01843 210011 / 07539 070678

We would like to share our knowledge and experience with you and hope our blogs help you find an ideal employee or secure your dream job.

  1. New Year, New Job…Start Looking Now!

    Christmas is here! The time of frantically running around the shops, writing out Christmas cards, watching the same old Christmas classics and eating way too much! But what about job searching?

    It is very common for people put their job searches on hold over the Christmas period for a number of reasons; such as wanting to spend time with family and friends, being busy with Christmas get togethers & parties, using the time off to relax & catch up on some much-needed sleep, or thinking employers won’t be looking for new staff at this time.

    However, businesses do still look for new talent over the Christmas period and you could be missing out if you don’t start looking for your new job now! While most people are taking a break from work over Christmas and New Year, the Christmas holiday can be a great time to search for jobs, prepare applications and perfect your interview skills.

    Here are just some reasons why Christmas is a good time to find a new job for 2019:

    • A lot of people save their job hunt for January, which means there is a huge rush of job seekers looking for new jobs after Christmas. Beat this rush and get in there first!
    • There are a lot of people who put their job search on hold over Christmas, which means less competition for you if you continue looking for a new role.
    • HR Managers are easier to reach as there are less people to deal with and they are always looking for potential applicants, so by beating the rush, your CV will stand more chance of being seen.
    • Christmas is also the end of the year, which means businesses may have hiring budget left to use before the end of the year and will want to make sure people start as early as possible in January to ensure that this budget in not lost.
    • It gives you time to make sure your CV is up to date and relevant for the job you are applying for. If you would like some useful hints & tips, read our blog here ‘Is My CV Okay?’ Invest time in your CV before pressing submit and think about what the person reading your CV wants to see. No matter your experience, skills or education, be proud of your CV and truly sell yourself.

     

    We wish you all the luck in the world with finding your new job for 2019! If you would like to see our current vacancies across Kent, visit our vacancies section here. Your perfect job may be waiting for you!

  2. Golf and Networking

    Here at Trapeze Recruitment, we love a game of golf! So much so, we even sponsored a tee at St Augustines Golf Club in Cliffsend, Ramsgate.

    Golf can be an extremely effective networking tool. There’s a very popular saying ‘it’s not what you know, but who you know’ and a golf course is a great place to get to know someone.

    Forming a business relationship takes time. No one likes a hard sell. Loyalty goes a long way so starting and maintaining trust and communication with potential clients is essential for business success. Inviting someone to a game of golf is a great way to secure an opportunity to get to know someone you might be interested in doing business with in the future. Once you’re out on the golf course, you will find that golf courses are seemingly tailor-made to allow for that type of relationship building to occur.

    Even if you don’t play a full round or just nine holes, you are guaranteed at least a couple hours. Golf is a game that involves a lot of downtime, so it affords plenty of opportunity for quality conversation. So, take the time to get to know the person.

    You don’t have to be a good golfer to make a good impression. How you carry yourself while you play is far more important than how well you actually play. If you’re a great golfer, don’t let on that you’re aware that you’re a great golfer. And if you’re a terrible golfer, so be it! The qualities that people value in the business world should be displayed on the golf course, rather than how well you play.

    You will have at least a couple hours with your golf partner, so don’t rush into talking about business. One of the major advantages of networking through golfing is that it gives you the chance to get to know business colleagues on a personal level. Even if you have an important business opportunity to discuss, wait until the round is winding down to bring it up. Making your golf partner feel uncomfortable all afternoon is exactly the opposite of what you should be doing with such a great networking opportunity!

    “Golf is the closet game to the game we call life. You get bad breaks from good shots; you get good breaks from bad shots. But you have to play the ball where it lies.” (Bobby Jones)

     

    If you would like to network with a difference and have a game of golf with Jo at Trapeze Recruitment, call 01843 210011 to arrange a time. 

