How to Win Back a Candidate Who Chooses a Higher Salary Elsewhere

It’s frustrating when a great candidate turns you down for more money from another company, but it’s not always the end of the road. With the right approach, you can still bring them on board. Here’s how to navigate the situation when a candidate rejects your offer for a higher salary.

1. Get to the Root of Their Decision
Money might not be the only thing driving their choice. Have an honest chat to understand their full reasoning. Are they after career growth, more flexibility, or a better work-life balance? Once you know what really matters to them, you can tailor your pitch to better meet their priorities.

2. Focus on Non-Salary Perks
If you can’t match their salary expectations, shine a light on other perks your company offers. Talk about things like professional development, company culture, remote work options, or clear paths for promotion. Sometimes, these benefits can outweigh a bigger paycheck.

3. Sweeten the Deal with a Counter-Offer
If they’re a perfect fit, it might be worth revisiting your offer. This doesn’t necessarily mean offering more money—you could throw in a signing bonus, more holidays, or flexible hours to make the role more attractive without breaking your budget.

4. Emphasise Long-Term Value
Help them see the bigger picture. Talk about the long-term career growth they can expect, the exciting projects they’d be a part of, or how the role can lead to even better opportunities within the company. Frame the position as more than just a job—it’s a stepping stone to something greater.

5. Keep the Door Open
If they decide to go with the other offer, don’t burn bridges. Let them know you’d love to stay in touch for future opportunities. Circumstances can change, and they might be open to reconsidering your company down the road.

In a Nutshell
While a higher salary offer can be tough to compete with, you don’t have to lose the candidate. By understanding their needs, highlighting what makes your company unique, and being flexible with your offer, you might just win them over in the end.

Why Diversity and Inclusion is Important in Today’s Society

Why Diversity and Inclusion Should Be at the Heart of Your Hiring Strategy

Introduction

In today’s world, hiring a diverse and inclusive team isn’t just about doing the right thing—it’s a smart business move. Companies that embrace diversity and inclusion (D&I) tend to be more innovative, productive, and better at understanding and meeting the needs of their customers. Here’s why D&I should play a key role in shaping how you hire.

1. Sparks Innovation and Creativity

When you bring together people with different backgrounds and experiences, you get fresh ideas and perspectives. This diversity leads to more creative problem-solving and innovative solutions that a less diverse team might miss. We find that differences in opinion (and the readiness to bring them to the table massively helps our team to remain open minded and hence more creative).

2. Attracts Top Talent

Job seekers, especially younger generations like millennials and Gen Z, want to work for companies that value inclusion. By showing a commitment to diversity, you can attract talented candidates who want to work for a company that aligns with their values.

3. Boosts Employee Engagement and Retention

Inclusive environments don’t just draw in new talent—they help keep your current employees happy too. When people feel like they’re part of a team where their contributions matter, they’re more engaged and loyal, which means less turnover of staff.

4. Reaches a Wider Market

A diverse team is better equipped to understand and connect with a wide range of customers. When your workforce reflects the diversity of your audience, you can create products and services that appeal to more people, giving your business a competitive edge.

5. Strengthens Your Company’s Reputation

Companies committed to diversity and inclusion enjoy a stronger, more positive reputation. This not only helps attract customers but also investors and partners who value corporate social responsibility.

Making diversity and inclusion a core part of your hiring strategy isn’t just a trend—it’s essential for growth, innovation, and long-term success. By building a diverse and inclusive team, you’re setting your company up to thrive in a rapidly changing world.

The Importance of Being Authentic in our Personal and Professional Lives

In a world where we often seek approval from others, being authentic is key to thriving both personally and at work. Authenticity means staying true to who we are—our values, beliefs, and personality. This genuine approach brings many benefits, helping us build better relationships, find job satisfaction, and feel happier overall. Here’s why being authentic is so important to us here at First Base:

Authenticity at Work

  1. Building Trust: Being authentic at work helps build trust. When colleagues see you as genuine, they are more likely to trust and respect you. This trust is essential for teamwork and collaboration. When you recognise you don’t have to pretend to be someone you’re not, it’s so powerful.
  2. Greater Job Satisfaction: Aligning your job with your core values and passions leads to higher job satisfaction. When you are true to yourself at work, you feel more engaged and fulfilled, which boosts productivity and job performance.
  3. Better Resilience (another of our core values): Authentic people are more resilient because their self-worth comes from within, not from others’ approval. This inner strength helps them handle work challenges better, seeing setbacks as opportunities to grow.
  4. Encouraging Creativity: Authenticity allows for the free expression of ideas. When you are not afraid to share your true thoughts, creativity thrives. This openness at work leads to innovative ideas and solutions.

