- Guardian Coverage - How to land your perfect job in 2016
Unsatisfied in your job? A recent survey found that over 60% of graduates are underemployed and unsatisfied in their work. Cordant People Managing Director Kelly Kendall talks to The Guardian about some steps you can take to change your career and land your perfect job in 2016.
- Career Builder - Cordant People Coverage
Cordant People received coverage in Career Builder's blog, discussing the wide number of job opportunities in Bristol - read the full article below:
‘Bristol has one of the most thriving job markets in the UK today, while the South West is leading the way in terms of the number of jobs available and the number of firms looking to take on staff,’ says Hayley Morris, Senior Manager at Cordant People Bristol, specialising in general recruitment.
- TechWeek Europe - 5 IT Christmas Nightmares
The Cordant Group recently featured in an article titled "5 IT Christmas Nightmares – How To Avoid The Festive Fallout". You can read the full article below:
- Guardian Coverage - Is University Still A Net Win?
Cordant Technical & Engineering's Managing Director, Shaun Simmons, featured in the Guardian recently with comments discussing the importance of university degrees for career prospects. You can read the full article below:
- How To Succeed in Finance - The Telegraph Coverage
Savant have featured in The Telgraph, in an article discussing how to succeed within the finance industry.
Mark Sheldon, Managing Director of Savant commented:
“I recently spoke to the chief financial officer of an investment group who told me when they’re judging people at entry level, if two candidates were equal but one had a master’s in finance, they would grade that person above the one with just a bachelor’s degree."
You can read the full article below:
- Jobsite Coverage - Cordant Group
Cordant Group recently featured in an article on the website www.jobsite.co.uk in an article entitled "How do you provide career support to people with many different careers?". You can read the full article below:
Teresa Cann (Senior Learning and Development Consultant, Cordant Group) commented - “People are no longer prepared to stay in roles that they do not find satisfying and make decisions to try something new very quickly. People’s expectations to be able to move jobs within the organisation and receive access to training opportunities are also far higher.”
- Staffgroup shortlisted for IRP Awards 2015
Staffgroup have been shortlisted for two IRP Awards categories, the Best Back-Office Support Team and the Best Company to work for (up to 250). The news has received coverage from Recruitment International and OnRec. Read the full articles below:
The winners of the IRP Awards 2015 will be announced at a ceremony in London on Wednesday 9 December.
- Cordant People's expansion featured in Bdaily and Commercial News Media
The news of Cordant People expanding to Cardiff and Huddersfield has been reported by Bdaily and Commercial News Media.
Kim Partridge, branch manager of Cordant’s Cardiff office, said: “We are delighted with the office here in Windsor Place which reflects our company’s desire to have a high profile presence in the capital. We are looking forward to working with clients and job seekers across South Wales and making our mark as market leaders here in Wales.”
Read the full articles below:
- Business News Desk - Engineering Recruiter Doubles Headcount
The Cordant Group have had some more regional coverage on the Manchester expansion of Cordant Technical & Engineering. You can read the full article below:
- 9 of the best tech jobs in the UK - CareerBuilder
CareerBuilder have featured Eurostaff and Cordant Recruitment on their blog, discussing 9 of the best tech jobs in the UK. You can read the article below:
CareerBuilder has over 24 million unique users a day, reaching business professionals seeking jobs and career advice.
- Dispelling the myth that family firms dont innovate
The Cordant Group have featured in The Times supplement Raconteur, with Executive Chairman Phillip Ullmann commenting on why the slow-paced stereotype for family firms is unfair in many cases.
You can read the full article below:
Phillip Ullmann states:
“The owners actually control the business so decisions can be rapid and there is potential to align all the stakeholders totally. It can adopt a longer-term approach to decision-making and is not constrained by the short-termism of the City.”
- Earn as you Learn - Guardian and Observer Coverage
Cordant People have received some great coverage in The Guardian and The Observer on ways to earn money as a student. You can read both articles via the links below:
Kelly Kendall, managing director of Cordant People, says: “We get many of our call centre clients wanting candidates to work from 4pm-8pm or at weekends. This is an ideal fit for students who want work to fit around their studies.”
- CareerBuilder and West Briton Coverage
Cordant People featured in CareerBuilder and Abacus Recruitment have received coverage in the West Briton newspaper this week. You can view the articles below:
James Orr, Operations Director at Cordant People Scotland, has seen a sharp rise in demand for telesales and administration staff in Edinburgh. ‘The need for telesales staff has rapidly increased. This role more than any other is ruling the candidate-driven marketplace, with companies increasing basic salaries by as much as 20% in the past 12 months.
‘Renewable energy, facilities management, IT and the finance sectors are all taking on office staff from junior roles through to executive level PAs,’ says James.
‘Whilst we have seen a decline in the need for legal secretaries and receptionists over the last few years, these roles are now in demand.’
- Breathe life into the tools of the trade - Cordant Procurement
Procurement Leader's have featured an article from Joanne Till, Managing Director of Cordant Procurement, in their latest release.
Joanne Till comments "Cultural fit and personal qualities, such as ambition, passion and drive, are always going to be important skills, but in the fast-paced world of procurement, they alone are no longer enough: it is key that a procurement function is able to adapt in line with organisational change and deliver everincreasing cost-saving and efficiency targets."
You can read the full article below:
- Demand for Engineering Jobs Prompts Expansion at Cordant Technical & Engineering
Bdaily, OnRec and North West news hub Huddled have featured Cordant Technical & Engineering's expansion of its team of consultants, in response to a significant uplift for jobs in the engineering sector. It is now looking for 12 more consultants, to add to its current staff of 25 and has further plans to increase the total number to 72.
You can read the full articles below:
- How important are academic results when recruiting graduates?
Jobsite News have featured Lisa Rinaldi, Regional Director of Cordant Recruitment, in their article "How important are academic results when recruiting graduates?". You can read the full article below:
Lisa states "If a candidate has a high academic achievement from a top university this would be advantageous, especially if it is an essential requirement for the job, [but] you can’t tell too much about a candidate purely based on what result they achieved in their chosen degree. If a candidate has a lower degree but has extensive work experience this could also be a beneficial factor."
- That's Manchester Interview - Cordant People
That's Manchester reporter Olly Dickinson interviewed Darren Roscoe, from Cordant People, to discuss what people can do once they've received their A-Level results and the options in store for people not studying at University:
- Mark Sheldon to head up new Cordant consultancy Savant
The launch of Cordant's new consultancy, Savant, has been featured via the Recruiter and Recruitment International...
Savant will sit within Cordant Professional Staffing, which is led by managing director Sid Barnes, and recruits financial directors, chief financial officers, financial controllers and UK roles across four specialist business lines. These are: risk, compliance & governance; tax & treasury; credit management; and accountancy & financial management.
Cordant Recruitment has hired Mark Sheldon, former managing director of Hays’ accountancy and finance business, to lead new consultancy Savant.
To find out more, read the full article below:
- Why the IT industry's recruitment processes are changing - Cordant Dynamic
Cordant Dynamic have featured in Computer Reseller News, with Ed Bell, MD of Cordant Dynamic, commenting on why the IT industry's recruitment processes are changing:
"Companies are looking to find more innovative ways of engaging with employees,"
To read the full article, please see below or in the print version, please read pages 3-4:
- Moving jobs – how often is too often? - Cordant People
Cordant People have featured on jobsite.co.uk offering their advice on how often people should change jobs.
Zoe Fowler, a Director at Cordant People, says: “If, for example, you’ve had four jobs in four years, that may portray you as someone who gets restless and bored easily and that would probably make an employer cautious in interviewing or hiring you.”
You can read the full article below:
- Cordant Procurement - Career Tips
Great piece of coverage for Cordant Procurement today in Supply Management with Simon Burr, Associate Director of Cordant Procurement, offering his tips on how to know if you are board-ready.
The full article is below:
- Cordant Group acquires Staffgroup
Cordant Group, has acquired Staffgroup for an undisclosed sum. Staffgroup will become part of Cordant Recruitment’s professional staffing division, headed up by managing director Sid Barnes. Staffgroup, which specialises in technology, finance, engineering and energy recruitment, will retain its name and own brand identity. Joint managing directors Mark Znowski and Paul Flynn will join the Professional Staffing executive board. Founded in 2003, Staffgroup has had exponential growth. It increased turnover in the last year alone by 40% and reported turmover of over £40m in RI's 2014 Top 250 Report.
Find articles regarding this below:
- Cordant People launches in Scotland- Recruitment International (PRINT)
Following on from our story on Recruitment International online about our Scotland launch- we have appeared on page 12 of their print publication.
- How to turn contacts into valued connections - Career Builder
Anna Jonas-Gibson, Managing Consultant at Cordant Recruitment Sales & Marketing, has been quoted on Career Builder, discussing how to turn contacts into valued connections. She comments:
‘With the advent of LinkedIn, we all have dozens of online connections but the ones that really count are the people you can call upon and know they’ll have time for you.'
‘It takes time to build supportive relationships with people who become our personal ambassadors. Rushed, frenzied networkers who seek a return on their investment from every interaction have the opposite effect.’
Read the full article below:
- Chocolate eggs bring a smile to hospital patients faces- Banbury Guardian
Our Banbury Cordant People branch featured in their local Guardian after donating over 80 chocolate treats to their local childrens hospital. What a wonderful gesture from our clients and candidates who donated.
- Earning while learning- The Daily Mirror
On Thursday 2nd April, one of our workers, Sakib Saleem, was interview by The Daily Mirror (page 61). He talks about how he has been able to combine work and studies whilst working for Cordant Recruitment.
- Manufacturing jobs: Find the right career for you- Mirror Coverage
Following on from our story in the Daily Mirror on Thursday 26th March- the paper mentions Cordant People in their online edition of a story on 'Manufacturing jobs: Find the right career for you'.
