

If the recruiter interrupts you during your answer, stop speaking and listen to what they are saying. It may be that their technology is causing issues or they may want to refocus where you’re answer is going or probe a bit more.

Keep animated

It’s important to keep yourself animated. Show your enthusiasm for the job and the role. Smile when you talk, use gestures if you would normally, speak clearly and make sure you’re not mumbling. When you practise your interview with your friend get feedback on how you are coming across, you want to appear natural too.

Say thank you

After the interview thank them for giving you the opportunity to interview for the job and check what will happens next. How many more people are they interviewing? When are you likely to hear from them again?

After your interview

Take a note of any points you want to remember. Any information they shared about the job – where you will work, answers to the questions you asked. This will help you be prepared if you get to a second round of interviews.

Send a thank you note

Your interview notes will also come in useful when you prepare a quick thank you email to your contact. Do this the same day as your interview if possible. This should be short and reaffirm your interest in the job and the company, highlight any topics during the interview that stuck out and is good job search etiquette.

For more help to prepare for your interview you can register for our interview technique webinar. Or ask your recruitment consultant for advice, contact us on 01782 338787 for more support .

Why do I need to prove I’m eligible to work in the UK?

Wed, 28 Sep 2022 06:44:56 GMT

If you’ve been looking for work in the UK, you’ll notice that agencies and employers ask for your ID to prove who you are and whether you’re eligible to work in the UK. Many of our candidates are asking us the same questions about this, so we’ve pulled together a quick Q & A to help answer some of the common questions we get asked.

What is an ID Check and why do I need to provide documentation?

Temporary Worker ID checks

Under UK Governments Regulation 19, we are obliged to confirm your identity before introducing or supplying you to employers that we support. Read more about this regulation by v isiting the government’s website

Permanent Placement ID checks

Although the Conduct Regulations only require us to confirm your identity when introducing you for roles with vulnerable people, we treat all candidates equally and make it part of our service to check the ID of all candidates we introduce to employers.

Is an ID check the same as a right to work check?

No, an ID check is not the same as a right to work check. An ID check confirms proof of name and address. The right to work check is a separate check to confirm your right to work in the UK to make sure we’re complying with immigration rules in the UK.

What can I use to prove my ID?

There is a long list of documents that you can use to prove who you are. For example you can use your Passport and and a copy of a household utility bill with your name and address on. Here is a full list of documents that you can use Proof of identity checklist – GOV.UK (www.gov.uk)

Why do I need to provide my Right to Work documentation?

Prior to the pandemic, all Right to Work (RTW) checks had to be carried out face-to-face.

As a temporary measure brought in during the pandemic, the Home Office allowed employers to carry out RTW checks over video call and to accept scanned documentation (as opposed to having face-to-face checks and then copying and retaining original documents, as was the pre-pandemic requirement). This temporary measure ended on 30 September 2022.

Temporary Worker proof of right to work

Legally we are the ‘employer’ of temporary workers in line with Section 15 of the Immigration, Asylum and Nationality Act 2006. So we have the legal responsibility to check your eligibility to work in the UK regardless of nationality. From 1 October 2022, we will check your RTW papers face to face and will need to see original documents, which we will copy and retain the copy to comply with this legislation.

Permanent Placement proof of right to work

Under our Terms of Business with the companies we work with, it is our responsibility to check your eligibility to work in the UK.

We check the right to work status on all work seekers we support. This is the best way to make sure that we comply with immigration and equality law and treat all applicants fairly at each stage of the recruitment process.

To find out more about proving immigration status visit this link

What documents can I use to prove my right to work in the UK?

There’s a list of documents that can be used to prove your right to work in the UK on the government’s website. For example this could be your passport (current or expired) showing you’re a British citizen or a citizen of the UK and Colonies having the right of abode in the UK; or current Immigration Status Document issued by the Home Office with an endorsement indicating that you are allowed to stay indefinitely in the UK.

Check the full list here

If you are unsure just get in touch with us and we’ll be able to let you know what documents you can use to prove your identity and right to work status. Give us a call on 01782 338787.

How to attract talent in a challenging job market

Thu, 01 Sep 2022 10:29:49 GMT

Employers need to take a wide range of factors into account when they are reviewing why employees want to come to work for them, and stay, and guess what? Your reward package shouldn’t just be about salary!

Here we take a look at four key drivers of employee engagement, which are particularly important because of the challenging recruitment market we find ourselves in. Here are some fundamental basics that you need to get right to help you recruit and retain the talent you need in 2022.

Look at how you recognise and value your employees

Recognising employees for doing a great job or something an employee has done that maybe isn’t part of their normal day to day work is key. It makes employees feel valued and that the work they are doing is important, and this needn’t be an expensive addition to your reward package!

You may want to introduce a recognition scheme, which formalises the act of recognition through a centrally managed and controlled process. The schemes usually have nominations either from managers, employees or both and different types of awards such as employee of the month or recognising employees who have demonstrated your Values.

The approach that you take as a business should be driven by your values and what you are trying to achieve as a business. As with any other initiative, simply introducing a recognition scheme is unlikely to have much impact unless it fits with your culture. Understanding what success will look like from the start will help you focus on the design and the measurement of the impact and success of the programme. For example, success could be as simple as increased productivity or a reduction in absenteeism.

Make sure you tell people about the recognition schemes you have in place either on your careers page, staff newsletter or your Instagram account, or LinkedIn pages. Promoting the fact that you recognise and reward your staff is a key strategy in your compensation or total reward package when trying to attract great talent to work for you.

Review your Employer Brand

Your Employer Brand is the story (but I do mean Non- Fiction!) that you tell the world about what it’s like to work for you. It’s your “sales pitch” to prospective candidates about why they would want to work for you. Stories stick, so tell them about why you started the business and your purpose. Your “why” is often something people can really connect with and is an important aspect of your reward package.

Have you created your values yet?

If not, do! Employees are much more discerning these days and they want to work for purpose driven businesses who have values that are similar to their own.

With good candidates often having more than one offer on the table, a company with a clear purpose and values that align with theirs, could be what makes the difference between choosing to work for you, over one of your competitors.

Your Employer Brand needs to be consistent on your website and all other Social Media Platforms. Your website careers page could include employee stories, and even better, videos about why they joined your business, when they joined and how they have developed their career with you, as well as all the usual stuff about perks and benefits. But it’s the stories that stick!

Check your benefits package is competitive

Employees tend to look to their employer as the primary source of benefit provision and therefore benefits will form another key component of your compensation or total reward package. This will again help you to attract the best people to work for you, but more importantly, having a competitive overall compensation package will be something that encourages people to stay. However, don’t mistake this as the only reason people will join you or stay.

The greater the range and mix of company funded benefits, the greater the likely appeal will be. As with pay, it is important for the organisation to benchmark the type and level of benefits provided compared with your competitors, bearing in mind that benefits provided tends to vary greatly between different organisations and by sector. Depending on the age of your employees, certain benefits may also be appealing to different demographics too.

A common approach to reviewing your benefits would be to group them as below and look at what will be important and valued by your team:

Health and Welfare – Medical insurance, long-term disability plans, life cover, health screening, employee assistance programmes, mental health support
Retirement – Pensions and retirement savings
Travel – Company cars, travel allowances, bikes for work and season ticket loans
Lifestyle – Holiday, childcare, financial advice, and choice and voluntary plan

Gone are the days when you had to be a big corporate to be able to offer a great range of benefits, as there are a number of benefits and perks online platforms now that provide a great range of benefits to SMEs. Here are some examples:

www.pirkx.com
www.amba-uk.com
www.perkbox.com
www.rewardgateway.com

Consider your total reward offering and benefits

Total reward extends the definition of the rewards of employment beyond pay or compensation and benefits alone, into a more encompassing range of factors that cause employees to join, stay with you and deliver high performance.

The total reward concept embraces tangible rewards of base and variable pay and benefits, alongside the more intangible aspects of the working environment. It covers things such as personal growth and development, career progression and defining of career paths, the value added through learning and development, as well as the sense of engagement that is created through identification with the organisation’s culture and values. Again, you could look at this simply as Compensation, Benefits, Work-Life balance, Work Environment, Career and Personal Development.

Work Life Balance

It can sometimes be difficult for employees to balance their work and personal commitments in todays fast paced world. So making sure your employees are able to make the most of their time away from work, as well as maximising the time with their employer, has rightly gained importance during the Covid Pandemic. Employers that wish to demonstrate a commitment to helping employees to achieve a healthy balance between work and personal life can affect these changes through their working practices and benefits packages.

Examples that can be built into the benefits package include many of the following. Offering flexibility around the buying/selling of annual leave, arrangements for paid bereavement leave, providing access to tax-efficient childcare vouchers to help pay for the care of their family, and providing occupational sick pay that enables employees to take the time off they need when unwell can all help. Many employers also facilitate employees giving something back to the community, through both paid charity/volunteering days and via a payroll giving or give-as-you-earn (GAYE) scheme.

Money can’t bring you happiness

Offering rates of pay that are out of line with those available for similar roles elsewhere either in your geographical area or industry sector can lead to your business either being unable to recruit and retain staff or paying over the odds to the detriment of the bottom line.

Adopting a total reward approach recognises that people are motivated by more than just money. Alongside compensation, organisations should also look at the benefits, work environment and career and development opportunities that they are able to offer to potential and current employees. Organisations should benchmark both guaranteed pay (annual base salary) and variable pay (actual earned) against the market rate.

To achieve this, a salary benchmarking activity needs to take place. Using reward data services with a statistically significant sample size will add credibility to the benchmarking results. Understanding the organisation’s current salary and benefits offering relative to the market is an essential building block of reward and budget planning. Therefore, benchmarking in a manner that provides you with the lower quartile, median and upper quartile of the defined salaries for specific roles, provides invaluable data to inform the organisation’s pay philosophy or annual salary review decisions. These findings will help the organisation decide how to present base and variable pay relative to the other elements of their reward offering.

How can we help you if you are struggling to retain people?

If you are an ambitious SME, Business Owner, Hiring Manager or HR professional, who are looking to grow your business this year, then having a sound employee retention strategy is absolutely critical as it’s no good you taking the time and effort to recruit great people if your best employees are walking out the door! It’s worth noting too that there is a direct correlation between Employee Satisfaction and Customer Satisfaction levels. So it’s really important to keep your employees happy.

If you want to see if your pay and rewards are in line with others, download our salary guide or contact us for your copy. If you’d like to get some top tips on creating your employee retention strategy, then contact us to find out how we can help you.

Content BY EMMA BROWNING, merakihr.com

Payroll Team Given Much Needed Extra Resource

Tue, 23 Aug 2022 10:58:37 GMT

Who did we help? An SME in Cheshire working in the financial sector

An SME providing outsourced payroll services on behalf of clients throughout Staffordshire approached us to help them with their recruitment services to meet increasing demand.

What did they need? They needed Payroll Managers to join busy team

The customer was looking for more payroll account managers to join their busy team as soon as possible to meet the demands of the business. The company was keen to get the new team members onboard as soon as possible so asked for Jayne’s help to give them a quick and effective solution.

Jayne is our recruitment expert for accountancy and finance roles.

How did the recruitment process work

Jayne had worked with the company before so they knew that they could rely on Jayne to give them the type of people they were looking for. Jayne had a great relationship with them, she understood their business so was in a great position to get to work for them straightaway, to identify suitable candidates with the skills set they were looking for.

By becoming an extension of their business, she was able to boost their HR team as and when they needed it most, Jayne was in a fantastic position to provide them with good, experienced payroll account managers. Jaynes knowledge of the sector and the extensive candidate pool available to Appointments Personnel meant that Jayne had no trouble selecting people that she felt would be a good fit for the roles. After shortlisting, pre-assessment, screening interviews by Jayne, these were quickly followed by final interviews of the candidates with the customer. Altogether four additional payroll managers were successfully appointed.

Within 6 weeks of the initial call to Appointments, the business welcomed their four new managers into their team. Another example of a great job by Appointments Personnel.

Interview questions to ask your accountancy and finance candidates

Thu, 18 Aug 2022 10:23:36 GMT

Asking the right accounting and finance interview questions is more important than ever as the hiring market remains so competitive, to make sure your hiring decision is the right one.

Avoiding costly recruitment mistakes

Hiring the wrong individual for the accountancy role is a costly mistake when you tot up the loss of time, money and resources invested in interviewing, training and onboarding. Candidates can be excellent in interviews, but not end up being a good fit for your finance team — whether that’s due to lack of cultural fit, work ethic or missing technical skill.

During the interview you’ll want to get an insight into their technical knowledge but also their soft skills. So, to help you prepare for your interviews we’ve pulled together a list of good accountancy and finance questions. These will help you assess technical knowledge, critical thinking, problem solving abilities, future potential and crucially how well they’ll work with your team.

Q. Explain the difference between accounts receivable (AR) and accounts payable (AP)?

A. When you’re interviewing job candidates for bookkeeping or accounting clerk openings, you want to test for basic skills. Questions like this one will reveal whether they understand accounting fundamentals. It’s also a good question to get someone settled into the interview as it should be straightforward for anyone with an accountancy background.

Q. What methods have you used for estimating bad debt?

A. This question will show you how the applicant has approached a routine process in previous roles. For recent graduates, they’ll be able to apply their theoretical knowledge, this question can lead to a discussion about how your company handles debt.

Q. What is your experience with developing or monitoring business metrics?

A. Answers should include details about how they’ve been involved in business data and reporting, such as helping to work out and monitor a business’s gross margin or the cost of finding new customers. This question will assure you that the candidate clearly understands business metrics. Not only will it help you to evaluate entry-level business or financial analyst candidates, but also midcareer professionals looking for roles that come with budget and staff management responsibilities.

Q. Describe a time when you’ve made an accounting error and how you handled it.

A. Rather than judging their mistake, you’ll be looking for the lessons learned. Did the candidate take responsibility for the error? How did they manage the situation? Were they proactive in sorting out the problem? Their answers should cover what went wrong but also give you an insight to how the candidate responds to situations and whether they used it as an opportunity to learn from the mistake or put in new procedures to avoid the same mistake again.

Q. How do you define big data, and why is it important for accounting teams to have expertise in it?

A. Data analysis and reporting is such a crucial aspect to modern business particularly as businesses face rising costs. Hiring someone who has knowledge of data retrieval, interpretation and analysis will be useful down the line when you decide to upskill your team and build their expertise in this area.

Q. Can you give me an example of how you would explain a complex accounting process or finance data to someone in HR, tech support or another team?

A. This will help you learn about a candidate’s communication skills. You’re assessing their ability to simplify and present information to people who may not speak the language of finance. For example, can they explain why companies use “EBITDA” (Earnings Before Interest, Taxes, Depreciation and Amortization) to monitor their success to someone who doesn’t have experience of monitoring finance. Communication for accountancy and finance teams is extremely important when working with colleagues across the business or being involved in companywide projects.

Q. Which enterprise resource planning (ERP) systems have you used?

A. Candidate answers should tell you about their direct experience with an ERP system. Candidates should describe the brand or system they used, which will vary depending on the size of company they worked for.

Applicants who worked with smaller companies may describe an inhouse ERP solution they used. The more detail they can give you about the ERP system, the better. The answer should tell you how much training applicants would need on your system. The question can also lead into a discussion about training and development the company offers.

Q. What do you consider the top three skills of a great accountant or accounts clerk?

A. This question can be adapted for the job role you are recruiting to. You want to hire someone with good numerical skills, but you also need someone with analytical know-how with good communication skills too. Accounting skills you’re looking for will vary by specific job title. Look for responses that show a recognition of the importance of general business knowledge, using IT and systems, providing good customer services and specialized experience that might apply to the role.

Download our guide to Interview Questions for Accountancy and Finance.

Need more help with interviewing

We hope this selection helps you think about the questions you want to ask. Don’t be afraid to ask difficult questions too. The interview is your opportunity to dig into the depth of their knowledge and get a good insight into how they respond to different situations and see if they have good overall skills set. Your interview questions should not only test their knowledge but help you assess how well they will fit into the rest of your team and add value to the skills set of the team overall.

Consider, too, today’s unpredictable work environment. Of all the hard and soft skills you interview for, adaptability and a willingness to embrace new challenges may be two of the most critical ingredients for an accountancy and finance professional’s success.

If you need help interviewing Appointments Personnel have a range of support services available to support you through the whole recruitment process. We also provide run a webinar on Interviewing Techniques for Line Managers, so if you’re new to interviewing we can give you the skills you need to run a good interview process.

We do the hard work so you don’t have to. Follow this link to sign up for our Interviewing for Line Managers webinar . To find out more give us a call now on 01782 338787 or just contact us .

Is your benefits package for Accountancy and Finance professionals competitive?

Wed, 17 Aug 2022 10:15:56 GMT

Despite evidence of slowing momentum in the labour market with the first quarterly decrease in vacancy numbers since mid-2020, the labour market remains incredibly tight with strong labour demand and candidates in short supply. However, many firms are finding it difficult to recruit candidates with accountancy and finance skills in the Staffordshire and Cheshire areas, so what can you do to attract top talent to your business? We’ve got the answer for you right here…

Where Have All the Accountancy and Finance Staff Gone?

With increasing costs of raw materials with rising energy and transport costs plus increasing pressures to keep product price increases down, it’s more important than ever for businesses to keep close management of their bottom line. Your financial team are an invaluable asset to assess the profitability of your business and secure your future success. However, many professionals in the finance and accountancy sector are reluctant to move jobs, when the economy appears to be heading towards a recession. However more demands on salary with increasing prices means that many will consider moving for the right offer.

People have had more time to consider what they want from their careers following the last few years of the pandemic. Everyone is much more focussed on their work-life balance and overall wellbeing. This has meant more people took early retirement during the pandemic, took the opportunity to retrain or return to education, reduced the hours they work or made career changes.

Now you have a clearer idea of why there is a shortage, what steps can you take to help you attract right accountancy and finance applicants?

How attractive are you as an employer?

Employees are now seeking flexible work arrangements and more work-life balance. They want to work for employers who value not only their expertise but also their physical and emotional well-being. And they’re ready to walk away from those who don’t. Do your salary and benefits compare favourably to those of other businesses throughout Staffordshire and Cheshire? If not, now is a good time to think about how you can be a more attractive option for anyone looking for a new job. In the race to find top talent, having a competitive offer could make or break your hiring campaign.

Check your benefits package is competitive

In the race to find top talent, having a competitive offer could make or break your hiring campaign. If you are unsure how competitive your offer package is, or do not have the time, contact us today to find out how we can help you with local benchmarking. We can share our experience of what other benefits candidates are looking for and our salary guides will help you assess whether your rates of pay are competitive.

What else are you offering to make your total reward package more attractive. Having a competitive overall compensation package will be something that encourages people to apply. However, don’t mistake this as the only reason people will join you or stay.

The total reward concept embraces tangible rewards of pay and benefits, alongside the more intangible aspects of the working environment and recognition. It includes personal growth and development options, career progression, the value added through learning and development. Benefits that improve work-life balance are much sort after too. For example are you able to offer flexible hours or hybrid working or a condensed 4 day week. Working from home not only removes commuting time from workings days but it also cuts down on fuel and travel costs ultimately giving people more disposable income each week.