Authenticity in Personal Life

  1. Genuine Relationships: Authenticity is key to forming deep, meaningful relationships. By being yourself, you attract people who appreciate you for who you are, leading to more genuine and fulfilling connections with friends, family, and partners.
  2. Personal Growth: Embracing authenticity is a journey of self-discovery. Recognising and accepting your strengths and weaknesses promotes self-awareness and personal growth, which is essential for mental and emotional well-being.
  3. Living with Purpose: When your actions match your values and passions, you live a more purposeful life.
  4. Emotional Freedom: Authenticity frees you from the pressure of pretending to be someone you’re not. This emotional freedom allows you to express your true thoughts and feelings without fear of judgment, leading to a calmer existence.

Connecting Personal and Professional Authenticity

The benefits of being authentic in your personal life naturally carry over to your professional life, creating a consistent and genuine approach in all areas. When you are true to yourself in your personal life, you bring that same authenticity to work, ensuring a balanced and integrated life.

Conclusion

Being authentic is more than just a nice quality – it’s a powerful state that can improve both your personal and professional life. By being true to yourself, you build trust, form deeper relationships, and achieve greater fulfilment.

Set Your Team Up for a Successful New Year

As we enter a new year, it’s key to ensure that your team are clear on business expectations and how their performance will tie into company objectives. This is a great opportunity to reassess priorities for the year and make any necessary adjustments to your team’s focus over the coming months.

Whether you’re looking to further expand your team or develop your employees for internal progression, it’s important to have a clear plan of action.

Setting specific, measurable, achievable, relevant, and time-bound (SMART) goals will help you stay on track. Setting SMART goals is a proven strategy to achieve success. By making your goals specific, measurable, achievable, relevant, and time-bound, you can help yourself and your team stay on track. Specific goals give you a clear target to aim for, while measurable goals allow you to track your progress. Achievable goals ensure that your targets are realistic and attainable, while relevant goals keep you focused on what truly matters. Time-bound goals create a sense of urgency, helping you to stay motivated and committed to achieving your objectives. By setting SMART goals, you can increase your chances of success and ensure that you and your team are working towards a shared vision.

Investing in professional development opportunities for yourself and your team can go a long way in ensuring that you all have the necessary skills and knowledge to be successful in your respective roles. This can involve attending relevant seminars, workshops, or training sessions, or even pursuing additional education or certification. By doing so, you can stay up to date with the latest industry trends, learn new techniques and strategies, and develop your leadership and collaboration skills.

Additionally, investing in your team’s professional development can foster a sense of loyalty and commitment, as well as promote a culture of continuous learning and improvement. Ultimately, by prioritizing professional development, you can position yourself and your team for long-term success and growth.

Remember, Planning and investing in your team can have a significant impact on your business’s long-term success and employee fulfilment. By dedicating time and resources to training, professional development, and team-building activities, you can foster a positive work environment and improve overall performance. When employees feel supported and valued, they are more likely to remain loyal to the company and strive for excellence in their roles. This can lead to increased productivity, higher quality work, and ultimately, greater success for the organisation as a whole.

As a leader, it is crucial to recognise the importance of investing in your team and to make it a priority in your business strategy. By doing so, you can create a culture of growth and achievement that benefits both your employees and your bottom line.

