Never Used Agencies But Want To Know How A Temporary Staffing Agency Work?

How Does A Temporary Staffing Agency Work?

A plain English guide for businesses thinking about using a temp agency for the first time

If you have ever looked at a temp agency charge rate and thought “that seems a lot for one person” then you are not alone. It is one of the most common reactions we hear and it is completely understandable when you see a figure like £19.50 per hour on an invoice and know that the worker going home at the end of the shift is being paid £13.00. The obvious question is: where is the other £6.50 going?

The short answer is that it is not profit.  Not even close but because most people have never had to sit on the employer side of a payroll before, the various costs that sit between what a worker earns and what it actually costs to employ them tend to be invisible. This post is here to change that & by the end of it you will understand exactly how a temporary staffing agency works, what you are actually paying for and why for a great many businesses, using an agency is one of the most sensible commercial decisions they can make.

THE AGENCY ENGAGES THE WORKERS, NOT YOU

The first thing to understand is the legal structure. When you take on a temporary worker through a staffing agency, that worker is engaged by the agency & not by your business. The agency has a contract for services with that individual, it puts them through its own payroll each week and it takes on all the legal responsibilities that come with being an employer.

Your business has a separate arrangement with the agency, known as a term of business. In simple terms, you are purchasing labour as a service in the same way you might hire a van or bring in a contractor to fix your roof. The worker turns up, does the job and goes home. You pay a single hourly charge rate to the agency and the agency takes care of everything else behind the scenes.

This distinction matters more than it might seem and we will come back to it when we talk about the real benefits.

SO WHERE DOES THE DIFFERENCE BETWEEN THE AGENCY CHARGE RATE AND THE HOURLY PAY RATE ACTUALLY GO?

Let us go back to that example above, the worker takes home pay based on £13.00 per hour. The agency invoices you at £19.50 per hour. The gap is £6.50 so here is a breakdown of where that money goes.

Employer’s National Insurance is the first and often largest chunk. As the legal employer, the agency pays employer’s NI on top of every pound of wages. At the current rate, this alone can account for somewhere around £1.50 to £1.90 per hour depending on the wage level.

Holiday Pay’s next. Every worker is legally entitled to 5.6 weeks of paid holiday per year. Even on a short-term temporary contract, that entitlement accrues from day one. The agency factors this into the charge rate because it has to pay it out, whether the worker takes their holidays during an assignment or receives it on top of their hourly rate (known as rolled up) This typically adds around £1.50 to £1.90 per hour depending on the final pay rate for the intended job role.

Pension Contributions under auto-enrolment are the third statutory cost. Once a worker meets the eligibility criteria, the agency must enrol them into a workplace pension and make employer contributions. This adds a further amount to every hour worked.

The Apprenticeship Levy is a lesser known cost that catches many people out. If the agency’s total wage bill exceeds £3 million per year, it must pay a levy of 0.5% on everything above that threshold. That cost gets factored into the rates charged to clients.

Add those four statutory costs together and you are already looking at somewhere in the region of £4.00 to £5.00 per hour before the agency has made a single penny. The remaining margin which is typically around £2.00 per hour on a standard assignment, covers the agency’s own running costs, staff wages, compliance, insurance, software advertising to attract candidates and yes a modest profit to keep the lights on and the business viable.

THE IMPORTANT BIT HERE IS THIS : if you employed that same person directly at £13.00 per hour, you would still have to pay employer’s NI, pension, and holiday pay on top. Those costs do not disappear just because there is no agency involved. Using an agency is not £6.50 per hour more expensive than employing someone directly. It is closer to £2.00 per hour more expensive and for that extra £2.00 you get a great deal more than just a body through the door.

YOU ONLY PAY FOR THE HOURS THAT ARE ACTUALLY WORKED.

Temporary staffing works on a timesheet basis. At the end of each working week, the worker or client submits a timesheet showing the hours they have completed. The agency invoices you for exactly those hours and nothing more. If the worker does 34 hours, you pay for 34 hours. If they do 40 then you pay for 40. There are no retainers, no minimum commitments and no rounding up.