Do you tell people about the benefits on your website?

Having benefits on offer is great, but you have to make sure they are visible to potential applicants. Before applying for any job the savvy job seeker will be trawling your website, to assess what sort of company you are and how much you value your employees. Does your website tell applicants what it’s like to work for you, do you share your employees successes and stories, do you talk about your community engagement activity or support for environmental programmes. People look for organisations whose values they share and can buy into so it’s important to share your news.

Consider a recruitment partner

If you are unsure how competitive your offer package is, or do not have the time to find out, contact us today to find out how we can help you with local benchmarking. We can share our experience of what other benefits candidates are looking for and our salary guides will help you assess whether your rates of pay are competitive.

At Appointments Personnel we have a strong database of candidates in the finance and accountancy sector and over 30+ years of recruitment experience throughout Staffordshire and Cheshire. Jayne our Accountancy and Finance recruitment consultant, has a fantastic relationship with her candidates and employers. She’ll ask you lots of questions to get to know you to make sure she’s looking for candidates that will fit into your organisation. Jaynes goal is to find the perfect match between client and candidate with benefits to both. We’ll do the hard work so you don’t have to.

Get in touch

To find out if your finance salaries are competitive download a copy of our Salary Guide for Accountancy and Finance

Give us a call to discuss your requirements on 01782 338787 or check out our information about how we support businesses in Stoke-on-Trent, Staffordshire and Cheshire.

Labour market remains strong despite economy slow down

Wed, 17 Aug 2022 10:07:26 GMT

Responding to today’s ONS figures, Jonathan Boys, labour market economist for the CIPD, the professional body for HR and people development, comments:

Strong demand in labour market continues despite slow down

“There is evidence of slowing momentum in the labour market with the first quarterly decrease in vacancy numbers since mid-2020. However, the labour market remains incredibly tight with strong labour demand and candidates in short supply. The immediate problem for businesses is labour shortages. For now, there remains strong demand for their goods and services and staff are needed to deliver these. The redundancy rate remains near record lows showing that businesses are focusing as much on retention as they are recruitment to meet staffing needs.

Pay decreasing in relative terms

Regular pay growth was 4.7% in the year to April-June 2022. This is relatively high by recent standards but falls well short of the rise in prices. Inflation currently stands at 9.4% in the 12 months to June 2022 and is expected to peak at 13% later this year. Regular pay therefore fell by 3% – the biggest fall ever recorded in the time series going back to 2001. The yawning chasm between pay growth and inflation will continue to erode pay packets making people poorer.

Employers can offer fringe benefits to offset household costs

Employers have an important role to play in alleviating the cost of living crisis for their staff. CIPD research suggests that better use of existing benefits can make people better off. Certain fringe benefits can offset household costs like housing, travel, and childcare. CIPD research also finds employees working in a company with a financial wellbeing policy are more likely to feel in control of their finances. However, just 18% of organisations currently have a financial wellbeing policy.”

To find out more about other benefits you can offer to attract and keep your employees speak to us. Our insights into what other employers are offering to make their overall benefits package more attractive to prospective employees will help you stay competitive.

*Update from CIPD

CIPD Encourages Employers To Rethink Qualifications Requested on Job Specifications

Wed, 10 Aug 2022 10:03:28 GMT

Too many employers still using generic degree qualifications to screen candidates, reducing employment opportunities and contributing to ongoing skills gaps.

Strategies to overcome skills gap in market

CIPD calls on employers to think strategically about their workforce requirements in new report

New CIPD research highlights that the majority of employers (57%) still mainly look for degree qualifications or post-graduate qualifications when recruiting staff. While a degree is a requirement for certain occupations and roles, the CIPD is warning that too often employers base hiring decisions on whether someone has a degree or not, regardless of its relevance. By doing this, the CIPD says employers could be missing out on key talent, exacerbating skills gaps and reducing employment opportunities for people.

It is calling for employers to ensure that employers are thinking carefully about whether a degree qualification is required for roles when hiring, and to invest in a range of vocational training options to upskill existing staff. The call comes at a time when the UK is facing a tight labour market and firms are struggling to find the skills they need in job candidates and in their own workforces.

Skills survey results revealed

The CIPD, the professional body for HR and people development, surveyed more than 2,000 senior-decision makers on skills, and found that:

Just 32% of employers have conducted a strategic workforce planning exercise in the last 12 months

64% of employers think that at least some of their employees lack some of the skills required to do their job effectively

The skills employers have the most difficulty finding in jobseekers are overwhelmingly technical skills (said 68%).

Most employers look for specific qualifications when recruiting, just 24% don’t.

More than half of employers (57%) of employers look for degree qualifications or post-graduate qualifications from jobseekers. While certain roles will require a degree qualification, for others this is often just to ‘sift’ large volumes of applications and can disadvantage jobseekers with relevant experience, but not specific qualifications

46% of employers in England have heard of T-levels, which provide a vocational pathway for young people to learn technical skills

Despite the continued focus on degrees, a third of employers (33%) agreed that university/HE institute candidates are either ‘fairly’ or ‘very’ poorly prepared for the workplace and school and college leavers even less so

Degree qualifications are not always the best indicator of candidate ability

Lizzie Crowley, skills adviser for the CIPD, said: “Employers need to stop thinking that generic university degrees are always the best indicator of a person’s potential at work. They think they’re getting ‘off the shelf’ capability rather than assessing the specific skills needed for roles, then wondering why they have ongoing skills gaps.

“More employers need to take a strategic approach to skills to understand current and future needs. This means valuing a wider range of experience and qualifications when recruiting for roles and understanding all of the training and development options available to employers to upskill existing staff.”

Work based training could reduce the skills gap in UK market

The CIPD’s research also suggests that many employers are in the dark on training opportunities available to them via higher education (HE) or further education (FE) institutions. Just a fifth (19%) currently access external training from FE colleges, and one in four (25%) use universities or other HE institutions. Among those who didn’t source training from these, three in ten (29%) said they didn’t know why they weren’t accessing training from these providers.

The CIPD is warning that this disconnect presents a significant obstacle to the Government’s vision of a revitalised college sector with employers at its heart, and its broader goal of a ‘high-skill, high-wage’ economy.

Crowley continues:

“Too few employers engage with FE institutions and employer awareness of the Government‘s technical education reforms and new vocational training routes remains low. If the Government‘s reforms are to be successful there is an urgent need to raise awareness and share examples of the positive impact that further education institutions can play in developing workforce skills.“

Appointments Personnel are working with companies in Staffordshire and Cheshire to help them overcome their skills gap and find suitable talent. Click here to find out more about our support for local businesses .

*Article Sourced from CIPD

Technical Interview Questions

Thu, 04 Aug 2022 08:50:01 GMT

During the technical interview, you will be assessing the technical knowledge of the candidates and whether they have the skills and abilities needed to do a specific job.

In technical interviews it’s a good idea to use a mix of traditional interview questions, brainteasers, technical proficiency tests and problem-solving questions to assess your applicant’s technical knowledge and skills and get a good indication of how they solve problems and whether they’ll fit into your company’s culture and your team.

Read on as we discuss the types of questions you could use.

Behavioural interview questions

Technical interviews usually begin in the same way any other interview would: with a series of general and behavioural interview questions intended to learn more about who the candidate is and how they will fit in with the culture of the company.

Here are a few common behavioural interview questions you could use during a technical interview:

What was your specific role and responsibilities on the most recent project you worked on?

What is the project you are most proud of, and how did you contribute to it?

Situational interview questions

After asking a few behavioural interview questions, you can move on to asking a few situational interview questions in which you present the interviewee with a hypothetical situation and ask them how they would resolve the problem or respond to the situation. This type of question will help you assess how the candidate will respond to workplace challenges that may arise and how they would respond to them.

You would expect the interviewee to answer using the STAR technique to answer these questions, giving you examples of a similar situation they’ve encountered in the past. Here are a few common situational interview questions you could asked during the interview:

What would you do if you were asked to perform a task and weren’t sure how to complete it?
Tell me about a time when you went above and beyond your expected tasks while working on a project.

Education interview questions

Questions about education, will help you dig into the specific technical training and education candidates have and how it has prepared them for the role they’ve applied for. Interviewees should be able to give examples of training, special certifications, or course work or projects they have done and any academic accomplishments relevant to the position they are applying for. Here are a few common technical interview questions about education:

How did your education prepare you for this job?
What technical certifications do you have?
What do you do to stay up-to-date on your technical certifications and knowledge?

Technical Knowledge skills and experience

Technical knowledge, skills and experience questions will help you to identify if the candidate has enough knowledge and experience to carry out the job or whether, with some support, they have the potential to do the job.

When answering these questions, you should expect them to be able to communicate technical concepts in an easy-to-understand manner and describe their work processes. The specific technical questions you ask will vary based on the technical needs of the role, but here are a few common technical interview questions and example answers:

What coding language are you most comfortable with?
What is a SAN, and how is it used?
When is it appropriate to de-normalise database design?
What methods do you use to solve problems?

Some technical interview questions have several answers that could be correct. If there are several possible scenarios for arriving at a solution, ask the candidate to explain their problem-solving process.

Look for candidates who ask for more detail

A good candidate may ask you for additional information or clarification about the question. This is a good sign and show you that they’re able to identify when additional information is needed and that they aren’t afraid to ask for clarification when they need to.

What if a candidate doesn’t know the answer?

You can probe by asking them how they would go about finding the information for the answer. This will show you that they’re able to search for information to solve problems when they don’t know how to do something.

Ask them to prove their skills with a practical exercise

Many technical interviews include an aspect where you ask candidates to prove their problem solving skills by giving them a brainteaser. While this phase typically occurs during the second or third interview, a brainteaser interview question is a good way to assess their skills. Ask the candidate to talk through their reasoning process and explain the steps they used to solve the brainteaser.

If you want help pulling together questions for interviews for technical clients, get in touch with our Technical Recruitment Expert Peter Donnelly 01782 338787 or email peter@appointmentspersonnel.co.uk

Recruiting A Finance Team From Top To Bottom

Tue, 02 Aug 2022 11:02:05 GMT

Who: Medium sized business with small accounts and finance team

This case study shows how Appointments Personnel supported an SME through their recruitment process to recruit a new Accountancy and Finance team with positive results.

What: Struggling to recruit new Finance Director

This Staffordshire medium sized business approached Appointments Personnel when their existing Finance Director left the business and they needed to replace them on a short-term basis. They had tried other recruitment methods to search for a suitable replacement finance director but found it hard to find the right candidate with the right values to fit into their business and senior management team. After working with us we were able to find a suitable candidate that matched the business so well that the new Finance Director was asked to stay with the business long-term.

The new director then asked appointments to develop a recruitment plan for their new Accountancy team and asked for support to implement it.

How did we support the Accounts and Finance Team recruitment process?

The new Finance Director knew about our recruitment process here at Appointments and asked us to apply the same process to attract the right people for their new team. As well as following our intensive recruitment process, appointments also helped the director write job descriptions for a Financial Controller and Finance Assistants and created accountancy and finance specific interview questions to ensure the candidates we placed had an excellent level of practical competency as well as the accredited qualifications required for each role.

Outcome

The tailored, personal approach provided by Appointments Personnel allowed the business to source the best financial talent in the area and resulted in their new recruits being implemented into the business within just an 8 week period. Appointments support allowed the director to focus their energy on other projects, confident that Appointments would manage the recruitment process.

If you need specialist finance and accountancy support, please contact Jayne Clarence our specialist Accountancy and Finance specialist who will be happy to get started on 01782 338787 or email Jayne@appointmentspersonnel.co.uk. Find out more about our support for the finance and accountancy sector.

How to attract top accounting and finance candidates to your business

Wed, 27 Jul 2022 08:23:55 GMT

CFO’s in the UK’s top accounting and finance firms are reporting that they are finding it difficult to source professionals with the requisite skills!

The problem in finding skilled accounting and finance professionals is due to high demand and a limited supply. With jobs in the finance industry expected to grow by 10% by 2026, it’s more important than ever that financial recruiters know how to find and hire talent in today’s competitive hiring market.

Shortages of Skills in Accountancy and Finance

Fact: 75% of C-Suite Executives in the accounting and financial services sector are concerned about shortages of skills within the industry.

In this guide we aim to break down the key recruiting challenges and share tips and tricks to help with your hunt for great hires. So, with that in mind let first look at the main pain points faced by accounting and financial CEO’s…

What are your challenges?

Every industry encounters its reasonable share of obstacles when hiring new candidates, but accounting and finance services take it to a whole new level! From ever-evolving technology continuously changing business needs and having to find people with niche skills combined with intense competition from both “fintech” (financial technology) companies and other sectors entirely, it’s no wonder recruiters struggle with accounting and finance services recruiting.

Here are a few of the top difficulties that firms are currently confronting when searching for accounting and financial professionals…

Shortage of suitable candidates:

76% of accountancy and finance employers said their top challenge in recruiting is a shortage of suitable applicants. Skill remains in short supply, and this has been the case for some time. Due to this, stand out accounting and finance candidates are increasingly hard to discover, and even tougher to keep!

Lacking the right specialty skills for accounting and finance:

Companies recruiting for accounting and finance staff set a high standard and they are not searching for just number crunchers; they require individuals with expert skills to ensure their demands are fulfilled. Nonetheless, individuals in this specific niche are tough to find with a scarcity of candidates on the market.

Fierce competition for accountancy and finance talent:

It’s not beyond the realms of possibility that your business is competing with lots of other sectors for great skills – especially with so many young workers pursuing roles in tech over financing. Competing against firms throughout several industries makes financial services hiring more difficult than in the past.

Rapid digital transformation in the financial services sector:

Technology continues to evolve in brand-new and unexpected ways that can transform the accounting and financial services industry in a short space of time, so when searching to fill vacancies it is important to ensure the relevant candidate has the baseline skills but also the ability and mindset to roll with the winds of change in a field facing continuous challenges.

As you are more than aware, financial services recruitment is very particular. It comes with a one-of-a-kind set of challenges and specific needs that make it tough to discover the right people (with the appropriate skills). So, when recruiting in the accounting and financial services market, your recruitment techniques must be on point to land the most effective prospects. We understand the process and will set you on the right path by telling you the ideal steps to take?

Here are our top ten accounting and financial recruitment tips…

#1: Enhance your company branding

Investing in your company brand name is essential if you intend to contend for skilled individuals and stand out in the finance field. Research exactly how your prospective prospects perceive your brand name as well as what they truly wish to know. Recognise just how it varies from what you’re showing them. See what you can do to change their assumptions and ultimately attract more candidates.

Bear in mind that you’re taking on young fintech companies that likely have an enjoyable, engaging employer brand. To really be competitive, you’ll need to market your firm in a way that reaches your perfect prospects. Besides, it is important to remember employment IS advertising and marketing.

#2: Use recruitment marketing strategies

Recruitment doesn’t stop with building your employer brand. You should concentrate on targeted techniques to develop a large pool of certified candidates for current as well as future employment vacancies and opportunities.

Using recruitment marketing strategies is a fool proof way to attract interested job hunters, but to do it efficiently, you need to be creative and think outside the box to be successful in reaching prospects. Providing them with relevant electronic material and engaging employment campaigns is an excellent way to obtain and maintain their attention.

You can also make use of electronic devices like programmatic job advertising (think of this as recruitment “bots”) to assist you in getting your vacancies in front of the right people. This will help you target preferred prospects that have the accurate abilities the work needs.

Fact : 24% of organizations in the financial services sector use changing brand perception through marketing and advertising as a strategy to access digital talent to a large extent.

#3: Broaden your sourcing methods

To locate the most effective financial services specialists available, you need to be looking in all the appropriate locations. That’s why expanding your sourcing methods is a great way to start, however this can be simpler said than done.

Make certain to advertise your openings in as many relevant places as feasible, such as social media websites and online job boards. You can also upload roles and try to source individuals via LinkedIn.

Tap into as many diverse sources for candidates as possible. College and university graduation fairs as well as other recruiting events are a great method to get out in the area and meet entry-level candidates. If you’re struggling, there are several hiring software options available that can improve your initiatives and make your work less complicated.

#4: Have a graduate employment strategy in place

Companies in the financial solutions sector are among the biggest companies of entry-level candidates. That’s why most financial employers currently have some sort of graduate employment method to discover new graduates that are just entering the workforce.

While that alone is an excellent beginning, it’s not enough to be competitive in such a congested job market, let alone to maintain momentum once you bring them onboard. Have a procedure in place for hiring university graduates, however, do not stop at just hiring them.

Make a continual effort to refine their skills and nurture them into future leaders that will certainly propel your company forward. As Richard Branson famously said, “Train people well enough so they can leave, treat them well enough, so they don’t want to.”

#5: Apply inclusive recruitment principles

It’s obvious that the finance industry struggles with diversity. A recent study indicated that less than a quarter of individuals know that their employers are actively attempting to hire more females and individuals from minority groups. While finance businesses are gradually advancing in recruiting even more varied candidates, many are still failing – so there’s still room for improvement.

There are a lot of different methods you can use to improve your inclusive employment endeavours. For example, try writing comprehensive job advertisements to bring in varied candidates and use concepts of blind hiring to remove unconscious bias. Make it a point to work with employees based on skills and qualifications to guarantee they’re closely aligned with what you’re seeking.

It’s important to remember to share your initiatives with existing and prospective employees, this will be of benefit to your inclusion and diversity policies as you expand your workforce. Finance organisations are working on raising diversity within their workforce, nonetheless, there is still a long way to go.

Fact: 68% of Millennials in the financial sector said that while companies talk about diversity, they felt that opportunities weren’t equal for all.

Fact: 38% Financial services organizations communicate their diversity strategy and diverse employees via their social media channels.

#6: Develop a corporate alumni network

Recruitment isn’t all about young employees and graduates, there should be just as strong a focus on hiring mid-career professionals. Lots of former workers left the industry during the economic downturn and never came back out of concern of history repeating itself. But why burn a bridge that doesn’t need to be burned?

It is an excellent idea to keep in touch with talented professionals with a view to developing a corporate alumni network that allows you to reach former employees who left under favourable circumstances. Take into consideration producing a networking group on LinkedIn or Facebook that you can make use of to communicate with former staff that may become rehires.

#7: Job growth and EVP (employee value proposition)

Finding and hiring the right people is great for your business, but what do you do with them when they start work? You need to have a proper continuous professional development programme that works for you, your new employees and your existing workforce.

A well-functioning development programme is the baseline of your firm’s employee value proposition (EVP) is an excellent way to demonstrate your commitment to helping staff members expand their roles and grow their careers. Keep in mind that it’s not enough just to have comprehensive recruitment methods in place, you need to equip your team to prosper by supplying the right devices, resources, as well as chances to drive their professional development. Your dedication to developing an inclusive workplace needs to be an indispensable part of your company ideology.

#8: Connect via email and social media sites

With many electronic tools readily available to us, it only makes good sense to use them for hiring initiatives. Connecting with job prospects via email and social media platforms is a very efficient way to get to applicants, specifically the younger generations.