How to maintain staff motivation over the festive period 🎄

Maintaining staff motivation over the festive period is tough! Follow these simple steps to keep productivity levels high…

Firstly, it’s important to recognise the hard work your team has put in throughout the year. Consider hosting a holiday party or giving out personalised gifts as a token of appreciation. Hosting a holiday party or giving out personalised gifts can be a great way to show your appreciation. These gestures can boost morale and foster a sense of camaraderie within the team. It’s also an opportunity to express gratitude for their contributions to the company’s success. A simple “thank you” can go a long way in retaining talented employees. Your team will appreciate the effort and it can lead to increased productivity and a positive work culture.

Christmas work incentives can be incredibly effective in boosting staff morale and motivation, which in turn can lead to better performance and productivity. By offering incentives, companies can show their appreciation for their employees’ hard work and dedication and encourage them to continue contributing to the company’s success. These incentives can take many forms, such as bonuses, extra time off, or even small gifts or tokens of appreciation. Whatever the incentive, it is important to make sure that it is meaningful and relevant to the employees, and that it is communicated clearly and effectively.

Try to maintain a sense of routine and structure in the workplace, even during the festive season. This will help employees stay focused and motivated. You could also consider offering flexible working hours or allowing employees to work from home, if possible, which can help alleviate stress during a busy time of year.

Finally, keep communication open and transparent. Make sure employees are aware of any changes to working hours and any upcoming events. Encourage them to share their own ideas and suggestions for how to keep morale high during the festive season. By prioritising their well-being and engaging with them as individuals, you can create a positive and productive workplace culture throughout the holidays. Motivated employees are also more likely to provide excellent customer service, which can lead to increased customer satisfaction and loyalty.

Connect with us on LinkedIn to see how we’re keeping our staff motivated over the festive period! 🎄

 

Unlocking Success: The Power of “Togetherness” at First Base 🚀

Are you curious about the key ingredients that make our team truly successful? 🤔 Look no further, because today, we’re diving deep into the art of teamwork and collaboration. 🤝

In the fast-paced world of recruitment, success isn’t just about individual talent; it’s about harnessing the collective power of our team. Here are some insights into what helps us to thrive :

Shared Goals and Vision: We share a common vision and set clear, achievable goals. When everyone is aligned and understands their role in the bigger picture, the magic truly happens

Effective Communication: Communication is the lifeblood of our team. Transparent, open, and honest communication helps in avoiding misunderstandings, fostering trust, and ensuring everyone is on the same page

Collaborative Mindset: Our team members actively support each other through mutual respect and trust. When one wins, the team wins

Celebrating Wins and Learning from Losses: We recognise and celebrate achievements, no matter how small. And when things don’t go as planned, we view them as learning opportunities rather than failures

Flexibility and Adaptability: The recruitment landscape can be unpredictable as we’re dealing with human beings. We pivot and adapt to changing circumstances swiftly

Empowerment: Our team are given autonomy to make decisions and take ownership of their work. Empowered team members are more motivated and creative problem solvers

7 Safeguarding: We do not tolerate poor behaviour. We take action as soon as we become aware of toxicity in the business and protect our team ferociously.

8 Diversity and Inclusion: A diverse team brings a wide range of perspectives and experiences to the table. Embracing diversity, leads to innovative solutions and better customer relationships

To us, team doesn’t mean just working side by side, knowing that our peers have our back. It means working collaboratively towards a shared goal, leveraging each team member’s strengths, and supporting each other through the ups and downs

Together, we can achieve remarkable results that surpass what any one of us could accomplish alone. We harness the power of teamwork and unlock the true potential of our sales team! 💪💼📈

#Success #Teamwork #Collaboration #Teamwork

 

How does your sales team embrace teamwork and collaboration? Share your thoughts and experiences in the comments below! 👇

Want to work in Recruitment? Do you know what it really entails?

At First Base, our team works tirelessly to match the right people to the right job roles but much of their workload is as much about rejection as it is about placing candidates.  They speak to hundreds of people each week to ascertain their right to work, suitability for a job role, personality, and cultural fit for the companies we work with.

When they find just the right person it all seems so easy (even more so when they can identify the right person off the top of their heads), however, the role of recruiter necessitates a broad skillset.

