Chris Potter
Margaret’s story
The Pain
"Margaret, I need another engineer in the Midlands to work on this new contract, it's all service work so let's say £14 per hour, cheers" said John.
Margaret hated the call for recruitment, it meant writing an engaging job advert, posting on the free job boards like Indeed and Jobmate, handling all the irrelevant applications and enquiries and then calling up potential applicants who simply couldn't remember which jobs they had applied for or better still just never answered the phone when she called them back. But most of all she hated the cold calls that the adverts would generate. Fifteen different recruiters all with that one wonderful ideal candidate, six job boards saying how they had cornered the market in attracting engineers in the Midlands and the local press asking her to "keep it local" and try their Thursday night jobs section. All in all a long winded nightmare of a job to do, that in all likelihood would lead to John barking at her "I need an engineer; we're behind on this service contract".
After two weeks of fielding calls and trying to get candidates to submit copies of their qualifications and proof of identity, both without success, Margaret spotted a CV on her emails, he did look right, and the cover notes written by the recruiter were engaging and well worded. Margaret replied, we'll see him next Tuesday at 10am please.
The interview was confirmed the following day and Margaret called John.
"John, great news we have a fantastic candidate booked in for next Tuesday, I'm sure he'll be suitable".
"Oh, Margaret I hired a guy this morning called Billy Jones, he starts in two weeks, I spoke to a recruiter the other week".
"Ohhh, okay John, I'll cancel this then, thanks"
Margaret then emailed the recruiter to cancel the interview. All done she thought no more recruitment for the short term. Then some three weeks later two invoices from two different recruitment agencies for the same Billy Jones, both claiming the recruitment introduction fee.
Sound familiar? Or at least some of it?
There are other ways to manage the recruitment process to avoid situations like this, to streamline and ensure you never get duplicate invoices or become uncompliant in regards to rights to work or compliance checks.
A recruitment managed service can be a way of removing all the hassle and in most cases the SER managed service is provided free of charge. It's no longer just for the corporate employers.
If you think you can relate to this story Then we can help.
We specialise in changing lives - serious business this recruitment.
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Dereks Story
Remember 1987?
Remember 1987? No we don't either, apparently it was a year that started with heavy snow across the UK and sub-zero temperatures freezing the land. British Airways, that great British pride and joy was privatised. A prescription cost £2.40. Somehow an actor was President of the United States (some things don't change) and the Iron lady was truly in full flow. Sunflower paintings were going for £24,750,000 and more importantly Derek was studying for his degree.
From a working class background and a motivation to just be better, Derek had funded himself through higher education by a series of bar jobs and summer jobs. His favourite summer job being the time he spent packing pegs in a warehouse in Ramsbottom. Eight pegs per side and two packs per bag, oh Marks and Spencer were a lucky bunch to be selling such hand crafted pegs. It was here that he questioned the World the most, why is the lighting so poor in here, and just because we pack these pegs in Ramsbottom, how does that make them "made in Britain"?
Missing out on a first meant the hard road, first a job with a lighting manufacturer, but more focusing on customer service then design and innovation. Then a break into a role within a consultancy firm, okay its CAD only but I'm on the path I'm on the road I may be able to get out of this bedsit and into a flat. Life is changing.
Playing their part in his future Derek was presented with a role within a lighting specialist, application, design and innovation was on offer, fulfilment was in reach.
Derek isn't happy and content now, but the bedsit has gone, replaced with a wife and two kids. The problems had changed and life is tougher now than ever before, he longs for the days of packing pegs and pondering the meaning of life. He wishes he'd studied philosophy.
If you think you can relate to this story Then we can help.
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Doc’s Story
Sunken eyes, hunched shoulders and a shuffle for a walk, Mark Docherty nicknamed Doc, was a likeable chap but had been drummed down by years of habitual work and a working environment that was driven by "just get it done". Doc had worked for 7 years, joined as an apprentice and sat through the NVQ training and the continuing jokes about his position and a general lack of respect from within. He'd seen a modest increase in his take home pay but nothing in line with his ever increasing responsibility and expanding knowledge. He was covering more and more ground, with days leaving him sleepy and sneezy. Doc felt a loyalty to the company after all they had given him the opportunity, the chance to make a difference. As a bashful young teenager they had handed him that future.
After a particularly difficult week with grumpy clients and dopey sub-contractors, Doc took to social media to vent his anger. The future needs to be different.