  3. Emma Hopkins Joins Trapeze Recruitment!

    It’s exciting times for us here at Trapeze Recruitment! We have not only moved into our new office, but we also have a new team member on board; Emma Hopkins. Emma has recently joined Trapeze Recruitment as a Consultant and we are very happy to have her as part of our growing team.

    “I have known Jo on both a professional and personal level since 2000, whilst working within HR with Jo as she was the Regional Director for HRGO. As an HR professional, I was often inundated with calls from agencies working hard to obtain my business. I have always remained loyal by working with Jo due to her more human and understanding approach towards her clients. There has never been any pushy, cringy sales techniques used by Jo and I subsequently continued to work with her when moving to new employers. I was made redundant in August 2018 and together with a recent change in my personal circumstances, this allowed me an opportunity to consider my options and next career path. Having gained considerable experience within recruitment in previous roles and possessing a love for working with, advising and inspiring people, it seemed a natural course of progression to move into a consultancy role with Jo at Trapeze Recruitment, so when she approached me, I just couldn’t turn her down.

    Having exposure to the pressures of recruitment from an HR perspective, I feel I possess great empathy regarding the recruitment process and know what constitutes a positive recruitment experience which is of great benefit to clients and candidates alike. During my career to date I have worked in the Care Sector, Manufacturing and Motor Trade.

    I am now a fully-fledged Consultant at Trapeze Recruitment and enjoying the role immensely. It is challenging yet exciting and no day is ever the same. I am naturally a very friendly and professional individual and am passionate about being an integral part of developing Trapeze Recruitment to be the most approachable, trustworthy and responsive agency in Kent.”

     

    Welcome to the team Emma!

  4. Five Things Recruiters Need to Know from the REC

    The REC (Recruitment & Employment Confederation) are the professional body for the UK recruitment industry. They published a blog on the 30th October 2018 around the recent budget which included specific areas of interest to recruiters.

    Here are the five-key mentions around recruitment detailed in their blog from the 2018 budget:

    IR35 extension is delayed until 2020: IR35 rules will not be extended to the private sector until April 2020 and only for medium and large firms. This is a big win and comes after intensive lobbying from the REC and other stakeholders. Having to implement these changes in 2019, at the same time as dealing with Brexit transition, would have been hugely challenging.

    The Apprenticeship Levy will be reformed: The Chancellor confirmed that large businesses will be able to transfer up to 25% of their apprenticeship fees in their supply chain and have reduced the contribution required for apprenticeship training for small businesses from 10% to 5%.

    National Living Wage will increase to £8.21 in April:  The Treasury have accepted the recommendation of the Low Pay Commission (LPC) to increase the National Living Wage from £7.82 to £8.21 from next April. The LPC’s recommendation remains on the path to meet 60% of median earnings by 2020. The LPC also recommended above inflation increases to the National Minimum Wage for 21-24-year olds (£7.70), 18-20-year olds (£6.15) and 16-17-year olds (£4.35) as well as a new apprentice rate of £3.90.

    Specific sectors will benefit: As part of the government Plan for the High Street they have committed to cutting business rate bills by 90% for retail properties with a rateable value below £51,000 for 2 years from April 2019.

    Jobs remain front and centre: The Chancellor confirmed that the jobs miracle is set to continue with the Office for Budget Responsibility (OBR) predicting that there will be 800,000 more jobs by 2022 – so plenty of vacancies for recruiters to help employers to fill over the coming years.

    You can visit the REC website here and read more of their blogs.

     

    (With many thanks and credit to the Recruitment and Employment Confederation for the content, text and image)

     

  5. National Minimum Wage Increase in 2019

    The Chancellor, Philip Hammond, has announced the new increased rates of National Living Wage (NLW) and National Minimum Wage (NMW). The increases will affect around 2.4 million workers.