Social networking platforms like LinkedIn, Facebook, Instagram as well as Twitter are wonderful spaces to connect with prospects. In fact, a LinkedIn study discovered that 49% of professionals are connecting with companies on social media networks primarily to amplify their job seeking efforts. So why not reach them where they’re already proactively looking?

Fact: JP Morgan took their social media recruiting further and used Snapchat to bring in entry-level prospects. Their geofilters’ campaign garnered 3.1 million views and the whole recruitment campaign had over 17.5 million views!

#9: Beginning an employee referral programme

Employee referrals are a superb way to reach new hires. This technique reduces the time required to fill a vacancy as you’re not spending resources on sourcing the candidates. At the same time, you’ll acquire brand-new employees that currently connect well with your existing group as well as the company culture, so a win-win overall!

Finally, and most importantly…

#10: There can be no questioning the fact that hiring within the field of finance is hard

Talent is limited and competition is tough. That’s why you must be positive with your recruitment methods to attract the most effective candidates for finance duties. Everything begins with revealing to them what your organisation means when hiring both graduates as well as seasoned professionals. But if you feel that this is either something you do not have the relevant skills for or basically do not have the time for, you are already juggling to many tasks, then the answer is simple… leave it to the professionals, like us. When you do that, everything will fall seamlessly into place and will be hiring superstar employees in no time at all.

We know what financial execs in small and medium enterprises are looking for, we have our finger on the pulse of everything relating to recruitment within the Staffordshire and Cheshire area – so get in touch with us on 01782 338787 or contacts@appointmentspersonnel.co.uk and we can make a start on finding the financial talent you need.

* Fact Source: PricewaterhouseCoopers https://www.pwc.co.uk

The Business Impact of a Shortfall in Candidates

Wed, 01 Jun 2022 13:09:20 GMT

If you’re struggling to find quality candidates for roles, you’re not alone. At Appointments here, we are remaining positive that we can source candidates.

However, we are seeing recruitment trends this year that pose real issues for all types of sectors. Of course, Brexit does feature as a reason. According to research by Quinyx, in collaboration with Development Economics and Censuswide, many businesses are wary about talent pipelines post-Brexit. Nearly half (49 percent) of employers said that they’ve seen a negative impact on their future recruitment of manual and elementary service workers – with 15 percent expecting it to be severe

It’s not just about Brexit though…

It’s easy to label all shortages as post-Brexit issues, when there are other reasons too. Low pay, the lack of flexible working and poor working conditions all play a large role in recruitment and retention issues. However, when revenues are tightening, it’s hard to be able to absorb any extra costs. Flexible working has been a feature of work for many during the pandemic, but for some roles, especially in care homes and in manufacturing, these options aren’t feasible.

We’re also finding that specific skills, such as IT, banking and engineering are impacted, and with qualified candidates in demand, we’re even more determined to be creative with sourcing.

Don’t stop still – keep moving

It’s a question about what you can and cannot control, so consider the factors you are able to influence. Just allowing things tick over until a better opportunity emerges can stall growth and prevent you from succeeding.

For example, use this time now to review finances and put together strategies to deal with issues in the short to medium-term that may prevent your company from surviving or thriving.
Also, take a deep dive into the motivational facets of your workforce, to gain insights for future leverage.

Here are some of our ideas.

Seek actionable feedback from current employees:

If we could change an aspect of your job to improve how you work, what would that be?
What latent skills do you have that you don’t use? For example: work or groups outside of work. How could you use these at work?
What skills would you like to develop? How will they benefit, you, and the organisation?
How could I, as a manager, better support you?

Retention and Recruitment:

Resource planning, using data and analytics – create a clear plan of what and why, and when to start recruitment well in advance
Understand the objectives for the role / company, etc.
Consider flex of fit, not just fit
Defining what “best” looks like – ideal experience you want (and what you can get)
Pay what you can to retain current workers
If you can offer flexible working, or flexible training, consider a trial
Ask employees why they stay, include this information in adverts.
Ensure you feature positive employee case studies on your website to boost your employer brand

Get in touch with the Appointments team if you want to discuss any aspects of our blog. We’re here to help! Find out more about recruitment planning . Book a recruitment audit with us , to see if your recruitment processes are helping or hindering you.

How to stop sabotaging your candidate application numbers

Thu, 05 May 2022 10:00:19 GMT

Are your candidate application numbers falling short of the response you expected? With high employment rates and so many opportunities available for potential jobseekers then it’s easy to blame a strong labour market for a lower than average number of CV’s for each vacancy.

However, there are a few elements that seriously put candidates off applying for a job. This could be why your role isn’t attracting the applications it deserves.

Vague job adverts

Quirky job adverts are sure to grab attention. However remember that people will search for job titles that they are used to. If you use obscure job titles you’re restricting how many people will apply. Most jobseekers are interested in finding out more about the role and how it fits with their own skills and experience.

Are your job adverts vague and don’t give much detail on the day to day responsibilities of the position? If you don’t mention skills, qualifications or experience in your job adverts applicants won’t be able to decide if the job is for them. This will seriously harm your candidate application numbers.

Making life harder

See your vacancy through the eyes of your applicant – you need to make the process of applying as easy as possible?

Your candidates can take 1 to 2 hours revising their CV’s in order to showcase their skills and accomplishments to meet the criteria you’ve laid out in your job spec and advert. Adding an additional layer of complexity can put people off applying for your role. Do you really need to ask for a covering letter or online form as well as the standard request for a CV?

A few yes/no questions during an online application won’t significantly hinder your application rates, but generally speaking candidates won’t want to spend even more time entering information into a form that they’ve already covered in their CVs.

Solo posting

Don’t expect to see stellar candidate application numbers if you only choose the one platform to advertise your vacancy. Regardless of how you publicise any roles you’re looking to fill, there are always more channels that can help push your vacancy out. This will help more people to see your job and this visibility will enhance your brand recognition.

Company websites are a great starting point, but don’t forget to use your company LinkedIn and social media channels to help increase your candidate application numbers. Also don’t forget to ask employees to share the job with any friends or family they know.

Get in touch

If you’re struggling to fill your jobs and would like some more or advice get in touch with our team of recruitment consultants. With years of finding applicants for a wide range of jobs we can help you find the right candidates for you so get in touch now and give us a call 01782 338787 .

Flexible Working in Staffordshire

Sat, 30 Apr 2022 15:34:53 GMT

Flexible working is fast becoming the norm for many office support staff throughout Staffordshire, Stoke on Trent and Cheshire but how do you know if it’s right for yours? Well, Appointments have the info you need to help you decide.

Is it Right for Your Business?

Flexible working isn’t a new concept. In fact, it has been around for over 20 years, however, it has taken a global pandemic to thrust it into the office support world of work, a business function that has almost always been office based. But, whilst it is becoming the new normal for many businesses throughout Staffordshire and Cheshire, is it right for every business? And more importantly, is flexible working right for your business?

What is flexible working?

Before deciding whether flexible working is right for your business, it helps to understand exactly what flexible working is. Many people now assume flexible working means working from home and whilst this isn’t incorrect, there are many other options that fall under the flexible working umbrella, these include:

Working from home (also referred to as hybrid or remote working)
Flexitime
Compressed hours
Job shares and partnerships (not to be confused with part-time working)
Interim or freelance assignments
Annualised hours
Phased retirement

As you can see, there are a wide range of flexible working examples that can be considered for your business but how do they benefit you and your employees.

Why is flexible working good for business?

From talent attraction to talent retention, from increased productivity to employee wellbeing, the benefits of flexible working are endless. However, it’s important to look at these benefits in more detail and consider which of the flexible working options are most beneficial to your business. According to the results of the Work Trend Index 2022, whilst less than 45% of business leaders in the UK fear productivity has been negatively impacted with the introduction of flexible working, over 80% of workers say they are as productive or even more productive compared to a year ago.

Talent Attraction and Retention

In Cheshire and Staffordshire alone, there are over 2500 office support roles currently being advertised and according to the Work Trend Index 2022 over 40% of the UK workforce are expecting to leave their current employer this year and they are looking for more than just a better salary. The pandemic gave employees the opportunity to revaluate what they wanted from their careers and lives and also gave them insight into how valued they truly are by their employer. To summarise, these included:

Flexible working options
Robust wellbeing programmes
Professional development opportunities

In a survey by the Centre for the Modern Family, 23% of UK workers would be willing to take a pay cut in order to have more flexible working hours.

Employee Wellbeing

It’s long been known that people who are happy, healthy and engaged with their job are more motivated and productive. And flexible working can play a big part of that. According to the Work Trend Index 2022 survey 53% of people are now more likely to prioritize their health and wellbeing over work.

In a recent article from the flexible working consultancy Timewise, they found that:

Employees who have a good work-life balance are less prone to stress and illness
Employees who are allowed some autonomy in choosing when and where they work feel they have a sense of control and are therefore more engaged
Employees who have children or other caring responsibilities feel better able to manage their career and their personal commitments rather than feeling like they have to choose between them

So, now you know what, and why, let’s have a look at how.

How to start implementing flexible working

It’s important to remember that whilst you have to consider if flexible working is right for your office support function, and overall business, it’s also essential to find out how your current employees feel about it.

The Work Trend Index also found:

over 50% of workers are considering a switch to remote or hybrid in the year ahead , while over 50% of hybrid workers feel lonelier at
work than before shifting to hybrid.

So, before making any final decisions, it is recommended to survey or speak directly to your employees and discuss how they feel about flexible working options. This would also be a good time to have an informal discussion about how they are currently feeling and how they see their career moving forward.

Once you understand how your employees feel about flexible working and the types of flexible working, they would like to have available, you can start thinking about which options are right and manageable for your business.

Conclusion

Implementing flexible working is a big undertaking, much too big a topic to cover fully in one blog. However, the benefits are clearly evident and can go a long way to helping you become an employer of choice within the Cheshire and Staffordshire areas. Remember to communicate open and honestly with your current employees and if your business does not already have a HR department, we would strongly recommend sourcing additional support to ensure any changes are done correctly.

You can give us a call if you need help and advice about how to implement flexible working in your workplace. Call 01782 338787 or email kerry@appointmentspersonnel.co.uk

How temp work supports modern lifestyles

Thu, 14 Apr 2022 06:39:43 GMT

Following on from recent surveys, it’s apparent that as individuals we’ve never been so busy. Juggling work, family commitments and other responsibilities can leave us feeling completely frazzled – but what if there was a way of restoring the perfect work / life balance?

More and more people are tuning in to the benefits of temp work to help manage their busy lives and to regain a sense of freedom from the standard 9-5 Monday to Friday role.

At Appointments, we’ve seen a surge in the amount of experienced and qualified candidates who are opting for temp work to help them continue working whilst meeting other responsibilities or fulfilling personal goals.

Here’s a few examples of how temp work can help support our busy modern lifestyles:

Working parents

Spending more time with our children is top of the list of priorities for many working parents, so it comes as no surprise that many candidates are utilising temp work as a way to at home during school holidays.

Temporary positions can last from as little as a week to years, so the ability to take on a role for a set period of time is a real benefit for parents who wish to continue working but also want to spend the school holidays with their families without the guilt of having to ask an employer for time off.

Upskilling and training

Trying to fit in work between studying or undertaking long-term training can be exhausting. Having to pack up your notebook and dash to a part-time role isn’t just tiring, it also leaves you less time to concentrate on your studies.

Training courses or academic study generally have set start dates and periods where you’ll have extended breaks, so why not fit in a few weeks of temp work to boost your bank balance?
Temp work is also an excellent way to broaden your skill set to help you on your way to that dream career.

For more details on why temp work could be a good option for you, speak to the team at Appointments today .

Preparing for your 1st day in your new job

Wed, 16 Mar 2022 06:36:19 GMT

New Job – Make a great 1st Impression

When you start your new job you only get one chance to make a great first impression, so make it count. Your first few days at a new job will set the stage for how both your manager and your colleagues view you and start to relate to you. There are a few things you can do to make sure that your first impression is a great one.

Do your research

You’ll have already done some research about the job and company for your interview. Remind yourself what the job is and what the company does with a quick refresh.

Plan what you’ll wear on your first day

Think about what you’ll wear a week in advance, to give yourself time to make sure it’s clean and ironed. If you are not sure how you should dress on your first day, you could call the human resources contact or your new manager for advice.

If you’re still not sure, I’d always opt to dress conservatively for the first week or so. Once you get a feel for the office culture and what your colleagues wear, you can begin to dress to fit in.

Get your materials together

Make sure you have everything ready for your first day. Bring all the information and documents you’ll need to complete the HR paperwork if you haven’t done so already. Have a notebook and pen to hand to take notes.

If you are not sure about lunch arrangements, bring a pack lunch for your first day, just to be safe. Check what else your boss or human resources told you to bring, to make sure you have everything. It’s a good idea to have a professional looking bag for your things to make the right 1st impression.

Step away from your mobile

Using your mobile phone in work time is the easiest way to make a negative first impression. Even if you’re using your phone to take notes or do something else job related, it will give the impression that you’re ‘always on your mobile. Put your phone away and put it on silent while you’re at work. This is the simplest way to make sure you’re not tempted to take a sneaky look.

Arrive on time

Make sure you’re on time for your first day. Check what time you need to be in the office and make sure you’re not late. If you’re early this just shows that you’re a professional and you can organise your time. Being late can give the impression that you don’t care.

Always give yourself plenty of extra time to get to the office or your place of work in case there are travel delays. This will give you time if the parking is a distance from your workplace too. Make sure you know where you’re going beforehand and check your route. Don’t forget to check your car has fuel in it, so you don’t have to find a service station on the way. If you’re early you can always stop for a coffee or sit in your car and relax for a few minutes.

Introduce yourself and build relationships with colleagues

Start to build relationships and introduce yourself to your new colleagues. Be friendly and maybe have a goal in your first few days to meet everyone on your team or all of the people you’ll be working with closely. Connecting with your new colleagues will also help you settle in and feel more at home. You’ll also start to build those working relationships that will come in useful.

Join in any social events to get to know people, or grab coffee or lunch with colleagues.

Take notes

You’ll get lots of information thrown at you in the first few weeks in a new job. From policies to procedures to remembering how to use new IT. So you don’t forget anything important, take notes while you’re doing your induction and during any training.

If possible, take notes by hand. You’ll retain information better that way. If you type up your notes at the end of each day, this will help refresh your memory and be good to refer to later if you need to. Whatever you do, don’t use your phone for notetaking, it’s difficult to convince people that you’re not just browsing your social media when you should be listening!

Ask questions

The fastest way to learn about your new workplace is to ask lots of questions. The training you go through will only give you a basic overview of the way things are done. Your colleagues will be able to give you lots more detail and useful tips.

Showing a willingness to ask for help will go a long way in making a great first impression. No one expects you to know everything when you start a new job. Nobody likes a know-it-all. It’s much better to ask a question than to assume anything and end up being wrong.

Fit in the team

Just because you’re new to the job doesn’t give you an excuse not to join in, try to jump into your new role as quickly as possible. Your manager and colleagues will appreciate your effort to be a team player and willingness to help.

Take your turn at making the coffee

Always an ice breaker, offer to help do the coffee run. It also helps you meet new people and find out more about them on a social level.

Ask for feedback

Listen to your manager and any direction they give you. Make sure you keep them informed about how you’re doing on projects and what you’ve achieved so far. This will help reassure them that they picked the right person for the job.

Get feedback from your manager from time to time to check how you’re doing. Respond positively to any constructive criticism they give you. Make it clear that you’re interested in learning and self-improvement.

Your recruitment consultant can help you prepare for your new day so get in touch for more support or any extra information to help you get ready to start your new job.

Top 3 salary negotiation tips

Tue, 08 Mar 2022 06:30:24 GMT

With many workers across Staffordshire and Cheshire thinking of asking for a pay rise as the cost of living increases, you’ll want to make sure that you give yourself the best opportunity to land an increase to your pay with some of our top salary negotiation tips.

Asking your boss to bump up your pay can be pretty nerve wracking, but if you go about it the right way you’ll significantly boost your chances of getting the salary you deserve.

Prove you’re worth it

Going in all guns blazing and demanding more money won’t get you very far. Employers seldom give pay increases just because they’ve been asked for one so the trick here is to prove why you’re worth the extra money.

Prepare a few examples of why you deserve a pay rise. Perhaps you’ve been part of a successful project, recently completed a new qualification or have taken on a much higher workload over the last few months.

Explain to your manager why you feel that these extra skills or responsibilities are essential to the success of the company and you’ll have created a solid foundation for salary negotiation.

Be realistic

Just because you’ve heard that someone else is earning far more money than you in a similar role doesn’t necessarily mean it’s true or realistic. Asking for a huge pay increase when you’re still in the same role will only leave you feeling disappointed and demotivated when your request for an unrealistic increase is turned down.

Take a look at similar roles in your local area and what salaries they command and any additional skills and experiences you bring to the business before putting too large a figure on the pay rise you’re going to ask for.

Make plans

Not all salary negotiations go as we might have hoped, but this doesn’t mean you should give up or come to the conclusion that your pay packet will never get any bigger.

If you’ve been turned down for a salary increase, politely ask for a reason why this isn’t going to be possible at that point. It could be that you need to brush up on your skills, take on some training or a qualification or take on some additional responsibilities or work.

Using this information, you can plan your next move so that the next time you want to negotiate your pay you’ve got all the ammunition you need to make it happen.

For more salary negotiation tips or to find out how much you should be earning, speak to the Appointments team today. Get in touch on 01782 338787 for a chat.

Top 4 job promotion pitfalls

Tue, 01 Mar 2022 06:27:12 GMT

Trying to get a job promotion is a pretty stressful experience, you want to advance your career but at the same time avoid coming across as overly ambitious and pushy.

But without any long-term career goal to aim for, it’s easy to see why so many employees become demotivated if they don’t strive towards gaining promotions at work and bettering their circumstances.

If you’ve got your heart set on climbing up the career ladder, then that’s great – but there are a few job promotion pitfalls that you’ll want to try to avoid on your way to the top.

Losing sight of your long-term goals

If there’s an opening come available at your current place of work, it’s easy to get overexcited and lose sight of your long-term career goals. The idea of getting a job promotion, even if it’s not in an area or position you see yourself staying for the duration, can lead us to forget about our wider goals.

Think carefully about where this promotion will lead you in the future and decide if that fits in well with what you’re hoping to achieve in the long run before you put yourself out there.

Asking too much

Many new employees start their new jobs with big dreams and even bigger ambitions of where they want to be career-wise. However, what you need to concentrate on at first is showcasing your abilities in the position you currently hold instead of trying to overreach to a higher level.

Sure, showing that you want to develop within the businesses is admirable – just wait until you’ve built a solid reputation as a consistently reliable and competent employee before you start seeking a promotion.

Trying too hard

Sucking up to the boss isn’t going to go unnoticed. Chances are your colleagues will pick up on your attitude towards them and generally speaking they won’t like it either. Getting on the wrong side of your current colleagues won’t just make you unpopular, but they’ll begin to lose any respect they previously had for you – a big problem if this promotion will see you as their manager or team leader.

Remember, you need to grab the attention of managers by working hard and showing them your capabilities – not by sucking up to them and alienating other employees in the process.

