Management

We have been able to experience recruitment across a variety of industries and departments, building longstanding relationships with hiring Managers and HR teams as we go. We have been working with this client across their business and have successfully filled a range of vacancies over the last few years. About the Company: Annual turnover: £6,000,000+ Number of employees: 40 full time staff with up to 40 additional temporary staff. The Bigger Picture - Recruitment Across the Organisation: Over time we have built a trusted relationship this company and they come to us with their permanent staffing needs across multiple teams, whether it is to refill a position or to match business requirements as the company progresses and grows. The Executive level role – How we helped: We were tasked to find an Executive level candidate for a specific team. The candidate was an exact match to the job requirements. Not only were they were able to do the job but also had leadership qualities, diligence and growth potential. Our Approach: The level of candidates required for this organisation is quite specific, mostly being junior level positions. Personality fit is key, with the interview process reflecting this. We have to reach beyond the CV to see the true individual through our detailed screening and interviewing process. Supporting the candidate through the entire interview process and beyond ensured the individual was fully committed this particular company, increasing the chances of a successful hire. The Result: The employee’s role and responsibilities have developed, moving up to Senior Executive level within 6 months since joining the company. What the client says about us: “It’s all very positive. The people we have had have all been very good and settled into the team and role quickly. They are always bright, articulate and professional, which is credit to how it has been managed from Jems’ end. We’ve found with Jems that the calibre of candidates is very good. They filter down candidates based on our requirements and aim to match the needs at our end.” The CVs we get are accurately screened by Jems to match our job specifications which are often weighted towards personality rather than experience. We know with Jems it isn’t a numbers game, but more that we get suitable candidates.”

We have learnt from working with Financial sector clients that the combination of skills, experience, relevant qualifications and personality need to be just right to find the perfect candidate. A true understanding of this specialism is essential for us to be able to make key connections across the industry and seek out the right individuals for our clients. We regularly update on legislative changes and market insights to ensure our advice is sound.

How a CV should look. Make sure to include all of this information.

I tend to click on my news App first thing in the morning and click away having read a dozen issues. So where are the solutions? Are they perceived as too positive for the reader to sell stories? I have learnt a lot about problem-solving over the past year, professionally and personally, there have been plenty of issues to overcome. Similar to a jigsaw puzzle which are made up of many pieces which can be hard to decipher, so how do we find clarity and the end solution?

Comment from Jo Samuels, Managing Director of Jems Recruitment:

The job market is now booming, with the hiring rate reaching a 23-year high and the Permanent Placement Index showing high levels of recruitment. However, companies across a wide range of sectors are struggling to find the appropriate talent to join them. It’s so positive to hear that companies are hiring again, but it’s also providing employers with fresh challenges, how can they attract the talent needed to sustain business growth? For many, the recruitment process is just that, a process, one that is often disconnected and frustrating. But for me it’s an experience and it should be for you too.

It can be hard to avoid stress. Everyone faces it at some point and although we often see stress as a negative part of our lives, it can also have a positive effect on us.

We can all benefit from being more productive with our time. Writing a list, that just keeps growing, isn't the answer.

Anyone who has been in contact with us knows how much we value launching people’s careers and company’s employees. So we're looking at all the things that launched in 2008…