    From April 2019, minimum pay rates will increase:

    • National Living Wage for workers aged 25 years plus will rise from £7.83 to £8.21 per hour.
    • National Minimum Wage rates for:
      • Workers aged 21 years –24 years will rise from £7.38 to £7.70 per hour.
      • Workers aged 18 years –20 years will rise from £5.90 to £6.15 per hour.
      • Workers aged 16 years –18 years will rise from £4.20 to £4.35 per hour.
      • Apprentice rate will rise from £3.70 to £3.90 per hour.
      • The accommodation offset rate will rise to £7.55.

     

    So, for example, a full-time worker aged 25 years plus on the National Living Wage will therefore receive an annual pay increase of £690.

     

    If you would like more information on the increased rates of National Living Wage (NLW) and National Minimum Wage (NMW), you can visit the GOV.UK website here.

  6. Exciting Times for Trapeze Recruitment!

    It’s exciting times for us here at Trapeze Recruitment! We have moved into our new office at Manston Green Industries in Manston, Kent.

    Jo Smith, Director of Trapeze Recruitment has been in the recruitment industry for 18 years and the company’s ethos is all about trust. The move to our new office is an amazing achievement and one we are immensely proud of.

    “I have spent the last 18 years working in the recruitment industry in Kent, starting as a Temporary Controller and progressing to the position of Regional Director. In May 2016, I decided I wanted and needed a new challenge and I realised that this involved going back to where my career started – back to the front line. As my career progressed so did the management duties, the endless forecasting and reporting, the continual application of motivating and promoting a successful and ethical culture. This was all great, but I missed the day-to-day task of recruiting which I have always been so passionate about.” (Jo Smith)

     

    You can find us at Manston Green Industries, Preston Road, Manston, RAMSGATE, CT12 5FQ. If you would like to visit us, please call 01843 210011 or email us at hello@trapezerecruitment.co.uk.

  7. We Love a Game of Golf!

    You may have heard the popular saying, “more business gets done on the golf course than back at the office.” The popularity of business and golf coming together is a way of networking that more people are moving towards. It feels more personal, getting to know someone over a game of golf, rather than in a meeting room.

    For business owners, networking is vital in building and maintaining strong relationships. Forming a business relationship takes time and loyalty goes a long way, so starting and maintaining trust and communication with potential clients or partners is an essential ingredient in the recipe for business success. The golf course can be a great environment to allow this to happen. You don’t need to be a professional golfer to enjoy a game; golf is a game that involves a lot of downtime, so it affords plenty of opportunity for quality conversation.

    Here at Trapeze Recruitment, we love a game of golf and so much so, we’ve even sponsored a tee at St Augustines Golf Club in Cliffsend, Ramsgate! They pride themselves on being ‘Kent’s most welcoming Golf Club!’ We are extremely proud to sponsor this tee and we often network with like minded business people at St Augustine’s Golf Club.

     

    “Golf is deceptively simple and endlessly complicated; it satisfies the soul and frustrates the intellect. It is at the same time rewarding and maddening – and it is without doubt the greatest game mankind has ever invented.” (Arnold Palmer)

    If you would like to network with a difference and have a game of golf with Jo at Trapeze Recruitment, call 01843 210011 to arrange a time. Arnold Palmer was right; it is such a great game!

  8. Why Do Most Companies Outsource Their Recruitment?

    One of the most important decisions you must make in business, is hiring the right people to represent your business. There are so many good reasons to outsource your recruitment and many benefits you will realise from doing such. Whether you are looking to outsource all or part of your recruitment process, or you need to find those key individuals to compliment your team, recruitment companies have the experience and resources to help.

    So, the question is, why do most companies outsource recruitment?

    It allows you to concentrate on your business: Most small organisations are not in the hiring business, whereas larger companies may have a recruiting team. In either case of smaller or larger businesses, recruiting new staff can take you away from your business. This is especially true for smaller companies that probably don’t have someone with recruiting expertise. Outsourcing your recruitment is so beneficial, because it allows the recruitment company to do what they do best. Which means, it gives your organisation more time to concentrate on what you do best.