Whilst engaging in a debate that he was thrown into, the appeal of change was too much. Doc's mind was made up, the CV was drawn, the email typed and with one click of his mouse Doc changed colour, as Phil Collins would say, "he could feel it coming in the air".
Change was here, it just took that initial step, that initial press or click.
So what of Doc now, Astronaut, Dentist, Lawyer, Painter.... No, although this is fiction it has a huge element of realism to it. Doc is still an engineer, but at least he works at Disney now.
If you think you can relate to this story Then we can help.
We specialise in changing lives - serious business this recruitment.
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DEREKS STORY
Remember 1987?
Remember 1987? No we don’t either, however apparently it was a year that started with heavy snow across the UK and sub zero temperatures freezing the land. British Airways that great British pride and joy was privatised. A prescription cost £2.40. Some how an actor was President of the United States (some things don’t change) and the Iron lady was truly in full flow. Sunflower painting were going for £24,750,000 and most importantly Derek was studying for his degree.
From a working class background and a motivation to just be better, Derek had funded himself through higher education by a series of bar jobs and summer jobs. His favourite summer job being the time he spent packing pegs in a warehouse in Ramsbottom. Eight pegs per side and two packs per bag, oh Marks and Spencer were a lucky bunch to be selling such hand crafted pegs. It was here that he questioned the World the most, why is the lighting so poor in here, and just because we pack these pegs in Ramsbottom how does that make them “made in Britain”?
Missing out on a first meant the hard road, first a job with a lighting manufacturer, but more focusing on customer service then design and innovation. Then a break a role within a consultancy, okay its CAD only but I’m on the path I’m on the road I may be able to get out of this bedsit and into a flat. Life is changing.
Playing their part in his future Derek was presented with a role within a lighting specialist, application, design and innovation was on offer, fulfilment was in reach.
Derek isn’t happy and content now, but the bedsit has gone, replaced with a wife and two kids. The problems had chanced and life is tougher now then ever below, he longs for the days of packing pegs and pondering the meaning of life. He wishes he’s studied philosophy.
If you think you can relate to this story Then we can help.
We specialise in changing lives - serious business this recruitment.
Browse jobs
Search Jobs
Case Study: A large digital communications company
ICT Recruitment: Telecoms
The largest and most advanced digital communications company in Britain, also commit themselves to being the UK's most trusted digital communications organisation.
Trust builds from people and ensuring that they are represented by the right people is as important to this organisation as any company, whatever size.
They understand that the key to their success is that their employees are happy, motivated and engaged and achieving this helped them gain awards: The Sunday Times 25 Best Big Companies to Work For in 2016, Best Companies 3* Accreditation for Workplace Engagement.
With over 15,000 employees they create a brilliant workplace and believe that they will only achieve their company vision if they get this right. With the belief that finding and keeping the best talent and investing in their people is so important - they ensure that their recruitment procedures align with their company ethos.
Within the UK, they have operated a franchise scheme since 2010, 50 stores are already operating this way and they are always looking at possibilities of expanding this. They look for individuals who are passionate about their customers and maintaining their prestigious brand and brand values.
Linked In can be a fantastic tool for connecting the right people at the right time, and none more so than when contact was made with this company to find out if they had any recruitment needs. SER Ltd took the time to find out about them and understand the way they operate in terms of recruitment within their franchised branches.
After a level of trust and understanding was established, and they could be certain that SER could align with their recruitment ethos, brand values and could find the correct candidates for them, we were introduced to each of the franchise branches across the UK. This introduction came just in time for some franchises who were struggling to find the right talent, at the right time and were receiving very little support from their current recruitment agency.
Being tasked to deliver talented candidates with a wealth of relevant experience, all within a tight time frame, SER Ltd tailored their approach to suit this organisation and set to work on finding them the very best talent around. Browsing the database of talent, adopting a strong social media strategy, which included talent mapping and a branded referral incentive scheme, candidate interest in the positions grew.
All interested candidates received a comprehensive information pack and benefit sheet to allow them to see the vision of the company and what the role would include. Telephone screening ran along side, to ensure that remuneration, attitude and skills fit.
Following initial telephone screenings and taking into consideration the geographical spread of prospects, video interviews commenced, which helped to identify key facts about each candidate including their management style, people skills and previous experience.
The company were presented with a concise list of talented candidates, all with the experience that had been requested, and within the desired time scale. It's not often that a company is presented with such good candidates that they create new roles just so they don't loose the talent, but in this case, they did just that and recruited 3 candidates for what started out as 2 jobs.
