Should you recruit during summer?

Summer brings great weather, holidays and generally business slows down. With so many people trying to get away from work is it worth the effort recruiting?
Here are five reasons why you should recruit during the summer:

1) More Time
While business activity slows down during the summer, this doesn’t mean recruitment should. Potential candidates will have more free time and therefore be available to speak about vacancies and interview. Use the summer as a way of taking advantage of available candidates that your competition miss.

2) More Visibility
Since a lot of companies slow down their recruiting during the summer you can use this time to increase your visibility. Job advertisements, emailing candidates and social network visibility mean your opportunities will be highly visible.

3) Passive Candidates Become Active
Even people who like their jobs get bored during the summer and start wondering what else is happening on the job market. Take the opportunity to find these gems!

4. Staying connected
When we take time off during summer, we all stay connected by social media nonetheless. Even at the beach with a cocktail, we take our time to search for new job opportunities and view emails meaning your target is never ‘offline’

5. Sunshine = happiness and energy
In the summer people feel happier and more energised because of the sun. With happiness, energy and confidence, people will have more power to make the actual change; to enter the job market and be successful in finding a (new) job.

Summer is a great time to relax and enjoy the weather, but the slow business this time of year creates, also gives you the perfect opportunity to find and recruit great candidates.
Speak to us to discuss your vacancy we have some really strong candidates that will not be around for long…

Write a Perfect CV in 2017

  1. Take the Format into Consideration

The Format of you CV is important. What you ideally want is a smooth, clear look that’s got just enough panache to stand out. If you include a little natural color it really helps to make your CV stand out. Do not over do it because using too much color could have the opposite effect. Also, consider the type of font you choose. Times New Roman is really boring and conventional!

 

  1. Top Should Stand Out

When recruiters and hiring, managers see your CV the top part is the determining factor as to whether they read on. You ought to make yours an attention grabber: Emphasize samples of your work, LinkedIn or key success. You are supposed to always include a strong catchy summary which makes you stand out from competition and highlights your USP unique selling point. Make sure to add your phone and email address. Think about the email address you are using try to use Gmail or Hotmail with your name rather than any crazy nicknames or slangs. Make one up if you don’t already have one.

 

  1. Do Your Best to Highlight your Key Skills

Near to top section point out your strongest skills for example ‘Sales Coaching’ this will show the prospective employer what you can give them as opposed to what they are offering you.

Many job boards utilize keyword searches. Make sure you involve any relevant wording relating to the position you are searching for. Re-word and improve your CV to meet the required skill set when applying for specific jobs, as again this will be mean you are more likely to be seen as a suitable match for the job.

You may want to separate words such as ‘hard working’, ‘punctual’, ‘great attitude’ employers usually overlook these as soft skills.

 

  1. Emphasize Key Successes and Performance

This can be important depending on the role you are applying for. Make sure you enter a list of key successes such as awards, accomplishments and what you brought to your former employer. If you are applying for a sales position strive to include revenue figures and stats where possible and include how you compared to colleagues in recent years, quarters or months. Maybe look at past performance reviews to get ideas.

 

  1. Involve Key Work Metrics

Try to make full use of the work experience section. While keeping it short add a few lines to explain your role to employers, try not to include any company slang as not all employers will know what you mean. Include the reasons why you were promoted? Why you left your most current employer?  Where do you intend to go next? What have you learned?

 

  1. Make Sure to Control Your Timeline

Your CV is a collection of your most important work history.

Remove experience that dates back further than 10 years unless it’s necessary to your narrative. This can take up unnecessary space and ask questions which needn’t be regarded. It can also give an ageist hiring manager an excuse to exclude you from the shortlist because you’re too young — or too old.

Trusted Recruiter

How to avoid breaking up with your most valued employees this Valentines!

Break ups can be messy affairs. When key staff members decide to leave, the effects can be highly damaging to a company’s reputation, morale and bottom line. Antony Elkington, Managing Director of Trusted Recruiter, shares his tips for helping to stop employees parting ways with you.

How to avoid breaking up with your most valued employees this Valentines!

Not all of your employees may be happy in their jobs; some will be living out their dream position and enjoying every moment but others may want to take a break or leave completely.

Sometimes a key employee leaving is inevitable, however, sometimes it is preventable by recognising what is motivating the employee to leave or join a competitor.

Here are some of the reasons registering candidates tell us they are looking for a new challenge:

Feeling they aren’t valued

The vast majority of candidates registering with Trusted Recruiter explain that in some way, they do not feel valued by the company or their manager. Not everything needs to be rewarded with pay increases and sometimes, the best reward is a certificate, trophy or even verbal recognition. Why not try running monthly or quarterly recognition events to both incentivize and recognise employees?

Having a bad manager

Are you or your senior managers well trained not only in the industry or on your company’s products and services but also as a manager? Be careful not to underestimate the importance of people management skills; they can be as valuable, if not more so, as the attention paid to products, services or industry knowledge, especially when it comes to retaining those star employees.

They did not get a promotion

Many employees feel that they have been overlooked for a promotion. Understandably, not all staff can be promoted at any one time but it is always a good idea to offer training and development to support your staff in their future aspirations. You may also wish to assign them with tasks relating to their future career paths where possible. If you decide to cut your training budgets, you will see a company which is less efficient and productive.

Too much work

Many candidates express dissatisfaction with a lack of work/life balance, wishing to work fewer hours or those who work in a field based role finding themselves travelling more miles than they spend working. This can cause burn out and result in your employees leaving you. Regularly assess individuals’ workloads, hours worked and distance travelled and if necessary, bring in support.

Not enough Trust or Autonomy

Some of the most valued attributes are trust, honesty and fairness. A regular reason is a lack of trust, with employees believing management is not allowing them freedom and the ability to express themselves, resulting in a lot of pressure and the feeling of being heavily micromanaged. It may be worth providing staff more freedom if they are doing or even exceeding what has been asked of them?

Lack of company direction

Do you share company goals and plans with all employees, even those who may not be directly affected by them? There is no reason not to unless of course, they are too confidential. Every time someone new joins, ensure you communicate to them clearly what your company stands for and the role they play in helping the business achieve its objectives.

Trusted Recruiter are not only specialists in the field of Assistive Technology and healthcare, we also offer our clients ongoing support and advice where needed on any existing or future staffing plans. Why not speak to one of our consultants confidentially about your staffing plans and help avoid that Valentines’ break up in February. Call us on 0333 0144 014 or email us at contact@trustedrecuiter.co.uk