Seeing a promotion as a fix-all solution

If you’re unhappy in your current position, it doesn’t necessarily mean that getting a promotion is going to fix all of your problems at work. You might earn a little more and have a few new responsibilities, but if there’s a wider range of issues that are causing you to be miserable in your current role then it’s highly unlikely that a promotion is going to solve anything.

Have a long think about if this promotion would remedy your career blues and if not, then perhaps you need to start thinking of moving on, rather than moving up.

Recruitment diligence for finance candidates checklist

Tue, 01 Feb 2022 08:28:49 GMT

When looking for a new position make sure you don’t make the same mistake other finance candidates make… do your due diligence! Due diligence for finance candidates is one of THE most important elements of the job search process.

Why it’s important to check out the details on your new employer?

When you receive a financial job offer you can feel compelled to accept swiftly. Make sure you give yourself enough time to do sufficient due diligence to understand whether the opportunity is right for you. Often you’ll do some surface level of research, but only seek verifying evidence and overlook red flags, often since you’re so determined to accept an offer.

These hurried acceptances can swiftly result in you leaving because, “The firm culture isn’t what I anticipated,” “My manager did not show any leadership,” or “The position was temporary”. Carrying out recruitment due diligence will help you to suss out these details well ahead of time.

“Never hire someone who knows less than you do about what he’s hired to do.”
– Malcolm Forbes, Forbes

Another important element of job hunting for finance roles is to give yourself sufficient time to carry out the recruitment due diligence process, failure to do this will only result in you jumping from one poor employment situation to another.

Here we have put together a recruitment due diligence checklist for your next finance position that will ensure your next job is better than the one you are choosing to leave…

Your due diligence checklist…

Know the company’s financials

This is very easy to see in a public company, but how about a private one? Some good indicators are: the investors, whether the company has raised an appropriate amount of money for where it is in its lifecycle; whether the company is making many hires or just a few; how it stacks up competitively; and what industry analysts are saying about it. Also, where in its trajectory is it – has it hit its peak or is it sustaining itself steadily.

Use social media to dig deeper!

Take a look at Glassdoor to see what people are REALLY saying about the organisation and use social media platforms such as LinkedIn to get in touch with previous staff members. Connect and ask to have a personal, five-minute conversation. Ask why they left, what their experience was during their time at the company (even the biggest and best companies have dirty laundry!).

What does the workplace look like?

How do you really feel physically when you enter it? Exactly how do people behave toward each other? Do individuals look happy … or at least productive? Can you hear chatter, laughter, and the normal sounds of communication? What was the recruiting process like? If you think about it, much like dating, the recruiting period is when the company puts on its best behaviour so if that’s bad, that’s not a good sign! Was it clear, efficient, and transparent? Did you mainly speak with the hiring manager or a recruiter? When you ask for information you need to help you review your offer, is it provided to you quickly and ideally with a thorough explanation?

Ensure your job is core

Where is the firm headed? What are its new initiatives? Where do you fit in with those initiatives? Are those efforts well-funded? Are they well-resourced? Beyond just being part of the here and now, is the position you are being recruited for part of the company’s future?

Being an important part of a corporate goal makes a big difference in what you get out of the job from an education and learning, as well as a experience-building standpoint. Even if you are a great worker, if you are hidden in an unimportant part of the business, you will certainly have a vastly decreased impact… and experience.

Background check your new boss

Does the new boss have favourites, do they take credits for good work, or share with the team? What is your potential boss known for? What are their most significant drawbacks? How can you be most effective working with them?

Review the job offer extensively

Is the offer what you anticipated? Are the job title and description as promoted throughout the interview and recruitment process? If it’s a managerial position, is it clear who you are responsible for and to? What about your settlement? Is it comparable with industry numbers and if there are bonus offers, do you understand precisely how they will be paid and under what situations?

There are no magic tricks here, it’s really is all just common sense. Is your new position sustainable, is it a good working environment, are you being paid properly for the effort you are going to put into this new job, and do you know what is expected of you – if you can answer all of that positively you are in the right place.

Is your Finance Lead helping you grow your business?

Thu, 13 Jan 2022 08:31:24 GMT

The good accountant who is great with numbers and is really smart on delivery is a trend that many business leaders rely on. But how much return should you truly expect with your finance lead?

The simple answer is more – and you should want more.

A finance lead should be focusing on the growth of the business. If your accountant is stuck in spreadsheets, keeping on top of the books and tackling day to day issues, then they’re not focused on helping the business find new avenues for growth.

An effective Finance Director should be a key member of your senior management team. They should help steer the decisions you make and plan for the future, ensuring the continued success of the business.

They are responsible for setting the financial strategy, grounded in good data and perceptive insights. And they’ll give you reports and analysis your accountant simply can’t.

They should be helping you uncover golden nuggets of information such as:

The cost of sales: How much it’s really costing you to win each deal and retain existing customers?
How much you’re paying to individual suppliers, what the variations are over time and where you can negotiate discounts?
Where there have been significant changes in overheads so you can justify price rises and protect your profit margins.
Working Capital – Your Finance lead should drive growth through working capital.
Which business opportunities are the most viable to pursue?
Where you should be investing your funds next?

If you’re seeking a finance lead for your business, our specialist team sources high calibre candidates for a wide variety of accountancy roles. To discuss your accountancy recruitment needs, get in touch with us today.

If you are interested in finding out more information please contact Jayne Clarence who is our recruitment lead for accountancy and finance vacancies.

Why was your job offer rejected?

Mon, 10 Jan 2022 09:45:19 GMT

The recruitment process can be a time consuming and intensive process, so when you think you’ve found the perfect person for the role only for them to reject your job offer it’s natural to be disappointed.

Your job offer may have been rejected for several factors and reasons but instead of becoming frustrated at the loss of a good candidate, reassess what might have been the issue so you can take steps to ensure it doesn’t happen in the future.

Here are just a few reasons why your job offer was rejected:

Candidates playing the field

It’s quite common for candidates to apply for several jobs at the same time, even after they’ve been offered a role. With the skills and candidate shortage, jobseekers will shop around for the best packages as there are far more job vacancies than skilled candidates to fill them.

If your job offers are being rejected on a regular basis, perhaps take the time to revisit the salary and perks you’ve been offering and compare them against those of your competitors to see how your package measures up.

Poor interview techniques

Interview are a two-way process so if your interviewers fail to make the candidate feel comfortable and get across why your company is such an attractive prospect then you’ll find that prospective employees will walk away feeling disinterested in the position.

Another reason why things can go horribly wrong is if staff carrying out the interviews aren’t properly trained or skilled in legal and effective interview techniques. If this is the case, it’s essential that you ensure that everyone involved receives interview training to safeguard against legislative implications and to give a positive experience for your candidates.

Get in touch with successful candidates quickly

When someone has taken the time and effort to apply for your position, the least you can do is keep them informed on the progress of their application. If a candidate doesn’t hear from you quickly they’ll assume they haven’t been successful. Too many employers conduct interviews and then expect the candidate to still be available more than two weeks after their initial meeting.

Good quality candidates may reject job offers if they get fed up of waiting to hear back from an employer. Many jobseekers submit several job applications at any one time so keeping them in the loop with regular communications and timely job offers is essential if you want to engage the best quality candidates.

For more information on interview training or salary and benefits packages, speak to the knowledgeable team at Appointments today on 01782 338787.

Why career coaching could work for you

Sat, 08 Jan 2022 06:17:37 GMT

When you’re stuck in a role that makes you miserable, or know where you’re headed career-wise but aren’t sure how to get there, then career coaching could work for you.

Career coaching has really taken off in recent years and with good reason. No longer a tool for those earning a high income, access to a skilled and experienced career coach is now more accessible than it’s ever been and can yield positive results for jobseekers.

Here are just a few of the benefits career coaching has to offer:

Working with your skills and experience

Although you might already know your CV like the back of your hand, it really does help to get an objective third-party view of your skills and experience.

Working with a career coach can help you see yourself as a whole package from the perspective of an employer and give you insider tips and tools to help bring your talents to the surface and make your CV shine.

By highlighting your key strengths, a good career coach can help you focus your attention on making the most of them in front of a prospective new employer.

Creating a clear career path for the future

Everyone likes to have career goals, but it can be tricky to know what your aiming for if you don’t have the key knowledge on what you need to achieve to get there.

What qualifications might you need? How much experience would an employer expect for the particular role you’ve been dreaming of? What could help set me apart from the competition? A career coach with expert insight into what it takes to be successful in a wide range of roles can give you the information and the steps you’ll need to take in order to get there.

Your personal brand

Personal branding is a relatively new term when it comes to job seeking, but if you can present yourself as the entire package then chances are your career goals won’t be too far away.

From setting your own personal mission, communicating your values through your CV and building a network of professional contacts through social media platforms such as LinkedIn, you’re creating a strong personal brand that far outreaches the impact of a CV alone.

Having an experienced career coach at hand to help guide you through this process and support you on your journey towards the position you want is a good investment of your time if you’re serious about your future.

Our team of experienced and knowledgeable Recruitment Specialists are on hand to offer you free career coaching at a time to suit you, call 01782 338787 or email office@appointmentspersonnel.co.uk and let us get you started on your journey towards achieving your career goals.

Job Search Etiquette

Mon, 20 Dec 2021 05:58:07 GMT

Like many social situations, there’s a list of unwritten rules of how to behave. Job search etiquette follows similar guidelines, and it pays to be aware of what’s expected to give your application the best possible chance of being viewed in a favourable light.

Here’s our four top tips on job search etiquette when looking for a new opportunity.

Follow the application instructions

The first rule of job search etiquette is to listen to what the employer is asking you to do. Some vacancies ask you to provide a covering letter, others may request that you send example of previous work or details of relevant projects.

Whatever the employer requests, if you’re truly interested in the role you need to respond appropriately. Don’t just ping over your CV and hope for the best.

Be appreciative

If you’ve got through to the interview stage, make sure that you thank the employer for the opportunity to meet with them. Companies only have a limited time to spend with each candidate. The fact that they’re willing to put aside a portion of it to see you is worthy of some acknowledgement.

This can be done at the time of invitation, either by phone or email.

Be consistent

Following your interview, it’s a good idea to again thank the employer for their time and to reaffirm your interest in the role now that you’ve been able to discuss the vacancy in more detail.

By doing this, not only are you being polite and gracious, but you’re showing the people in charge of making the hiring decision that you understand the process and are able to follow things up properly.

Negotiate nicely

If all has gone to plan and you’re offered the position you’ll find that the employer will have spent time putting together a remuneration package before contacting you. Should what they initially offer not be what you were hoping for, now is the time to negotiate.

But before you start trying to push up the salary, I’d advise you to thank them for the opportunity and ask them if they’d allow you a few hours to think about the offer. This way you can think about the package as a whole and if you still find the offer lacking in some respect, you can consider why you would be justified in asking for a higher salary or better perks.

Come back to them within 24 hours with your thoughts and work with them to find a common ground that suits both parties.

Our recruitment team at Appointments Personnel will guide you through the process, get in touch with our recruitment team to get our help .

Reward and Recognition! Both are equally important!

Wed, 01 Dec 2021 09:42:34 GMT

Here at Appointments Personnel, the notion of ‘total reward strategy’ is not a new concept. We talk to clients about ‘direct currency’, as in monetary pay, but we also dig deeper into all aspects of work that are valued by employees. More of us are valuing learning and development opportunities and/or an attractive working environment, and flexible working in addition to the wider pay and benefits package. We can use this information to provoke interest with the right candidates.

With pay opportunities tightening, we’re finding that many more employers would benefit from exploring ways to sell their roles, culture, and other benefits to new recruits. That’s all fine and good when you’re already doing some of this work, but for others, it means a real shift in thinking and communication. As a starting point, managers can brainstorm ways to recognise employees by simply asking them how they would like to be recognised or praised. You may be surprised at the diverse responses and that recognition doesn’t need to be monetary or complex.

We’ve packaged up some takeaways for you to consider.

Consider the total reward package!

When employees scour job sites and carry out salary comparisons, these are only guidelines, but employees may also not consider the total reward package. A salary is only guaranteed when offered and accepted and may not be indicative of the advertised salary.

Career development and work-life balance are important to over a quarter of today’s workforce. Consider the example of someone who may earn 10% lower than an equivalent employee in a similar company, but who can work at home two days a week, saving a total of four hours commuting time, and the costs of travelling and car parking. That could easily negate the salary differential.

Praise employees, there are several benefits…

Whilst those who receive praise and recognition tend to be more productive, there are also other benefits. Some will be very personal to your type of industry or environment but keep them handy when it comes to reviewing performance. For example, if employees are happier in their work environment and feel appreciated we often see other benefits. You may see your customer loyalty and customer satisfaction scores increasing if employees are in a customer-facing role. More satisfied employees working in a warehouse, or manufacturing plant may give you better safety records and fewer accidents on the job.

Recognise the helpers

Every business needs more team members who support others and go the extra mile. A powerful way to create a culture of helpers is to point out this behaviour in emails, one-on-ones, and team meetings. Whatever you promote and draw attention to tends to happen again.

Work out total job cost

Add up all the costs per employee, from holiday, pension, NI, sick pay, bonuses, share option schemes. This will help send out a positive message about ‘total reward’ – the full scope of pay and benefits which your employees enjoy. Your employees will appreciate that they are paid more than they realise.

Sell the ‘whole work experience’, not just pay

It’s not just that employees perform better when they know what’s expected of them and how well they will be rewarded, but if you know you pay lower than other companies, ask yourself why your employees stay? Are there other elements of the company they are happy with, apart from pay? When companies can’t offer more pay, your role is to sell the whole work experience, so offer time off, development, coaching, secondments, and other benefits.

Get in touch with our experts if you want to know more about how we can help you to navigate through rewards and benefits you can give your employees to boost candidate interest.

How to Manage Temps for Success

Wed, 01 Dec 2021 09:39:57 GMT

How to Manage Temporary Workers Success

There were just over 1.63 million temporary workers (also called temps) in the UK in July 2021. Almost 10,000 vacancies for temporary workers being advertised in Staffordshire and Cheshire. Temporary workers provide significant benefits to companies in the industrial sector. Firstly, they can help businesses when they are understaffed or need temporary extra help with a project. Secondly, they are able to do the work that requires significant training but is not necessarily their core business. They can also give a business an edge in markets where response time is essential.

However, there is a significant difference in managing temporary workers compared to managing permanent employees. Particularly if you want to retain temps long term or have them available to return to you when you need them.

So, how do you manage temporary workers for success?

Make them a part of the team

The word “temp” still sometimes comes with the negative perceptions. Do you still think of temps as an unskilled person, who completes mindless tasks, just clocking in each day until you don’t need them? This does little for attracting temporary workers and especially in the industrial sector.

Temporary workers should be made to feel part of the team. It may sound obvious but don’t refer to them as “the temp”, refer to them as Bob or Jenny or whatever their name is. As a manger, the wider team will follow your behaviour. Introduce them properly to the people they will be working with. Tnvite them to take part in meetings and ensure they receive important correspondence relevant to the project they are working on. Make sure to invite your temps to events that may be happening whilst they are with you.

Temporary workers often know other temporary workers due to the opportunity of building a wide network between employers. By treating your temporary workers well and as part of the team, you’ll get the best from them when they are with you. They’ll also become an ambassador for your business when recruiting other temporary workers.

Invest in your temps training

Don’t just give your new temps the minimum induction or training needed to fulfil legal or compliance obligations such as health and safety. Providing your temporary employees with comprehensive induction programmes, clear job descriptions, and managing their expectations from day one shows they are a valued member of your team. Make sure you give your temporary worker all the information they need to perform their job so they can perform to the best of their ability.

Ask for feedback from your temporary workers

Of course, regular feedback from the temporary workers manager makes sure they are working to the required standard. However also speak to the temporary worker for their feedback. Check how they are getting on, that they are happy and even find out if they have any ideas for improvement. Whilst your permanent employees have the benefit of long-term knowledge of your business, a temporary worker may be able to see areas for improvement that other workers are too close to see. Asking for feedback from your temporary worker lets them know their opinion is wanted and will make them feel like a valued member of the team.

Another reason many people choose to do temporary work is to diversify their skills and experience. This may benefit your business too. Ask your temporary workers what other experience and skills they have. Whilst you may have taken them on to fulfil a gap in your current manufacturing process, you may find that they have skills in project management that could support in another aspect of your business.

Keep in touch

When a project comes to an end, stay in touch with temporary workers that have been good members of the team. When recruiting either permanent or temporary workers in the future, they should be the first people you contact to return. It reduces the amount of time spent training, encourages loyalty, and shows that you recognise the valuable contribution temporary workers bring.

Value your temps

As you may have seen, there is a common theme running through this article when it comes to managing temporary workers for success and that’s making them feel valued. This is no different for permanent, contract or temporary workers. The more employees feel valued, the more motivated, reliable, loyal, and productive they are. Also the good vibes will permeate throughout your business if everyone feels valued.

Get more help from us

If you need help with recruiting temporary industrial workers, contact Appointments Personnel today. We are a complete recruitment partner that can provide bespoke solutions to your recruitment needs for industrial staff. We’ve been supporting businesses throughout Stoke-on-Trent, Staffordshire and Cheshire for many years. Our Industrial Specialist, Talia, has a deep pool of industrial staff. Talia will react quickly to your staffing needs and will help you recruit the best candidates for your jobs.

Hiring the Right Candidate

Tue, 30 Nov 2021 15:37:17 GMT

Recruiting admin staff for your business is something you want to get right first time. Our top five tips will help you attract and select the top talent within Staffordshire and Cheshire.

Top Tips for Hiring the Right Admin Staff

Admin staff are the backbone of a company. They are the people who work behind the scenes to keep everything running smoothly so that businesses can function. In order for a business to succeed, it needs administrators who are organised, efficient and on top of their tasks. So, how do you make sure you hire the right person?

In this article, we share our 50+ combined years of experience recruiting office support staff in the Staffordshire and Cheshire area so you can hire with confidence.

Know what you need from your admin staff

This may sound obvious, but office support roles or administrative staff is a very wide arching term that can cover everything from answering telephones, filing, arranging meetings or travel to having input in accounts, managing supplies, dealing with customers and lots, lots more. So, before you start creating a job description or advertising, sit down and make a list of every task you require the candidate to undertake and the skills they’ll need to do each task. Once you have this, you can now start thinking about putting together a thorough and compelling job description.

Job descriptions should be concise and provide a detailed overview of the company and position. They should also include a clear outline of what is expected from the applicant as well as what benefits are being offered by the company. This will give applicants an idea about what they need to do in order to apply for your position, as well as answer questions they have before applying.

Pro Tip: If you want to find the perfect candidate for your job, include how you meet their expectations and highlight all the perks of working for you. This is particularly important in today’s tight recruitment market where there is so much competition to recruit the best talent.

Check out your competitors

If you want to attract the top talent in office support, then you need to understand what the approximate salary is for admin staff in the Cheshire, Staffordshire and Stoke-on-Trent. Some companies offer their admin staff more than their counterparts, but this does not mean that they are the best option for your business. There is no harm in conducting research into what other employers are offering their employees, but it is even more important that you assess whether or not what they are offering will suit your business. Our salary guides will give you a good ideas of what you should be offering to be competitive.