This is a significant advantage over permanent employment, where you are paying a salary 52 weeks a year regardless of how much productive work is actually taking place. With temporary staff, the cost is directly tied to the output, which makes budgeting and forecasting considerably more straightforward.

FLEXIBILITY THAT GENUINELY WORKS IN YOUR FAVOUR.

One of the most valuable aspects of using a temp agency is the flexibility it gives you over your workforce. If your production volumes drop, a contract is delayed or you simply do not need the extra hands anymore, you can end a temporary placement at short notice, typically within 24 hours. There is no redundancy process, no notice period to work through and no settlement agreement to negotiate. You just let the agency know and the arrangement ends.

The same applies if a worker is simply not working out. Perhaps the attitude is not right or the standard of work is not what you need or there is a personality clash with the team. You can ask for a replacement and a good agency will have someone else on site, usually within 24 hours. You do not have to manage a performance improvement plan or follow a disciplinary procedure. The agency handles all of that, because the worker is their employee & not yours.

It is a level of flexibility that permanent contracts just do not allow and for businesses operating in sectors where demand can change quickly, such as warehousing, logistics, engineering and manufacturing, it can be genuinely transformative.

THE AGENCY CARRIES THE EMPLOYMENT LIABILITIES

This is the part that often surprises people the most because the agency is the legal employer, it carries the employer’s liability for a temporary worker. That includes statutory sick pay. If a temporary worker calls in sick, the agency pays their SSP entitlement, not you. You simply do not pay for the hours that are not worked and the agency sorts out everything else.

The agency is responsible for ensuring that its workers are legally entitled to work in the UK, that they hold any licences or certifications required for the role and that all the relevant employment checks have been carried out. A reputable agency will handle right to work verification, reference checks, skills assessments and in some cases DBS checks as a matter of course. You can take on a worker with confidence, knowing that the compliance groundwork has already been done.

INVOICING AND PAYMENT TERMS THAT HELP YOUR CASH FLOW.

Most temporary staffing agencies invoice their clients on a weekly basis, based on the timesheets submitted and approved for that week. Depending on the outcome of a credit check when you set up your account, you will typically be offered payment terms of 30 days, though some businesses are extended longer terms as the relationship develops.

This matters for cash flow. The agency pays its workers weekly, often before you have even paid your invoice. It is effectively fronting the wage costs on your behalf and carrying that working capital gap itself. For businesses that are growing quickly or managing tight cash flow cycles, this can be a real practical benefit.

All charges are quoted and invoiced exclusive of VAT, which is reclaimable if you are VAT registered. The single hourly charge rate covers everything: wages, NI, pension, holiday pay, levy, and the agency’s margin. There are no hidden extras, no admin fees bolted on, and no surprises.

THE 13 WEEK TEMP 2 PERM RULE AKA TRY BEFORE YOU BUY

Here is perhaps the most underappreciated benefit of the whole arrangement. If a temporary worker turns out to be excellent, if they fit in with your team, pick up the work quickly and you start thinking about whether you want to keep them, you can offer them a permanent position after 13 weeks without paying the agency a single penny in transfer or introduction fees.

You have in effect 13 weeks to see the person in action, assess how they perform under pressure, understand how they get on with the rest of your workforce and make an informed decision about whether they are right for a permanent role.

Compare that to the traditional permanent recruitment process, you read a CV, conduct one or two interviews lasting an hour each and then commit to employing someone for the long term based on very limited information. The temp route lets you take your time and get it right.

SO IS USING A TEMP AGENCY WORTH IT ?

For the right situation, absolutely. The extra cost compared to direct employment is modest, somewhere in the region of £2.00 per hour depending on the role and for that you get a fully compliant, worker with no fixed commitment, no employment risk, no sick pay liability, full flexibility to scale up or down and the genuine possibility of converting a brilliant temp into a permanent hire without paying a recruitment fee.

It is not the right solution for every business in every situation. If you have a stable, predictable workforce and no fluctuation in demand, a permanent payroll may well be more cost effective in the long run however if you are operating in an environment where demand shifts, where you need to cover peaks, fill gaps at short notice or simply want to grow your headcount without the risk that comes with permanent commitments, a good temporary staffing agency can be an extremely useful partner.