    Cost: Companies outsource recruitment is to reduce their costs. A recruitment company can save you money, as they will only send you suitable candidates. This means your turn over will reduce, which in turn will save your organisation money. In house recruitment only works if there is experience of the industry within your organisation. Poorly managed recruitment processes equal bad candidate placements.

    You can’t find qualified candidates: Some organisations have difficulty finding qualified people for their advertised vacancies. The problem may have nothing to do with the applicants. Many times, the problem is due to the limited locations that you are advertising on, to attract people to apply for the vacancy. Recruitment organisations are experienced in finding you the right candidates.

    You can’t keep up with demand: Rapid growth companies, or those that have seasonality, often have difficulty keeping up with recruiting demands. Fast-growing companies many times can’t keep up with hiring and recruiting, while those that have seasonal fluctuations may need to hire a lot of help very quickly. Outsourcing your recruitment helps you handle the high demand and the seasonal fluctuations.

     

    Are you an organisation looking for a new recruitment company? Contact us on 01843 210011 or at hello@trapezerecruitment.co.uk for a friendly conversation.

    Are you looking for a new job? Contact us at hello@trapezerecruitment.co.uk and like our Facebook page to receive regular new job alerts.

  9. How To Support Someone who is Stressed at Work

    Stress is a huge topic right now and it’s not surprising; more people are suffering from stress than ever before. An article published by The Guardian in May, 2018 highlights that three in four people in Britain feel overwhelmed by stress stating, “Mental health experts said the huge number of people affected should prompt employers, NHS staff and ministers to do more to reduce stress’s debilitating effects and provide more help.”

    So, what is stress? The Stress Management Society state, “Stress is primarily a physical response. When stressed, the body thinks it is under attack and switches to ‘fight or flight’ mode, releasing a complex mix of hormones and chemicals such as adrenaline, cortisol and nor-epinephrine to prepare the body for physical action. This causes a number of reactions, from blood being diverted to muscles to shutting down unnecessary bodily functions such as digestion.”

    It is very difficult for someone to ask for help and support when they are feeling stressed at work, so how can you support them?

    • Recognise the symptoms and signs of stress: There are many different physical, behavioural, cognitive and emotional symptoms of stress. You may notice they are looking unwell or tired, not eating properly or not caring for themselves. They may have mood swings, are withdrawn, have lost their sense of humour, are easily irritated, short tempered, cannot concentrate, are agitated, can’t switch off, are indecisive or error prone. They may have become emotional or very negative about everything. It may not be something specific, but they just seem to be different to how they normally are.
    • Try and engage the person in conversation: Try a simple ‘How are you?’or ‘Fancy a coffee and a chat?’  This can be difficult to do but it could be the start of them getting help and acknowledging that someone is there for them, to make sense of how they are feeling. Try and encourage the person to talk about how they are feeling as this may help them start to feel better. Giving someone your time, patience and understanding can mean the world to someone who is stressed. If you don’t feel comfortable doing this, then confide in another colleague, your boss, HR or someone else that you think the person is stressed and struggling and ask them to speak to the person.
    • Help them gain perspective:Try focusing on the positives. When someone is stressed, they become very negative and everything seems to be going wrong on their life. Offer help, support and be there for them; remind them that there are always choices and options.
    • Try to understand the causes: Whilst listening to the person you may pick up on what is causing them to feel stressed. You can ask open questions to help them explore what the causes are. For example, when do you feel the most stressed? You can help by saying what you think the causes are. “From what you have said it sounds like x and y are contributing to you feeling stressed.”This may help them realise what the causes are.
    • Encourage action: Gently encourage the person to think about what they could do and what action they could take. To begin with one small action is enough; they may decide to discuss it with their boss or their partner.

