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!

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    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. 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 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).
  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. 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. Interview Mistakes; Part One

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    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:

    Arriving unprepared

    Preparation before an interview is crucial to arriving confident and ready to answer the interviewer’s questions. Read up on the company’s background, its place in the market and its competitors, and familiarise yourself with its key team members. Make sure that you fully understand the job role, as failing to do so will make you look uninterested.

    Prepping for an interview can take many forms and research into the organisation is just one of them. Being prepared also means figuring out how you are going to get to your interview, planning your route and factoring in any delays you may encounter. Sometimes delays are unavoidable and if the circumstances are out of your control, they should understand. Take the details of your interview contact with you, so you can let them know if you are going to be delayed.

    Wearing the wrong clothes

    Being well presented is a must, so choose your outfit carefully. Knowing the type of company, you have applied to should give you an idea of the expected dress code. However, if in doubt always go too formal than not formal enough. You need to make sure that you look the part and feel confident.

    The balance of talking too much or not enough

    Learning to get the right balance between talking too much and talking too little can be a challenge. Taking part in practice interviews with family or friends can really help to ensure that you give the right amount of information. It’s important to sell your skills and experience without ‘waffling’.

    When the interviewer asks a question, pause for a couple of seconds, take a breath and gather your thoughts before responding. If you’re talking too much or too fast, you also run the risk of talking over or interrupting the interviewer.

    Employers understand that nerves play a part in the process, so if your mind goes completely blank politely ask for a couple of seconds to gather your thoughts or ask if it’s convenient to come back to the question at the end, once you’ve had some time to think.

     

    Make sure you read Part Two next week!

  9. Telephone Interview Questions; Part Two

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

    A telephone interview is a pre-scheduled job interview. Popular with recruitment agencies and employers alike; they save time and help to keep interview costs down. However, telephone interviews do have their challenges. In most cases, you will be answering questions under a strict time limit and this can increase nerves. Not being able to see the interviewer also presents its own difficulties, as you’re unable to make a connection.

    Tips for telephone interviews

    Pick a suitable location – Avoid noisy, public spaces and instead choose a private, quiet location such as your home. If you live with family or friends, warn them in advance of the call that you need some peace. Unless your mobile is charged and receiving full reception, use a landline. Turn electronic devises to silent to avoid distraction.

    Dress to impress – You shouldn’t treat telephone interviews any differently than face-to-face interviews. Dressing for the part helps to put you in a professional frame of mind and boosts confidence.

    Smile – Smile to ensure that the interviewer hears the enthusiasm in your voice from the start. To covey energy and confidence, think about taking the call standing up.

    Refer to your notes – Being able to have application documents and your notes to hand is one of the main advantages of a telephone interview, but don’t rely on them too much. Use concise bullet points as prompts, rather than pages of possible answers.

    Have a glass of water ready – Interview nerves and lots of talking can lead to a dry mouth, so have a glass of water – the same as in a face-to-face interview.

    Ask for clarification – If you miss a particular question, do not try to second guess what it might have been. Apologise and politely ask the interview if they can repeat it.

    Take notes – If you’re able to multitask, write down any useful information provided by the employer and the questions you’re asked during the interview. These notes could be a valuable resource if you’re invited for a second interview.

    Following up an interview

    Just like in face-to-face interviews, employers expect you to have questions of your own. These could be about the role or the company. Stay away from questions about salary, holiday entitlement or start dates. It’s also perfectly acceptable, if the interviewer hasn’t mentioned it previously, to enquire about the next stage of the process and when you should expect to hear from them.

    If you don’t hear back within a week, give them a call or send a short email to follow up. Reiterate your interest in the role and thank them again for their time. If you’ve been unsuccessful on this occasion, use this as a chance to ask for feedback on your performance so you can use the lessons learned in future applications.

  10. Telephone Interview Questions; Part One

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    A telephone interview is a pre-scheduled job interview. Popular with recruitment agencies and employers alike; they save time and help to keep interview costs down. However, telephone interviews do have their challenges. In most cases, you will be answering questions under a strict time limit and this can increase nerves. Not being able to see the interviewer also presents its own difficulties, as you’re unable to make a connection.

    How to prepare

    Just like in any other interview scenario, you need to research the industry, organisation and job role. Visit the company website, competitor sites and read relevant news articles. Do this in advance, so you are well prepared. You can also plan your responses to frequently asked questions by preparing a list of examples of when and how you’ve demonstrated each skill or quality listed in the person specification.

    A confident phone manner doesn’t come naturally to all and some candidates may feel uncomfortable talking over the phone. To increase your confidence when talking over the phone, ask family or friends to call you for a mock interview. Use your research and planned responses to answer their questions and treat this practise as the real thing.

    Telephone interview questions

    When answering the call, you need to be professional and positive. If you’ve pre-arranged an interview time, make sure you are ready when the phone rings. Answer with ‘Good morning/good afternoon, (your name) speaking and maintain this professional tone throughout the interview.

    When answering questions. be aware of the pace of your speech. Time is limited but don’t rush or mumble, despite your nerves. Your responses need to demonstrate your knowledge of, and enthusiasm for the role.

    One of the main challenges to telephone interviews is that without visual clues from the interviewer, it can be hard to gauge how you are doing. In a face-to-face interview, you’re able to take direction from the employer’s body language and visual responses, but this is not possible over the phone. When you’re being interviewed in person, you are also able to smile and show the interviewer that you’re engaged. Make sure you smile during your telephone interview; it really does come across!

    Make sure you read Part Two next week!