We’re always looking for great candidates to bring on board as recruiters, so here’s a snapshot of just what a typical day in the life of a recruiter entails:

  1. Speaking to and visiting new* and existing clients in order to take a brief on open job roles, to check in or to discuss future business growth plans and issues the client may be facing.
  2. Managing their diaries to ensure the right mix of time spent with current clients and those who have expressed an interest in recruitment services, following up on leads, and reaching out to prospective clients.
  3. Taking detailed job briefs including shift patterns, overtime rates, facilities on site, opening hours, lunch breaks (paid or unpaid), skills required, salaries being offered, and timescale (you must be bold enough to ask every question you can imagine ensuring you understand).
  4. Speaking with clients clearly about ways to recruit and the associated fees.
  5. Reviewing CVs and job applications from potential candidates is a key part of a recruiter’s day. They will assess candidates’ qualifications, skills, and experience to determine whether they are a good fit for the role (or any other role currently available). Utilising tools to remember those candidates very very well.
  6. Sourcing active and passive candidates through a variety of channels such as a CRM, job boards, social media, referrals, and professional networks.
  7. Screening and interviewing candidates both by phone and face-to-face to assess their qualifications, skills, and suitability for each role. This means being resilient enough to keep reminding** people if they forget appointments / a call with you. 
  8. Detailing rates of pay, shift premiums, and holiday allowances to candidates.
  9. Coordinating interviews (virtual, phone or face-to-face) with hiring managers, setting up times and dates, locations, and instructions to enter sites or join virtual calls.
  10. Following up with all parties concerned to provide feedback and agree on next steps***
  11. Negotiating offers with candidates and communicating the details of the job offer.
  12. Gaining references.
  13. Keeping accurate and comprehensive records of all recruitment activities, including CVs, relevant licences, RTW, job roles, hiring managers, HR managers, finance contacts, interview notes and communication with candidates ****
  14. Our Recruiters stay up-to-date with industry trends and best practices to ensure that their recruitment methods are effective and are always abreast of changes in their given sector***** in order that they can speak with both clients and candidates proficiently and professionally.
  15. Networking with industry professionals, attending job fairs, and other events to build relationships and expand their knowledge of available candidates.
  16. Managing their time to ensure they have the right people when clients need them.

This is a general overview of a typical day in the life of our recruiters – it seems a lot but when you get it you get it. If you’re ultra organised, great at admin, naturally interested in learning (everything) and personable enough to chat to everyone, then it can be a fantastic career with bags of variation and the opportunity to progress quickly onto a more senior role. 

*The role of recruiter will mean you’re speaking to a variety of clients on a daily basis and traveling to meet with them in order to fully assess the role and work environment where possible.

** People are busy, but sometimes, they’ll change their minds and not tell you.

*** Having to give bad news as well as good news and doing this sensitively whilst protecting the reputation of all parties.

**** When people are taking holidays, what they do and do not want to do, how flexible they can be, why they want to work a particular work pattern or leave their current job role.

*****They are able to advise on salary rates being offered, shift patterns that work and can suggest ways to improve on the success of a recruitment drive that is struggling.

 

 

How can I find the right people in 2023?

How to navigate a shortage of candidates in 2023.

The need for the right staff has never been more apparent. Being on the front line, where candidates are moving so quickly (and sometimes disappearing off the face of the earth) we put our heads together and came up with our top tips for navigating this challenge.

  1. Expand the recruitment pool: Look beyond traditional recruitment sources and consider candidates from a wider range of backgrounds and industries
  2. Offer flexible working arrangements: Attract a wider range of candidates by offering sustainable flexible working arrangements such as remote work, part-time work or flexible hours (always consider business needs and the needs of new recruits/those training)
  3. Improve employee retention: Reduce the need to bring in new staff by looking after current employees. This can be achieved by offering competitive remuneration packages, career development opportunities, a positive work-life balance and a safe environment in which to learn.
  4. Invest in Tech: Analyse processes and invest in technology to streamline and or automate.
  5. Build a strong employer brand: Build a strong employer brand to attract top talent. This can be achieved by promoting the company’s culture, values, and mission, and by highlighting the benefits of working for you (including the location of your business, ease of transport links, cities, and towns of interest: the lifestyle will be important to some).
  6. Leverage Recruitment Agencies and headhunters: Leverage recruitment agencies and headhunters to find the right calibre of candidates for the job. Build a relationship and be safe in the knowledge that a great recruitment agency will have ears and eyes to the ground to find you the right people.  Be open and honest, let them learn about you and the business and they will be out there acting as advocates.