- How to find a job a manufacturing job- Daily Mirror (Jobs) Coverage
On Page 55 of the Daily Mirror jobs section, Thursday 26th March 2015, both PMP Recruitment and Cordant People appear in a full page article. The article features one of our candidates onsite at our client, International Greetings, talking about his role at the card manufacturer.
- Cordant People launches in Scotland
Read about our new Scotland branches of Cordant People launched in 2015.
- Coverage for Grays Executive - the launch of their HR Practice and appointment of Director Nigel Bastow
Some great coverage for Grays Executive recently as OnRec, Recruiter, Global Recruiter and Recruitment International have all featured the news regarding the appointment of Director Nigel Bastow and the launch of their HR Practice.
You can read all the articles below:
- Experience Counts- Kelly Kendall features on Fresh Thinking Business
Read an article from Kelly Kendall, MD of Cordant People, on Fresh Thinking Business, where she talks about the experienced workforce. Keeping this experienced workforce engaged is one of the key ways for companies to tackle skills shortages, particularly in industries like engineering and manufacturing.
- Coverage for Cordant Technical & Engineering and Cordant People
The launch of the new Cordant Technical & Engineering office in Aberdeen received further coverage via Aberdeen Business News and Energy Global.
Career Builder also featured some useful career tips from Cordant Technical & Engineering and Cordant People:
- Cordant Technical & Engineering receives coverage in Recruitment International & Jobsite
We've received three great pieces of coverage for Cordant Technical & Engineering - the announcement of the expansion into Aberdeen and Abu Dhabi has featured in Recruitment International/The Recruiter and Jobsite have quoted Cordant Technical & Engineering MD, Shaun Simmons, regarding creativity in engineering.
To read all articles, please click below:
- Global Recruiter Coverage
The appointments of Sid Barnes, MD of Professional Staffing and Phillip Machell, MD of Grays Interim have also been published in recent issues of the Global Recruiter.
The Global Recruiter has a reach of 15,000. You can read February's magazine online below:
- Creativity in IT - Cordant Dynamic
Edward Bell, MD of Cordant Dynamic, featured on Jobsite.co.uk commenting on the rise of creativity in IT...
“It will be exciting to see how the next generation of Software Developers change our world over the next 20 years.”
You can read the full article below:
- Expansion for Grays Executive Search
Grays Executive continues to receive coverage on their expansion and the launch of their interim search division, as Recruitment Agency Now, Bdaily and The Business Desk have all also published the press release.
The articles feature comments from Group MD Simon Bell and Phillip Machell, MD of Grays interim division. You can read the full articles below:
- Time for a career u-turn? - coverage for Cordant Professional Staffing
Sid Barnes, MD of Cordant Professional Staffing, has featured in the Go Compare customer magazine and website offering his advice on how to prepare for a career 'u-turn'.
The magazine has over 150,000 readers. You can see the full article here:
- Beware weak links in the chainTwo - coverage for Cordant Procurement
Cordant Procurement has featured in the Sunday Times, with Joanne Till, MD of Cordant Procurement, commenting on the increasing number of procurement professionals taking up board level positions.
Over 787,000 people read the Sunday Times. You can read the full article here:
- Further coverage for Grays
Coverage of Grays appointment of Phillip Machell and expansion of it's new division in Birmingham has received further coverage, with the Recruiter publishing this news as well.
The Recruiter has over 16,000 readers. You can read the full article here:
- Bye, bye, banking. Start-ups are cooler - coverage for Grosvenor Boston in the Sunday Times
Jason McCready, Managing Director of Grosvenor Boston, has featured in the Sunday Times offering his expertise on why so many graduates in the financial industry are leaving city firms for entrepreneurial start ups.
The article featured in both the online and print versions of the Sunday Times. You can read the article here:
- International expansion and the creation of 50 jobs - Cordant Dynamic
The news of Cordant Dynamic expanding internationally and launching 50 new job vacancies has been featured in North West FYI and Bdaily.
Managing Director of Cordant Dynamic, Edward Bell, said: “Cordant Dynamic is pioneering the recruitment of specialists in these exciting new fields and we’re launching our international expansion from Manchester, a fantastic, fast-growing IT and nanotechnology city with a university that’s one of the top institutions for graphene research worldwide."
You can read the full articles here:
- Sizeable expansion for Grays Executive Search just 3 months after launch
The expansion of Grays Executive to Birmingham, just 3 months after launching, has reached the recruitment press with Recruitment International and OnRec publishing the news.
Simon Bell, Group Managing Director of Grays Executive, commented, "It's an exciting time to be joining Grays. Now, with a range of executive search services across a number of sectors and offices in two of the biggest cities in the UK, we're ready to take an even bigger slice of the high-end recruitment market. We expect to triple our staff numbers and open another office by the end of this year with an eye on expanding overseas in the near future."
Read the full articles below:
- How you can become a chief engineer - coverage for Cordant Technical
Shaun Simmons, MD of Cordant Technical & Engineering, has shared his advice on how to become a chief engineer. The article has been published on theengineer.co.uk.
Theengineer.co.uk has 24,000 readers. Take a look at the full article here:
- The Recruiter and OnRec also feature the launch of Cordant Procurement and Cordant Dynamic
The launch of Cordant Procurement and Cordant Dynamic continues to receive coverage as the Recruiter and OnRec featured it on their website as well.
You can read the full articles here:
- How to know when it's the right time to change career- Guardian Careers
The article 'When's the right time to change careers' has gone live on The Guardian Careers section with comments from Cordant People MD, Kelly Kendall.
Kelly comments that people should 'talk to your manager about any career concerns, plan ahead and research your industry to be sure you make the right move'.
Read more about the article here: http://bit.ly/1uPS7Qt
- The launch of Cordant Dynamic and Cordant Procurement is featured in Recruitment International
The launch of Cordant Dynamic and Cordant Procurement has hit the headlines in Recruitment International, with comments from Jo Till, MD of Cordant Procurement and Ed Bell, MD of Cordant Dynamic. The article highlights the ambition of the Cordant Group to be the number one specialist in each of it's sectors.
You can read the full article here:
- Career Counsel: Polish your image and innovate if you want to reach the board - featuring Shaun Simmons via the FT
Shaun Simmons, Managing Director of Cordant Technical & Engineering, Sales & Marketing and Contact Centre has featured in the Financial Times both online and offline, offering his expertise on how to reach board level within an organisation.
The Financial Times has a global circulation of 2 million a day. You can read the full article here:
- Sales in 2015 - featuring Anna Jonas-Gibson, Managing Consultant at Cordant Recruitment Sales & Marketing
Anna Jonas-Gibson, Managing Consultant at Cordant Recruitment Sales & Marketing, has featured on jobsite.co.uk commenting on the future trends of Sales in 2015.
The Jobsite.co.uk website has a circulation of 5.1 million visitors. You can read the full article here - http://www.jobsite.co.uk/worklife/sales-2015-higher-pay-commission-jobs-19104/
- Barnes joins Cordant - New division attracts ex-Adecco MD - www.theglobalrecruiter.com
The appointment of Sid Barnes continues to hit the recruitment websites this week, which just shows how important this appointment is. Sid Barnes is the newly appointed Managing Director of the professional staffing division of Cordant Recruitment.
To read the full article from The Global Recruiter follow this link: http://www.theglobalrecruiter.com/news/new-division-attracts-ex-adecco-md/5785
- The Rise of the Robots. Featuring Shaun Simmons for HR Magazine.
Shaun Simmons, Managing Director of Cordant Recruitment's Techincal & Engineering, Sales & Marketing and Contact Centre divisions has featured in HR Magazine talking about how automation in the workplace.
The HR Magazine goes out to a circulation of 8,000. The article features in January 2015's magazine.
- Cordant hires former Adecco MD Barnes - www.recruiter.co.uk
The Recruiter website have run a story on the coverage of Sid Barnes joining the Cordant Recruitment family. Sid brings a wealth of experience and is joining as Managing Director of Cordant Recruitment's Professional Staffing division.
To read the full article, please visit: http://www.recruiter.co.uk/news/2015/01/cordant-hires-former-adecco-md-barnes/
- Cordant Recruitment Starts New Year with a Bang with Hire of Sid Barnes - www.onrec.com
The appointment of Sid Barnes is continuing to gather attention from the press as onrec published the appointment of Sid as Managing Director of Cordant Recruitment's Profssional Staffing division.
You can read more from onrec here: http://www.onrec.com/news/appointments/cordant-recruitment-starts-new-year-with-a-bang-with-hire-of-sid-barnes
- Cordant Recruitment starts New Year with a bang with hire of Sid Barnes - Recruitment International
Recruitment International have run with the great news that Sid Barnes has joined Cordant Recruitment as the new Managing Director of our Professional Staffing division. This is brilliant news for everyone in the business as it shows our intentions for 2015 and beyond.
You can find more on Sid's appointment here on the Recruitment International website: http://www.recruitment-international.co.uk/news/cordant-recruitment-starts-new-year-with-a-bang-with-hire-of-sid-barnes-25357.htm
- Switch or stay? Deciding if it's the right time to move on - By Steven Kirkpatrick for Institute of Leadership & Management.
Steven Kirkpatrik, Cordant Recruitment CEO has written and article on how to tell if now is the right time for a change in your career.
For more information on the article, visit the following link:
- Cordant to put passion back on the high street. Featuring Steven Kirkpatrick by The Recruiter Magazine
Steven Kirkpatrick, Cordant Recruitment CEO, has given an interview about his views on high street recruitment in the UK for the Recruiter magazine. The article which features on Page 1 and page 2 of the December / January magazine is a great interview with some very powerful statements.
