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. National Minimum Wage Increase in 2019

    Leave a Comment

    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.

  2. Why Do Most Companies Outsource Their Recruitment?

    Leave a Comment

    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.

  3. How To Support Someone who is Stressed at Work

    Leave a Comment

    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.

  4. Attracting the Right Candidates

    Leave a Comment

    There is a definite art to successful recruiting and the devil is in the detail from the off. If you are to attract the right applicants for any given role, then it is imperative that proper attention is paid to the formulating/designing the recruitment advertisement.

    At Trapeze we understand the pitfalls of using generic advertising templates. Instead we take time with our employers to get to the very crux of what they are seeking from a candidate, what the job description entails and to iron out the detail to be true to the companies we represent. In turn this ensures that we target the attention of a wider audience of specifically qualified and suitable job seekers.  In addition, our advertising is optimized for the way that people search for jobs today, ensuring we obtain sufficient interest in the jobs being offered.

    Here are just some of the issues we carefully consider on our behalf:

    Attention Grabbing:  We like to open with an attention-grabbing statement or paragraph.

    Targeting:  We use key wording or specific terms which relate to the main aspects of the job to maximise the chances of hooking the interest of a suitable candidate.

    Being Open: Every organisation we work with has a special or unique feature and this is something we like to promote in the job content through to the preparation for the interview.   Promoting a particular company’s benefits for instance, may be key to attracting the personnel.

    Aware of Trends: By keeping a keen eye on the market and all aspects of recruitment, to include our competitors, we keep abreast of key or trend phrases in searches relating to specific jobs/roles.  Many companies lose the opportunity to recruit well because they are unaware of trends.  This inside knowledge is crucial in ensuring that your advertisement reaches a wider audience, giving us the opportunity to select only the best candidates for your consideration.

    We Don’t Exaggerate, Make Dishonest Statements or Use Jargon: It is as important to know what information to exclude from an advertisement as it is to know what information to include.  We believe in keeping advertising “real”.  We don’t use words such as global development when your company may operate in this country/county only.

    Our Test:  We do not become complacent.  We are always looking to experiment and challenge recruitment and advertising assumptions and methodologies to achieve better results and draw a wider audience.

    At the heart of our work is our relationship with you and a bond of trust.

     

    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.

     

    Are you an organisation looking for a new recruitment company? Contact us at hello@trapezerecruitment.co.uk.

  5. Why Do Most Companies Outsource Recruitment?

    Leave a Comment

    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.

     

    Did you find this information useful? Download or print out our PDF – it may come in handy! Why Do Most Companies Outsource Recruitment PDF

    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.

    Are you an organisation looking for a new recruitment company? Contact us at hello@trapezerecruitment.co.uk.

  6. 5 Common Hiring Problems for Organisations and How to Solve Them

    Leave a Comment

    As a recruitment company, we understand that hiring people for your organisation can have its challenges. Through sixteen years of experience, we have picked our top five common hiring problems for organisations and how to solve them:

    No one is interested: When no one is clicking your job postings, review the first thing that candidates see when they find your job listing; the job title. Many candidates may be researching their current position’s average salary or preparing for interviews, so it’s important to incorporate the right job title. Use simple terminology that people will look for; job titles like ‘Account Manager’ or ‘Marketing Manager’ to get suitable candidates.

    There is so much interest, but no one’s applying: When you see lots of clicks but no applications, make sure your job description has all the relevant information. Make sure you haven’t missed one of the basics out:

    • Job title
    • Location
    • Details about the role
    • Responsibilities
    • Minimum requirements
    • How to apply

    Applications are coming through, but no one is qualified: No one wants to spend countless hours going through CVs. Quality matters more than quantity when it comes to job applicants. An effective job description and inside look at the company can help you find out who is not a good fit. To create an effective job description, consider the following tips:

    • Tailor the mission to the job
    • Avoid lengthy paragraphs
    • Include bullet points
    • Illustrate your company’s values and ethics
    • Provide minimum requirements or preferences

    No one is accepting your job offers: Worse than sorting through CVs is bringing in candidates for interviews and having them turn down job offers. So, what do you need to analyse when candidates aren’t saying yes to you? Ask yourself the following:

    • Did the job description match the candidates vision of the job role?
    • Do we need to make changes in our interview process?

