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. Golf and Networking

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    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. 

  2. Five Things Recruiters Need to Know from the REC

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    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)

     

  3. Exciting Times for Trapeze Recruitment!

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    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.

  4. We Love a Game of Golf!

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    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!

  5. How to Develop a Social Media Policy

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    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).
  6. Attracting the Right Candidates

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    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.

  7. Modern Leadership for the Modern Workplace

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    With a new type of employee emerging into the workplace, it requires a new type of leadership style to engage and motivate. Are you keeping up?

    Kent Recruitment Bureau and Trapeze Recruitment Services collaborated on an afternoon event, hosted on Thursday 22nd March at Discovery Park in Sandwich. The event was a networking forum and a great opportunity to meet like minded business professionals, as well as explore the attitudes of a professional modern business.

    The guest speaker for the day was Adam Henderson; Writer, TEDx Speaker and Organisational Development Consultant. Adam spoke about the how the rules of the modern workplace are changing and how business leaders can react & shape the culture of their business moving forward.

    We would like to take this opportunity to thank everyone that came and made it such a successful afternoon!

  8. How to Build Relationships with Influencers; Part Two

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    Did you miss Part One? You can read it here!

    How can I develop an overall influencer strategy? As with everything in marketing, you need to have a clear objective for your influencer marketing efforts. You need to create clear, measurable goal, with realistic results.

    For example, you could aim to connect with five different, relevant businesses within six months, that you would like to partner with. You could create a piece of useful, interesting and engaging content that attracts 1,000 new visitors to your website; everyone loves a good read! Especially influencers! Showing your commitment and passion will be a top brownie point for influencers; providing value is absolute gold!

    Something to bear in mind; your exact strategy will depend on the type of business you own, your general marketing aims, and the type of influencer you are targeting. If you are new to this, developing a tiered approach for connecting with influencers is a good start. It can be a real challenge to get the attention of the key influencers, but if you post often and provide great content, which will show you are knowledgeable, then you will be noticed.

    Can I connect with influencers? Of course! It requires time and research, but if you want to connect with influencers, this is a fantastic way of building trust.

    Sending an email or picking up the phone can work, but contacting people in this way is always better if they have an idea of who you are. Also, their time is precious, as is yours, so making sure you have a plan is essential for when you do connect with them.

    You can use social media to start building influencer relationships before you are ready to launch a campaign. Follow them on Twitter, Instagram, LinkedIn and Facebook; answer their questions, help them with their problems and share their content. By proving value, you are building relationships on trust; and that is key. When you need advice with an influencer campaign, they will already know who you are, and they will gladly help; because they trust you and you provide value!

    It is always possible to meet potential influencers in person; by attending events and conferences. Networking is a fantastic way to meet new people and build relationships, and influencers go to networking events. Attending conferences is a great way to keep up to date with the business world and industry leaders, and to meet influencers. When you get the opportunity to meet an influencer, make sure the value you are offering them is immediately clear. Our time is precious!

    How can I measure my results? What you measure and how will depend on what you are aiming to achieve. If it is possible to measure something that is relevant to a marketing campaign, then you should measure it.

    Some examples of things you should include are:

    • The number of links to, and mentions of, your website you generated
    • The amount of traffic from the links you gained, and the number of sales that resulted
    • The number of social media mentions your campaign gained
    • The number of meaningful influencer relationships you have created

     

    What’s next? The next step is to analyse your results and see what you can do better next time. This should be the case with all your marketing efforts.

    Did you receive any feedback on your content? If so, go over it and work out what improvements can be made for your next piece of content. Did it take you longer than anticipated to connect with influencers? If so, you may want to spend more time connecting and building relationships.

    No matter how well, or not so well a marketing campaign went, it is always possible to improve things for next time. That’s the joy of marketing; it evolves and becomes something better. Look at the data you have gathered from your website including analytics, your interactions with influencers on social media and use it to make sure your next marketing campaign is even better!

     

    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. How to Build Relationships with Influencers; Part One

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    If you are running a business, the chances are you are trying to attract more customers to your website. Maybe you are already well established, and have existing methods of attracting customers, such as pay per click advertising. Or you may have just started your business and are considering as many marketing techniques as possible.

    Whatever your position, building relationships with influencers is an absolute must. Influencers are called influencers for a reason, and they are huge in the business world. Here are the basics of why influencers matter and to how you can build relationships with them:

    What are influencers? Influencers are people who already have the attention of the audience you are trying to reach with your product or service. They will have a strong following of people, who are interested in what they are promoting. There are influencers in all sectors; from social media, marketing, retail, fashion, travel, recruitment…the list is endless!

    If they can connect you with the people you are trying to reach, then they are an influencer. Angelina Jolie, J K Rowling, Oprah Winfrey, Richard Branson, Tony Robins and Bill Gates are huge influencers; however, influencers don’t have to be famous. Influencers can be business owners, entrepreneurs, CEOs, fashion designers, food critics, authors, chefs, bloggers, marketers; again, the list is endless. The point is, their followers value them for what they provide and that is why they are an influencer.

    How can I understand my target audience and why does it matter? As a business owner, to understand the kinds of people who make up these groups, and what makes them tick is essential. This can seem like an impossible mission, but whatever your product or service is, there is a target market for it.

    The key is to build up a comprehensive understanding of your potential customers. The way to do this is through developing customer personas. Creating customer personas is a great idea, as they allow you to build up a generalised profile of each type of potential customer you might expect to do business with. This way, you can get a good overview of how you should be marketing your product or service.

    These personas will help you with all your marketing, not just influencer marketing. Once you have developed your personas, you can use them to start understanding the type of influencers you should be targeting.

    What should I look for in a potential influencer? By creating your personas, you may have already uncovered some potential influencers. For example, if you discovered that your potential customers are likely to buy a certain product, then anyone who promotes that product is an influencer you should be interested in. You can use tools like Buzzstream to search relevant key phrases and uncover people with a popular social media presence.

    You may be wondering why these people would actually want to promote your businesses. Influencers are passionate about what they promote and that’s the key. You can’t buy passion and passion sells, because the person promoting it believes in it. Understanding how your business can provide a mutually beneficial opportunity to these influencers will be a key part of your marketing efforts. Just remember, anything is possible!

    See Part Two of this blog next week!

     

    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.

  10. GDPR Checklist for Businesses

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    The General Data Protection Regulation (GDPR) starts on 25th May 2018. Businesses will have to comply with the GDPR requirements, or face the possibility of a fine; up to £20 million pounds or 4% of annual global turnover.

    The regulation gives more rights to individuals, about the way their personal information is used and increases obligations of businesses, to ensure that any personal data they collect has been obtained with agreement from the individual. Some of the current obligations already exist, under the Data Protection Act.

    Here is a basic check list for businesses regarding GDPR:

    • Ensure that they have a lawful basis for collecting and using personal information; such as consent from the individual concerned or a contractual agreement.
    • Provide more information about the collection and processing of personal information upfront and in a more transparent and easily accessible way.
    • Maintain records about all the personal information they hold and how it is collected, stored and used.
    • Appoint a Data Protection Officer within the business or a virtual Data Protection Officer.
    • Respond to requests for rectification within one month or three months for more complex requests.
    • Inform third parties who have received personal data where the data in question needs to be restricted or erased.
    • Immediately stop using personal information for direct marketing where a request for this has been made.
    • Comply with stricter requirements where personal information is held about children.

     

    If you would like any advice or guidance on GDPR for your business, visit The Information Commissioner’s Office (ICO); you can visit their website here.