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.

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! 👇

The UK Salary Surge: Are We Heading for Unsustainable Heights?

I wanted to touch upon a topic that has been at the forefront of business leaders minds of late – the soaring salaries in the UK job market. While it’s undoubtedly an exciting time for many professionals, it’s essential to take a closer look at the reasons behind these substantial salary hikes and consider their sustainability.

Over the past few years, we’ve seen a significant increase in salaries across various industries in the UK. Tech, finance, sales, and many others have experienced substantial growth in basic compensation packages. 

On the surface, this might seem like a win-win situation for job seekers and businesses alike. After all, who wouldn’t want to earn more?

However, it’s crucial to understand the dynamics driving this trend. 

Several factors have contributed to the rise in salaries:

  1. Talent Shortages: The UK, like many other countries, is facing a shortage of skilled professionals in various fields. Businesses are willing to pay a premium to attract and retain top talent in the face of fierce competition.
  2. Remote Work: The COVID-19 pandemic accelerated the adoption of remote work, enabling companies to tap into a global talent pool. This has increased competition for skilled workers and, consequently, driven salaries up.
  3. Inflation and Cost of Living: Rising inflation and the increasing cost of living in the UK have put pressure on businesses to offer higher salaries to maintain the standard of living for their employees.
  4. Market Trends: Certain industries, such as technology and fintech, are experiencing rapid growth and increased investment, leading to higher demand for professionals and subsequently higher salaries.

While these factors explain the salary surge, we must also consider the potential downsides:

  1.  Unsustainability: Businesses offering large sums of money to attract talent may find it challenging to sustain these high salary levels over the medium term. This can lead to higher stress levels driven by the need to demand higher targets as well as financial instability.
  2. Inequality: The salary gap between high-skilled professionals and others can widen, potentially exacerbating income inequality issues.
  3. Skill Inflation: As salaries continue to rise, job roles that previously commanded a premium may become the norm, making it harder for businesses to distinguish between top performers and average employees.
  4. Retaining Talent: While attracting talent with high salaries is one thing, retaining them can be another challenge. Professionals may jump ship for higher offers, leading to higher turnover rates.

The UK’s salary surge is a complex issue with both benefits and risks. We must carefully consider compensation strategies to ensure long-term sustainability and fair practice. Job seekers should also weigh the pros and cons of high salaries, considering factors like job satisfaction, work-life balance, and longevity of employment.

What are your thoughts on the current salary landscape in the UK? How do you see it evolving in the coming years? Your insights and experiences are invaluable in understanding this critical aspect of our professional lives.

#UKSalaries #JobMarket #CareerTrends #SalarySustainability #BusinessStrategy

What are the benefits of using our Industry Expertise?

At Team First Base, one of our core values is that of Industry Expertise, but what does that mean for the people we work with?

We took a deep dive into what our industry expertise means to our clients across each of the sectors we offer.

  1. We have well-established networks and access to a specialised talent pool within our respective industries.
  2. We have connections with passive candidates who may not be actively searching for new opportunities but possess the skills and experience sought by organisations. This access allows us to source highly qualified candidates that may not be readily available through traditional channels.  
  3. We can streamline the hiring process and save valuable time for organisations. Having a clear understanding of the required skill sets and qualifications enables us to efficiently screen and shortlist candidates. The industry knowledge we have gained from over 25 years in business, also helps in conducting targeted searches, reducing the time spent on sourcing and screening unqualified candidates.
  4. We stay up-to-date with market trends, including changes in talent supply and demand, emerging skill sets, and remuneration benchmarks. We provide organisations with valuable insights into the current landscape, helping them make informed decisions regarding talent acquisition strategies, salary offers, and competitive positioning.
  5. The team at First Base possess specialised knowledge and expertise in their respective fields. They are familiar with industry-specific recruitment best practices, including sourcing strategies, candidate assessment methods, and interview techniques. Leveraging this niche expertise, we can guide organisations in optimising their recruitment processes and ensuring a higher quality of candidate selection.
  6. We can enhance your business branding and reputation. By working with us in partnership, we’ll support you in attracting top talent and building a positive experience. This can result in higher candidate engagement, increased employee retention, and improved perception among industry peers.
  7. While there is a cost associated with engaging us, leveraging our industry expertise can result in cost savings in the long run. Efficient and effective candidate selection reduces the risk of hiring mistakes and turnover, which can be costly. 

In summary, we offer the advantages of deep industry knowledge, access to specialised talent pools, efficiency and time savings, market insights, niche expertise and best practices, enhanced employer branding, and potential cost savings. These benefits can contribute to successful and targeted hiring, resulting in better-quality candidates and improved organisational outcomes.

If you would like to discuss how we can help, don’t hesitate to contact us on 01453 755330, info@first-base.co.uk or click here.  Anything you discuss with us is completely confidential and there is no obligation to use our services.

How do I find more time to interview candidates?

We’re seeing more and more businesses report that they just don’t have the time to interview whilst they juggle the myriad of demands of running the organisation.