You can read the full article by clicking this link, it's well worth a read here: http://issuu.com/redactive/docs/rec_dec14_full_lr/0
- How recruiters can help address the UK’s skills shortage. Featuring Shaun Simmons by Recruitment Agency Now
Shaun Simmons, Managing Director of Cordant Recruitment has shared his views with Recruitment Agency Now. In the article Shaun speaks about how recruiters can help in the fight again skills shortages in the UK.
You can read the full article here: https://lnkd.in/dMinu-j
- New Look for Cordant Recruitment as it Aims To Shake Up Recruitment Market. Featuring Steven Kirkpatrick by OnRec
Steven Kirkpatrick, Cordant Recruitment CEO has participated in an interview for OnRec about the shape of the UK Recruitment market and shared the changes the Cordant Group and Cordant Recruitment have undertaken.
You can read the full article here on the OnRec website: http://www.onrec.com/news/news-archive/new-look-for-cordant-recruitment-as-it-aims-to-shake-recruitment-market
New Look for Cordant Recruitment as it Aims To Shake Up Recruitment Market
The recruitment division of Cordant Group plc has re-launched under a new brand identity and undergone a radical re-structure in a bid to win significant market share from other “national” recruitment firms.
Cordant Recruitment, as it is now known, aims to become the number one specialist recruiter across all major industries. It plans to make significant headway in the permanent and international markets as well as reinforce its strong position in temporary labour. The new company is now the second-largest privately owned recruitment company in the UK and expects to turn over £530 million this year.
The changes are being masterminded by CEO, Steven Kirkpatrick, previously Managing Director at Adecco, who joined the company in January 2014. The structural changes see a number of previously separate brands being re-badged under the Cordant banner - although some specialist brands will retain their identities and build on their position as experts in their sectors.
The company has also launched new specialist consultancies - Cordant Technical & Engineering, Cordant Occupational Health and Cordant Medical Sales - as part of its plans to expand into new territories. In January of this year the business acquired The Sugarman Group with a view to enhancing its services in the medical, educational and social care sectors in UK and Australia. Next year Cordant Recruitment plans to unveil further brands which will take the company into even more new sectors.
The re-structure has so far attracted a further 250 consultants to its team, who are experts in their specific market sector. This takes its total staff numbers to 1,210.
The company is now structured into several distinct operating areas:
- Cordant People - this will deal with general staffing recruitment such as industrial call centre, warehouse work, catering jobs and office support roles across a range of sectors including construction, engineering, industrial and logistics. Based from a nationwide network of over 50 high street branches (with plans to expand to 70), it has a new Managing Director, Kelly Kendall, who joined from Adecco in August. Five previously separate brands - Prime Time Recruitment (with the exception of managed services), Abacus, Premiere People, Match Employment, and CSS are being re-badged with the new brand. However, Premiere People is keeping its name in Northern Ireland, owing to its number one status in the province.
- Cordant Technical & Engineering - encompasses recruitment for engineers and skilled technical professionals in industries such as manufacturing, oil & gas, renewables and nuclear. Cordant will be opening new centres in key cities both in the UK and abroad, and bringing in high quality specialists in their field. The division is headed up by Managing Director, Shaun Simmons.
- Managed Services – PMP Recruitment has absorbed the managed services division of Prime Time to become one of the largest labour solutions providers in the UK within the industrial and managed services sector. PMP Recruitment is headed up by Derek Skelton, Managing Director.
- Cordant Medical and Wellbeing –will act as an umbrella for a number of new specialist brands in areas such as health, medical and education. These include Cordant Medical Sales, Cordant Care, Cordant Occupational Health Services and The Sugarman Group. Each brand will be headed up by a Managing Director. The division intends to expand its geographical footprint with new offices or centres of excellence in certain markets.
Steven Kirkpatrick, Chief Executive of Cordant Recruitment (picture attached), comments, “We intend to transform the way that recruitment services are delivered by offering customers a unique and superior service using the very best recruitment consultants. I want to make this the recruitment consultancy that everyone wants to work for – where talented leaders are given the opportunity to succeed and change their lives.”
In addition to the main operating areas, Cordant will continue to operate a number of niche recruitment businesses such as Cordant Contact Centre and Cordant Sales and Marketing.
- Re-launch set to promote second-largest privately owned recruitment company. Featuring Steven Kirkpatrick for Global Recruiter
Cordant Recruitment CEO Steven Kirkpatrick has given an interview to the Global Recruiter website. In the article Steven talks about the growth of employees and the new branding rolled out across Cordant Recruitment.
You can read the full article here on The Globabl Recruiters website: http://www.theglobalrecruiter.com/news/re-launch-set-to-promote-second-largest-privately-owned-recruitment-company/5689
Re-launch set to promote second-largest privately owned recruitment company
Cordant Group’s recruitment division has re-launched under a new brand identity. The re-structure is part of the company’s push to win market share from other national recruitment firms. Cordant Recruitment says it aims to become the number one specialist recruiter across all major industries. It plans to make significant headway in the permanent and international markets as well as reinforce its strong position in temporary labour. The new company is now the second-largest privately owned recruitment company in the UK and expects to turn over £530 million this year.
The changes are being masterminded by CEO, Steven Kirkpatrick, previously managing director at Adecco, who joined the company in January 2014. The structural changes see a number of previously separate brands being re-badged under the Cordant banner – although some specialist brands will retain their identities and build on their position as experts in their sectors.
The company has also launched new specialist consultancies - Cordant Technical & Engineering, Cordant Occupational Health and Cordant Medical Sales – as part of its plans to expand into new territories. In January of this year the business acquired The Sugarman Group with a view to enhancing its services in the medical, educational and social care sectors in UK and Australia. Next year Cordant Recruitment plans to unveil further brands which will take the company into even more new sectors.
The re-structure has so far attracted a further 250 consultants to its team, who are experts in their specific market sector. This takes its total staff numbers to 1,210.
The company is now structured into several distinct operating areas, Cordant People, Cordant Technical & Engineering, Managed Services and Cordant Medical and Wellbeing.
Steven Kirkpatrick, chief executive of Cordant Recruitment comments: “We intend to transform the way that recruitment services are delivered by offering customers a unique and superior service using the very best recruitment consultants. I want to make this the recruitment consultancy that everyone wants to work for – where talented leaders are given the opportunity to succeed and change their lives.”
In addition to the main operating areas, Cordant will continue to operate a number of niche recruitment businesses such as Cordant Contact Centre and Cordant Sales and Marketing.
- Cordant Group restructures, rebrands recruitment division. Featuring Steven Kirkpatrick for the Recruiter
Steven Kirkpatrick, CEO of Cordant Recruitment has given an exclusive interview with the Recruiter about how the Cordant Group has restructured and lead to re-brand and launch of Cordant Recruitment.
You can see more at: http://www.recruiter.co.uk/news/2014/11/cordant-group-restructures-rebrands-recruitment-division/#sthash.Bke78gFn.dpuf
Cordant Group restructures, rebrands recruitment division.
Faced with a stagnated business, Steven Kirkpatrick, chief executive of Cordant Group’s recruitment division, set about an ambitious and radical restructure and rebrand, unveiled exclusively with Recruiter today.
Kirkpatrick, previously Adecco managing director, started his new role with the family-owned company in January this year.
“My brief was to 'fix this thing',” he told Recruiter.
The division, now named Cordant Recruitment, encompasses four specialist consultancies – Cordant People, Cordant Technical and Engineering, Cordant Managed Services and Cordant Medical and Wellbeing.
The restructure sees some of the company’s previously separately-operating brands rolled into one under a Cordant banner.
For example, Prime Time Recruitment (except the managed services offering), Abacus, Premiere People, Match Employment and CCS have been rolled into one and rebranded Cordant People, which encompasses all general staffing such as warehouse work, catering jobs, office support roles and more.
Premiere People is keeping its name in Northern Ireland though, owing to its market position there.
Kirkpatrick told Recruiter the move to group those brands together stemmed in part from a high level of competition between some of the brands.
Because of that, they were therefore not performing as well as they could.
Niche brands such as The Sugarman Group, which was acquired by the company earlier this year, will keep its own branding. In Sugarman’s case, it will sit under the Cordant Medical and Wellbeing umbrella.
“As I look at these niches, depending on the personality of the niche, I’ll decide whether it should be a Cordant-led niche or something different.”
He said about a dozen people had left because of cultural change rather than natural attrition. They include regional directors, managing directors, branch managers and consultants.
He was quick to point out that there are now 250 more people at the company than there were at the beginning of the year. They are, in part, to staff some of the five new offices opened in the last 10 months.
There are now 52 Cordant People offices nationwide and Kirkpatrick intends to bring that up to 70 by the end of next year to “truly have a national footprint”.
Cordant Recruitment has 95 branches nationwide.
He said he did not know how much money the restructure will cost as it was ongoing.
• For more of this exclusive look at company’s rebrand, see the December issue of Recruiter magazine.
- Attracting candidates when a client’s image is tarnished. Featuring Shaun Simmons for www.recruitmentagencynow.com
Shaun Simmons, Managing Director of Cordant Recruitment has appeared in an article on www.recruitmentagencynow.com speaking about how companies with a negative brand impression can improve their take on process by explain what the company is doing to help correct and overcome its difficulties.
You can see more at: http://www.recruitmentagencynow.com/attracting-candidates-when-a-clients-image-is-tarnished
Attracting candidates when a client’s image is tarnished.
Amazon CEO Jeff Bezos once said that your brand is what people say about you when you are not in the room.
When it comes to recruiting the best talent, agencies are well aware of the negative opinions candidates can express about clients’ brands during the search process.