Pro Tip: If you’re not sure how to do this or you don’t have the time, please give us a call and our Office Support Specialist will be more than happy to help. They’ll point you to our salary guide which will give you a good ideas of what you should be offering to be competitive.

Ask the questions that matter

Whilst there is a wealth of information and research into the types of interview questions that can be asked to assess a candidate’s abilities, the best by far is competency, or situational based questions. Below are 5 examples of good competency-based questions you can use, however the best way of assessing suitability for your specific role is to take some of the most important tasks your role requires and adapt the questions below to suit those situations.

Tell me about a time when you have had to deal with multiple tasks that require completion at the same time, and how you prioritised your work?
Give me an example of a time when you have had to deal with a difficult customer. What did you do and what was the outcome?
What documents have you created using Microsoft Office? What software did you use?
How would you go about organising a monthly staff meeting?
Tell me about a time you had to make a quick decision without being able to check with you manager. What did you do and what was the outcome?

Pro Tip: Did you know Appointments can help with interview training for hiring managers? Book onto one of our webinars now.

Use assessments to evaluate candidates

Assessments provide a practical and efficient way to evaluate potential admin staff. The assessment can be used to identify an applicant’s strengths and weaknesses, such as writing skills, typing skills or basic maths skills. It may also identify potential behavioural issues such as emotional intelligence or leadership capabilities. When creating assessments, think about the core areas you want to assess and how you want the ideal candidate to perform. Some core areas common in office support roles include communication, time management, teamwork, and technical ability.

Here are some examples of assessments you could use.

Communication Roleplay – The interviewer plays the role of the persistent client in this scenario whilst the candidate plays the role of the administrator. The administrator’s manager, Gill, has asked the administrator to manage her phone calls for the day and ensure she is not disturbed. One of Gill’s clients calls and says that it is urgent. Assess how the candidate deals with the situation.
Technical Assessment – This assessment can help evaluate the candidate’s skills of using Microsoft Office programmes. Ask the candidate to create a 3-slide presentation on a subject such as why they want the role, or a hobby they enjoy. The subject is unimportant in this assessment as you are looking at how well they use the software available. Give them a time limit to see how they respond to pressure.
Time Management Assessment – A good example is an assessment, that involves lots of scenarios that are competing for their attention, for example the managing director is visiting with an important client in one hour and has asked you to prepare for the visit. The Sales Director has asked you to prepare his slides for a presentation this afternoon. Your manager has asked you to tidy up their report for the managing director. The presentation technology in the meeting room isn’t working and you’ve been asked to get it fixed. Ask them to writing down how they’d prioritise and why they’ve made that decision.

Pro Tip: Try to create or find assessments or scenarios that are closely related to your specific role

Never skip references

Whilst a thorough interview and assessment process gives you a great insight into a candidate’s skills and knowledge, you still can’t be 100% sure you have the right person for your office support role. This is why references from previous employers are essential. A reference from a previous employer ensures that the candidate has the skills and qualities needed to do well in the position at hand. It also provides proof that they are trustworthy and dependable, which is crucial for an administrative assistant position.

Pro Tip: Ensure you follow HR guidelines on what you can and can not ask as part of the referencing process.

Get help hiring admin staff

When it comes to hiring the best admin staff in the Cheshire and Staffordshire area our Office Support Specialist, Olivia, has you covered. Whether it’s for temporary, contract or permanent positions our unrivalled knowledge of the local candidate market makes us the best choice of recruitment partner. We can give you lots of support along the way. Contact Olivia now , call 01782 338787 or email olivia@appointmentspersonnel.co.uk

Is Psychometric Testing the right tool to use?

Tue, 30 Nov 2021 12:56:17 GMT

Today there is a vast range of psychometric tests on the market, used routinely to identify and/or help develop individuals for appropriate roles in many different industries. Some organisations use them routinely for most roles, while others select them for specific roles. It pays to understand the tangible benefits of the tools; the why and how they are utilised, so we’ll explore these next.

Sell the Benefits

Firstly, many companies we work with have long been reaping the benefits of psychometric tests. This assessment method can help businesses save time and money and help identify an individual’s long-term potential by exploring and measuring their personality type, behaviours and cognitive ability. A leader will want to hear the benefits – the ROI of investing in psychometrics – in order to buy into utilising them. How can you create that understanding?

Share case studies and white papers that support the use of psychometrics with type of recruitment challenges that you face. There are many examples online to download.
Run key decision makers through the tools and provide feedback, so that they experience the insights and benefits of exploring the outcomes.

These insights allow leaders to determine how well a candidate might work within a team, their inherent traits, and fit with the culture and pace of the company. These are all key indicators of whether someone is right for that role.

Thinking about the Future

If you consider the business environment over the past 18 months, psychometrics can provide insights to help you fill gaps in teams and to help with development planning. These insights provide value long after the initial recruitment process.

We utilise tools developed by Thomas International (DISC) which are subject to rigorous scientific testing. These determine whether individuals see themselves as responding to workplace situations that they perceive to be favourable or challenging, it reveals whether their response patterns are active or passive. The individual’s behavioural preferences are mapped out in terms of four domains: Dominance, Influence, Steadiness and Compliance and are then explored.

Using this, and other tools, developed by SHL, Kenexa and other test manufacturers, hiring managers have valuable information needed to inform future progression conversations and to help build the talent pipeline.

Agile and Quick Processes

Psychometric tool usage now integrates recent modern technologies such as, artificial intelligence, data analytics and responsive design. Psychometric tests can now be taken directly using a mobile phone (most commonly available device) without any other logistics to be arranged. It is straightforward process to administer, and tests can be completed as and when the candidate chooses, before the deadline.

Saving Costs of Mis-hires

If you just go with your gut, rather than a tried and scientifically validated, insightful psychometric tool, you face the risk of the costs of hiring the wrong person and face the impact that can have upon the team and organisation. A report from the Recruitment & Employment Confederation (REC) has found that over eight in 10 (85%) of HR decision-makers admit their organisation has made a bad hire, and four in ten (39%) employers admit that their interviewing and assessment skills for candidates needs improving. Hiring firm, Bradford Smart, estimates the cost of a ‘mis-hire’ to be anywhere from four times annual salary for supervisors all the way up to 15 times annual salary for vice presidents and executives. It pays to consider using psychometrics to avoid disasters.

And, if you think about it, you have a role to fill and the right candidate to hire, and it’s about bringing these together with minimum complexity. If the tools are used in the right way, then yes, they can help make better recruitment choices. If you are interested in using psychometrics, get in touch with us to find out more.

Future Focus – Attracting New Talent

Tue, 30 Nov 2021 09:36:47 GMT

If you’re working in manufacturing, or contemplating a career in the sector, you are part of an industry which employs 2.7 million people (with average earnings of £33,592). This industry also accounts for £192 billion of output and accounts for 44% of total UK exports. (Source: Make UK/Santander)

With this acceleration, and volume from e-commerce rising, the need for new and highly skilled workers is expected to be substantially higher than two years ago. Of course, increased demand also means increased competition. So you will need to embrace innovative approaches to talent attraction and retention to stand out and attract the talent you need to thrive.

Making your new employees feel valued

New hires do not want to feel like outsiders in their own company. Helping applicants to understand your business’s direction and culture and how they will fit into the company, will help them to purposefully contribute to their role, your team, and organisation. The nature of the work they do, for example carrying out responsible duties, with development and identified career paths, will not only boost your employee motivation levels, but will deepen the emotional connectivity your new employee feels for your organisation. Why would you want to leave when there is such a pull? Without exception, team, motivational and cultural fit are areas which should be explored at the hiring stage to minimise poor organisational fit. With competition to recruit the best talent high, the costs of losing your valued employees, either voluntarily or involuntarily can be expensive and time consuming.

What skills and competences should you look for?

Individual Competencies:

Knowledge and knowledge updating, independence, accountability, the level of emotional control, i.e., keeping focused and calm during a crisis, are some key examples.

Managerial Competencies – these can apply as Personal Leadership Competences

This includes the ability to lead, inspire and motivate others, as well as self, and the ability to delegate and to manage performance effectively.

Analytical Competencies

Decision-making, analytical thinking, spatial awareness, risk-assessment skills, judgement and problem-solving are examples. Sometimes, psychometric tests are used to assess this, alongside business simulations, case studies and role plays. You should only use the latter further down the selection process as costs can be high. These will help you explore the intellectual capability of employees – the level of thinking, decision-making and problem-solving required in these roles.

Interpersonal Competencies

Social competence are really important in modern workforces, such as your employee’s ability to build rapport with others and negotiate and influence others. In addition having virtual communication skills and online collaboration skills is critical right now. These factors will help you to understand the level of team fit too.

Be clear about the harder-to-explore innate skills

While functional skills can be easily tested, there’s a need for innate skills, or inbuilt traits, to come to the fore. Resilience, perseverance, and being trustworthy are sought after traits. Interviewers will need to probe into how candidates have adapted from the challenges of the past 2 years, and how they are taking that learning into the future. These are harder to assess and are harder to change.

Before you start your recruitment exercise

So, before you even begin your recruitment exercise, think about how your organisation’s brand reflects the type or business you are and what type of people work for you. This will help pull in the right candidates into your recruitment activity. Make sure you carry out a focused role analysis to highlight technical skills needed and the range of personal attributes you’re looking for. How will you be able to assess candidates for these skills and characteristics during the recruitment and interview process? It’s important to make sure you the people you recruit will support your core business values. Starting your recruitment from a good base, will help the process run smoothly and save time in the long run.

Appointments Personnel have been supporting businesses with their recruitment for over 20 years, to find out how we can guide you through the process give us a call on 01782 338787 or contact us .

Changing the Perceptions of Manufacturing, Logistics and Engineering

Tue, 30 Nov 2021 09:33:02 GMT

In 2020, every industry felt the effects of the pandemic. When much of the world had to stay at home, manufacturing and logistics companies, with many technical and engineering roles within, stayed open. While tough for many workers, it was vital to ensure that production and supply of essential goods remained intact. Production pivoted entirely, and companies rerouted their resources to address critical PPE shortages along with other highly sought-after items — items that consumers were turning to e-commerce in increasingly higher numbers to obtain. Within this sphere, manufacturing jobs were lost as demand fell as consumers felt the pinch of the Covid impact, but there’s progress in terms of ramping up recruitment for specialist, technical and engineering roles. Are there enough quality candidates? And, what changes will we see in role and industry perceptions?

Digital manufacturing

Firms adopting digital manufacturing technologies within their operations have seen their costs reduce, their productivity improve, and their order books grow, according to a recent Institute of Engineering survey. Engineers and technical roles play an increasing role in this on-going transformation, so that’s good news for potential candidates.

Even though we’re specifically looking at technical and engineering roles here, there is a disconnect recruiters need to work upon; the attraction of Generation Y to these roles. That’s because the younger generation don’t perceive these industries as particularly attractive propositions. A Deloitte survey reported that younger workers thought manufacturing, in particular, to be “boring, outdated and not creative.” There are was also a reported fear that technology would reduce jobs, so once within the industry, how long would they remain there? Recruiters have the potential to sell innovation and need to think about how to position their marketing.

Dispelling the Perception – Amazon’s Use of Technology

If we take the example of Amazon as a starting point. The retailer’s use of advanced warehouse technologies illustrates how robotics, cognitive computing, and flexible human workforce strategies can combine to maximize efficiencies and productivity, while creating new temporary and permanent jobs. These technologies automate routine and difficult tasks such as rote memorisation and heavy lifting, allowing employees to quickly master the work that requires human skills. Surely, that’s a good thing?

So… what can recruiters do to help?

Sell technical manufacturing and engineering roles on the basis of reforms

Manufacturing has a big part to play in achieving net zero carbon emissions by 2050. The case for reducing the amount of energy, raw materials and other resources expended, makes financial as well as environmental sense. It’s an agenda that will attract Generation Y and other candidates into roles they may never have considered. Recruitment attraction strategies need to feature the selling points of sustainable manufacturing.

Scenario Planning for Skills of the Future

Recruiters must explore questions to provoke thinking and future understanding.

How will traditional manufacturing engineering jobs of the present-day change into the future as a result of digital transformation and other disruption within the sector?
What will the manufacturing engineering roles of the future look like?
What skill development do we need to prioritise over the next three years?

Embracing AI – building knowledge

Acumen for tech-forward roles needs to be tested, so vetting processes will be critical as these jobs often require an increase of technical skills, certifications, and specialties.

According to a 2019 Gartner survey, positions within controls engineering are particularly in sky-high demand as organisations implement or upgrade new systems often involving AI and automation into production. AI and automation in production is the future, so emphasise this in your recruitment strategy.

There’s no turning back and roles will evolve as a result. For employees, it’s all about creating value, impact and opportunity. It’s an exciting time ahead for those who adapt.

Why your Business needs a Recruitment Plan

Tue, 30 Nov 2021 09:29:03 GMT

A 2021 CIPD Resourcing survey reported that just 30% of organisations report that their CEO has had talent management, including talent attraction, as a key priority over the last 12 months. This represents a substantial fall compared with 2020 at 48%, and 2017 at 54%.

Clearly, the immediate challenges of the pandemic demanded a different focus and attention. As the economy improves and recruitment and talent management budgets also fare better, it will be important for organisations to place greater focus on these key areas to help support their post-pandemic recovery. If you don’t have a recruitment plan, then you don’t have a proactive strategy for hiring new employees.

All companies planning to recruit in the coming months, need to have job descriptions mapped out and a clear roadmap of how your plan will achieve organisational objectives. With the aftermath of the effects of the pandemic on business, that’s a critical feature of future recruitment planning. The bottom line is that your recruitment plan has to align with company growth plans.

Creating a Resource Pool

There are core benefits of having an up-to-date recruitment plan moving into 2023. With a recruitment plan, you have a process to work with your talent pipeline. You can see the disconnects where talent may be light and plan out role launches well in advance. It can also help to create a resource pool of potential candidates from resumes you’ve seen for later-in-the-year hires. A strong network of candidates is necessary for any future-thinking recruitment team!

Planning helps to Determine the Right Candidates

With a clear idea for which roles you’ll be hiring, you can begin determining the requirements for each job opening.
What are the characteristics and skills that you want job candidates to have? What will their daily responsibilities be? And their goals? You’re giving yourself the time to compare characteristics of your better performers, and prepare a benchmark to strengthen, not dilute your workforce capability.

Building a Budget – don’t miss unexpected or hidden costs!

It’s easy to miss out the true cost of recruitment, and in 2022, there is likely to be more movement between roles, internally and externally, than in 2021. With many companies across different sectors embracing the influx of latest technological advancements, connectivity to new technology will feature more in recruitment. Factor in recruiting technology costs, such as an applicant tracking system, social media tools should have a clear budget.

Generation Z, with a social conscious, will also look at branding, so you need to factor in employer branding costs, and the time involved in crafting the right profiles to reach the right people. According to the REC, companies that create a strong employer brand attract up to 50% more qualified candidates; employer branding can also reduce cost-per-hire by 50%.
In-house salaries and the benefits of the recruitment team should feature within the overall recruitment plan costs as well as agency fees, and any tools you use in the process. The right recruitment plan will have considered any hidden, unconsidered costs.

Flexibility Changes

A forward-thinking recruitment plan needs to be able to allow for the flexibility for workers and link into departmental plans for coverage during times when workers take time off or change working patterns. The impact of not considering this could mean lack of workers to cover roles, or extra burden being placed upon workers. It’s an area you cannot afford to disregard.

If you have any queries relating the planning ahead for the new year, get in contact by calling 01782 338787 or check out our employer resource pages.

Why a Motivational Fit in Technical Recruitment Matters!

Tue, 30 Nov 2021 08:57:02 GMT

According to the research group Gartner, the engineering and technical arena is in a time of rapid change. Organisations in these industries are starting the rebuilding process after the pandemic – rehiring, redesigning and strategising to meet the needs of an ever-changing, but optimistic future. Connected technologies and an increase in associated investments are helping companies realise new operational efficiencies; and forward-thinking organisations are taking these new opportunities in stride, hiring new talent to lead the way through the disruption. Given the current challenges, there’s a good chance your teams aren’t as motivated as they could be. You may be aware of this and doing your upmost to help them, others may hide their feelings, or you may not be aware as productivity seems to be right on target.

Anyone you recruit into the organisation will pick up on disconnects. They may even sense them at the interview or if meeting the team.

Your recruitment strategy, therefore, is just as important as the strategy to retain employees. One part of the recruitment process that shouldn’t be underestimated when recruiting employees, is the motivational fit. It’s not a one-size fits all approach so let’s explore the facets.

Motivational Competencies – initiative, drive and ambition.

Understanding how candidates are motivated will help you to understand ‘why’ a candidate likes or dislikes facets of a job. When recruiting you can explore whether a candidates motivation is a good fit for the job, the team, and the organisation.

Interviews which focus on what you ‘enjoy’ or not enjoy’ are also known as “Strength interviews.” That doesn’t imply taking part in some form of triathlon, good questions to use to assess this are:

What things give you energy?
Tell me about an achievement of which you were proud and why?
Do you prefer to start tasks or to finish them?
Tell me about a time curiosity lead to a breakthrough for you?
When do you use divergent thinking? For example, brainstorming, what-if scenarios, etc.

If you really tune in as an interviewer, you can pick up subtle words, such as frustrated, didn’t enjoy, struggled, lost interest, or conversely, elated, sense of achievement, succeeded or persevered. These are the moments you can explore why a candidate felt that way. If you want to dig deeper, ask about likes and dislikes in terms of aspects of a role.

What facets of your current or previous role do you enjoy? Why?
What facets of your role do you avoid? Why?

Then, consider if negative facets of a job exists and to what extent could these be flexed? Or, if the facet is not present, then, that won’t be an issue with carrying out the proposed role.

Work through a real problem or skill demonstration.

While it’s true that past performance is a good indicator of future performance, sometimes nothing beats present performance (like a live demo of a skill or a real-time problem-solving exercise). If possible, identify a tech or engineering challenge that your successful hire will likely face on the job; nothing too hard and nothing that requires an intimate understanding of your business, processes, resources, or culture. But something that a top candidate should be able to tackle successfully.

Ask them what they’d do first, how they’d do it, why they’d do it that way instead of this way, what they’d do if they ran into this kind of problem and who they’d involve if this happened. You can use insights to help understand how technical competence and thinking style merge with your team, and you may get ideas for your own team’s development.

Finally, keep updating the skills of your technical team. Ask yourself, are there now new skills and attributes that will benefit your team’s mission and success? Being able to future-proof skills and show this to future recruits will only increase interest in your organisation as an attractive workplace.

We can help you find the candidates that will be a good fit for your organisation, get in touch to find out more by calling us on 01782 338787.

Understanding your contract of employment

Sat, 20 Nov 2021 05:54:39 GMT

Everyone has a contract of employment, many of us will have a printed version whilst some may never have actually been given a paper version. Regardless of if you have a verbal or written contract of employment, they are still a binding agreement between yourself and your employer.