These are some of the strategies that can be used to navigate a shortage of candidates in 2023. It is important to consider which strategies will be most effective for your company based on your specific needs and resources.

Top tips for attending an interview on zoom in 2023

Interviewer at a laptop interviewing online How to smash your next online interview

I was privy to a recording of a highly professional zoom* interview yesterday, and one which was… not so polished.

For anyone undertaking an interview for a job you’re keen on here are some tips on how to prepare for a Zoom interview in 2023:

⚡Test your equipment: Make sure your computer or device, internet connection, and camera are in good working order beforehand. Test your Zoom connection and familiarise yourself with the platform’s features.

⚡Dress professionally: Even though you will be interviewed remotely, it is important to dress professionally as you would for an in-person interview. This shows respect and professionalism to the interviewer.

⚡Find a quiet and well-lit location: Find a quiet and well-lit location for your interview, free from distractions and interruptions. Make sure your background is tidy and professional.

⚡Be on time: Be on time for your interview, just as you would for an in-person interview. Log in to the Zoom call a few minutes before the scheduled start time to ensure that you are ready to begin on time.

⚡Have a copy of your CV and any relevant documents: Have a copy of your CV and any relevant documents easily accessible, in case the interviewer asks to see them.

⚡Keep a positive attitude: Keep a positive attitude and maintain good eye contact with the interviewer by looking directly at the camera, not just the screen.

⚡Be ready to answer common questions: Practice answering common interview questions and have some questions ready to ask the interviewer – things that are important to you in ascertaining if this is the right job role for you.

⚡Follow up: Send a thank you note or email to the interviewer after the interview to express your gratitude and reiterate your interest in the position.

By following these tips, you will be well-prepared for your Zoom interview and can feel confident in your ability to make a strong impression on the interviewer.

If you’d like more tips and advice on ensuring your next interview goes well, watch out for our new website – brimming with ideas to ensure your next interview (on or offline) goes well.

www.first-base.co.uk

*zoom is one of many online meeting providers

Communication & Well-Being for Furloughed staff

This time last year I certainly did not envisage 2020 playing out the way it did for thousands of companies and for many, the full extent of the pandemic came as a complete (and prolonged) shock. Our first concern was, of course, the spread of the virus and looking after our people’s health. For many of us, this has now settled down as we know our teams are safe, staying inside and are successfully adapting to remote working life. Now that we are in 2021, our understanding of the virus has somewhat changed and the vaccine provides hope that we will return to some form of normality.

Most organisations we have spoken have had to make decisions over the last year which they could not have foreseen. Many have utilised this time to review their forecasts, look at streamlining where possible and putting plans in place to grow, as we begin to return to some form of normality.

Over the next couple of weeks, I will be posting some helpful tips to continue to help you through this challenging time.

 

Communication & Well-Being for Furloughed staff

To help business through the pandemic the Government created the Coronavirus Job Retention Scheme which allows employers to Furlough their staff in return for 80% of peoples wages*, up to a maximum of £2,500 and was further extended until the end of April 2021.

If you currently have staff on Furlough, one of the best ways to retain your employees is to continue to communicate and check in on them from a well bring perspective. Check-in and remind them that you are available for support and advice if they ever require it. You could provide them with well-being tips such as healthy eating, exercising regularly and the importance of keeping in touch with friends and family. You could also direct employees to external sources of support such as Charity Mind, the Mental Health UK Website Headspace and Future Learn. 

We also have some great blogs on our website that may help around identifying and managing stress.

 

Communicating with your staff during Furlough will help you identify any issues that they may be facing and help them through this difficult time. A good communication strategy will also minimise the risk of losing members of your team due to any perceived lack of engagement.  Surprisingly, we have continued to see a high degree of movement in the market as people continue to look for alternative employment.

David Thomason, Hospitality Business Manager

 

*Now excluding NI and AE contributions.