Office and Business Support

It’s sort of an unwritten part of Christmas that somewhere along the line, we will receive an unwanted gift of some description. Not unwanted stemming from being ungrateful; more that it is not useful or might not be to our taste, although it may be a very nice item, nevertheless.

As midnight struck on 31 December 2022 and we entered 2023, I remember looking at my children and wondering what new and exciting journeys the new year would hold for us. Little did I know that I would be going on one of the most exhilarating and life changing adventures I had ever had the good fortune of experiencing!

Does your business have leaders of the future? Or are you a potential leader of the future? Leaders of the future are those who are equipped to guide and shape the modern workplace. They understand current technological advances, have a passion for getting to know the business and the people within it and understand the need for corporate social responsibility within their organisations; they truly care. Employers need to be adaptable and forward-thinking when it comes to recruiting the right kind of talent who can bring a new level of strategic vision and creativity into their organisations.

This summer, West Ham United replaced Declan Rice, which many considered an impossible task. He was their best and most pivotal player, leaving a hole which goes beyond playing ability. He was the team’s captain, the morale-builder, emotional core and key person within the team. He pushed his team mates to new levels when they played alongside him.

The hottest topic in our house at the moment is…will Declan Rice be signing for Arsenal?

The recruitment process has evolved significantly over the past two decades, where technology has played a big role in transforming and improving how businesses find new employees and candidates find new jobs. So how has recruitment has changed since the year 2000 and what advantages and challenges has this brought?

How many of us created our social media profiles, maybe aside from LinkedIn, to interact socially? And how often do you look back at your profile to check if it is still a relevant representation of yourself? With increasing cross-over between online between work and home life, especially via social media platforms, it is important to ensure that the content is suitable - professional enough for a potential employer to be satisfied, as well as giving insights into our personality and interests. Employers often check out potential employees either before offering an interview or once an interview is organised. This will include reviewing their social media accounts. There are lots of positives to this, your profile can give a real insight into your hobbies and personality, bringing your CV to life instantly. The key is to ensure that your profiles are current and suitable for business as well as for your personal contacts. So how do we create the right online image for ourselves to ensure that it is appropriate for us socially as well as when we apply for jobs?

There’s a huge amount of information out there with regards to CVs, so we have created a step-by-step guide to help you create your perfect CV.

Over the past few years, it’s been difficult to assess recruitment trends in the UK, with recruitment shrinking dramatically during 2020, followed by a surge of job vacancies, paired with an extreme shortage of candidates. Whilst this turbulent period seems to be coming to an end and evening out again, as some may have predicted, hiring the right talent for key roles within businesses is still proving a challenge for many. As members of the REC, we have summarised their most recent Jobs Outlook, focusing on permanent recruitment for the short and medium term across the private sector.

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 Management level roles within their business in addition to recruiting Business Support staff across all of their teams.

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.