Bad publicity following a corporate PR disaster (think a utility company rising energy prices before the winter), deteriorating financial results (think Tesco) or simply the fact an employer operates in an area that some people feel is unethical (perhaps oil, tobacco, gambling or the pay day loans market) can all make hiring difficult.
Agencies must have a frank and straightforward conversation with the client before the recruitment process begins to ensure the employer is not in denial about how it is perceived in the job market. Once it has acknowledged that its reputation might be tarnished, the agency is in a much better position to help.
David Allmond, who co-founded marketing agency Peppered Moth Marketing, believes that clients whose reputation is stained for good reason and have been up to despicable acts should be steered clear of – irrespective of the fees.
“A premium brand recruitment agency would be tainted unnecessarily and may find it uncomfortable to spin employees a line,” he says.
Indeed, a recruiter cannot sell a client’s story to candidates with integrity, honesty and passion if it does not believe it itself.
Nevertheless, Allmond is adamant that a premium brand recruiter can be a great source of rebuilding confidence in a market if the client has really solved its problems.
“An agency can explain the facts to would-be employees by word of mouth and help a client to hire talent that is aligned with the new culture or vision that has been put in place.”
When introducing candidates to blemished companies there must be total acknowledgement of what went wrong. It would be a mistake to try to hide any facts from the candidate that could affect their role in the organisation or their feelings about the company.
There are other elements of the hiring process to get right too when companies with a blemished reputation are trying to woo talent. These include ensuring the interview experience is positive and does not reflect the poor image that has been portrayed externally.
“Depending on the reasons behind the poor brand image the client must ensure the interviewer is friendly and approachable and the room is light and bright,” says Shaun Simmons, managing director of the engineering and technical division of Cordant Group. He has personally dealt with companies that have a negative public persona.
“You should work with your client to prepare question and answers so they talk honestly and positively about the reasons for the bad publicity and can explain what the company is doing to help correct and overcome its difficulties.”
When a role is such a difficult sell the recruitment agency effectively becomes an extension of the client’s reputation management team.
Michael Snow, business development manager at Capita IT Resourcing, says any agency representing oil and gas firms with a back catalogue of environmental errors, for instance, should focus on how the company is trying to improve. It should also emphasise the benefits on offer to new employees who could help it mend its ways.
“It’s really about convincing the candidate of the value of the opportunity,” says Snow. “Outline to them how they could be a pivotal factor in turning around the image of that organisation.”
At Kent-based Blue Pelican managing consultant Colin Doree searches for marketing professionals for telecoms, financial services and utility clients. He says some people are adamant they do not want to work for a particular company or in a specific sector.
Doree tries to uncover good stories to answer negative perceptions. He also writes job adverts in a particular way to appeal to the target audience. When it comes to marketing roles within utilities, the wording mentions the millions of consumers the brand serves and the size of its marketing budget rather than focusing on the fact it is a utility business which could prompt candidate concerns about the impact of fuel poverty.
“You have to make people fall in love with a role and the chances it provides and counter negative comments as they arise,” he says. “Some organisations actually want to hear from people who have strong feelings and discover how an individual could contribute to making things better.”
There often needs to be an element of flattery to persuade a candidate to at least consider a particular employer, especially if they have a number of offers on the table.
But, says Jo Sellick, managing director of financial and legal recruitment specialist Sellick Partnership: “Some people won’t be interested whatever you say because they have heard about a particular company and are worried that working there might damage their career.”
One of his clients is The Co-Operative Bank which had traded on its excellent reputation for years. However, it has suffered from bad publicity in recent times because of poor financial results and management difficulties.
“We have been trying to recruit permanent staff and interims to its office in Manchester because fundamentally The Co-Op remains a great business.It is still a great place to work and the organisation is sorting through its problems.”
Agencies not immune
Recruitment agencies themselves can have brand issues in what is a relatively small industry trying to attract the best consultants, especially in specialist areas. It means rec to rec agencies need their clients to be truthful.
“You are handling a candidate’s career and if you put them into a bad recruitment agency you won’t get repeat business. You are only as strong as your network,” says Steven O’Nyons, director at rec to rec agency Equilibrium Recruitment.
He adds that agencies that find it hard to hire the people they need because of how their brand is perceived may have to look at other elements of their operation. This may be improving the working environment or their consultants’ work/life balance.
“If your agency brand is poor and you cannot attract the people you want you end up with rookies or people no-one else in the industry wants to hire.”
- The ins and outs of effective panel interviews. By Shaun Simmons for www.hrzone.com
HRzone.com has published an article about ‘Conducting the Perfect Interview’ in the article which is published to a digest of over 32,000 people. Shaun Simmons Managing Director of Cordant Recruitment speaks about the techniques needed by an interviewer to deliver the perfect interview.
You can read the full article from www.hrzone.com here:
The ins and outs of effective panel interviews
Panel interviews are a good way of screening job seekers and finding great talent. It's no wonder then that they're becoming increasingly popular among companies competing in a healthy jobs market to land themselves the next shining star.
A panel interview is basically what it says on the tin. One interviewee facing a panel of interviewers. The benefit to the client is it's a chance to open up dialogue with a potential candidate in a different environment than a typical one-to-one interview.
So what are the pros and cons of using panel interviews?
Panel interviews save time and bring all the decision-makers together at once to gain a rounded view of a candidate. They can also stop companies losing candidates as you are speeding up the process.
The issue with panel interviews from a candidate’s point of view is that they can be daunting, which can affect their performance. It’s difficult for candidates to anticipate questions and therefore prepare and they can become distracted by other interviewers. This is why it is critical to choose the right relevant panel; it can unnerve the candidate if members of the panel are there “just to make up the numbers”.
So if you are asked onto an interviewing panel, how should you prepare?
Effective interviews only happen if everyone on the panel has taken the time to review each application and additional information such as psychometric profiles or social media presence. It’s only when you’ve digested all the information that you can formulate, create and structure your questions.
It should be a requirement that you have a fully completed Application Form for each applicant, so that all the interviewers are working from the same format, rather than trying to interpret different styles of CV.
It is often forgotten that an interview is a two-way process. The candidate will be assessing whether the organisation is right for them as much as you will be judging the candidate’s suitability. A lot of markets are candidate-driven and prospective employees see an average of four companies before accepting a job offer.
Make a positive impression by ensuring that the candidate feels as though they’re expected. Organise resources well in advance like interview rooms and application materials such as internal tests. Prepare the room fully so that it is welcoming - you want the candidate to excel in the interview, not feel overwhelmed.
Prepare fully by making sure that you understand the requirements of the role you are offering from every perspective, be that technical, sales, admin, or legal. This will also help determine which panel interviewer should ask which question.
So what are the best questions to ask?
Interviews should be structured in such a way that you can identify key elements of a candidate’s experience and suitability in relation to the specific role on offer.
It is advisable to have a scoring sheet that all stakeholders on the panel use. This can be used to score the applicant on the style of answers, body language, technical or sales knowledge and so on.
You can test the interest of the applicant by asking them about their knowledge of the job role, the company, your products, services and competitors, how it's viewed and issues within the market.
- Pre-planned “Behavioural” or “Competency Questions” are the best way to establish the credibility of candidate’s claims to successful and effective performance. Competency-based questions should be based around the core competency of the specific job role; tailored to each candidate in relation to their CV.
- Motivational fit questioning will allow you to draw comparisons between your company’s core values/practices and how a candidate likes to work. It is critical that the questions are used in order to establish how satisfied they will be in a specific role.
- Theoretical questions ask the candidate to provide you with their thoughts or opinions around a general topic. This style of questioning is more based around what they think or what they would or usually do as opposed to them telling you what they have actually done.
- Leading questions prompt candidates to tell you what they think you want to hear. You can use these questions to qualify candidate’s true intentions. You again need to identify statements within their CV or application form.
If you have a breath of experience on your panel and you are all marking the candidates objectively then this should lead you to choosing the correct candidate.
- A career in Warehousing, featuring Jermain, a mobile worker supplied by Premiere People for the The Daily Mirror
On page 57 of the Daily Mirror from Thursday 20th November 2014, Premiere People and the Cordant Group have had a full page article published featuring one of our workers Jermain. With just under 1 million copies sold in the UK each month, the story features Jermain who is a Premiere People candidate and follows his progress getting into the Warehouse industry. The Mirror have published www.cordantgroup.com and have actively encouraged its readers to contact us directly.
- Conducting the Perfect Interview. By Shaun Simmons for www.freshbusinessthinking.com
Freshbusinessthinking.com has a daily readership of approximately 30,000 people. In the article titled ‘The ins and outs of effective panel interviews’ Shaun Simmons Managing Director of Cordant Recruitment offers some helpful tips and advice about how to conduct a brilliant panel interview.
You can read the full article from www.freshbusinessthinking.com here:
Conducting the Perfect Interview
With the job market looking up, employers are now having to work harder than ever to secure the best candidates, with the average applicant considering at least four companies before accepting a job offer.
Interviews are one of the key opportunities for an employer to convince candidates that the organisation is right for them. So how can businesses make the most of these meetings?
The perfect interview starts with preparation.
The interviewer should study the candidates’ CVs or application beforehand. Many companies also do further research, such as reviewing candidates’ social media profile. It’s really important to schedule adequate time to do this.
As well as assessing their experience and skills, interviewers must identify gaps in a candidates’ CV where time is unaccountable. There may be a perfectly good reason for this, for instance; living abroad, poor health, unemployment or additional study.
Once the interviewer has all these facts at their finger-tips, they can write a well-planned list of questions to test the exact criteria of what the company is looking for in an individual.
Before the day, businesses should think about what format the interview will take. It’s becoming more common, for instance, to have multiple interviewers, which limits bias towards candidates and makes the process more objective.