     

    If you would like more information on stress and any help you may need, you can visit The Stress Management Society website here. The Stress Management Society is a non-profit organisation dedicated to helping individuals and companies recognise and reduce stress. They have an online test ‘Test Your Stress Today’ which you can visit here.

  10. How to Develop a Social Media Policy

    A social media policy, whether it’s a two-page document or a frequently-updated web page, will be the code of conduct that sets the standard for everything the people related to your company share and say on social media. With the increasing use of social media in both our business and personal lives, it is more important than ever for companies to protect their reputation.

    It is a potentially overwhelming process with many things to take into consideration; from legal matters to employees’ perceptions of privacy. There are certain best practices to keep in mind when drafting your company’s social media policy: it should be comprehensive, without being too broad, and must be readily understood by all employees.

    Here are our top tips on how to develop a social media policy:

    Key Points

    • Work out a policy:An employer should set out in writing what it regards as acceptable behaviour, in the use of social media at work and what is not acceptable.
      It should also give clear guidelines for employees on what they can and cannot say about the organisation.
    • Draw a line between private and work lives:An employer should be clear throughout its policy in making a distinction between business and private use of social media. If it allows limited private use in the workplace, or in any way connected with the organisation, it should be clear what this actually means in practice.
    • Advantages:The benefits of a social media policy can include helping an employer to protect itself against liability for the actions of its workers and line managers to manage performance effectively.
    • Be ready to adapt:A policy can have many benefits, but an employer should make sure it is written in a way that can accommodate alterations, so it keeps pace with the continuing evolution of social media.

    What should the social media policy cover?

    • Network security: To avoid viruses and malware, most organisations will have controls on the downloading of software. Technical security features, such as firewalls, will usually be managed by the IT department or Managed Service Provider.
    • Acceptable behaviour and use of –

    Internet and emails: If personal use is allowed, state what is allowed.

    Smart phones and hand-held devices: Employers need to regularly review and update their policies to cover the new and evolving ways for accessing social media.

    Social networking sites: Employees should regularly check the privacy settings on their social networking profiles, as they can change.

    Social media and data protection

    • An employer should cross-reference its social media policy to its bullying and harassment policy.
    • Blogging and tweeting: If an employee is representing the company online, set appropriate rules for what information they may disclose and the range of opinions they may express. Bring to their attention relevant legislation on copyright and public interest disclosure.
    • Business objectives: As well as setting clear rules on behaviour, many employers are integrating the use of social media tools into their business strategy. Social networking can be used internally to encourage employee engagement with the organisation, and externally to help promote the organisation’s brand and reputation.
    • Disciplinary procedures: An employer should try to apply the same standards of conduct in online matters, as it would in offline issues.
    • To help an organisation respond reasonably, the employer should consider the nature of the comments made and their likely impact on the organisation. It would help if the employer gives examples of what might be classed as ‘defamation’ and the penalties it would impose. Further, the employer should be clear in outlining what is regarded as confidential in the organisation.

    How to communicate your social media policy

    • Consult:An employer should talk with their employees in determining what will be in the policy. This will help ensure it is fair and it will also help make it relevant to the organisation’s needs. For example, if your employees handle sensitive and confidential information on members of the public, the policy will need to reflect this.
    • Use of social media:A high proportion of employees do not know if their employer has a policy on internet use. Technology is evolving so quickly that many policies soon become out of date, so they need to be reviewed regularly. Social media channels can be an effective way for an employer to raise awareness of its policy and any changes.
    • New staff:An employer’s induction programme is a good way to make clear to new starters the boundaries for use of the internet. Each organisation will have its own culture and standards of ‘acceptable behaviour’, but it is best to be clear about these from the beginning.

    Legal considerations

    • The Human Rights Act 1998 gives a ‘right to respect for private and family life, home and correspondence‘.
    • The Data Protection Act 1988 covers how information about employees and job applicants can be collected, handled and used.
    • General Data Protection Regulation (GDPR).