If you have any questions about how our rates are made up, or if you would like to talk through whether temporary staffing is the right fit for your business, we are always happy to have that conversation. No obligation, no hard sell. Just a straightforward chat between people who understand what it takes to run a business and keep the right people in the right places.

Call SolviT Recruitment on 01455 818999 or email info@wecansolvit.com

Why Your Job Adverts Are Just Not Working

 

The “Post and Pray” Model Is Broken

We know the frustration that clients face. You spend time writing a detailed job advert for a Skilled Engineer, a Warehouse Operative or a Commercial Administrator. You post it online and wait for the candidate to arrive.

The results? Your inbox explodes.

But when you look closer, it is a mess with candidates who are not suitable, don’t live in the right location, have not read the job, have no skills or have shown little to no effort with their application.

The reason is that the recruitment market has changed and job boards have made it too easy for candidates to apply without thinking or in some cases, without fully reading the advert.

The Rise of the “Scattergun” Approach

Candidates are no longer reading your adverts. They are clicking Apply All to hit a quota or out of panic. This behavior is killing your productivity and wasting your budget.

You are seeing:

  • Zero Attention to Detail: Applicants who haven’t read a single word of your requirements.
  • The Geography Problem: Candidates living 100 miles away from your site with no intention of relocating.
  • Missing Qualifications: People who simply don’t have the licences or skills you asked for.
  • A Lack of Interest: People applying because they feel they have to, not because they want to.

Suddenly, you aren’t doing your actual day job anymore. You are spending hours filtering through expensive noise just to find one person who is actually qualified.

The “Rinse and Repeat” Recruitment Cycle

To make matters worse, most agencies aren’t helping you solve this. They are part of the problem.

Too many recruiters have no other method of attracting candidates. They have no secret network and no strategy. They simply practice the same “rinse and repeat” method as everyone else.

You have probably seen it happen. You get the same candidate submitted by three different agencies.

Or even worse, you look at an agency’s job board and see a carbon copy of your own advert. They haven’t added value. They have just copy-and-pasted your hard work.

It leaves you asking a very painful question:

“Why am I paying thousands in recruitment fees for something that I can already do myself for free?”

The SolviT Difference

At SolviT Recruitment, we saw this market shift coming many years ago and we knew that fishing in the same drained pool as everyone else was a waste of time.

If we just used the same job boards you have access to then we wouldn’t be adding any value.

Instead, we use targeted attraction methods that go beyond the standard platforms.

  • We don’t rely on luck.
  • We find the candidates who are hiding from AI madness.
  • We find the people who specifically want to work in Manufacturing, Engineering, Logistics and Commercial roles.

Giving You Your Time Back

Our promise is simple.

We filter out the junk, so you don’t have to.

  • We verify the commute.
  • We check the licenses / training certificates.
  • We assess the attitude.
  • We vet the candidate rigorously before you ever see a name.

Whether you need a temporary driver for a last-minute shift or a permanent key hire, we manage the entire project from start to finish.

Let’s Fix Your Recruitment Process

You pay hiring managers to manage, not to filter through junk mail. If you are tired of the noise, let’s talk about a better way to recruit.

SolviT Recruitment LTD Manufacturing | Engineering | Warehouse & Logistics | Commercial

01455 818999 info@wecansolvit.com www.wecansolvit.com

Engineering Your Success: The Art of Showcasing Your Skills

Hi there peeps!

As a Midlands based recruiter specialising in the engineering sector, I’ve witnessed countless talented individuals seeking new roles. One key observation I’ve made is the importance of effectively highlighting all the skills that make you the perfect candidate. Let’s dive into why this is crucial and how you can master this art.

Recognising Your Unique Skill Set

First things first, engineering is not just about technical prowess. Yes, your technical skills are the bedrock of your profession, but there’s so much more to you than that. Your problem-solving abilities, creativity, teamwork, and communication skills are equally important. In a field as dynamic and collaborative as engineering, these soft skills can often be the deciding factor in landing that dream job.