Remember that the more relaxed the candidate is, the better account they will give of themselves. Make sure that there is a comfortable room available, with no interruptions, that refreshments are on hand and that all staff know that interviews are taking place.
A professional and courteous interviewer will greet candidates warmly, introduce themselves and make them feel at ease. They might give the candidates the time to explain their CV and experiences before questioning them further.
Interviewers should be looking out for evidence of the candidate’s personality and ambition; it’s absolutely critical that the person fits in with the culture, especially in a smaller company. Interviewers need to address areas such as skills, education, work experience and ambitions and ask the interviewee to try and identify their weaknesses and strengths – giving them the opportunity for self-analysis.
Encouraging the interviewee to speak as much as possible will display their level of confidence. The interviewer might ask questions such as: “What achievements are you most proud of? Why do you want to leave your present job? Do you prefer to work alone or part of a team and why? How do you see yourself in five years’ time and what are your career ambitions? This will help shape the interviewer’s overall assessment of the interviewee.
The interviewer should also be skilled enough to highlight a certain credential listed on the CV and ask the interviewee to expand on this. Developing this interaction and discussion will give you more information on the candidate.
Use a range of questioning techniques to help. For instance, pre-planned “Behavioural” or “Competency Questions” test the credibility of a candidate’s claims of success. “Motivational fit” questioning allows comparisons between the company’s core values/practices and how a candidate likes to work. Meanwhile, theoretical questions ask the candidates to give their thoughts or opinions about how they would act or behave in certain situations. Finally, leading questions prompt candidates to tell the interviewer what they think he or she wants to hear. These questions can be used to qualify the candidate’s true intentions and should be based on statements made within their CV.
In wrapping up the interview, the interviewer should explain what happens next, whether there’s a second interview (at which point they may also decide to walk around the company or meet potential colleagues) or another stage of assessment. The interviewer should at all times be courteous to the interviewee and thank them for attending.
Post-interview, it's good practice to make written notes of each interviewee concerning their attitude and an overall opinion of their personality. This is particularly important for companies interviewing quite a few people on one day.
It goes without saying that it is extremely important to check references to confirm a candidate’s identity. Every company has their employment brand to consider and vetting a candidate for any criminal behaviour is normal procedure. It is unusual for a person to supply a bad reference, but if a company refuses a reference, businesses should investigate and directly question the interviewee to clarify the situation.
After conducting a thorough and well-prepared interview, businesses should be closer to finding their perfect candidates. But remember; don’t delay too long before offering the best candidate the job as they could soon get snapped up by another organisation!
- Cordant Group are placed 15th in The Sunday Times Grant Thornton Top Track 250 league table 2014
Congratulations to everyone within the Cordant Group as we placed 15th in The Sunday Times Grant Thornton Top Track 250 league table for 2014.
We are extremely proud of this award and look forward to next years results! Click the link to take you to the Cordant Group profile on www.fasttrack.co.uk:
- Scottish jobs report: Q3 2014 Barometer. By Shaun Simmons for www.TotalJobs.com
Shaun Simmons Managing Director of Cordant Recruitment, has shared his views on the outcome of the Scottish referendum and what that means for the Aerospace and Engineering sectors,
To read the original article on the TotalJobs website simply follow this link:
Scottish jobs report: Q3 2014 Barometer
There has been a 12% rise in the number of jobs posted between Q3 of 2013 and Q3 of 2014. Additionally, there was a 4% increase in jobs posted between Q2 and Q3 of 2014. How can this be explained? A recovering economy enables recovering companies to put more resources in to recruitment, creating new jobs. New roles are created in the aftermath of the recessions. In the last year, budgets generally became healthier, which helps account for the increase in jobs posted, year on year.
Kenny Dooley, regional director of Petroplan for Scotland, said: “As the Scottish economy kicked off 2014 with great signs of growth in Q1 of 2014, the response has seen companies increase head count in order to respond to client demand.
“This has also impacted our own business in Scotland, with our contract and staff requirements quadrupling this year. Petroplan have, like most companies looking to grow during this time, increased our staff by 100%.
“Industries that have shown a sharp increase have been Engineering and Information Technology.”
A slight dip in jobs posted in early summer (Q2), may be caused by the slowing down in career movement – which annually typically occurs in summer. Seasonal dips can be caused at the time when people at all levels are on holiday. During those months, bosses are often not actively advertising for new staff – and staff are not actively in job hunting mode.
However, they often spend time away from their desks, perhaps on the beach, considering a change of job. This results in the market picking up in late summer/early autumn (Q3), as roles are advertised and those searching for brighter employment opportunities apply for vacancies again.
Huge increase in job applications made
There has been a 39% increase in the number of applicants between Q3 2013 and Q3 2014. There was also a 24% increase in the number of applicants per job between Q3 2014 and Q3 2013. Why might this be? Increases in applications occur for similar reasons as those described earlier (above). The jobs market is thriving, so more posts are advertised, at a time when those unemployed or considering a change are keen to snap them up, buoyed by a better market and greater opportunities for career progression. It has a spiral effect.
The impact of more candidates applying for each job, includes greater choice for employers – and for prospective employees, there is increased competition, pressure to perform well and a stronger requirement to have an impressive CV and interview technique.
Slight dip in number of applicants per job
However a 4.8% decrease in the number of applicants per job in Q2 (when 17, on average applied per job advertised) and Q3 (where the average amount of candidates applying for each post was 13) occurred. Could this trend continue? Figures for applicants could go down slightly, as more jobs are advertised. There are more jobs to go round so naturally they will spread out, meaning fewer candidates applying per role.
More separate jobs exist and may be advertised, but some are shorter-term contracts or part-time roles to attract those with families, or who prefer more flexible working. Therefore, the increase in roles cam appear as ‘extra’ jobs when they are sometimes previous full-time roles split into part-time jobs. This is also similar, when jobs, which previously enjoyed long-term contracts, become more frequently advertised as short-term positions, which is a trend, which is likely to continue in certain sectors, especially customer services and retail.
Fewer aerospace industry jobs
The aerospace industry posted the fewest amount of jobs in September (8, which is a 77% decrease from September last year). Why could this have happened? Why does this industry have such few jobs? Defence cuts have catastrophically affected the aerospace industry, with thousands of job losses, across England and Scotland. In 2013, 800 jobs were lost in Scotland. These followed announcements that the Ministry of Defence was to reduce spending on defence, and scale down the services, as part of an overhaul, and means that this industry has significantly less movement. Those with jobs will want to stay put to keep a better sense of job security. However, restructuring will be done within the Royal Navy and requires the building of new fleet, which commences in 2017. New ships are set to be built at the Clyde yards, which will give rise to employment opportunities as new workforce becomes necessary at that time.
Thriving engineering and sales industries
Engineering had the most jobs posted this September, when there were 1,158 vacancies advertised in this sector.
That same month, the sales industry has seen a boost in jobs and applicants. There was a 25% rise in candidates applying for sales roles this September, when 16,473 applied for vacancies, compared to 12,344 who applied in September 2013. “Now that the uncertainty over the ‘Yes/No’ debate has been settled, I feel we will see additional investment returning to Scotland, which is good news for the UK economy. The projects are usually large, as with the Royal Navy changes and plans, which means you will see downturns, followed by surges in requirements”, said Shaun Simmons, managing director of Cordant Engineering & Technology, which is part of Cordant Recruitment.
Overall, the jobs market is thriving in Scotland. Popular sectors include Sales and Engineering and on average, generally, there is an increase in jobs. This is reflected in the number of jobs posted. There is also, generally across sectors, on average, an increase in job applications made, suggesting that the market is doing well just now. We might expect that further investments planned for Scotland, will enhance employment and career opportunities in coming months and years.
- New office marks start of expansion for Sugarman Group. Featuring Tim Wheeler and Sarah Munday for www.theglobalrecruiter.com
Tim Wheeler and Sarah Munday of The Sugarman Group have spoken to the Global Recruiter about what makes Sugarman different for both clients and candidates in our new location in Birmingham!
You can read the full article from the Global Recruiter here:
New office marks start of expansion for Sugarman Group.
Preceding a major UK regional expansion, The Sugarman Group is opening an office in Birmingham. Established in 1986, the group is part of multi-brand recruitment giant, Cordant Group plc. Its clients are in both the private and public sectors and include hospitals, primary and secondary schools, social services, prisons and medical centres. Headquartered in London, with an international presence in Australia, the Group is headed up by managing director, Tim Wheeler.
The new Birmingham office is located in Bennetts Hill in the centre of the city and already has 10 staff with plans to grow further. As a new player in the education market in the Midlands, the Birmingham office will be building regional awareness of Sugarman’s expertise amongst schools and colleges. It is already seeing significant demand for candidates with experience in special educational needs. It will also be seeking to increase the volume of candidates and clients within the social work and medical sectors, where it is already established.
The Birmingham office is headed up by Regional Operations Director, Sarah Munday, who has more than 19 years’ senior experience in the recruitment market. Sarah joined The Sugarman Group from a previous role at Prime Time.
“Our conversations with prospective clients in this area show that they are crying out for a consultative approach,” said Munday. “They don’t want a recruitment consultancy that just pushes as many candidates as possible forward, regardless of suitability, but one that takes the time to get to know clients properly, understands their pressures and can provide sector expertise and meaningful support. We are the only consultancy that guarantees 100 per cent compliant candidates and we also go out of our way to recruit experts such as trained teachers onto our teams so that we can genuinely say that we understand our client’s needs.
“From a candidate’s perspective, unlike other consultancies, we take a genuine interest in their careers,” she adds. “We develop a long-term partnership with them which means investing in their training and development, as well as discussing and re-visiting their career goals.”