OYour contract of employment can be tricky to understand if you’re not familiar with employment law or the various terminology, so we’ve put together a short mini-series to help you understand your contract of employment.

Here we explain the role of the contract of employment and the two different types of contractual terms.

The role of the contract of employment

You will always have a contract between you and your employer. You may not have anything in writing, but a contract will still exist. This is because your agreement to work for your employer and your employer’s agreement to pay you for your work forms a contract. Your employer does have to give you a written statement within two months of you starting work. The statement must contain certain terms and conditions.

A contract gives both you and your employer certain rights and obligations. The most common example is that you have a right to be paid for the work you do. Your employer has a right to give reasonable instructions to you and for you to work at your job. These rights and obligations are called contractual terms.

The rights that you have under your contract of employment are in addition to the rights you have under law, such as, for example, the right to a national minimum wage and the right to paid holidays.

Generally, you and your employer can agree to whatever terms you wish to be in the contract, but you cannot agree to a contractual term which gives you less rights than you have under law (we’ll be concentrating more on this later in the series).

Contractual terms

A contract of employment will usually be made up of two types of contractual terms. These are:
1. express terms
2. implied terms.

Express contractual terms

Express terms in an employment contract are those that are explicitly agreed between you and your employer and can include:

amount of wages, including any overtime or bonus pay
hours of work, including overtime hours (there is a legal limit for most employees on the maximum number of hours they can work per week)
holiday pay, including how much time off you are entitled to (nearly all full-time workers are entitled by law to 28 days’ paid holiday – they may be entitled to more under their contract. Part-time workers are entitled to a pro rata amount)
sick pay
redundancy pay
how much warning (notice) the employer must give you if you are dismissed.

Where to look for express contractual terms

Your express contractual terms may not be in one written document and you may have to refer to different documents. You could find that they are not written at all. The express terms may be found in:

the job advertisement
a written statement of main terms and conditions (see under heading Employee’s right to written details about the employment contract)
any letters sent by your employer to you before you started work
anything you were asked to sign when or since you started work
instructions or announcements made by your employer on a notice board at work
an office manual or staff handbook
payslips.

You may not have possession of all the relevant papers. Your Personnel Department, foreman, or trade union representative may be able to give you copies. You should always keep any papers given to you by your employer.

General implied terms

The following duties and obligations will usually be implied into any contract of employment:

the employee and employer have a duty of trust to each other. This means, for example, that if you give your employer’s industrial secrets to a competitor, you will have broken an implied contractual term of trust
the employer and you have a duty of care towards each other and other employees. This means, for example, that the employer should provide a safe working environment for you and you should use machinery safely
you have a duty to obey any reasonable instructions given by your employer. There is no legal definition of reasonable, but it would unreasonable to tell you to do something unlawful. For example, a lorry driver should not be told to drive an uninsured or untaxed vehicle
your employer has a duty to pay your wages and provide work. As long as you are willing to work, your employer must pay your wages even if no work is available, unless your contract says otherwise.

Terms implied by custom and practice

When dealing with a particular employment problem, you may find there may be no express contractual term covering the matter. In this case, it is helpful if you look at what has happened to other employees in the workplace. You can argue that you also have the right under ‘custom and practice’ if your colleagues have been given this right, .

You may find it complicated to argue this right through ‘custom and practice’ but you can get support from an experienced adviser, for example, at a Citizens Advice Bureau.

We’ve sourced parts of this guide from https://www.citizensadvice.org.uk/work/rights-at-work/basic-rights-and-contracts/contracts-of-employment/

Why ‘blaze of glory’ resignations aren’t a wise career move

aea10bea@Shazamme.com (Shazamme System User) — Wed, 20 Oct 2021 05:49:02 GMT

We’ve all done it at some time or another, sat there day dreaming about how we’d love to tell the boss exactly where to stick their job – but in the real world these ‘blaze of glory’ resignations are seldom a good career move.

Occasionally, workplace relations can get so bad that the feeling of resentment overpowers employees and they hand in their resignations complete with a mouthful for the offending manager. Although this gives the rest of the office something to gossip about on their lunch break it, it doesn’t do anyone any favours in the long run.

Sure, you might feel better afterwards but essentially you’ve just walked out of paid employment with no other opportunity to go to.

And if you find yourself in this situation it can be tricky to explain why you left so suddenly and cut off your only income stream to a prospective new employer.

So to retain your dignity and resign without scuppering your chances of future employment, here’s my top three tips on how to move on without damaging your career plans.

Don’t let it get this far

If you’re really that unhappy in your job, try talking to management about any issues that are causing you to be miserable and see if anything can be done to remedy the situation.

Employers hate losing good staff and will usually go out of their way to help resolve any problems. However, if they’re not willing to listen or do anything about it, then it’s time to move on.

Have another role in place

As noble as just walking out of your job might sound, how would no income coming in for a few week or months affect you? I doubt many of us would be too excited about the prospect of no money coming through the door.

Seek out new opportunities whilst you’re still in your current position, as this will give you the time to find a new role that’s perfect for your circumstances and career aspirations instead of just accepting the first thing that comes along.

Check out our blog on finding a new job quickly to get your job hunt underway before you do anything drastic.

Resign the right way

Once you’ve found your perfect new role and received your contract of employment, as much as you might want to slam your ‘I quit’ note down on their desk and storm out this won’t go down well.

Remember, you might encounter this person again during your career so it’s better just to write a basic letter or email stating that you wish to terminate your contract of employment with them in line with the terms and conditions.

If you’re still set on getting your point across, many employers offer exit interviews for departing staff so this gives you the opportunity to say your piece before moving on. But remember you should try to give constructive feedback.

If you’re unhappy and looking for your next role before moving on, give us a call or check out our job search .

Keeping Up With The Fast-Paced World Of Call Centres

Thu, 30 Sep 2021 16:20:04 GMT

Who – Call Centre Business

Many businesses were affected by the recent pandemic and our call centre client was no exception. They needed a high volume of quality candidates inducted, trained and up to speed almost immediately.

What – Customer needed a quick response to recruit call centre staff

Unfortunately, due to the pandemic, the client’s current agency was unable to supply the quality and quantity of call centre staff that were needed. The situation had now become critical, and a quick response was required.

How – Using video interviewing of candidates to speed up recruitment

The Appointments team wasted no time getting started. Needing to place 10-15 quality candidates a week, Appointments began a recruitment drive for a high volume of customer service staff, quickly setting up a video interviewing to ensure the pandemic did not slow down the recruitment process. Furthermore, we provided interview training to the hiring manager as well as supporting with induction and training to ensure candidates were able to quickly hit the ground running. Appointments were more than a recruitment partner, attending resource planning meetings to help the client effectively plan and ensure we were fully aware of upcoming requirements.

Outcome – Customer service staff recruited quickly without fuss

Thanks to the quick action of the Appointments team, we supplied a high volume of customer service staff virtually overnight. We then went on to successfully place 10-15 staff per week for 12 months to support this client through their peak season.

High volume, quick turnaround recruitment models are one of the hardest to successfully execute so if you are looking for a team that can get it right first time, contact Appointments today.

Building Trust With 100-Day Refund

Thu, 30 Sep 2021 11:04:21 GMT

Who – SME Service Based Company

At Appointments, we work with a range of SMEs throughout Staffordshire and Cheshire. Emma our Managing Director had recently been talking to a local service-based business about their recruitment needs. By offering our 100 day refund guarantee Emma was able to reassure the client that our recruitment services would be the right option for them.

What – Finding the right recruitment agency

The business was reluctant to work with a recruitment partner following a previous negative experience. They’d used an agency to recruit a new member of staff, but after just 6 weeks the new employee left the business. Sometimes things don’t work out for lots of reasons, however, the business was unable to to get a refund on the placement fees as this was outside the terms of the agency’s rebate policy. Understandably, this negative experience made them a little nervous and reluctant to work with recruitment agencies again.

How – Understanding your business

Emma spent time with the business, getting to know the role they were recruiting for. She wanted to be confident she understood both the technical requirements, as well as the culture of the company and what it was like to work there. Emma also suggested using Appointments’ 100-day refund service to make sure they were happy with the services and support provided. Emma reassured the company about the level of support they would receive and gave them the confidence to engage Appointments on an exclusive basis.

We’re so confident in our candidate selection process we offer a 100 day refund on our fees if the permanent placed candidates proves to be unsuitable or leaves their position within 100 days of starting their new position.

Outcome – the perfect job match

Once the green light was given our resourcing team began the search for applicants. We found and placed the successful candidate within just 6 weeks and the refund service was never needed. It’s important to us to match the best person to the role. So we refuse to put a candidate or CV forward unless we’re sure they are an ideal match.

Our 100-day refund policy shows how confident we are in our ability to offer a great service. If you’re struggling to find that perfect candidate contact our team today. Contact us 01782 338787 and find out how we can form the perfect recruitment partnership.

Growing Manufacturing Business Needs Help Recruiting Fast!

Thu, 30 Sep 2021 09:16:20 GMT

Who – Large, local, manufacturing company

Appointments were approached by a large, local manufacturing company whose business had been consistently growing. As part of their growth, they needed a large volume of ongoing temporary workers to fill skilled and unskilled industrial roles.

What – Demand for production operators to meet production output

Unfortunately, the three local recruitment partners they currently had in place was were unable to meet the demand of the numbers and in the words of our clients were ‘just sending anyone’. This was reducing the volume of manufacturing that could take place and was severely affecting the company on a financial level as well as their relationships with customers.

How – Getting to know the roles and applying our 7-step vetting process

At Appointments, we pride ourselves on open, honest communication and supplying the best people for the job, regardless of contract type. We would rather inform the client we didn’t have staff available than send workers we were not 100% sure would be reliable and capable. The client appreciated this authentic approach, and we sprang to work.
To fully understand what was required by the workers our consultants job shadowed the roles initially. Next, we used our 7-step vetting process to ensure only the most suitable candidates were placed with the client and created a candidate handbook to ensure new starters were fully aware of expectations, induction processes and health and safety policies. Furthermore, we improved communication with hiring managers through the implementation of regular Preferred Supplier List reviews to assess our performance and the quality of candidates being supplied. We agreed updated processes and conducted a benchmarking exercise that found pay rates were lower than competitors, which was having a direct impact on attracting high quality talent.

Outcome – Appointments become preferred supplier

Thanks to our consultants thorough and quick work, Appointments are now successfully recruiting in excess of 15 new staff per week and have become the client’s preferred supplier.

Appointments are more than a recruitment agency; we are a recruitment partner that can aid you with creating the best recruitment strategy for your business.

If you are experiencing issues with your managed services, or are considering implementing a managed services strategy, please contact the team at Appointments on 01782 338787. We can discuss your requirements and find out how we can help.

Managing Growth With A Global Player

Thu, 30 Sep 2021 09:14:22 GMT

Who – Global Manufacturer

Whilst Appointments are dedicated to supporting clients and candidates throughout Staffordshire and Cheshire, we are still able to effectively manage relationships with global organisations too. This case study explains how we supported a large manufacturer.

What – Specialist roles that were proving hard to fill

This global manufacturer, with a base of operations in Staffs, was working with a number of local recruitment agencies but was still unable to meet their demand. None were able to keep pace with the high level of growth they were experiencing, particularly with hard-to-fill, specialised roles. So they asked Appointments Personnel if they could help meet the demand.

How – Using local knowledge of the recruitment market

Appointments were able to start filling these specialised roles and built trust with the client, thanks to our years of recruitment knowledge and experience of the local employment landscape.

Recruitments are more than a recruitment partner. By becoming an extension of the clients existing HR team and fully integrated our team into theirs we were able to understand the business fully and what they were looking for. Recruiting for a range of roles, from shop-floor team members to the successful placement of a new Operations Director, Appointments have supported the client to grow in all areas of their business. Furthermore, Appointments were able to help the client with the implementation of bespoke behavioural interview techniques to ensure we always matched the best person to the role.

Outcome – Exclusive partnership

Due to the strategic and collaborative approach the Appointments team take, we have become the exclusive partner of this international manufacturer, supporting with the recruitment strategy of roles across the globe. One aspect of this collaboration we are most proud of was the dedication of our consultants throughout the pandemic that meant our client could continue to grow at a fantastic rate.

By working exclusively with Appointments, this client is guaranteed to have their choice of exceptional, top talent especially in a candidate driven market.

If you need help recruiting specialised roles or need to increase the pace at which you recruit, contact us today , our team are waiting to assist.

Consistent Office Support As & When You Need It

Thu, 30 Sep 2021 07:52:07 GMT

Who – Existing Client wanting ad hoc support

An existing client of Appointments approached us to discuss additional support to help them manage their holiday and sickness cover in back-office roles. Their relationship with Appointments Personnel meant that they knew that we could offer reliable, flexible support as and when they needed it.

What – Cover for holiday and Sickness

Whilst the company were aware they could use temporary staff; they had already tried this with another agency and found it frustrating that they would consistently receive different temporary workers and would have to spend time training unfamiliar staff. They wanted people who would slot into the business as and when they needed them who were familiar with their processes to reduce onboarding issues each time.

How – Specific recruitment drive for temporary staff

To resolve the issue the Appointments team began a recruitment drive specifically for general office support staff. We were looking specifically for staff that were happy to be “on-call” and work on a flexible basis for this particular client.

Outcome – Extended team available to slot in when needed for cover

Appointments innovative and “out the box” thinking meant the client was easily able to cover holidays and sickness absence without having to spend time introducing a new member of staff to the team or training someone new each time. The new team members became an extended part of the team who could slot into the business easily and start supporting the rest of the back office team straightaway.

If you are looking for occasional temporary or flexible staff to cover holiday, or sickness absence give us a call. Contact the Appointments team today on 01782 338787 to discuss your specific requirements. Whatever your recruitment issue we’ll help you find a solution

How temping can remedy a job search headache

aea10bea@Shazamme.com (Shazamme System User) — Wed, 25 Aug 2021 12:26:59 GMT

At some stage or another, many of us reach the point that we’re no longer happy in our current roles. Whatever the reason for this might be, temping in pastures new can help you to regain the drive and motivation you once had.

But typically, just as you’ve made this realisation, you just can’t seem to find that perfect position. After countless hours of trawling the web, you’re well on your way to a job search headache and are beginning to lose hope.

Temping gives you time to find the perfect role

Finding the perfect role can take time, so instead of becoming frustrated and increasingly disillusioned with your current role, temping can offer the perfect solution to end that job search headache. Finding a temp role where you can use your skills frees you from your current position and gives you the opportunity to try your hand at something different.

Temping roles often have much shorter lead times than that of permanent positions, so you’re able to access work quickly and easily. Temp roles exist in so many industries and job types, so there’s a multitude of opportunities for you to choose from.

Take a career change trial

Temping also gives you the ability to ‘trial’ a position for a set length of time to see if a permanent role in this area could be the career change you’ve been seeking. Add the fact that you’ll get paid into the mix and temping becomes an excellent way to test drive new careers with little risk.

Rebuild your confidence

If your confidence has taken a knock in your last role, temping can also give you back the self-belief you’ll need to be happy at work. A new environment might be just the thing you need to regain any confidence you might have lost elsewhere and give you the boost you need when applying for other, longer term positions.

You could be better suited to temping

However, many jobseekers who’ve tried temping find that the flexibility and variety that temp working offers suits them better than any permanent position and continue to temp long-term. Temp positions range from a few days to several months and in some cases employees have stayed in the same position for years.

Temp employees also enjoy pretty much the same legal rights as permanent staff, so the risk of being short changed for the work you do is virtually nil.

So if you’re looking to keep your employment options open, speak to an experience member of the Appointments team toda y to discover if temping could offer the right opportunities for you.

7 Expert LinkedIn Tips to Get Your CV Noticed

Tue, 02 Feb 2021 12:10:27 GMT

Did you know 86% of employers use LinkedIn to look at candidates?

We spoke to some of our recruitment partners who said that they would check a candidate’s social media before offering them a role in their company. With most employers using LinkedIn to find candidates, it’s time give your profile a proper spruce up!

Here are seven expert tips to polish your LinkedIn and attract top employers.

1. Customize Your URL

Make your profile memorable with a personalized URL. Those random numbers and letters at the end of your LinkedIn link? They’ve got to go! Change it to something professional like linkedin.com/yourname. It's easy—just go to the Edit Profile screen and set your custom URL. This little tweak makes your profile look polished and easier to share.

2. Choose a Professional Photo

Let’s talk photos. Ditch the stiff passport photo and opt for a professional, yet approachable image. Think of a headshot where you’re showing a bit of energy, passion, and charisma—perhaps a shot of you in action at a work event or simply a friendly smile against a neutral background. Remember, your photo is often the first thing recruiters see, so make it count!

3. Craft a Compelling Headline

Your headline doesn’t have to be just your job title. This is prime real estate to highlight what makes you unique. Be succinct and focus on your key talents and skills. For example, instead of "Marketing Manager," try something like "Creative Marketing Manager | Driving Brand Growth and Engagement." A compelling headline can capture attention and make recruiters want to learn more about you.

4. Avoid Buzzwords

We all know the buzzwords—"innovative," "motivated," "results-driven." They’ve been used to death and don’t really say much. Be original and infuse your profile with genuine personality instead of relying on boring, overused clichés.

5. Treat It Like a CV

Your LinkedIn profile should be a dynamic version of your CV. Fill in your experience section with bullet points that highlight your achievements and their impact. Use specific metrics and outcomes where possible - employers love to see tangible results. For example, "Increased sales by 30% in six months through targeted marketing campaigns."

6. Join Relevant Groups

Engage with industry-specific groups to show your involvement and interest. These groups can be fantastic for networking, discovering new opportunities, and staying up-to-date with industry trends. Comment on posts, share insights, and connect with group members to build your professional network.

7. Add Contact Information

Don’t forget to include your email and phone number. The easier you make it for people to contact you, the more opportunities you’ll have coming your way.

Final Thoughts

There you have it—seven top tips to get your LinkedIn profile noticed by employers. Remember, your LinkedIn is often your first impression, so take the time to make it shine. Keep your profile updated, engage with your network, and don’t be afraid to show a bit of personality!

How to avoid discrimination while recruiting – Protected Characteristics

Sun, 18 Oct 2020 07:52:31 GMT

The topic of discrimination in relation to recruiting is vast, that’s why we’ve created this guide to give you the tools and knowledge you need to help safeguard your businesses from the threat of discrimination during the recruitment process.

In part one we discussed how to remove discrimination when creating job specs and adverts, if you missed this instalment then click here to view the guide.

In this part we’ll be addressing protected characteristics and forms of discrimination to arm you with the information you need to ensure that you stay on the right side of the law when recruiting.

What are the protected characteristics?

The Equality Act provides protection for each of the strands of unlawful discrimination which were previously dealt with under separate Acts and Regulations. These are now referred to as protected characteristics.