The Power of Tailoring Your CV

Your CV is your first impression, and we all know how much that counts. Tailoring your CV to each job application is critical. It’s not just about listing your experiences; it’s about connecting the dots between what you’ve done and what the potential employer needs. Highlight projects where you’ve used skills pertinent to the job description. Remember, relevance is key.

Storytelling in Interviews

During interviews, storytelling can be a powerful tool. Don’t just state what you did; explain how you did it, the challenges you faced, and the outcomes you achieved. This approach not only demonstrates your technical skills but also showcases your problem-solving abilities and how you handle pressure – invaluable traits in engineering roles.

Continuous Professional Development

In the fast-evolving world of engineering, staying updated with the latest trends and technologies is essential. Participating in workshops, seminars, and courses not only enhances your skill set but also shows your commitment to professional growth. Make sure to highlight these in your applications and interviews.

Networking and Personal Branding

In today’s digital age, your online presence can be as influential as your CV. Platforms like LinkedIn are not just for job hunting; they’re for building a personal brand. Share your achievements, participate in discussions, and connect with professionals in your field. This not only broadens your network but also puts you on the radar of potential employers.

The Balancing Act

While it’s important to showcase a wide array of skills, remember to maintain a balance. Overloading your CV with every skill and project can be overwhelming for recruiters. Prioritise and present your skills in a way that aligns with the job you’re applying for.

Final Thoughts

Securing the right engineering role is not just about being skilled; it’s about effectively communicating those skills. Understand the nuances of your profession, be proactive in your personal and professional development, and most importantly, be authentic in showcasing your abilities.

Remember, in the competitive field of engineering, it’s not just about what you know; it’s about how you present what you know. So, go ahead, engineer your path to success by highlighting all the skills that make you the perfect candidate for your new role.

Wishing you all the best in your career journey!

Cheerio!

S

Always Create A Targeted CV

Right, let’s spruce up that CV with a bit of British flair, shall we? A jolly good guide to making your CV as bespoke as a Savile Row suit, with a tip of the hat to the career gurus at www.wecansolvit.com

  • The Keyword Caper: Nick those job description keywords and pepper them into your CV. It’s not cheeky; it’s clever!
  • The Chameleon’s Change-Up: Tailor your skills like you’re altering a fine tweed jacket. Make it fit the job you’re after.
  • Spotlight on Stage: Shine a light on relevant experiences. If the job’s in a tea shop, your HGV driving or office cleaning skills might not cut the mustard.
  • The Brevity Brigade: Keep it short and sweet. Your CV isn’t a Dickens novel, 2 pages is more than enough unless all of your work history is super relevant.
  • The Eagle-Eyed Editor: Scour for typos. Even the Queen’s English frowns upon spelling slip-ups, at worst, use a website like thesaurus.com or just get a family friend to give it a quick once over.
  • The Personal Touch: Add a smidge of your own character. Show them there’s a chap or chapess behind the curriculum vitae.  You don’t want to appear boring and someone who is easy to forget.

Remember, a customised CV is like a cup of perfect coffee – just right. For more top-notch advice, pop over to www.wecansolvit.com. They have more wisdom than a double-decker bus has seats!

Cheers

S

 

(A Few) Reasons To Not Accept The Counteroffer

Changing jobs is something most of us will do at some point, it could be after a few years, perhaps an extended service or just because you hate your job, your boss, your colleagues or all of the above.

The funny thing is that the counteroffer almost always rears its head and whilst having that extra few quid can be temping and you start to think “better the devil you know” – you should always, stop, think twice (pipe down Celine Dion) and think about what going on.

Here are 5 points you might want to consider.

Sudden Love Syndrome

Ever noticed how your boss never realised your true worth until you threatened to leave? It’s like a crappy rom com where the bloke only realises he loves the girl when she’s boarding a plane to Paris. Don’t fall for this sudden outpouring of appreciation. Next thing you know, they will be holding a Bluetooth speaker outside your window.

Witness Protection Scheme, Office Edition

Accepted the counteroffer? Congratulations, you’ve just joined the office  version of the witness protection scheme. Now, every time you walk into a meeting, your colleagues will give you the ‘Oh, you’re still here?’ look. Enjoy your newfound undercover status!