- The Holiday Season Is Over: How To Keep Staff Motivated. By Shaun Simmons for www.freshbusinessthinking.com
Here is an article by Shaun Simmons, Managing Director, Cordant Recruitment. The article for www.freshbusinessthinking.com is geared around keeping your staff motivated after the holiday season; Shaun has some simple and effective suggestions to keep your staff pumped!
The Holiday Season Is Over: How To Keep Staff Motivated
By Shaun Simmons of Cordant Recruitment , a national recruitment organisation
Summer is over with several employees returning after the holiday season. Many will feel refreshed and re-energised whilst others may have the holiday blues. So how do you ensure team spirits remain high and staff stay motivated as we move into Autumn?
Incentives such as prizes, awards and competitions for the highest performers have long been used as a means of engaging and motivating teams. However, avoid incentive programmes that start after the Summer as employees will be slow to get involved. Start before the holiday season and carry them into next year such as July to the following June. That way, staff will already be focused on winning when they return from their holiday and can quickly get back into the swing of the competition.
However, don't just operate one incentive scheme. For example, a competition judged on people's performance over a year is going to exclude new starters. Offer quarterly incentive programmes for new joiners, contractors and temporary staff such as the best quarterly performer or the best newcomer. Run them from Summer into Autumn so they're a great means of sustaining motivation both before and after the holiday break.
Then there are the competitions where people can compete against themselves which will also help drive performance and boost motivation as we move into Autumn. Announce competitions before Summer which run into Autumn and Winter offering prizes to those that have improved their performance the most compared to the previous quarter or last year. You will have new starters, contractors, high and low performers all trying to get a piece of the prize pie.
You can read the full article on the Fresh Business Thinking website by clicking this link:
- Barometer report: West Midlands. By Shaun Simmons for www.TotalJobs.com
TotalJobs.com have run the latest in their barometer report, this time focusing on the West Midlands. Shaun Simmons, MD of Cordant Recruitment has explained that the gap between skilled workers and the number required threatens the sector’s success.
You can read the full article here for TotalJobs:
Our monthly barometer report analyses the behaviour of jobseekers and recruiters to give us a clear idea of the current job market by both sector and region.
In the second part of our August barometer reports, we reveal the top stories from the West Midlands and explain how their job market is doing.
There are fewer jobs but more applicants
The number of jobs in the West Midlands has decreased by 9% since January. However, despite the fact that more jobs were advertised in January, there were actually more applications in August. There was an average of 20 applications per job in August, compared to 13 applications per job in January.
Why might this be? School, college and university leavers filling up job vacancies seems a likely reason. People who had previously been studying in January, were free to apply for roles and take up any positions offered to them by May. Then by end of the summer, many companies had already filled positions with keen new employees and no longer needed to advertise jobs.
Although we traditionally expect change to happen in the New Year, the icy dark mornings, jolly colleague moods and fun party festivities might put people off wanting to up sticks and start afresh too. Whereas, by summer, they might be becoming tired in their roles, dreading going into work and have more time to search for new career opportunities.
As this seems to be an annual trend, we could predict that the number of jobs available next year could dip in later summer again. It’s also likely that the job market will pick up again after the summer season, with an increased availability of work once everyone is back at work after their summer holidays.
The agriculture sector has the least amount of jobs AND applicants
The agriculture sector isn’t that popular in the West Midlands. In 2014, there were 34 jobs posted in the agriculture sector. They received 328 applications in total, over that whole year, which is an average of 10 candidates per agriculture job available. This is among the lowest represented sector in the UK jobs market.
This reflects sociological changes, and is related to modernization. Lives are more urban and technology-based, with less agricultural activity, so there are fewer jobs available.
It’s also important to consider that perhaps those in the agriculture sector are less inclined to advertise jobs on the internet. Farmers, for example, may be more traditional in advertising their vacancies. This could be because of personal preference for word-of-mouth job vacancy filling, through offering jobs to family or friends or they may be affected by limited online access in rural locations.
There also might be less staff turnover in the agricultural sector, because it may be an area that lends itself better to ‘a job for life’.
People are also becoming more interested in growing their own food. As money becomes tighter and the nation become more health conscious, a greener ‘back to basics’ outlook has encouraged thoughts about budgeting, more natural living and self-sufficiency.
Although this is a notable point of social interest, it is not likely to catastrophically affect the agriculture sector and could arguably see a rise in organic production and jobs.
And the farming industry increasingly involves technology, so as machines can do more, humans potentially do less (though staff are still needed to operate machines, to some extent). An effect of this could be fewer jobs available, or required, in the agriculture sector as reliance on technology increases.
Engineering employers posted the most jobs but didn’t have the most applicants
Last month there were 2,629 engineering jobs posted and 31, 970 applicants applying for them, giving an average of 19 jobseekers going for each job. Sounds like good numbers, but when this is compared to July, there has actually been a 14% drop in the number of jobs, and a 9% decrease in the number of applications.
This reflects the ever-evolving modern era, in terms of improved technology, increased reliance on technology and a greater number of training courses/graduates in engineering, as supply aims to meet demand in this industry.
The demand is currently greater than the number of available engineers in the UK. This is because the engineering sector is experiencing a boom due to emerging technologies.
Shaun Simmons, director of Cordant Engineering and Technology, part of Cordant Recruitment, explains that the gap between skilled workers and the number required threatens the sector’s success. This takes into account those still being trained, a deficit in the number of willing engineering students and those already in the profession who are due to retire.
He says: “The UK needs more than 2.2 million engineers over the next five to 10 years. Around 45% of engineers are due to retire by 2018 and there’s a lack of new blood available to take their place. Over 27% of vacancies across the entire engineering and science sector remain unfilled at any one time.
“Major investments are being made by the Government and the engineering industry to attract and retain more talent into the industry. For example, the aerospace industry saw £2 billion investment since 2013 to create 115,000 jobs and create a UK Aerospace Technology Institute (ATI) to help nurture young engineers.”
It is hoped that the supply/demand gap will begin to close, as initiatives to welcome new engineers to the industry are successful – and this exciting trade can thrive even more, with growing technology creating further demand.
- Barometer report: Customer services. By Shaun Simmons for www.TotalJobs.com
Shaun Simmons Managing Director of Cordant Recruitment's Contact Centre Division speaks to Caroline Thain of TotalJobs.com in the laterst instllment of the Barometer report.
You can read the full article for Caroline here on www.totaljobs.com:
Barometer report: Customer services
Our monthly barometer report analyses the behavior of jobseekers and recruiters to give us a clear idea of the current job market by both sector and region. The barometer data includes statistics based on the number of jobs posted and the number of candidates that apply for the positions available.
In the first part of our August barometer reports, we reveal the top stories from the Customer services sector and explain how its job market is doing.
An increase in customer services jobs
In August this year, there were more than 2,000 new jobs in the customer services sector compared to August of last year.
This August, there were 9,371 job ads posted in customer services, whereas in August 2013 there were 7,035.
Customer services jobs hit a high in August in terms of jobs available and applied for. How can this be explained?
Demand for customer services soars in August, according to Shaun Simmons, director of Cordant Engineering and Technology, Cordant Recruitment. He suggests this is because of the way customers shop in July – for holiday clothes and other seasonal purchases – then need to return items in August, which sparks a need for more customer services staff.
In the UK, our online spending has doubled in the last decade. During the build up to our summer holidays, Internet and in-store shopping tends to result in customer services queries in August.
Mr Simmons said: “The rise in customer service is for two main reasons. One is the rise in the compensation culture and the second is the boom in online retailing and low cost clothing.
“The compensation culture has led to an increase in organisations, specialising in helping people secure funds in areas – such as debt recovery, misselling and personal injury claims. This relies heavily on large customer services teams to deal with the rising number of enquiries.
“These organisations also tie into other sectors such as insurance and legal, which also need expanding customer services departments to process and handle any claims, which they are fed through.
“The retail sector is crying out for customer service operators. The rise in online retailing and low cost clothing means the number of orders being processed, dispatched and goods being returned is ever increasing.
“For example, we have seen the rapid global expansion of online retailers, such as ASOS, dominating the worldwide retail market.”
Online ordering has also become increasingly more competitive with retailers offering free returns, guaranteed or free next day deliveries at home or in-store and a hassle free exchange policy.
Customers expect ordering to be quick and easy and their queries to be handling efficiently. All this requires a slick, robust and well-established customer service team, which accounts for the growth in this sector.
Twice the number of job applications made
The number of applications in August this year was more than double compared to August of last year.
There were 490,062 customer services applications in August 2014, whereas there were 232,343 applications in that sector the previous August.
There is a seasonal aspect of those who have recently left education, applying towards the end of the summer. This is a factor contributing to this August peak. And parents are attracted to the part-time nature, which these roles tend to afford.
Mr Simmons explains: “Job hunters, especially graduates leaving university and struggling to find a job, are taking advantage of this boom in the customer service industry. For some, it is a stopgap until they find their dream job but for many it can be a great career with the opportunity to develop a range of essential skills in client management and customer communications.”
Almost double the number of applications per job
The number of applications per job in August this year was nearly double that of August of last year.
There was an average of 52 applications per customer services job this August, compared with 33 applications per customer services job last August.
This means that there is fierce competition within customer services recruitment. The sector is looking rosier and thriving, which generates more confidence. Yet competition puts more pressure on candidates and on employers to select the most suitable applicants.
“Customer service roles offer flexibility, so we tend to see a lot of parents or graduates applying for these jobs, who need to juggle work around family commitments or study time”, said Mr Simmons.
Government changes to the benefits system, tighter rules and regulations about being able to claim disability benefits and Jobseeker’s Allowance, and courses and benefit sanctions will have undoubtedly contributed to the rise in applications.