There are nine protected characteristics in total:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

Forms of discrimination

Discrimination can come in one of the following forms:

direct discrimination – treating someone with a protected characteristic less favourably than others
indirect discrimination – putting rules or arrangements in place that apply to everyone, but that put someone with a protected characteristic at an unfair disadvantage
harassment – unwanted behaviour linked to a protected characteristic that violates someone’s dignity or creates an offensive environment for them
victimisation – treating someone unfairly because they’ve complained about discrimination or harassment

Direct and Indirect Discrimination

An employer directly discriminates against a candidate or employee if because of a protected characteristic (e.g. age), it treats the person less favourably than it treats or would treat someone else.

Treating someone less favourably means treating them badly in comparison to others.

Direct discrimination can arise even though the person who is complaining of discrimination does not have the protected characteristic (e.g. age). It is only necessary for the person to show that they have been treated badly in comparison to others because of a protected characteristic (e.g. age).

Indirect discrimination occurs when an employer applies a provision, criterion or practice (PCP) to everyone but this results in people who have a protected characteristic (e.g. disability), being placed at a disadvantage in comparison to people who do not have the protected characteristic. If the employer can objectively justify the application of the PCP this will not amount to discrimination.

Discrimination by association

The 2010 Equality Act also protects candidates, employees and workers if their friends or family members have a protected characteristic and can prove unfair treatment because of that. This is called discrimination by association. For example, if an employee being discriminated against because of their son or daughter’s sexuality.

Questions on protected characteristics that you can’t ask when recruiting

You must not ask candidates about ‘protected characteristics’ or whether they:

are married, single or in a civil partnership
have children or plan to have children
asking about health or disability

You can only ask about health or disability if:

There are necessary requirements of the job that can’t be met with reasonable adjustments

You’re finding out if someone needs help to take part in a selection test or interview

You’re using ‘positive action’ to recruit a disabled person

You might be breaking the law if any discrimination happens during their recruitment process, even if you use a recruitment agency.

Asking for a date of birth

You can only ask for someone’s date of birth on an application form if they must be a certain age to do the job, eg selling alcohol.

You can ask someone their date of birth on a separate equality monitoring form. You shouldn’t let the person selecting or interviewing candidates see this form.

Employing people with protected characteristics

You can choose a candidate who has a protected characteristic over one who doesn’t if they’re both suitable for the job and you think that people with that characteristic:

are underrepresented in the workforce, profession or industry
suffer a disadvantage connected to that characteristic (e.g. people from a certain ethnic group are not often given jobs in your sector)
You can only do this if you’re trying to address the under-representation or disadvantage for that particular characteristic.
You must make decisions on a case by case basis and not because of a certain policy.
You can’t choose a candidate who isn’t as suitable for the job just because they have a protected characteristic.

Favouring disabled candidates

When a disabled person and a non-disabled person both meet the job requirements, you can treat the disabled person more favourably.

We hope this blog has been useful. If you want more support for your recruitment activity, get in touch 01782 338787. Or check out our Hiring Resources.

How to spot a stopgap candidate

Sun, 19 Jul 2020 07:43:11 GMT

We’ve all been there – thinking we’ve found the perfect person for our vacancy only for them to jump ship a few months later without any real reason or explanation.

These stopgap candidates can not only cost you valuable time and money, but can be very difficult to spot if you don’t know which signs to look out for.

Serial job jumping

Although your candidate might be very experienced and have plenty of qualifications, you might notice that they’ve had a higher than average number of jobs on their CV.

Now there might be a perfectly good reason for this, but it’s best to really scrutinize their reasons for never really settling at any company for very long at the pre-screening stage as you don’t want to be interviewing someone who doesn’t have the staying power you’re looking for.

No real interest in progression

Most employers offer at least some form of career progression route for their employees, and candidates love the idea that they can grow and advance within a company – it’s normally one of the top three things that attracts them to a vacancy in the first place.

So, when you start talking about training and developments routes to enhance their careers and don’t get the feeling that they’re all that excited, you might have a stopgap candidate on your hands.

What’s the attraction?

At the interview, employers should be focusing on what has attracted a candidate to their vacancy in order to gain some insight into their motivations and personal characteristics.

How a candidate answers ‘what attracted you to this job?’ can really illuminate the real reason why they put in an application in the first place. If their answer just mentions salary, job location, hours and fails to cover any long-term career objectives, then you should be starting to question if this professional relationship would have the longevity you’re hoping for.

For more information on how to spot a stopgap candidate, speak to the Appointments team today on 01782 338787

Is now the right time to leave your HR position?

Tue, 16 Jun 2020 13:11:10 GMT

Being a director of a recruitment agency, I get to talk to a number of HR professionals on a regular basis and I was not surprised to learn that so many people are unhappy in their job right now. So… is now the right time to leave your HR role?

The pandemic caused a lot of stress in HR, you are more than likely dealing with stressed out Directors as well as dealing with recruitment difficulties and maybe even the uncertainty of your own job. There is an ever-increasing pile of employment related issues and you are overrun with keeping up with job retention schemes, salary negotiations and restructuring programmes.

We are hoping the up and coming challenges with the cost of living won’t be too painful and as long as you retain your passion for the HR field and the people, and your sense of humour, you can overlook a lot of aggravation. We are seeing that the recruitment market is still challenging, and HR is certainly an area that is needed. So maybe it’s time to take a step back and consider your options. I have put together 7 issues that I come across on a regular basis for the reasons why HR professionals move jobs, if you can resonate with more than 3 of these then maybe it is time for a move.

You have lost your passion and you find that your mission for working in HR and your goals are no longer meaningful to you.
You find that most of your time is mired in administrative and transactional tasks, not at all what you signed on to spend your time doing in your HR employment, and you have been unable to find a way to change the situation.
Your industry has experienced economic turmoil and you have laid employees off, downsized your business, dealt with the fear, mistrust, loss, and the grief of remaining co-workers, and you’re just burnt out in your HR role.
You no longer think about employees as valued resources. Instead, they are the whiners, the complainers, and you are just plain tired of dealing with employee complaints and employees.
You perceive little or no opportunity for advancement or career development. You feel locked into the same HR role at different levels unless you are at a very big company where career advancement and lateral moves are more frequent. And, you would like to try something different to grow and develop your skills.
You are tired of teaching managers over and over the appropriate steps for employee disciplinary action. They wait too long and involve you too late after they have made mistakes.
You fight continually to be relevant and strategic, yet the day-to-day responsibilities constantly consume your time. Your organisation rewards you more for the daily record keeping tasks than it does for your strategic thinking, your vision of the HR contribution to the bottom line, and your participation in executive planning to direct the company. Battles with finance over cost versus retention, reward, recognition, and employee empowerment are frequent and painful.

One recent trend was the reduction of in-house HR and small HR departments due to outsourcing and technology. Another was how HR will become more like Marketing due to ‘talent buying’ and the third was HR departments will have to manage a remote workforce. These changes may impact on your future in HR and if it is the industry for you.

So, the main question is, should I be looking for a new job right now?

Only you can really answer that question, however If you feel like you want a new opportunity it does not do any harm to be on the lookout for what is available. Do not be afraid to change industries’ and focus on your career goals, remember there is always a job for the right person out there! The beauty of technology and online communication allows you to expand your professional network easily! You can make new career connections and have social interactions all from the comfort of your own home.

If you would like to discuss moving from your current HR role then please feel free to get in touch with me: kerry@appointmentspersonnel.co.uk or connect with me on LinkedIn.

How to find a job on Facebook

Mon, 11 May 2020 12:05:47 GMT

The way that we search for new career opportunities has changed dramatically over the past ten years with the advent of social media. Now, you can find a job on Facebook, LinkedIn or any social media platform you choose whilst checking in with friends and browsing through your news feed during your lunch break.

Employers are now more aware than ever that Facebook can be an excellent tool for filling vacancies and so use the platform to promote their latest jobs and engage with jobseekers like you.

But before you start looking for your next career move using social media, take a look at our top tips on how to find a job on Facebook to increase your chances of landing your dream job.

Spring clean your profile

Before you do anything else, you’ll need to take a fresh look at your own Facebook profile and consider what kind of impression it gives out to potential employers. Although Facebook is predominantly used as a social site for friends and acquaintances, if you’re thinking of using it to find a job you might want to remove and bikini pics from your summer holidays and make sure that your profile photo is something you wouldn’t mind employers seeing.

Same thing goes for recent posts you might have made, if you wouldn’t want a potential new boss to see it then remove it before you start to find a job on Facebook.

Connect with local employers

Once you’ve given your profile the once over, it’s time to think about any local employers that you’d be interested in working for. Most companies will post details of their latest vacancies on their Facebook page so track them down and like their page to make sure you get the details of new job opportunities straight to your news feed as so as they’re published.

Think about third parties

A lot of companies choose to work with third party recruitment agencies to help them fill vacancies, so it’s a good idea to connect with these companies on Facebook. Any good recruitment agency will be continually updating their Facebook page with vacancies as soon as they come in, so find out who the most reputable and experienced recruitment agencies are in your area and connect with them.

This way, you’ll get access to vacancies from employers who prefer to let a third party handle their recruitment and who may not otherwise publicize job opportunities themselves.

To keep up to date with the latest hot jobs and career opportunities from Appointments, click here to visit our Facebook page .

Four temping myths you shouldn’t believe

Mon, 03 Feb 2020 12:02:17 GMT

As a Candidate Resourcer, I’m lucky enough to get to spend time talking to candidates pretty much every day. But one thing that still confuses me is the amount of people who’ve got some pretty strange ideas on temporary working and the reasons why they would never consider taking a temp position.

From ‘you get paid far less than a permanent member of staff’ to ‘it is only for people with no skills’ I’ve heard them all so, let me dispel the myths.

You get paid less

In most cases, temporary workers get paid exactly the same as their permanent counterparts. In fact, the law states that temporary workers are entitled to the same level of remuneration as permanent workers with the same role after 3 months.

Many employers pay their temporary workers the same amount from the start of their contracts to attract new workers to positions and reduce the amount of paperwork they need to do after the 12 week period.

Temporary working is for people with no skills

This isn’t true. I have several high achieving candidates who are currently in temporary positions and loving it! One of them is a Financial Controller with a great finance background and more qualifications than you could shake a stick at.

Many temporary workers come from skilled professions and temp because it suits their individual circumstances, and certainly not because they are lacking in the skills department.

Your recruitment agency will get part of your pay packet for finding you work

If any agency tries to tell you that you need to pay either a percentage of your earnings to them during, or at the end of the contract then they are breaking the law. Likewise, no recruitment agency should request any form of payment from you for finding you the temporary position in the first place.

In the unlikely event that this should happen, refuse and report the matter to the Recruitment & Employment Confederation (REC) immediately.

You don’t get holiday pay

Temporary workers are entitled to paid annual leave the same as permanent employees. Temp workers and permanent staff alike accrue leave in exactly the same way and are entitled to take it as an when they wish, subject to approval from the employer.

Temp workers do not receive less paid leave than permanent staff as they are both calculated on hours / days worked.

There are so many benefits to temping, it offers the ability to try something new. The flexibility can give you a great route back into employment. So don’t believe these temping myths as temporary working could just offer the employment opportunity you’ve been looking for.

Job hunting under the radar

Mon, 18 Nov 2019 11:58:01 GMT

So, you’ve finally decided that the time has come for you to move on from your current employer to find pastures new – but you’re worried that your job hunting will somehow be detected by your current employer.

Now I’m sure I don’t need to tell you how awkward it would be if your employer found out you were looking to leave, so instead I’m going to offer you some advice on successful job hunting under the radar.

Keep it quiet

Although you might be tempted to tell a few close workmates that you’re planning of finding a new job, I’d be very cautious of unveiling your plans until you’ve actually landed a new role.

You might be friendly with these people, but you never know if they’ll slip up and let the cat out of the bag, or pass on your plans to management in a pitiful attempt to earn some brownie points.

Not only that, they might be in a similar situation themselves and if you’ve spotted a great job opportunity they might take it upon themselves to put in an application.

Social media slip ups

Social media is a great tool if you’re job hunting, but make sure you don’t go changing your LinkedIn profile to state your seeking new opportunities if you don’t want the rest of your network to see it.

Likewise, don’t go posting your job hunting strategy all over Facebook, as you never know who might see it.

This doesn’t mean that you can’t do some work on your social media profile to make sure that it will be an asset to your job search.
Our blog discusses how you can use Social Media to boost your job search.

Talk to a reputable agency

If you’re interested in seeing what’s available on the job market, but want someone to work on your behalf to send out your CV without uncovering your identity in the first few stages of the recruitment process, then seek out a reputable recruitment agency.

This can be especially useful for candidate’s job hunting in a sector where companies are somehow closely linked. Word gets around and you don’t want your name to be revealed unless the business is interested in taking the relationship further. A good recruitment agency won’t usually reveal the full name of a candidate unless the company wishes to invite them for an interview.

For more helpful tips and advice on job hunting under the radar, speak to one of our friendly recruitment specialists today on 01782 338787.

Or check out our blog on finding a new job quickly.

Is there such a thing as being overqualified for the job?

Sat, 26 Oct 2019 11:52:22 GMT

Something I’m frequently asked by some of our more experienced candidates is ‘am I overqualified for the job?’.

Often, they’ve seen a vacancy advertised that ticks all the right boxes, but are put off by the job title, especially if it gives the impression that it’s a more junior position to ones that they’ve previously held.

But don’t let this put you off, even if you think that you’re overqualified for the job, here’s three good reasons why you should still put in an application.

Perspective

Just because you believe that you’re overqualified, the employer might not feel the same way. They’re hoping for a wide spectrum of skills and experience in the applications they receive, and just because you previously held a finance management position doesn’t necessarily mean that they won’t consider you for a more junior marketing role.

Many candidates look for a career change at some point in their working lives, and as many skills are transferrable from one role to another, they’ll assess your CV to pick out skills and experience they can help you build upon in the future.

Motivation

If you’re sticking with a similar role but going down a few positions, employers will want to understand your motivations for doing so. Perhaps you want less responsibility at work, more time to spend with your family or felt that you were happier in a less demanding position.

The employer doesn’t just want the best candidate they can get, but they’ll also need to feel reassured that you’ll stick around and that you’re not just taking the job because it’s the only one available at the time.

Skills matching

Some companies like to give out really flashy job titles to their staff that can sometimes put off prospective new employers. Although you can’t help your job title, what you can do is ensure that the skills included on your CV match those of what the employer is looking for.

Remember, employers are often really excited to receive a CV that shows that a candidate can do more than what’s required, but make sure that your application covers the basics too.

For more advice on making your CV stands out and gets you shortlisted check out our CV writing blog.

Providing references best practice

Mon, 01 Jul 2019 13:13:15 GMT

UK law states that an employer must provide a reference for a current or past employee should one be requested if there was a written agreement to do so or the employer operates within a regulated industry.

For those organisations where the above doesn’t apply, as an employer you are not under any obligation to provide a reference unless you want to.

It’s worth noting here that the current or past employee has the right to challenge any reference given that they feel might be unfair or misleading, so it’s important that you tread carefully when providing a reference.

But what information should you provide to make sure you follow references best practice?

Keep it simple

Many employers have adopted a policy of only giving very basic information on previous employees, including role details, employment dates and final salary figures. This is perfectly acceptable but just be aware that if you do choose to give more information its best to keep things brief and stick to the facts, detailing an ex employee’s bad traits can land you in hot water so make sure anything you say is accurate and can be proven.

Stick to the truth

You might be celebrating the fact that a particular employee is moving on, but don’t go building them up to be an ideal employee if they aren’t. Likewise, if you don’t want the employee to leave then giving them a bad reference is just going to come back and bite you and ruin your relationship with the employee who will no doubt leave anyway.

Provide it in writing

Giving a reference in writing is the only way to prove exactly what was discussed should problems occur later on down the line. Giving a reference over the phone can often lead you to divulge information you may not be 100% confident in discussing or to you giving the wrong impression of an employee should a question be framed in a particular way.

Safeguard yourself from these pitfalls by providing all references in writing so you have a document you can refer to if needed.

This is by no means an extensive list of things you need to be aware of when providing employee references. However, it’s a good starting point to make sure employers are mindful of best practice.

Your GDPR checklist for Recruitment Compliance

Tue, 13 Mar 2018 14:54:33 GMT

Following on from our previous two articles on the GDPR which you can read here, we have developed a clear GDPR checklist for recruitment compliance which will help you ensure you operate within the new regulations and keep you on the right side of the law.

To be ready for the May deadline, it’s imperative that you start to take action as soon as possible. Start now by following our GDPR checklist for recruitment compliance and make sure that you’re well prepared for a GDPR audit should the situation arise.

1. Inform Staff

It is highly likely that most of your staff won’t have heard of GDPR or they may have heard of it, but might not be too sure what it involves. It is important to inform staff of GDPR and make sure they are following the processes.

As far as recruitment is concerned, most of your staff are probably involved in it in some way or another, so they need to know what is expected of them and how they will be involved in the GDPR project.

2. Select a GDPR Officer

The first thing to consider is to either assign someone who is experienced in data protection from your current employees as a GDPR Compliance Officer, or employ a third party to manage this as they will have specialist knowledge and expertise in this area.

3. Data Mapping

It is a good idea to undertake a full data mapping exercise for GDPR, as this will help you to understand where data is flowing in your organisation. You may wish to document where the data comes from and what your overall process is for storing/archiving the personal data.

Consider these key elements as part of your data mapping exercise:

How do individuals apply for jobs?
Do they apply via your online system? Do you receive CVs from recruitment agencies? Speculative CVs?
Where are the applications/CVs stored? (They may be stored on your online system, saved onto shared drives, desktops, stored by managers)
What personal details do you obtain? (Name, address, email address etc. – make sure you document exactly what personal data you are storing for individuals).
What is your process for unsuccessful applications?
Are you ensuring you discard applications after the relevant time has elapsed? Are there applications stored incorrectly that have passed the legal time frame for storage?

Document each stage of the recruitment process so that you are clear about the personal data you have and the full journey of the recruitment cycle. This process will be time consuming, but it will help you to gain a clear understanding of what you need to do next.

4. Consent

An important aspect of GDPR is consent. If you are storing personal data for longer than the legal requirement, you must gain consent from the individual. For example, if you decide to hold onto a CV for future vacancies, you must explicitly request consent to do this from the individual.

Consent must be freely given, specific, informed and unambiguous. You must always make clear what the consent is for. If you are unable to obtain consent, you should not communicate any further with the individual and you should delete any personal data already obtained.

It is important to have a clear process for gaining permission to hold onto data. You will need to have documented evidence.

If you are sharing personal data, you must always get written permission. For instance, you may decide that an individual would be more suitable for another role after reading their CV, but you shouldn’t send the individual’s information to that company/department until you have made sure that they are happy for you to do so.

If you are relying on consent for the purposes of marketing, you will need to remind the individual of their right to withdraw their consent every six months.

5. Accuracy of data

If you are storing personal data and you have permission to do so, it is important to check the accuracy of your data. If you have applications you are keeping for future vacancies for example, now is the time to check you have up-to-date details.

6. Archive data

This is probably the most time-consuming task associated with GDPR, but one of the most important.

As part of your data mapping exercise, you will be aware of where you are storing personal data, so now is the time to archive any personal data you no longer need and/or do not have permission to store. This includes personal data stored on all of your systems, folders, shared drives and hard copies. Archive any data you no longer need.