The Magic Disappearing Pay Rise

That lovely pay raise they offered to keep you? Watch it perform a vanishing act at your next performance review. “Remember that massive pay rise we gave you last year? Yeah, that was actually your next five years’ worth of pay raises. Surprise!”

Trust Issues – Office Style

Once you’ve accepted a counteroffer, you’re like that character in a horror film who decided it was a good idea to investigate the spooky noise in the loft. Everyone knows you tried to leave, and now your loyalty will be questioned. Don’t be surprised if you’re not invited to Friday drinks, strategy meetings, even the Christmas party.

The Déjà Vu Job

Accepting a counteroffer often means staying in the same old role, with the same old responsibilities, but now with added pressure and scrutiny. It’s like choosing to rewatch a film you didn’t like the first time, hoping it will somehow be better the second time around. Spoiler alert: It’s not, it’s worse!

So, what are you saying, Saunders?

While counteroffers may be flattering, they are often just “Oh Shit” reactions from your boss. Remember, you wanted to leave for a reason. So, unless the counteroffer includes a Porsche (not electric) and an office with a sea-view, it might be best to stick to your original plan.

Enjoy your venture – you only live once, don’t live a life full of regret.

A Candidates Guide On How To (Successfully) Work With A Recruiter ,

Ah, the mystical creatures known as recruiters – those enigmatic beings who hold the keys to your dream job kingdom. Approaching them can sometimes feel like navigating through a jungle filled with hidden traps, confusing signals, and the occasional “We’ll keep your CV on file” abyss. Fear not, brave job seeker, for I present to you a whimsical guide on how to interact with recruiters and emerge victorious (or at least with your sanity intact).

  1. The Initial Contact – The Courting Dance: Ah, the delicate art of making the first move. Do you send a carrier pigeon with your CV attached or craft a beautifully written email that showcases your skills without sounding desperate? Well, it turns out carrier pigeons are rarely accepted these days (though it would make for an interesting story), so opt for a well-crafted email. Pro tip: avoid starting with “To whom it may concern” – at least take the time to know who you are addressing.
  2. Phone Calls – The Verbal Tango: Congratulations, you’ve passed the initial screening! Now brace yourself for the phone call. Remember, this isn’t a casual chat with your pal; it’s a professional dance where you gracefully pirouette through your work history while simultaneously trying not to trip over your words. Avoid using phrases like “I’m a perfectionist” or “My biggest weakness is working too hard” unless you want eye rolls on the other end. Focus on what makes you the absolute perfect candidate for this role and why.
  3. Interviews – The Grand Performance: Ah, the pièce de résistance – the interview. You’ve made it this far; now it’s time to shine brighter than a disco ball in Blackpool Tower. Practice your anecdotes, perfect your handshake (even if it’s just with your dog for now), and remember confidence is key, but overconfidence might get you labelled as “knob head” in their notes.
  4. Follow-Ups – The Polite Persistence: You’ve wowed them with your knowledge of Excel shortcuts and your ability to stay calm under pressure (or at least you hope you have). Now, it’s time for the follow-up. A gentle reminder via email about your interest in the position is acceptable. However, camping outside their office with an Alexa speaker playing “Eye of the Tiger” might be a tad excessive.
  5. Rejection – The Zen Master’s Path: Alas, not every quest ends in victory. Sometimes, the reply you receive is a polite “Thank you for your interest, but…” Don’t take it personally; it’s not you, it’s… well, sometimes it is you, but let’s pretend it’s not. Take a deep breath, treat yourself to some ice cream, and remember this is just one castle in the kingdom. There are plenty more to storm!

Remember, dear job seeker, interacting with recruiters is an art form – a delicate balance of professionalism, charm, and a sprinkle of self-awareness. So, equip yourself with confidence, a touch of humour, and a resilient spirit, and venture forth into the wild world of job hunting. Who knows, your dream job might just be a recruiter’s call away. Now go forth and conquer (but please, leave the carrier pigeons at home).