We were able to speak to Lucy Atkins co-founder of Trusted Agencies: a website aimed at showcasing recruitment agencies that both companies and candidates can trust. What was it that inspired you to launch Trusted Agencies? Both my co-founder, Martyn, and I come from backgrounds in marketing. We have worked with a variety of recruitment agencies across a range of specialisms and found that the same barrier was presenting itself each time when they came face-to-face with potential clients: trust. Unfortunately, the recruitment industry does have some negative connotations around it, with many businesses having suffered from bad experiences when working with unprofessional recruiters. However, for every ‘bad’ recruiter out there, there are 10 professional and experienced ones that strive for the best for their candidates and clients. Therefore, we wanted to promote these recruiters and extinguish this barrier of trust and hesitation that employers have when working with recruiters. Our platform lists only vetted recruitment agencies that have all the criteria of a Trusted Agency and acts as a place for employers and candidates to search for recruiters that they can trust. How do you think you’ll be able to help recruiters? Our ethos is to work with only trusted recruiters that are doing things by the book and so, for those agencies, we will provide a platform for them to showcase themselves to potential clients and candidates, we will also promote these Trusted Agencies across all of our digital channels. As the platform grows they will receive enquiries and interaction from both employers and applicants that are interested in the jobs they have listed on the website. Our background in marketing means that we understand how to drive relevant traffic to a site and encourage the user to interact (such as submitting an enquiry or making a phone call) whilst they are there. We are also coming from an unbiased place, as we are not involved directly in the recruitment industry or have any interest in starting up as recruiters, our members can feel confident the website is an impartial platform. Alongside the lead generation part of our website, we also want to make a change in the recruitment industry. As mentioned above, the industry is currently suffering the effects of some inexperienced recruiters dominating the market, especially in niche sectors. However, our recruitment search engine will act as a community for professional and ethical recruiters to start to rebuild this industry and move towards building the trust between employers, candidates and recruiters. How can a recruiter show they’re trustworthy? Even the simplest of things can show potential clients that you are a trustworthy agency such as, being a registered company and having an address that you work from both show that you are doing things by the book and do actually exist. Having public testimonials from both employers and candidates give potential customers the confidence in your services. However, it is important that these are shown on impartial websites, such as Trusted Agencies, as users are very wise to fake testimonials on your website. Other key factors such as credit ratings show that you are trading ethically and paying your debts in a reasonable amount of time. Being members of other known associations, accreditations in the sector agencies recruit for, or have a proven track record of delivering outstanding quality and service to both candidates and employers are also key in creating trust. And finally…be listed on Trusted Agencies of course! Do you think recruiters get a bad rep? Our own experience of working with recruiters shows that yes, some recruiters and the industry do have a less than favourable reputation. From aggressive cold calling through to unethical ways of sourcing candidates for roles, recruiters do struggle to build trust with their clients. As we have helped to market some brilliant recruiters we understand that the majority of recruitment agencies can in fact be trusted and deliver excellent service and so, we are aiming to minimise this bad reputation of the industry and promote those recruitment agencies that are getting this right. What do you think the biggest challenges is for recruiters? As the market and industry are constantly moving and expanding, it is essential for recruiters to build strategic partnerships with those surrounding the recruitment sector. Keeping clients is becoming increasingly difficult and so, it is important that recruiters don’t just look at the current roles on their list, but also think about what is coming next and how they can secure long- lasting relationships with their clients and candidates to ensure longevity for their business. As technology advances continue there is also the consideration of changing job roles, especially for those recruiters that fill low-level or low-skilled roles. These soon may be replaced by technology and on the flipside of this, new roles will be created by technology advances – so how are recruiters going to adapt to these changes? Trust is also a challenge for recruitment companies, often clients will work with several recruiters as they feel this is their best chance of filling the role, therefore it is essential for recruiters to combat this by building trust between themselves and the client. We give employers a choice of companies based on their experience, testimonials, specialisms and overall business practices that we have pre-validated for them, saving them the hassle and allowing them to make an informed choice. What are your goals for the next year? Across the next year we have 3 main goals: 1. Put positivity back into the recruitment industry and get clients and candidates excited about working with professional and ethical recruiters. 2. Provide more choice for both candidates and employers when they are looking into recruiting or finding a new role, as it stands choice is limited as a few national companies dominate the market therefore, we want to change this and give a variety of business sizes more exposure. 3. Give recruiters a platform to showcase their services and the fantastic work they are going within the industry. Recruitment is an extremely rewarding profession and we want to provide a place where recruiters can showcase this and be put in front of the right employers and candidates at the same time.

Being the only Doctor Who fanatic in the office, it can be difficult to rouse any excitement from anyone else for the 7th October. This is the date of Jodie Whittaker’s official first episode as the thirteenth doctor and also the first female Doctor Who.

Time is really the only capital any human being has, and the one thing he can't afford to waste - Thomas Edison