The company were more than satisfied with the success of finding the high quality employees they needed all whilst utilising less of their resources.
Tel: 01282 423444
www.serlimited.com
Case Study: Capital Environment, New Zealand
Built Environment: Asbestos
In New Zealand (NZ), there are employment laws in place to help keep workplaces fair, and regulations are in place that means that positions have to be advertised in New Zealand, and Australia, before they can be assigned to a UK recruitment agency.
The UK is approximately 15 years ahead of NZ within the asbestos industry; therefore it is no surprise that the levels of qualifications are higher. Asbestos service related skills have been commonly difficult to obtain over the years in NZ so Capital Environmental Services have developed and implemented a robust and documented internal training process for all their staff.
CES, who have been carrying out IANZ accredited asbestos services in the Wellington region and throughout NZ for more than 25 years, approached SER Ltd to assist them finding the right candidates after they were unable to find suitable employees on home soil.
SER identified candidates who were ideal for the role, and talked them through the process that would be involved if they got the position. Changing employers is a big decision for anyone, in fact it’s one of the biggest decisions you will ever make so imagine the scale of that decision when it involves travelling more than 10,000 miles, moving your family, leaving other family and friends behind and adjusting to a new way of living, in a place you don’t know very well.
Time differences meant that interviews had to take place between 6 – 8 am GMT via Skype. Offer letters for successful candidates arrived with supporting documents for VISA applications, which allowed the candidates to commence the process, which can take up to 6 months to complete. SER have a sound understanding of the process and are always available for the candidate to ask any questions that are needed while they are undergoing their visa application, medicals and arranging for personal belongings to be delivered transported to their new homes.
A representative for CES made the following remarks about their experience of dealing with SER, “Excellent services, great to deal with, very professional and helpful, Thanks SER.”
Here are what some candidates who have made the move have to say about the process and SER’s support throughout:
Daniel Cameron said “SER were extremely helpful throughout the whole interview & immigration process, their sound advice made what seemed like a daunting feat a breeze. I would definitely recommend SER’s services for anyone considering a move to New Zealand”
Martyna Rozycka said, “SER found my CV online and contacted me to fill a role in New Zealand. They encouraged me along the way, regularly provided feedback which really helped me make my big move. Throughout the whole process they always found time to answer any question I had, with no question too small, and provided great communication with my future employer. SER are very approachable and treat their job with passion and dedication. I am very excited to start my new career! Thank you SER for providing this once in a lifetime opportunity”
Rebecca Lloyd said, “SER helped me find a job in New Zealand and were extremely helpful. Their communication between me and my perspective employer was excellent, they made the process very easy and without stress.”
Case Study: Arcus
Built Environment: Building Services
With a focus on proactive strategies for providing the right service at the right time and right cost, Arcus Solutions (Holdings) Ltd provides comprehensive customer focused facility management and engineering maintenance solutions.
Working in partnership with their customers, they tailor their approach to individual business requirements, providing an end to end solution.
The aim of Arcus FM is to grow a great FM business – the envy of others. The aim of Arcus Solutions is to lead the way for FM through outstanding service and reliability, delivered by exceptional people.
Arcus prides itself on offering an excellent opportunity to develop a career in FM. They offer a wide range of positions from engineering and technical specialists to administration and management. They offer continued development to their employees allowing them to grow with their organisation.
In 2014, Arcus were using up to 30 recruitment agencies, and had very little control over the process. Recruitment companies didn’t always validate the candidates prior to referral and therefore Arcus were spending lots of time interviewing candidates who were not suited to the role, and they needed a solution.
Arcus have a large number of job vacancies on their site and they are continually adding to these as their company takes on new contracts in new areas. They believe that it is their people who make them great. Arcus wants people to work for them who are passionate, great at what they do and know what it takes to deliver exceptional service – the same is applicable for the agencies they deal with.
By offering a proactive approach, talent mapping, a strong social media strategy, a candidate screening process including video interviews, holding regular meetings and building a professional relationship through unrivalled key account management, SER Ltd has proved that they know what it takes to deliver exceptional service and achieve the desired results. They offer the best candidates in the industry. They needed an agency that could grow with them as they grew their company and SER has delivered.
Like Arcus, we believe in doing it simply, doing it well and doing it with passion.
Tel: 01282 423444
www.serlimited.com