#WeCanSolviT #GivingSomethingBack #AddingValue

 

Sorry But There Really Is No Such Thing As A Forklift Truck licence

The Myth of the Forklift Truck License in the UK

In workplaces across the United Kingdom, forklift trucks are indispensable vehicles used in various industries, However, there exists a common misconception that individuals need a “forklift truck license” to operate these machines legally. Contrary to popular belief, the UK does not have a specific forklift truck license. Instead, the regulations surrounding forklift operation involve comprehensive training and certification, leading to confusion and misunderstandings among many.

The idea of a forklift truck license often stems from the necessity of proper training and qualifications required to safely operate this heavy machinery. The Health and Safety at Work Act of 1974 in the UK places the responsibility on employers to ensure that their employees receive adequate training and are competent to operate workplace equipment safely. This includes forklift trucks, which fall under the Provision and Use of Work Equipment Regulations (PUWER) and the Lifting Operations and Lifting Equipment Regulations (LOLER).

The Health and Safety Executive (HSE) outlines the legal requirements for forklift operation, emphasizing the need for employers to provide suitable training that covers theoretical knowledge and practical skills. Operators should be familiar with the specific type of forklift they will be using and trained on the environment in which they’ll operate it.

Various accredited training providers across the UK offer courses designed to educate individuals on forklift truck operations. These courses are tailored to different types of forklifts, such as counterbalance, reach, and rough terrain, among others. They cover aspects like manoeuvring, load handling, safety protocols, and maintenance procedures.

Upon successful completion of the training, individuals receive a certificate or a statement of training that confirms their competence in operating a forklift. This certification serves as evidence of adequate training and proficiency, which employers can use to ensure compliance with legal requirements.

It’s important to note that while there isn’t a specific “forklift truck license,” having the appropriate training and certification is crucial. Employers often require proof of training before allowing employees to operate forklifts on-site. Failure to comply with these regulations can lead to severe consequences, including accidents, injuries, and legal liabilities for both employers and employees.

Moreover, continuous professional development is vital in maintaining a safe working environment. Refresher courses and ongoing training ensure that operators stay updated with the latest safety protocols and remain competent in their skills.

YES – THERE REALLY IS NOT SUCH THING AS A FLT LICENCE (INHOUSE OR EXTERNAL)

While the idea of a forklift truck license exists, the legal framework in the UK emphasizes the importance of proper training and competence rather than a standalone license. Training and certification are fundamental requirements to safely operate forklift trucks, ensuring workplace safety and compliance with regulations. By dispelling the misconception surrounding a forklift license, individuals and employers can focus on acquiring the necessary training to promote a secure and efficient working environment.

Remember, it’s not about possessing a license; it’s about having the knowledge, skills, and certification to operate a forklift safely and effectively in the workplace.

 

5 Things SolviT Recruitment DOESNT DO for our clients

SolviT Recruitment doesn’t do this – can your recruitment partner say the same?

After spending as long as I have within the world of recruitment, you start to realise that some recruiters are clearly better than others and bad habits start to become trends.  With that in mind, here are 5 things that SolviT Recruitment DO NOT DO. However, you might spot a few that strike a chord with you based on experience.

  1. Purely rely on keywords on a CV: let’s address the elephant in the room now, super skilled engineering or top of their game vehicle mechanics write truly naff CV’s…there I had said it, but before you called me the full range of swear words from A – Z let me explain.  Candidates within these sectors speak with their hands, they live by trade tests or prove their metal with how they can weld or make a CNC machine dance.  These skills don’t translate into CVs, and we at SolviT Recruitment understand that which is why we never discount a candidate based on keywords NOT being on their CV – it’s amazing what you find out when you simply start asking questions. 
  2. Relying Solely on Technology: Chat GPT is good, but it should NOT be used to write job adverts, I mean come on, how lazy can you be? Recruiters charge a fortune for their service so creating a medium to attract candidates should be a well thought out, targeted process designed to stand out from the pack and make some noise – not a 45 second exercise where you ask some random AI to write you a job advert that most search engines have scripts in place to suppress content created by natural language processing systems (true fact).  A user of recruitment agencies could very easily do this themselves for free so why pay thousands for this shoddy service?
  3. Copy and paste a client’s job spec:  A major hate of mine however so many recruiters do this (if you don’t believe me, do a search on Indeed or CV-Library for the agency you use and the job title).  This is just extremely lazy, pointless, and poor. So many recruiters think it’s ok to get your job spec, copy and paste it into their favourite word processor, remove any reference to the company name before saving, pasting into their CRM or Job board, and crossing their fingers.  Don’t believe me? – do a free search on the major job boards and see for yourself.
  4. Overpromising or Misleading Candidates: Integrity is key. Good recruiters don’t exaggerate job roles, salary expectations, or company culture to win over candidates. They should provide accurate and transparent information to manage expectations.  No job is perfect, and we need to be able to explain a role right, so the benefits far outweigh the occasional negative of any job.
  5. Chuck less than average CV’s at a client purely to hit KPI’s: Recruiters should only be sending CVs of candidates who are above 80% right for the role.  The CV should be branded, with clear comments as to why the candidate is right along with highlighting the strengths (and weaknesses where applicable).  Just because the CV has a keyword on it such as CNC doesn’t make that person right unless the recruiter can clearly explain what the candidate has used, to what level, do they just operate or set, what language do they use, and can they program – is this starting to read familiar?