For example, candidates this year that might not have been looking actively for work last year may have increased motivation and productivity levels. Or they might have applied this year because they had been long-term unemployed last year, but were forced back to work under the new rules.
To round up these findings, there were thousands more customer services jobs available and advertised in the last year, twice as many candidates applied and the number of applicants per job doubled.
This only looks set to increase, with this sector continuing to thrive and develop, which is especially due to online purchases/services and the compensation culture. Interest in this sector from prospective employees heightens demand for places, which increases competition and may attract professionals from other sectors.
- How to prepare for and succeed at a panel job interview. Featuring Cordant Recruitment CEO Steven Kirkpatrick for The Guardian.
This is a brilliant article written by Steven Kirkpatrick in The Guardian's careers section. Steven talks about the best way to tackle those tricky panel job interviews.
You can read the full original article on The Guardian webite here:
How to prepare for and succeed at a panel job interview
An interview with more than two people sounds daunting. Here's how to do your research and use the situation to shine
Panel interviews are becoming increasingly common as the job market hots up and companies look for ever more rigorous ways to screen job seekers and spot the best talent. Often uncomfortable for candidates, panels save organisations time, particularly if they're recruiting for a number of positions across a company's various department.
As the name suggests, a panel job interview is where a candidate is interviewed by a group of interviewers. In most cases, they will be on their own with the panel, particularly if it's for a senior position, but in other scenarios there could be several candidates and interviewers all in the room at once. In this situation, each interviewer will then ask every candidate a question in turn.
The whole idea of a panel interview is to put an interviewee under more pressure compared with a typical one-to-one interview. It could be the case that you have four or five people all asking you questions. The panel will consider how you cope under such demanding conditions.
Sound daunting? The good news is that with a decent amount of preparation, there are ways for candidates to shine in this situation.
Before the interview
As the saying goes: knowledge is power. It's even more powerful in a panel interview where questions are being fired left, right and centre. Make sure you study the job specifications and your CV and prepare as far as possible for likely questions.
At a minimum, the interviewers will expect you to have knowledge of the job role, the company, its products, services and competitors, how it's viewed and issues within the market. Such information can be found online, on the company website, in the media and by speaking to experts such as recruitment consultants and industry bodies.
You're likely to be asked for examples of when you demonstrated certain skills or experience. Have three to five success stories up your sleeve to bring out on the day and make them results focused. Think about how your individual actions and approach led to a positive result.
Also, check who will be on the panel by asking the recruitment consultant or person you secured the interview with. Read up on their job roles, career background and recent work success. That way you can ask questions that are relevant to them as well as to the role.
Rehearsing by asking friends or family to fire questions at you is a great way to help you get used to the environment. Look through your CV for any obvious curveballs – is there a gap in your employment that needs explaining? And, rehearse the answers to any difficult questions like this.
Think about your appearance, particularly as you will be judged side-by-side against other candidates. If in doubt about the company dress policy, always err on the side of caution – a dark, smart suit is usually best. Pay attention to detail such as tidy hair, polished shoes and subtle makeup and accessories.
Finally, check the finer details like the journey – always plan to arrive at least 10 minutes early; being late for any interview is inexcusable.
The day of the interview
The golden rule of a panel interview is to engage with the whole panel, not just one specific member of the group. When you first get into the room, look at all of the interviewers, try and remember the names of each and address them accordingly. Shake them firmly by the hand if you're standing and then wait to be invited to take a seat. When sitting down, maintain an open, positive and engaged body position. Don't fidget, sit up straight and lean slightly forward in your chair.
When you're asked a question, maintain eye contact with the person asking it, but when you answer, address the whole panel. This will show that you're confident and will help to build a rapport with everyone in the room.
Remember that each member of the panel comes to the interview with their own agenda. As the interview progresses, work out what makes each of the interviewers tick and use answers that will appeal to them. While it's easy to address all your answers to the most engaged member of the panel, be aware that it's often more effective to try and win over the doubters first.
Be optimistic but careful not to come across too confident and over presumptuous. There is a fine line between arrogance and confidence so wear a smile, relax and consider the tone and style in which you engage with the panel.
When the interview comes to a close, thank all participants promptly and gather business cards if you haven't already done so. It's also a good idea to send a thank you email later that day.
Finally, remember that panel interviews are nothing to dread. If you prepare, come armed with a positive attitude and plenty of success stories then you should have nothing to worry about.
Steven Kirkpatrick is CEO of national recruitment company, Cordant Recruitment
- Thousands of vacancies on offer for Peterborough job seekers. Featuring PMP's MD Derek Skelton for The Peterborough Telegraph
The Peterborough Telegraph have published an article which includes PMP Recruitment's MD - Derek Skelton. The article outlines how PMP have thousands of vacancies on offer for job seekers.
You can read the full original article on The Peterborough Telegraph webite here:
Thousands of vacancies on offer for Peterborough job seekers
Thousands of job seekers in Peterborough are being given an early Christmas present with the creation of more seasonal jobs in the city than ever before.
National firm PMP recruitment, which has a branch in Cowgate in Peterborough city centre, is currently advertising 2,000 new posts for the Christmas period in the Peterborough area.
The warehouse jobs, including many with online retailer Amazon and Royal Mail, are expected to be popular over the coming months as businesses prepare for the busy winter season.
Peterborough Chamber of Commerce chief executive John Bridge said the increase showed Peterborough’s economy was moving forward.
He said: “This shows the economy is buoyant in Peterborough. Firms are investing in the city and are providing employment for residents.
“With the growth of internet shopping, Peterborough is at the heart of that industry with Amazon and The Royal Mail having bases here.
“But there is growth in full time and permanent jobs in the city as well.
“A report earlier this month stated Peterborough had a good balance between high and low skilled jobs.
“The picture is clear that there is a strong economic picture for Peterborough in many areas.”
Derek Skelton, managing director of PMP Recruitment, confirmed it was offering more Christmas jobs than ever before, after the firm picked up more business over the summer.
He said: “PMP Recruitment in Peterborough is seeking 2,000 warehouse operatives locally and 16,000 nationally to place in major retailers, logistics and distribution companies as organisations prepare for the increase in online shopping in the run up to Christmas.
“We want to hear from anyone interested in applying either by visiting one of our branches, such as in Peterborough in 33-35 Cowgate or by contacting one of our teams. The Peterborough team is available on 01733 355 640.”
- Barometer analysis: North East. Featuring Shaun Simmons & Simon Bell MD for www.TotalJobs.com
An interesting insight to business in the North East by TotalJobs.com which features two of our Managing Directors - Shaun Simmons of Cordant Technical & Eningeering and Simon Bell of Grays Executive.
To read the original article on the TotalJobs website simply follow this link:
Barometer analysis: North East.
Here at Totaljobs we have a barometer that analyses the behavior of jobseekers and recruiters to give us a clear idea of the current job market by both sector and region.
In the first of a series of barometer reports, we reveal the top stories from the North East and explain how their job market is looking.
The number of North East jobs has decreased
In the North East, there were 4,403 jobs posted last month alone. Although this is a substantial amount, when compared with the previous month, (5,220 jobs posted), there has been a 15% decrease.
However, this isn’t necessarily terrible news, as when these figures are compared to last year, the number of jobs has actually improved by 2%, and there were still an average of 20 candidates applying for each one.
So why has this happened?
Stan Murray-Hession, director of Northern England at Venn Group (www.venngroup.com), explains: “August is a typically slow time for hiring, as the employment market feels the impact of the summer holiday season. Many of the key decision makers are away on annual leave, which stalls interview processes, and job moves are not generally top of mind for candidates either.
“However, the number of employment opportunities and jobseekers are up on August 2013 figures, which is unsurprising given the general economic upturn we’ve seen throughout 2014. We’ve witnessed a major resurgence in projects – many of which were put on hold during the recession – and this has boosted demand for skilled contractors across all professional disciplines.”
There are lots of job applications
This August saw 118, 884 applications sent in by jobseekers, which meant an average of 27 applicants per job. When this figure is compared to January this year (4,906 jobs and 15 applicants per job), there has been a massive 37% increase in the number of applicants per job.
This is a consistent trend for the North East. Since the beginning of 2013, the North East has had the highest (or in some months, second highest) rate of job applications per job than any other region.
This means there is stiff competition among jobseekers in the North East, which could put increased pressure on them to stand out and impress employers.
It could also make things difficult for employers who are trying to select the right candidate. However, it could also potentially make it easier for employers to find a great match, because there is more choice.
Although there were more jobs in January, there were more applications in August.
In January 2014, there were an average of 15 applications per job posted, compared with 27 applications per job in August – even though 4,906 jobs were posted in January and 4,403 jobs were posted in August.
Why might this be? Simon Bell, managing director of Gray’s Executive Search, part of Cordant Recruitment, explains: “August is always an interesting time in the job cycle, as people tend to hit the deck chair and reflect on their work situation. This gives them time to think and they may be encouraged to apply for roles, to see what reaction they get from the market, before things generally return to the normal cycle in September.
“If people decide to move roles, then they know it takes time through interviews and notice periods. So this quiet period means they’re readily available to proactively secure and attend interviews. They also know that looking in August will hopefully mean that the New Year will bring a new start.”
Engineering is the most popular sector
Both engineering jobs and engineering applicants have increased again in August. In the last month alone there was an 18% increase in the number of engineering jobs and a 9% increase in the number of applicants.
This thriving sector with high job numbers is representative of the ever-evolving modern era, in terms of improved technology, increased reliance on technology and a greater number of training courses/graduates in engineering, as supply aims to meet demand in this industry.
Shaun Simmons, director or Cordant Engineering and Technology, part of Cordant Recruitment, explains: “The engineering sector is booming driven by opportunities in areas such as emerging technologies (e.g. advanced manufacturing and low carbon goods and services).
