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For Recruiters

Check out our recruitment news and tips.

Read our blogs for candidates here >
  • Keeping Your Candidates Happy - Even When There's Bad News....

    06 Aug 2019

    Us employers have difficult decisions to make when we’re recruiting: who to shortlist and interview, and who to hire. Recruitment can be a tough process, and it’s just as tough for the candidates searching for their next career move, or their first rung on the ladder. In my experience managing a Jobs Board, I hear from candidates who are excited about a potential new role, but are dismayed when they don’t hear any response from the recruiters.

  • Preventing Discrimination In Recruitment

    06 Aug 2019

    It’s very easy to slip into informal conversation mode during job interviews when things are going well, and when that happens, it’s just as easy to start asking questions that you wouldn’t have planned to on a formal basis.

  • Why Some Recruiters Don't Publish Salaries In Their Adverts

    06 Aug 2019

    We see lots of vacancies advertised where salary detail is missing, or replaced by words like ‘Competitive’,  ‘DOE’, ‘Market Leading’ and so on. Many candidates wonder why, and some are left thinking there’s a negative reason behind this.  We thought it might be useful to explain some of the facts that influence recruiters’ thinking.

  • Securing The Best Talent

    06 Aug 2019

    As recruiters, we all want to hire the best people possible, and we all know it’s not easy.  Many think it’s all about offering the highest amount of cash possible to entice people away from the competition, but there’s so much more than money to think about - things that can make a major difference to your recruitment.  Here are some pointers for the things we know are truly important:

  • Adjusting the Office Environment to reduce Sickness Absence

    06 Aug 2019

    When a staff member gets ill, it can sometimes leave us with a backlog of work. Unfortunately, it can’t always be helped. When a staff member is off sick often, the first thought many managers will have is to replace that staff member. Although it seems harsh, sometimes it is necessary in order for many businesses to continue, however many businesses don’t realise that they can be the cause of the illness.

  • Probation, Trial Period Or Fixed Term Contract: Which Is Best?

    06 Aug 2019

    You’ve made the decision to advertise a job, but you know that a critical issue in the appointment of whoever you choose is that they deliver the goods, otherwise their appointment isn’t a good use of company cash. Whether that’s about meeting targets quickly, delivering the sales income they need to, or turning your business around, it’s all about setting, monitoring and meeting objectives. What's the right option for you?

  • What To Include In Your Job Adverts

    06 Aug 2019

    Whether you are advertising your vacancy online, or in the press, if you want a positive response to your advert (and no timewasting – on both sides), then there are some things you really should include, especially if there is no supporting documentation such as a detailed Job Description or Person Specification:

  • 8 Ways To Demotivate Your Staff

    06 Aug 2019

    We've collected a few examples over the years of practices we've seen in organisations which have led to some really disgruntled staff. (Please be assured - we aren't suggesting you do any of these: it's more that you have a read and hope that you aren't already putting any of these into practice...)

  • Going..going...gone!

    01 Aug 2019

    Moving on to pastures new can be a great thing for most people. They've been in a job long enough, they're going stale, they've run out of challenges, or they simply feel they are not valued or taken seriously by their manager. So, off they trot to their new role. As their manager, regardless of your personal thoughts about the situation, make sure you get to the bottom of the reason they are going, before they've gone!

  • Are CVs Worth The Paper They Are Written On?

    01 Aug 2019

    We always want to find the right balance between making sure the application process doesn't put candidates off, whilst making sure we get the right amount of information to make good shortlisting decisions. Sometimes it becomes apparent that actually the candidate wasn't quite at the level they have claimed to be. You then realise that they shouldn't even have made it through to the interview stage.