So, what am I say?

By steering clear of these practices, good recruiters can build stronger relationships, find the right talent, and contribute positively to their partner client’s growth.  Raising an invoice one month and then either crediting or arranging a free replacement next month is not the right way to build a relationship, positively affect a business or earn that all important trust.

If you want to work with a recruitment business that doesn’t do any of the above, can prove it and give you some real strategies showing how we will fill a role along with providing a timescale then you know what to you, but if you want me point you in the right direction then see below.

It starts and ends with your calling SolviT Recruitment on 01455 818999.

 

 

 

Why a use a specialist recruiter in todays market ?

Specialist recruiters play a key role in today’s job market, offering a tonne of advantages for both job seekers and prospective hiring managers.  Having specialised expertise and industry knowledge make them invaluable partners in the recruitment process. 

To add some substance to my statement above, here are some key reasons to offer some meat to the bones.

  1. Industry Knowledge : Specialist recruiters possess a deep understanding of specific industries or sectors. Whether it’s engineering, commercial, finance, or any other field, they are well-versed in the trends, and requirements unique to that industry. This expertise enables them to identify top talent efficiently and match candidates with the most suitable positions.
  2. Thorough Candidate Evaluation: Good Recruiters have honed their skills in assessing candidates beyond just their CV’s. They conduct comprehensive screenings, interviews, and reference checks, to ensure that candidates not only possess the necessary qualifications but also fit well within the company culture.
  3. Time and Resource Savings: For both employers and job seekers, utilising a specialist recruiter saves time and resources. Rather than scanning through endless  CV’s (some completely unrelated to the vacancy…I’m talking about you TotalJobs) recruiters streamline the process by presenting carefully vetted candidates to employers and matching job seekers with positions that align with their skills and career path.
  4. Tailored Approach: A specialist recruiter understands that each role and company is unique. They customise their approach according to the needs and preferences of both the employer and the candidate, ensuring a more personalised and targeted recruitment experience.  In short, a real specialist recruiter will not just do exactly what you, or your own HR could do in the hope that they will get lucky with the perfect candidate you could have found yourself…for free.
  5.  Long-term Relationships: Building and maintaining relationships is absolutely key to a specialist recruiter’s work. They focus on building long-term connections with both candidates and employers, earning trust and becoming a reliable resource for future staffing needs.

In conclusion …

The benefits of using a specialist recruiter extend beyond simply filling a job vacancy with a body.  They bring industry-specific insights and a tailored approach to recruitment, ultimately saving time, resources, and ensuring the best fit for both candidates and employers. 

Partnering with a specialist recruitment (like SolviT Recruitment) can really help you access the right candidates for your business rather than settling for second (or third) best options.

#WeCanSolviT

5 Common Interview Questions

Solvit Recruitment Default Featured Image

  1. Can you tell me about a time when you faced a difficult challenge at work and how you overcame it?
  2. How do you handle feedback or criticism in your work?
  3. Can you give an example of a project you led and the steps you took to ensure its success?
  4. Can you describe a situation where you had to work with a difficult colleague or team member and how you handled it?
  5. How do you stay current with industry trends and developments in your field?