There’s so much going on that they lose sight of the importance of bringing on the right team to support the plans put together for 2023 and find themselves firefighting (doing the work of three people whilst they try to keep all the balls in the air).

It’s important to remember that an engaged and empowered workforce is critical in achieving growth AND adding to that team successfully, is just as key.

Candidates continue to be in short supply and are moving fast hence it’s so important to have a robust network of people that you can call on when business needs dictate it.

If you don’t have time to interview potential candidates there are a few things you can do: 

  1. Consider using pre-interview assessments to help you quickly identify the most qualified candidates. These can be a great way to quickly highlight candidates with the right skills and experience, without having to spend as much time interviewing.
  2. Ask current employees or industry contacts if they know of anyone who would be a good fit for the role. Personal referrals can be a great way to quickly identify qualified candidates.
  3. Conduct virtual* interviews using video conferencing software. This allows you to interview candidates remotely, without having to meet in person. 
  4. Consider hiring a candidate on a trial period or as a temp to start**, to determine if they are a good fit for the role and the company culture. This can be a good way to get to know the candidate without needing to conduct a long interview process.
  5. Outsource the interview process to a consultant, HR professional, or a member of your team who is not involved in the day-to-day operations of the company. This would allow you to focus on your business while someone else conducts the interview process on your behalf.
  6. A recruitment agency can handle the entire recruitment process*** for you, including advertising the job, screening cv’s, conducting interviews, and providing a shortlist of qualified candidates.

* Remember that virtual interviews should not replace the face-to-face interview, but act as a first step in identifying those you’d like to meet.  Meeting people, and allowing them to see and feel the culture of your business, is key.

**In today’s market, we are seeing a heightened need for stability hence a temp-to-perm arrangement or a permanent role from the get-go is far more attractive to job seekers

***A good recruitment agency will look after your reputation in the marketplace whilst you’re able to concentrate on all the other aspects of your job role. Look for great communication and a commitment to understanding the business. Invest in building a strong relationship in order to get the best out of your recruitment partner.

 

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.

Why are businesses struggling to find (the right) staff right now?

Eight candidates waiting on chairs for an interview
Hoping to have a choice in who you offer to?

It’s crazy out there right now – we know staff are moving very quickly and that decisions are being made seemingly by the minute. Counteroffers are rife, candidates are ghosting us or committing to a role, and then … purely not showing up.

There are so many reasons that we find ourselves in the situation whereby prospect candidates are like tumbleweed. Having spoken to hundreds of people this week, we thought it may be useful to share our findings on what has caused the scramble for the (right) staff, right now.

We have many blogs that may be useful when you’re looking to bring new talent on board. Please have a read and watch this space for more information on just how you can attract the right people. If you’d like to discuss any of the above, check salary levels in the area or update us on the types of skills you’re looking for, please call 01453 755 330.

How to Stop Candidates Dropping out of the Hiring Process

A man proposing to a woman with an engagement ring in a red velvet box. The woman is holding up her hand as a refusal
Why do some relationships just not work?

 

Have you ever had someone back out of a job offer? 

Often, you may not discover that your new recruit has dropped out of the hiring process until a couple of weeks before their start date or worse, on their first day, when they just don’t turn up! This can cause all sorts of issues including the time and resources spent on the interview process, discussions with teams surrounding a plan for onboarding and the purchase of tech or a vehicle.

Most candidates will have a notice period and therefore may have a gap of a month or more, between accepting a job offer and their first day in the role. For more senior roles, a realistic notice period could be up to three months.

Keeping in touch with your new recruit is key to ensuing your candidate doesn’t drop out of the recruitment process. Regular communication between making an offer and their start date is often overlooked, but this key strategy can prevent any disappointing news in the future and beginning the process again. We call this maintaining the motivation to move – this can quickly diminish if comms are stopped altogether.

A lot can happen in a month. Think about how quickly things moved in 2020! 

People change their minds and sometimes they are just too nervous to let you know. As a recruitment agency we are now finding an increasing trend in candidates declining offers, that they had previously accepted. Applicants may be at risk of redundancy and therefore panicking about both their financial situation. This is resulting in job seekers making quick decisions to accept an offer that may not actually be the right fit for them. An increasing number are being counter offered by their current employer as a result of changes happening fast, or backing out of a role if they accept a better offer.

Working with a good recruitment agency can help prevent candidates dropping out between the offer and start date as, ultimately, good recruiters want to find you the right candidate from the get go – they don’t want to be looking for a replacement a few weeks down the line. 

Your recruiter will qualify applicants in a series of communications over time.  I recently had an experience where, having spoken to a candidate several times, alarm bells started to ring.  I’ve been doing this a long time and my gut instinct is spot on. I spoke to my client to raise my concerns and together, we decided on a course of action which included agreeing on a timescale and keeping other candidates close by should we need them. As it turned out the candidate, as predicted, dropped out and took another job role where, perhaps, no such diligence was applied. We dodged a bullet.

By maintaining contact you really can ascertain any problems early on and protect your business from being on the back foot.

