People not CV's
If you are a busy business leader, you probably don't have time to prep your CV, search for relevant roles and apply for your next challenge?
Maybe you want to move but need the utmost discretion?
This REC report highlights a number of things that a hiring manager needs to consider.
Your recruitment consultant should be letting you know if the salary you are offering is current/attractive.
The salary also needs to reflect the requirements of the role.
The job advert needs to attract interest in your role and should be crafted to maximise relevant applications.
You should expect the recruitment process to take longer than it has in the past. If your recruiter has a pool of good quality passive candidates, great, but arranging interviews takes longer with people who are currently working.
If budgets are tight and there is no room for movement on the salary you can offer, think of other benefits to make your job more attractive to candidates:
Many of these are lower cost than salary. Some may even save on staff costs, giving a couple of hours off each week rarely results in less productivity. We have clients that offer a 35 hour week with workers leaving early on a Friday.
“It’s been great working with the team at ATB. We have had to recruit to two senior positions in the past 12 months and on both occasions, ATB have come up trumps in supplying excellent candidates who we were able to employ."
People not CV's
42 per cent of employers who have had difficulty recruiting candidates have increased the salary on offer, according to April's JobsOutlook report.
In an attempt to attract candidates after failing with an initial advertisement, 80 per cent of employers re-advertised the role, while 24 per cent have resorted to lowering the requirements of the role.
The REC's latest JobsOutlook survey of 600 employers also reveals:
22 per cent of employers plan to increase permanent headcount in the short term (the next three months) and medium term (the next four to twelve months).
Construction, engineering/technical and health/social care are the three sectors where employers most expect a shortage of candidates for permanent roles.
19 per cent of employers plan to increase temporary agency headcount in the medium term, and 12 per cent plan to do so in the short term.
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It's important when hiring to complete your team, replace a leaver or fill a temporary gap that you get the right person.
How do we do this?
We meet with you to understand your business needs and to get a full understanding of the skills, capabilities and personal attributes that you are looking for. We meet our candidates to understand their career aspirations and goals.
Put the two together and you get the right person, one who will thrive in your environment and add real value to your business.
Recruit once and get it right!
Call us now for an informal meeting at a time to suit you on 01582 670635 or 01582 670636.
or email us at
Finding a new job can be daunting and we want to make sure that the job you take is the one you have actually been searching for. We know that you want your job to fit with your career aspirations, your lifestyle and your personality.
That's why at Across-the-Board we like to meet with our candidates so that we can get to know you and understand exactly what it is you are looking for. Of course if meeting isn't possible we will get to know you on a call.
So.... whether you are looking for the next move up the career ladder, a temporary role or a fixed term contract that fits with your life right now, give us a call on 01582 670635 or 01582 670636 or email us at firstname.lastname@example.org
Our strap-line is People not CV's and this is the ethos under which we operate.
So..... give us a call today 01582 670635/670636
or send us an email email@example.com
and let us fill your vacancy or get you on the road to your next ideal appointment.
Across-the Board Recruitment Ltd is a corporate member of the REC (Recruitment & Employment Confederation) and we are all individual members of the IRP and adhere to the 'Code of Professional Practice' and 'The Good Recruitment Charter' so you can be sure that you will be dealt with in a professional and ethical way.
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