    Be realistic about the job role: This is a classic symptom of an interview process that fails to give a realistic preview of what the job entails and what it’s like inside your organisation. To avoid any regrets from either side, ensure your job descriptions set the right expectations before a candidate sets foot inside your organisation and that the candidate experience makes good on that promise.

     

    Did you find this information useful? Download or print out our PDF here – 5 Common Hiring Problems and How to Solve Them PDF

    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.

    Are you an organisation looking for a new recruitment company? Contact us at hello@trapezerecruitment.co.uk.

  7. 7 Reasons Why Small Businesses Fail

    Leave a Comment

    When you start a business, failure isn’t something you want to think about. It should be exciting and your new venture! But the sad reality is, that many start-ups don’t succeed. There are many different reasons for this. The 2016 statistics published by the Small Business Administration (SBA) state that about 78% of small business start-ups survive the first year and about half of all employer establishments survive at least five years. A third survive ten years or more.

    Here are our top 7 reasons why small businesses fail and tips for avoiding them:

    1. You start your business for the wrong reasons: Is your primary reason for starting your own business the desire to make a lot of money? Do you think that if you have your own business, that you would have more time with your family? Or maybe that you wouldn’t have to answer to anyone else? While those are all definite benefits, they are not reasons to start a business. The right reasons for starting a business should include passion for what you do, determination to grow your business and a strong belief in the services you are providing. Long term, that will make your business successful.
    2. Poor Management: New business owners may frequently lack relevant business and management expertise in areas such as finance, purchasing, selling, production, hiring and managing employees. Unless they recognise what, they don’t do well, and seek help, business owners may face disaster. To remedy the problem, small business owners can educate themselves on skills they lack, hire skilled employees, or outsource work to competent professionals.
    3. Insufficient Capital: A common, fatal mistake for many failed businesses is having insufficient operating funds. New business owners often don’t understand cash flow or underestimate how much money they will need for start-up. They are forced to close before they have had a fair chance to succeed. They also may have an unrealistic expectation of incoming revenues from sales. It is imperative to ascertain how much money your business will require; not only the costs of starting, but the costs of staying in business. It is important to take into consideration that many businesses take a year or two to get going. This means you will need enough funds to cover all costs until sales can eventually pay for these costs.
    4. Location, location, location! Location is critical to the success of most small businesses. Whereas a goodbusiness location may enable a struggling business to ultimately survive and thrive, a bad location could spell disaster to even the best-managed organisation. Factors to consider include where your customers are, location of competitors and accessibility to your location from motorways.
    5. Lack of Planning: It is critical for all businesses to have abusiness plan. Many small businesses fail because of fundamental shortcomings in their business planning. It must be realistic and based on accurate, current information and educated projections for the future.
    6. Early Overexpansion: A focus on slow and steady growth is essential to your business surviving. Many businesses have faced bankruptcy due to rapidly expanding too quickly. At the same time, you do not want to repress growth. Once you have an established, solid customer base and a good cash flow, let your success help you set the right measured pace.
    7. No social media or website: If you have a business today, you need a website and a social media presence. If you don’t, your competitors will and you will be left behind. That’s a fact. At the very least, every business should have a professional looking and well-designed website, that enables users to easily find out about their business. You also need to have social media profiles in place. Your customers will expect you to be on social media and if you’re not, they will simply go elsewhere. You won’t look professional and will lose business to competitors, who will have profiles on popular social media sites. Technology is only evolving, especially online, so it is in your best interests to keep up with it; for the sake of your business surviving.
  8. What Are The Benefits of Diversity in the Workplace?