I suggest keeping in touch at least once a week; this could be a courtesy email to check they have received their contract and see if they have any questions, or a video call to explain what their first day will be like. Let’s face it, their first day probably isn’t going to be the same as it would have been this time last year and this will open up a conversation to cover off any concerns or questions. If you don’t receive a response don’t worry initially, however, make sure you follow up and have a plan B just in case. 

Once your job offer is accepted don’t just sit back and wait. From my experience, communication with your new recruit, right up to their first day is hugely important.

Lilly Chappell, recruiting into the office environment at all levels.

Why use a recruitment agency?


With record numbers of people in work (32.54m and rising according to the Office of National Statistics in January 2019), it is not surprising that employers are increasingly turning to trusted Recruitment Agencies to find the talent they need.  How clients work with their Recruitment Consultants has changed and there are more reasons than ever for businesses large and small to use a reputable agency. We have certainly seen clients now spreading the net to find the candidates they need.

 

Advantages of using a Recruitment Agency:

Candidates, not applicants

It takes effort and time to attract applicants whether they are responding to your advert, applying on spec or through your website. Inevitably a lot of time will be invested in filtering, assessing, matching and communicating with people who apply for the roles you have available. It’s at this time that the best talent is often lost due to delays and a poor applicant ‘experience’.

A good Recruitment Agency will only present you with candidates – job seekers that have already been screened and selected because they match the criteria you are looking for and are worthy of interviewing.

Save time

Recruitment is a time consuming activity. By using a Recruitment Agency you save time dealing with the application process, screening CV’s and avoiding initial interviews with people who turn out to be unsuitable. You and your own team save time on dealing with the whole recruitment process as they deal with everything from application through to providing feedback to candidates on your behalf.

Reach and Connections 

Hard pressed HR or in house teams benefit from the long established reach and networks of a trusted recruitment partner. A good Recruitment Agency can generate a shortlist for interview faster than an in house resource because they working full time on building the networks and connections where high quality candidates can be found. Recruitment Agency web sites attract people seeking a career change every day, this provides a data base of talented people that can be matched with the employment opportunities you have

Fast access to key skills

At the top of the list of reasons for using a Recruitment Agency for many companies, is short term access to the key skills they need to cover leave and demand peaks. With high employment it’s not surprising that there is pressure on recruiting temporary staff as well a permanent staff. A good Recruitment Agency will have great relationships with their bank of workers, will track their availability and be able to place them in short term roles very quickly.

Promote your employer brand 

A Recruitment Agency will position your company and promote your business to appropriate candidates. Whatever the size of your organisation, it is always helpful to have someone who understands your business, can answer questions that may arise and who is on your side to sell your company at a time when there are many more employment opportunities for good candidates.

Expert Knowledge 

With consultants that specialise in specific sectors, a Recruitment Agency provides a wealth of knowledge that helps them to understand the skills and characteristics required of a specific role. This helps them to refine their search and put forward the most appropriate candidates. Sector specialists can advise on how to attract the right candidate and what salary range is considered competitive in the local area.

Long term relationships 

A good Recruitment Agency is interested in building long term relationships with their clients. They develop a deep understanding of how you work and become a part of your team, available when you need them and ready to find the people you need to achieve your organisations goals and objectives.

Why First Base?

With a reputation for being reliable, responsive and well connected, the First Base team has matched hundreds of businesses with thousands of candidates since 1997. Do get in touch if you would like to find out more about how we can help you.

David Tovey and Tricia Hay

 

What happens to employment rights with a ‘no deal’ Brexit?

 

In a recent technical update, the Government has stated that there will be no change to worker’s rights and protections in the event of a no deal Brexit.

The update confirmed that after March 29th 2019, regardless of whether a deal is reached between the UK and the EU, workers will continue to be covered by The EU Withdrawal Act 2018 which translates EU legislation into UK Law.

In the technical update (Workplace rights if there is no Brexit deal) published on the .Gov website, the Government stated that domestic legislation already exceeds the level of employment protection under EU law. Although there may be minor amendments to reflect the fact that the UK is no longer a member of the EU, there will be no policy changes.

Secretary for exiting the European Union Dominic Raab said: “The technical notice on workplace rights explains the steps we are taking to transfer all EU legislation into UK law in time for exit, so workers will continue to be entitled to the rights they have now, such as flexible working or parental leave. In many areas we already go much further than the EU.”

The government has noted that there might be some implications to workers’ rights in the event of employer insolvency. In particular, employees that work in an EU country for a UK-based employer might not always be protected under the national guarantee established in that country, which could affect their ability to bring a wage claim.

European works councils, bodies representing European employees in an organisation, might also be affected. UK regulations will be amended so that no new requests to set up a European works council can be made and provisions are put in place to allow existing councils to continue.

It said organisations with European works councils might need to review any agreements made if there are no reciprocal arrangements between the UK and EU.

Whilst this means no changes in the short term, there is of course no guarantee that a future Parliament might not enact changes to the current legislation.

If you want to work with a local recruitment agency with roots in the local community, a passion for people, a commitment to excellence, and you know where to find them, you can contact First Base.

Tricia Hay, Director