7. Update privacy policies

Your privacy policies will need to be updated to reflect GDPR. This will include how you are storing and using personal data.

Now is the time to get started on ensuring you are prepared for the new GDPR legislation. If you’d like more help and advice on navigating the GDPR with regards to recruitment, contact the team at Appointments on 01782 338787 or email office@appointmentspersonnel.co.uk.

Disclaimer: The information contained within this article are given in goodwill and Appointments Personnel Limited uses all reasonable efforts to ensure that it is accurate. Appointments Personnel Limited shall not be liable under any circumstances for any loss, expense, damage, delay, costs or compensation (whether direct, indirect or consequential) which may be suffered or incurred by you.

What is the GDPR?

Tue, 13 Mar 2018 14:50:30 GMT

What is the GDPR is the hot topic of conversation in recruitment these days, and you may or may not be sure about exactly what this is and what it means for your business. There is a lot of confusion about GDPR, so if you are not quite sure where to start, don’t worry, you are definitely not alone!

As part of our pledge to help support local businesses and to help them navigate through the latest legislative changes that affect recruitment, we’ve created a series of three articles to assist you in understanding the new regulations and to ensure that you are fully GDPR compliant once the new rules come into force.

Read on to find out more about what is the GDPR, its purpose and what it will affect in terms of your current recruitment and data processes.

What is the GDPR?

New data protection rules will come into effect across the whole of the EU on 25th May 2018. These new rules will be known as the General Data Protection Regulations (GDPR). The new legislation will give individuals more control over how their data is used by companies. Companies who do not comply with this new legislation could receive a fine of up to €20 million or 4% of the total global turnover.

The aim is to ensure that the data protection law is the same throughout the EU. This will leave less opportunity for confusion. It will affect all companies who are handling personal data.

The GDPR will be implemented through a new UK Data Protection Bill in preparation for Brexit and this will replace the Data Protection Act 1998.

It’s important to remember that this legislation will also affect countries outside the UK who are using data from EU residents.

Why was it introduced?

We live in a time when we are often not entirely sure how our data is being used and the GDPR aims to bring back greater control. It is specifically designed to give people greater peace of mind that their data is being used in the right way and not being exploited.

One of the main changes the GDPR will affect is the rights of individuals with regard to how their personal data is stored, used, accessed and their consent for processing.

Once the GDPR comes into force, individuals will have the right to:

give explicit consent for the processing of their personal data;
withdraw consent to use their personal data;
be notified of a data breach;
be informed about how their data is being used;
data portability (the ability to transfer their data from one organisation to another);
rectification of incorrect or incomplete data;
object to the processing of their personal data; and
erasure (ask to have all their personal data removed).

What do I need to do?

You only have until 25th May 2018 to ensure you are GDPR compliant, but it is strongly advisable that you start to prepare for it now. GDPR applies to all companies who use personal data and you will need to undertake a project to analyse the data you currently have stored.

Some of your new obligations will be to:

assess whether you need to adopt a Data Protection Officer (DPO);
adhere to the accountability principle (you will be responsible for your own data protection process);
adopt a ‘Privacy by Design and by Default’ approach. Ask yourself ‘do I still need the data?’ If not, consider Pseudonymisation (replacing identifying fields with artificial identifiers) or Anonymisation (irreversibly destroying the records). It is also important to ensure you have cyber security in place;
carry out a data protection impact assessment (DPIA). This will help you to identify the best methods to comply with GDPR;
be transparent – make it easy for individuals to access information about how you use and store their data;
keep written/electronic records of processing activities; and
implement procedures to easily identify any risks to the data protection of individuals.

In our next article, we’ll be looking into how the GDPR affects recruitment and what steps you need to take now to ensure that your recruitment processes are fully compliant.

If you don’t want to miss our next two articles on the new legislation, subscribe to our mailing list and you will receive updates directly to your inbox!

How the GDPR affects recruitment

Tue, 13 Mar 2018 14:43:42 GMT

How the GDPR affects recruitment is a vast subject. As recruitment is highly data driven, this can be one of the most difficult areas to control when it comes to complying with GDPR.

Most companies recruit. Even if you are using a recruitment agency, you will need to be stringent with the personal data you are storing. Personal data is anything relating to a person’s life, including their address, CV and pretty much any personal data you might collect during the recruitment process.

In this second instalment of our GDPR compliance series, we’re going to be looking at how the GDPR affects recruitment and the areas you need to be aware of when it comes to the changes in legislation. We’ll also give you seven necessary tasks that you need to carry out to ensure that you’re ready for the GDPR before the deadline.

How the GDPR affects recruitment processes

Your recruitment process may involve online applications, CV’s forwarded by agencies and CV’s sent directly. With GDPR coming into play, you will need to gain an understanding of the personal data you are storing throughout your recruitment process and whether this fits in with the new legislation.

Before storing any information, you will require consent from the individual and they will have the right to be informed about what you intend to use their information for. Please note that an individual can withdraw consent at any time to the processing of their personal data.

Changes to Individual Rights

Individuals have the right to subject access; this means that they can ask, at any time, to get a copy of any information you hold on them, so now is the time to archive any personal data you no longer need and ultimately delete. Archiving alone will not meet the erasure requirements.

There will be examples where you are required to keep data for a minimum period e.g. the Conduct Regulations require recruiters to keep certain records for at least a year. In this instance, you must ensure data is destroyed after the set period and you must explain the same to the individual.

We discussed the changes to individual rights in our first article – What is the GDPR, so click here to take a look.

Any automated processes in recruitment must be transparent. If candidates have a decision made about them based on automated processes, they may be able to appeal the decision.

Recruitment Agencies

Employers who are working with recruitment agencies must also be aware of their compliance with GDPR. It is worth taking a look at your PSL and making sure you know what the agencies processes are and how they are ensuring compliance with the GDPR legislation.

What you need to do now to ensure GDPR compliance

Now is the time to start reviewing your current recruitment process to get ready for the GDPR, so some investigation is required to gauge just how many changes you need to put in place to be fully compliant and stay on the right side of the law.

Carrying out the following tasks will give you a great start towards total GDPR compliance and provide you with a clearer picture of what changes your business needs to make in regards to personal data:

Carry out an information audit to assess how you manage candidate, client and other personal data.
Review your data processes and develop a procedure to record data processing activities.
Review your data security procedures to ensure you are taking sufﬁcient steps to keep personal data secure.
Assess how you handle subject access requests to ensure you will be able to process these for free and within one month.
Discuss the implications of the GDPR with companies in your supply chain.
Train your employees to handle personal data correctly.
Consider appointing a data protection ofﬁcer

We hope you’ve found our how the GDPR affects recruitment article useful. If you missed the first part of our GDPR series, what is the GDPR?, click here to read the article.

In our final GDPR article, we’ll be sharing an easy to follow checklist for complying with the legislation throughout your recruitment process. Check back soon and don’t forget to subscribe to our mailing list to get the latest update.

Thanks, but no thanks: How to overcome job rejection

Wed, 07 Dec 2016 11:47:09 GMT

Let’s face it, no one likes receiving a job rejection email, letter or phone call.

You’ve worked hard getting your CV polished up and made a real effort to make a great impression at interview, so getting a standard email template saying that they won’t be taking your application any further can come as a real blow.

It’s easy to see job rejection as a failure on your part, and many of us can’t see the bigger picture when we’ve received the news that we really didn’t want to hear. But instead of losing your confidence and giving up, there are some positive you can take away from the experience.

Ask for feedback

If you’re confident that you gave your all in your application and again at interview stage, then it can be difficult to pin point exactly what went wrong.

Asking for feedback will be the only way that you’ll discover why you weren’t successful in landing the job and give you the insight you need to make sure the same thing doesn’t happen again. Of course, there might be reasons outside of your control but I find it’s always better to ask so you know for certain.

A polite email thanking the company for their consideration and a request for feedback seldom goes unanswered, so be sure to send one as soon as you can.

Learn from your experience

Once you’ve received your feedback, try not to take any of the comments made personally. Look at them objectively and think how you could avoid the same pitfalls in the future. If the employer felt that you didn’t come across as confident enough in your ability to do the job, then perhaps you could work on your interview technique or learn some tools to help combat interview nerves.

Remember, all interviews are good experience – regardless of the outcome. What you decide to do about a rejection for a role is what really matters.

For more helpful advice on overcoming job rejection or techniques for nailing that interview, speak to the friendly team at Appointments today on 01782 338787.

3 of the worst job search tips you’ll want to avoid

Wed, 16 Nov 2016 11:41:21 GMT

Job search tips are everywhere nowadays. The internet, friends, even someone you hardly know will try and give you some kind of advice when they find out that you’re looking for a new job.

You’ll probably listen and smile politely while they reel off their job search pearls of wisdom, and some may even offer up a few new ideas that you might not have even thought of which is great – but beware of our 3 worst job search tips and avoid them at all costs!

Tell the world
Telling everyone your starting out on a job search isn’t a bad idea – unless you currently have a job. You’d be surprised how quickly this news can reach the ears of your employers and in most cases they’re highly likely to ask you about it.

At best they’ll try to persuade you to stay by dangling a carrot such as a pay rise or promotion, but more often than not you’ll find that they closely monitor your every move to try and figure out if you’re going to leave and when that’s likely to happen so they can line up someone new to fill your position.

Apply for anything
You might be down-right miserable in your current job, but that doesn’t mean that applying for every job you see is the best way of getting out of a job you dislike as you’ll most probably find yourself in exactly the same situation again in six months.

Only pick out the vacancies that offer you something that your current job doesn’t. For example, if you feel like your current job doesn’t offer enough opportunities for career progression and you’re not moving forward, then seek out opportunities that do.

Go it alone
Tackling a job search alone can lead to hours and hours of trawling through vacancies without much success. Having an experienced and knowledgeable recruitment specialist on hand to help provide you with advice and job search tips as well as giving you access to the best local opportunities that match your wish list really is the best advice I can give anyone who’s looking to make a career move.

Set up a meeting either by phone or face-to-face with a reputable recruitment agency to talk about your ambitions and plans for the future and they’ll give you all the advice, support and job search tips you’ll need to find that dream role.

How to pass your probationary period with flying colours

Thu, 10 Nov 2016 11:38:21 GMT

You’ve landed your dream job – well done! But now you’re faced with the prospect of having to prove to your new employer that you’re every bit as good as you said you were at interview during the probationary period.

Probationary periods are nothing new, however in the past five years we’ve seen an increase in length from some companies who now ask new employees to work for a period of as long as six months to prove their up to the job and that the first few weeks aren’t just beginners luck.

Nine times out of ten you’ll have nothing to worry about during your probationary period, but it’s a wise move to follow our top tips to ensure that you show your new boss that they made the right decision when hiring you.

Be on time

Punctuality is a big thing for employers, and if everyone else can make it to the office on time then so can you. As soon as you accepted the job you should have researched how you were going to make it to work in good time, so don’t try and make the excuse that the route was unfamiliar as it won’t go down well.

Show you’re a perfect fit

Employers don’t just hire you because you can do the job, they also need a new employee that will gel well with the rest of the team. Make it one of your daily tasks during your probationary period to get to know your new colleagues and show your new employer that you’re a good fit with the existing team.

Go all out

You obviously impressed the employer during your interview, but now’s the time to prove that you’re capable of being just as impressive in the workplace. Use your probationary period to showcase just how good you are at your job and you’ll be setting yourself up for career progression later on down the line.

Are you earning the right salary for your age?

Thu, 13 Oct 2016 11:35:25 GMT

There’s no denying that there’s a direct link between age, experience and earnings. As we get older, we learn new skills, become more experienced in our field and command a bigger pay packet – but can you be certain that you’re earning the right salary for your age?

Of course, the average UK salary does differ drastically from industry to industry and the role you hold, but an Annual Survey of Hours and Earnings has calculated an average salary for full-time workers in the UK to be £27,600.

Again, this varies greatly from role to role, sector and geographic location but serves as a basic marker for full-time UK salaries. Interestingly, this rate increased by 1.6% last year as employers struggled to hold on to employees thanks to the wide range of attractive job opportunities flooding the UK labour market.

But what’s the right salary for your age group and how do your earnings measure up against the averages uncovered in the survey?

Late teens / early twenties
For many people in this age group, this position is more than likely to be their first full-time position and workers can expect an income of between £1,270 and £1,361 per month.

Graduates
As a recent graduate, you can expect to be awarded an annual salary of between £19,000 and £22,000. These figures are influenced by your chosen field and degree grade.

Twenties
The average monthly earnings of employees between the ages of 22 and 29 is between £1,829 and £1,924. This salary is expected to increase rather quickly at this stage, especially if further training and qualifications are undertaken.

Thirties
For many employees who work hard during their twenties to upskill and gain more qualifications, they can expect a nice boost to their salaries. The average monthly wage for employees between the ages of 30 and 39 is between £2,331 and £2,535

Forties
By now, you’ll have built up years of experience in your role and hopefully fulfilled your potential as an employee. In your forties, you can expect to be rewarded for your industry knowledge and skills with a salary of between £2,258 and £2,830 per month.

For more information on the right salary for your age, speak to a member of the Appointments team today on 01782 338787

CV fibs (and how to avoid them)

Wed, 05 Oct 2016 11:32:55 GMT

We’re all guilty about telling the odd white lie, but CV fibs are an area where even the smallest of lies can end up in total disaster.

Sure, you might think that it’s a way of getting your foot in the door, but take it from someone that’s been working in the recruitment industry for decades, CV fibs won’t do you any favours in the long run.

I could give you a 101 examples of why over elaborating on your CV will come back to haunt you at some point in your career, but instead I’m going to talk about how to avoid CV fibs pitfalls so even if you are a tiny bit tempted to add something that perhaps isn’t 100% accurate, there’s always another option.

CV Fib 1: Experience
So you think you can do the job, but you can’t actually back this up with any real experience. But that’s ok, a lot of experience is transferrable from one role to the next.

Say you’re looking at a call centre role, you may not have worked in this type of environment before but may have carried out face to face customer service in another job. That’s transferrable so use it to your advantage and instead of lying talk more about how well you worked with customers to enhance their experience with that company.

CV Fib 2: Qualifications
You might think that employers won’t want to see proof of your qualifications, but many do so if you don’t have the right paperwork it’s better to come clean.

Discuss your ambitions to gain the necessary qualifications as part of your career development whilst in a role and highlight your commitment to growing your knowledge base instead.

CV Fib 3: Skills
You might be able to talk the talk, but when the employer finds out you’re unable to walk the walk you’ll be back to square one. If you don’t have the skills the employer is looking for, then take CV Fib 1 into account as the same applies to skills.

Its also a good idea to discuss your willingness to learn new things and how you want to expand your current skills mix, rather than fabricate a long list of attributes.

For more professional help and advice on how to avoid CV fibs and add that star quality to your CV, visit our free CV Surgery and make your telephone appointment today. Click here to find out more.

3 factors that make (or break) your chances of getting an interview

Wed, 05 Oct 2016 11:29:01 GMT

For almost all employers, there are three deciding factors that will make (or break) your chances of getting an interview.

Put yourself in the shoes of the employer for a moment, you’ve got a pile of CV’s on your desk, one role and a limited amount of time to sift through them. So what do you do? Work overtime? Take them home?

No, you summarise exactly what you need in a new employee in your mind and then skim through each CV to pick out three key pieces of information that will help you make an educated assumption on whether or not that applicant is a good fit for the role.

So as candidates, here are the three deciding factors that all employers look for when they make a judgement on whether you’ll be getting an interview or not.

1. Do you meet the job description?

Almost all job adverts have some form of description about the role. This is what employers work from to ‘score’ your suitability, so it’s essential that you tick as many boxes as you can.

Amend your CV so the elements of the job description are met in your application, and that they stand out easily and can’t be missed. A good way of achieving this is by using bullet points to describe current skills, qualifications and experience without making your CV too wordy.

2. Do your goals align?
Just as important as skills and experience is the ‘fit’ employers are looking for. They want a candidate whose values, goals and ambitions align with their own as this often makes for a successful working partnership.

At the beginning of your CV, right a very short, one paragraph synopsis on you career goals and what you wish to achieve going forward as this will give the employer a good indication of if the role is a good match for your ambitions.

3. Do you have that star quality?
All employers are looking for the best value for money, so they’re constantly on the search for quality candidates with that something extra. If you’ve got a series of relevant, notable successes under your belt, then mention them in your CV.

If you can illustrate that you’ve got that star quality and can prove it by way of previous projects, stellar sales figures or significant involvement in making changes for the better in previous roles, then you’ll be amongst the top of the list of interview invites.

For more helpful tips on how to increase your chances of getting an interview, then speak to our friendly team of recruitment professionals today.

Candidates beware! Unscrupulous recruitment agencies targeting jobseekers

Wed, 17 Aug 2016 11:24:23 GMT

Recently, shocking reports featuring so-called ‘recruitment agencies’ have been making the news as scammers have been targeting job seekers promising candidates their dream job for them to be left with nothing but dashed hopes and a massive phone bill.

Scams operated by unscrupulous firms masquerading as a professional recruitment agencies seek out candidate CV’s online, fabricate a ‘dream job’ and contact the candidate asking them to call them on what unknowingly to the individual, is a premium rate phone number.

After lengthy discussions over the phone, no job ever materialised and candidates are shocked to then receive a huge phone bill.

As the Managing Director of a successful and ethical recruitment consultancy, this really made my blood boil. Not only are the people behind these scams taking advantage of candidates seeking work, but they have also damaged the reputation of the many honest, reliable and hardworking recruitment agencies who dedicate themselves to providing a quality service to both candidates and clients.

To prevent any further candidates being misled by cowboy ‘recruitment’ companies, here are my top warning signs to look out for when dealing with a recruitment company.

Reputation

Should you get an email or call from a recruitment agency, it pays to ask a few questions at the offset. Are they local? Have you heard of them prior to the initial contact? How long have they been in business? Do they have a physical premises? Established recruitment agencies often have an office, however there is a number of online only companies coming into the industry. Do your homework before you decide to deal with any recruitment agency.

Charges for services
A reputable recruitment agency will NEVER charge you for their services as costs are recovered from the employer’s side. Be wary of any recruitment company that asks you for upfront fees for finding you a position, interview training or CV rewriting. This is all part of the service recruitment agencies offer to candidates free of charge so do not be persuaded to part with cash at any point.

Premium rate phone numbers
Premium rate phone numbers aren’t so easy to spot as they used to be, so just be wary if the number you’re asked to call isn’t a local one. A good recruitment consultant will arrange to call you at a convenient time to discuss any suitable roles.

Also be on the lookout for recruitment consultants that seem unwilling to talk on the phone or meet face-to-face as this can often be a sign that not all is as it seems.

If you’re still concerned about the reputability of a recruitment agency, you can contact the Recruitment and Employment Confederation to see if they are a registered member. The REC ensures that each of its members follows strict legal and ethical guidelines and you can be assured of a quality service.

If you’re currently seeking your next career move, why not check out our latest jobs here on our jobs board or email your CV to office@appointmentspersonnel.co.uk and an experienced and REC accredited recruitment professional will get in touch.