    Leave a Comment

    When you think about diversity, what springs to mind? The first thing that people usually think of are factors such as age, gender, race, cultural background, etc. However, there is far more to creating a diverse workplace than hiring people who fit into different age brackets or creating the perfect male to female ratio.

    Though we may share things in common with other individuals, at the end of the day, everyone is their own person and can bring different things to the table, which is why diversity is so important among a team. By hiring people with different personalities and at varied stages of their career, it can help to foster creativity and offer a range of perspectives & ideas.

    Here are a few of the top benefits for diversity in the workplace:

    1. Talents, skills and experiences: Individuals from diverse backgrounds can offer a selection of different talents, skills and experiences, that may be of benefit to the organisation and their work performance. Though some crossover of skills can be beneficial when it comes to assisting each other, it’s important to hire people with the appropriate skills to fit each of the roles within the organisation. A variety of skills and experiences among the team also means that employees can learn from each other.
    2. It creates innovation: By working alongside people of different backgrounds, experiences and working styles, creative concepts can be born from bouncing ideas off each other and offering feedback and suggestions. Whereas one person may be great at generating exciting ‘out of the box ideas’, another individual may have the necessary experience to execute it; so, it is essential to play on each individual’s strengths and collaborate with others in the team.
    3. Language skills can open doors for a business: Language barriers and cultural differences can often act as a bit of an obstacle for a company who want to expand their business over shores. However, by hiring employees who speak different languages it can make it possible for a company to work on a global basis and interact with a broader client-base. Representing a few nationalities within your company can also help to make it more relatable.
    4. It grows your talent pool: A company who embraces diversity will attract a wider range of candidates to apply for their vacancies, as it will be viewed as more progressive organisation and will appeal to individuals from all walks of life. Naturally, as the number of applicants for each vacancy rises, the chances of finding an exceptional candidate increases too! It can also help with employee retention, as people want to work in an environment who are accepting of all backgrounds and promote equality.
    5. Improves employee performance: Employees are more likely to feel more comfortable and happy in an environment where inclusivity is a priority. Equality in the workplace is important for encouraging workers from all backgrounds to feel confident in their ability and achieve their best. The higher the team morale, the more productive employees are!

     

    Did you find this information useful? Download or print out our PDF here – What Are the Benefits of Diversity in the Workplace PDF

    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.

    Are you an organisation looking for a new recruitment company? Contact us at hello@trapezerecruitment.co.uk.

  9. Welcome to Trapeze Recruitment

    Leave a Comment

    Trapeze Recruitment was founded by an independent recruitment professional, Jo Smith, with sixteen years’ experience within the recruitment industry in Kent. Trapeze Recruitment was created with the desire to add real value to the recruitment industry, and to bring the meaning back to the candidate and the job role.

    We specialise in permanent recruitment and use our wealth of experience to focus on a variety of sectors including; Office & Professional, Technical & Engineering, Sales & Marketing, as well as all aspects of the Food Industry.

     

    So why choose Trapeze Recruitment Services?

    • Trapeze is about trust
    • Trapeze wants people to extend themselves to their best possible potential
    • Trapeze will work hand in hand with clients and candidates alike
    • Trapeze possesses a keen eye, the skill and dexterity for matching specific commercial needs to suitably qualified and experienced candidates
    • Trapeze has the ambition to reach out to new challenges
    • Trapeze will help people soar to new heights in their careers

     

    “Having started in recruitment as a Marketing graduate, I have always asked myself if recruitment is an Art or a Science. I believe that most agencies think it is a simple mathematical equation: More Jobs + More Candidates = More Placements. I do not believe that this is the case. Of course, activity is needed but soft skills, the enthusiasm to always learn about a company and its culture and an empathetic recruiter, are essential to ensure successful outcomes time and time again” – Jo Smith; Director of Trapeze Recruitment Services Ltd.

     

    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.

    Are you an organisation looking for a new recruitment company? Contact us at hello@trapezerecruitment.co.uk.

    You can connect with Jo Smith on LinkedIn here.