“But, the lack of skilled workers coming through the sector is a threat to its future success. The UK needs more than 2.2 million engineers over the next five to 10 years. Around 45% of engineers are due to retire by 2018 and there’s a lack of new blood available to take their place. Over 27% of vacancies across the entire engineering and science sector remain unfilled at any one time.
“Major investments are being made by the Government and the engineering industry to attract and retain more talent into the industry. For example, the aerospace industry saw £2 billion investment since 2013 to create 115,000 jobs and create a UK Aerospace Technology Institute (ATI) to help nurture young engineers.”
Keep checking back for more barometer reports on the West Midlands, customer services, construction and retail
- Lies, lies and more lies: Fact-checking CVs. By Shaun Simmons for www.hrmagazine.co.uk
In this article by Shaun Simmons, Managing Director, Cordant Recruitment he talks about how to spot the lies on a CV.
To read the original article on the HR Magaizine website simply follow this link:
Lies, lies and more lies: Fact-checking CVs
The issue of people lying on their CVs has been hitting the headlines lately. In July, CIFAS, the fraud prevention service, sent leaflets to all universities warning graduates of the consequences of lying on their CVs.
Last month, senior police officer, Mike Martin, was suspended from his job at Merseyside Police and eventually jailed after lying about his qualifications and experience on his CV.
These are not isolated examples – a survey in June from the Government's Higher Education Degree Datacheck (HEDD), found that 40% of students and graduates had exaggerated their grades. It said that 31% lied about how much of the course they'd completed and 11% even claimed to have a degree when they didn't.
So where does this leave an HR department looking to assess the true skills of candidates? How does a company sort through the hyperbole or spot lies when recruiting?
The first thing to remember is that while a CV is a useful screening tool, it is just a guide. It’s easy to ask candidates to provide written evidence of their qualifications and grades. It’s only by interviewing them that you can qualify the claims made on their CV.
Firstly, ensure all interviewers have ample time to assess the CV beforehand so they can identify any areas that require further explanation or investigation. If your company doesn't do this, you need to look at your recruitment practices.
Once the candidate is in front of you, discuss if there's any gaps or inconsistencies in the CV (e.g. dates) – there could be a perfectly good reason, such as sickness or redundancy. If there have been previous redundancies then open up an honest discussion – nine times out of 10 their explanation will be reasonable.
Use deep questioning techniques such as competency-based questioning to explore claims and to really understand their true ability and experience. If you are recruiting for a sales role, for example, you will want someone with excellent communications skills. Ask them to give you examples of where they have used these skills to influence certain outcomes or people and then follow through by checking with references or previous employers.
In some professions it’s easier than others – engineering firms often present candidates with a machine and ask them to 'fault test' it. This is a hard and fast way of checking claims on a CV. But it is still possible to apply a quantitative approach to other roles. You might ask someone claiming to be a 'top sales person' to state their targets, the number of calls they made and their conversion rates. If it's team management skills that you are after in the role, then ask them to explain certain projects and their role within them.
Listen out for key words. Candidates often talk either as “we” or “I". If it’s the former, it’s your job to find out exactly what they personally contributed to the project. Again, direct questioning is your best route here.
An increasing number of companies are using assessment centres, particularly in the service industry, to measure up candidates.
This is another way of gauging how a person will interact in a team, how they cope with different situations and what their communication skills are like. Other companies use neuro-linguistic programming to understand a candidate’s character, although this should be seen as a useful tool and not the only method of assessment.
Finally, don’t get waylaid by job titles. The truth is that they often have nothing to do with the competency of the person in front of you. It’s only by interviewing someone that you can understand whether the claims on their CV really stack up, and whether, in fact, you have a gem that no-one else has discovered.
Shaun Simmons is director of Cordant Recruitment
- See more at: http://www.hrmagazine.co.uk/hro/features/1146022/lies-lies-lies-checking-cvs#sthash.cP1ou2oH.dpuf
- Making a Winning Counter-Offer to Retain your Key Staff. By Shaun Simmons for www.freshbusinessthinking.com
A brilliant article by Shaun Simmons, Managing Director, Cordant Recruitment. In the article for www.freshbusinessthinking.com Shaun speaks about the benefits of retaing key staff through counter offers.
To read the original article on the Fresh Business Thinking website simply follow this link:
Making a Winning Counter-Offer to Retain your Key Staff
By Shaun Simmons, Managing Director, Specialist Division, Cordant Group
With the jobs market picking up, a fifth of employees are planning to change jobs this year, according to the Institute of Leadership and Management (ILM).
When a key member of your staff decides to leave, particularly in a small business, it can seriously impact your performance and affect the motivation of your remaining staff.
But all is not lost. Multi-brand recruitment giant, Cordant Group, has seen a significant rise in the number of companies making “counter-offers” to their staff in order to keep hold of their talent. This rising trend is particularly prevalent in amongst experienced managers and workers in highly skilled professions, for example, technical and engineering.
Is it worth making a counter-offer to an employee? The majority of offers are salary driven — some in the region of 25 per cent more than the employee’s original salary. Whilst more money is hard for most staff to refuse, statistics from Cordant Group show that 67 per cent of candidates who accept a counter-offer by an existing employer are back looking for another job again in three months’ time.
So can counter-offers ever work? In short, yes, but they need to be about more than money. Most employees, when questioned, will admit that the main reason they wanted to leave in the first place was not about money, but lack of career development, prospects or training.
Here are some pointers to business owners and managers on how to make a winning counter offer:
• Money is very rarely the primary motive for someone wanting to leave. Career development, prospects, training and support usually come first. Some employees are even willing to take a pay cut if the position provides better career advancement
• It sounds obvious, but find out the reason why. Address each of these concerns individually
• If a large pay rise is part of the deal to stay, remember to set expectations as often this means no more salary increases for several years
• Be aware that they will want everything in writing and will want to verify offers like new training opportunities
• Be aware of gazumping - employees may use the counteroffer to play off against the other company
• Don’t promise the earth — if you can’t deliver it will only cause resentment later on
• And if you can’t meet the competition’s offer, consider temporary or interim workers who can often hit the ground running and give you a bit of breathing space
- Why over-qualified candidates could be good for your business. By Ken Steers for www.LondonLovesBusiness.com
An excellent article by Ken Steers, HR Director Cordant Group PLC, for www.LondonLovesBusiness.com describing why over-qualified candidates could be good for your business.
To read the original article on the London Loves Business website simply follow this link:
Why over-qualified job candidates can be good for your business
Cordant Group’s Ken Steers argues that dismissing “over-experienced” job applicants is short-sighted
In theory no-one should be dismissed for being “over-qualified” for a role. But since the start of the recession, we’ve seen a definite trend in this area. Why is this?
Many candidates fall victim to subjective assumptions about why they are applying or how committed they will be. Recruiters start asking about their real motivations for taking on such a role. They question whether they would get bored and move on, whether they are applying as a last resort, or whether there’s something wrong with them such as lack of motivation or confidence.
But why should employers think like this?
The labour market is full of potential. There is a pool of highly skilled workers available ranging from graduates leaving university to those that may have lost more challenging and higher paid jobs in recent years.
It makes better business sense to treat the applicant as an opportunity to get a great return on your salary investment.
Think about it. If a company filled all their vacancies with people that want to progress and develop quickly, but it was unable to offer the progression they would like, ultimately they risk losing them to other employers. Often, the benefit of employing people with enhanced skills outweighs the cost of re-recruitment.
Hiring a more experienced candidate could support your talent programme and generate greater value for your organisation both in the short and longer-term. In some cases you might decide that they are not suitable for the role advertised, but that another area within your company might benefit from their skills and experience.
Remember that many people who lost their job in the recession have taken this as an opportunity to re-evaluate what they want from work and their life. They might see a change of direction or a return to the “shop floor” as a new challenge. Surely we should embrace this enthusiasm, not approach it with scepticism.
Here are a few pointers for HR departments looking to assess “over-qualified” people:
- Discuss their motivations for wanting the job. Really try to get to the bottom of what they want and what it is about the role and company that interests them.
- Be honest. Acknowledge that they are over-qualified for the role and use this to encourage them to convince you that they are the right person for the job.
- Discuss where they would fit within the structure of the organisation. If they have been in a management role before, ask them how they will adapt to being managed by other people perhaps with less management experience than they have.
- Discuss their personal values and assess how they fit with your organisational values.
- If you use psychometric profiling, check carefully whether the results reflect what has been discussed at the interview.
- Discuss the skills needed for the specific job, and how their additional skills and experience could add additional value to the role or organisation.
- Manage expectations and be honest about opportunities for future progression if this is important for the applicant.
Be open-minded and you could find the perfect candidate.
Ken Steers is HR Director of London-based recruitment company Cordant Group
- Summary of recent coverage
The FT look at staffing issues for an employer taking over a business. Ken Steers, Group HR Director, Cordant Group, puts himself in the shoes of an employee about to be transferred to another company via merger or acquisition – If I was ... being transferred to another company by M&A.
Steven Kirkpatrick, CEO, Cordant Recruitment, features in Recruitment Grapevine and shares his views on the current trend of Blind CVs.
Leading A Workfrom From Home
As the trend of working from home continues to rise, leaders have to adopt different leadership skills. After recently developing a new training course to guide managers within Cordant, Liz Poad, Head of Learning & Development, shares her insight with The Guardian and provides some very simple but effective tips.
In today’s competitive marketplace, employers are receiving CVs from people who by all measures are over-qualified for the positions they offer. And although employers wish to upgrade the level of talent in their business, they are leery of hiring an over-qualified candidate. Ken Steers, Group HR Director, Cordant Group shares his views with HR Grapvine.