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. Emma Hopkins Joins Trapeze Recruitment!

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    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!

  2. 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.

  3. Why Do Most Companies Outsource Their Recruitment?

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    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.

  4. How To Support Someone who is Stressed at Work

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    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.

  5. Candidate Testimonial: Thank You Madeleine!

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    We love hearing from candidates who have been placed successfully. Here is a wonderful candidate testimonial from Madeleine:

    “I cannot thank Jo at Trapeze Recruitment enough for helping me to find a new job role. She never gave up on me and was constantly keeping me updated with any new vacancies that matched my skills set.  Jo has been very honest and never gave up on me. What sets her apart from other recruiters is her professionalism and her passion for the industry.”

    Thanks so much Madeleine and we wish you all the luck in the world!

     

    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. 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. 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.

  8. 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.

  9. Social Media Hints & Tips

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    Social media is the best way for promoting your business and gaining a trusted audience online. However, it’s not as simple as creating an account on Instagram or Facebook. You need to invest time to get your audience engaged and interested in what you have to say. Simply speaking, to know what to do and what to avoid is essential for your social media to work.

    Here are some social media mistakes that you should definitely stay away from:

    Underestimating the work involved: Creating an account on every social platform my not take long; but managing them all will. Before you create an account, answer this question: Do you have the time and resources to manage all your existing social media platforms, to share content on a regular basis and to keep your community engaged? Being realistic when evaluating your time and resources ensures that you can be successful on every social platform you choose to use.

    Managing your own social media is not a nine to five job; you need to be present when your audience are. If you don’t have a dedicated social media manager and you are managing your own social media, you will need to take charge of content creation and monitoring of your social media feeds. This is no easy task, so ensure you put in the work if you want to get real results.

    Not engaging with your audience: The failure to listen to or engage with your audience in a timely manner can be detrimental to your business. If your followers ask questions, post comments or share positive or negative feedback, you need to respond. While people appreciate you are not awake 24/7, it’s vital to respond to all questions and feedback in a timely manner.

    Provide boring content: Content should be engaging, friendly and interesting. Providing your audience with boring, generic content is only going to send them elsewhere. Your key objective should be to get their attention and to stimulate engagement, and you will never be able to achieve this with boring content. Don’t know what type of content to share or where to find it? Simple; ask your audience!

    Too many mentions and not enough value: If you are constantly promoting your brand without actually engaging with your audience, you might as stop now. While self-promotion is great when you are launching a new product, or promoting a special offer, there needs to be a balance between interesting content and marketing.

    Need some advice? Follow the 80/20 rule: 80% interesting content-engagement and 20% promotion. It’s the first one that will get your audience interested in what you have to say.

    Failing to plan: Some people can make the mistake of believing that because they are on social media, they will go viral. For that to happen, you first need to create a reason for that. You will build your audiences trust through great content and maybe one day, you will go viral.

    By creating a social media calendar where you decide what to post, when and where, you can plan out your social media. Whatever your objectives are; to get more sales, to sell or to increase brand awareness, make sure you plan your content with them in mind. If you don’t set any objectives, how can you possibly measure the results?

    Losing enthusiasm: One of the worst things you can do is to lose enthusiasm after a strong start. Many businesses have high expectations at the beginning, hoping that they will get thousands of followers in a few days or weeks or that their content will become viral overnight. Then, when they see that it doesn’t happen as quickly as they want it to, they lose focus. What businesses don’t realise is that if your enthusiasm fades, the momentum will also fade away. Stay focused with your social media and the results will be worth it!

     

    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. Interview Mistakes; Part Two

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    Did you miss part one of this blog last week? You can read it here.

    Never have first impressions mattered more than when being interviewed for a job. It is essential to use this opportunity to showcase your best qualities and ensure that you are memorable for all the right reasons. Nerves do play their part in the interview process and everyone has areas that they could improve upon. However, it is often the most common errors that can mean the difference between getting the job and not getting the job!

    Our advice? Avoid these common interview mistakes:

    Criticising previous employers or colleagues

    Complaining about colleagues and drawing attention to the negative aspects of your previous or current job is a huge no-no! This can give employers the wrong impression about you and could make them question what you would say about them in similar circumstances.

    No matter the reason for you leaving your previous or current employment, always be diplomatic. Instead of highlighting the mistakes of others, emphasise the positive steps you took to overcome them. This shows how proactive you can be.

    Failing to ask questions

    As the interview comes to an end, the interviewer will ask if you have any questions you would like to ask them. Never say no! This is your opportunity to get answers to your queries about the role and the company. Asking a couple of relevant questions shows your interest in the role; ask about any current major projects your team is working on, progression opportunities or where the company sees itself in five years’ time.

    Avoid asking how much paid leave you are entitled to and how soon you can book holidays or if you can work from home. Also avoid asking a question if the answer has already been covered during the interview. Prepare at least four questions; that way you have always got a backup!

    How to succeed at interview

    Try to relax and show your natural personality; the employer will get a much better feel of how you will fit into their team if you do. Take comfort from the fact that if you are being interviewed, the organisation is already impressed with what you have to offer.

    Enthusiasm and a positive attitude go a long way and instantly make a more appealing candidate. Throughout the interview, reiterate your motivation for the role and the company. Employers like forward thinking people, who can commit so talk about the future of the company and your role within it.

    Lastly, observe the basics. It can be easy to underestimate the power of good manners, regular eye contact, a firm handshake or a smile. Be polite to everyone you meet, as you never know who might be on the selection panel!