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blog http://www.franklyrecruitment.co.uk/blog/rss FREE "Improve your Interview Confidence" Workshop http://www.franklyrecruitment.co.uk/blog/free-improve-your-interview-confidence-workshop/ On Wednesday the 22nd May between 11am and 1pm we are running an “Interview Confidence” workshop. This is totally FREE and ran by the UK College of Personal Development in Old Town, Swindon.
Currently we have 10 attendees but we have more spaces available. The workshop will include:
<ul><li>Goal setting</li>
<li>Awareness within interview situations</li>
<li>Creating clarity</li>
<li>Interview preparation</li>
</ul> 
This workshop is aimed at candidates who continuously come a close second or those whose nerves cause performance issues.
An informal, friendly atmosphere will make your learning fun and beneficial.
If you would like to benefit from this workshop contact Amanda Franks today on amanda@franklyrecruitment.co.uk or call on 01793 514441
It is TOTALLY free and may result in improved Interview Performance and ultimately a job!
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/Interview-nerves-006.jpg" width="460" height="276" alt="" title=""/> Mon, 20 May 2013 11:56:17 +0100 http://www.franklyrecruitment.co.uk/blog/free-improve-your-interview-confidence-workshop/ Frankly HR team up with the HR Dept http://www.franklyrecruitment.co.uk/blog/frankly-hr-team-up-with-the-hr-dept/ <img class="left" src="http://www.franklyrecruitment.co.uk/assets/HR-Dept.jpg" width="137" height="137" alt="" title=""/>
Exciting news for our clients. Frankly HR has teamed up with the HR Dept Swindon to offer an HR Advice line service.
Frankly HR have always offered onsite support to small and medium sized businesses but we recognised sometimes just a phone call to confirm you are doing the right thing, clarify process or just ask advice is invaluable.
The HR Dept offer the same standard of service and commitment that Frankly HR are known for and seem the obvious choice to partner with us.
At a small monthly cost, the HR Advice line will give you the peace of mind that your business is safe from costly personnel issues. The HR Advice Line service provides unlimited email and telephone support and is backed up with employment tribunal insurance.
The HR Dept Swindon team is headed by Peter Jones. Peter and his team are all experienced HR professionals and Chartered Members of the CIPD.
As ever Frankly HR offer FREE HR health checks and reduced recruitment fees to our HR clients and our aim is to find the most cost effective solutions for your business and allow you to focus on the priority, making money!
Call us now to arrange a free health check or discuss on 01793 687019
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/_resampled/resizedimage600197-franklylogoHR-rgb_2.png" width="600" height="197" alt="" title=""/> 
 Thu, 18 Apr 2013 12:43:12 +0100 http://www.franklyrecruitment.co.uk/blog/frankly-hr-team-up-with-the-hr-dept/ Which Came First the Chicken or the Egg? http://www.franklyrecruitment.co.uk/blog/which-came-first-the-chicken-or-the-egg/ So which came first, the chicken or the egg?
Put that into context; how do you get experience without a job and how do you get a job without experience? We hear this daily from candidates that have just hit the job market.
Purse strings have never been tighter and workforces leaner but how do we build success in the future whilst surviving today?
We often hear employers say “we haven’t got time to recruit”. The day job is now so full on and a vacancy can be the straw that breaks the camel’s back!
Sitting in between the candidate and the employer is the recruitment agency. We see frustrations on both sides of the fence.
Candidates
<ul><li>Candidates who have job hopped and show no loyalty in their work history</li>
<li>Under skilled candidates that lack experience</li>
<li>Poor work ethic and unrealistic expectations</li>
</ul>Employers
<ul><li>Unrealistic expectations of the candidate pool and unwilling to train</li>
<li>Slow turnaround in the recruitment process, too much red tape to get an offer out</li>
<li>The fear of taking a risk on a candidate</li>
</ul> 
So what’s the answer?
We have candidates that have amazing potential and demonstrate it within temporary assignments. These candidates are the first to secure permanent work. It’s the try before you buy method.
We urge employers to take a calculated risk on a temporary team member if you have a vacancy. If you have a recruitment consultant that knows your team, your business and has a full understanding of the role often there is nothing more than confirmation of the assignment and a suitable person will arrive on your doorstep. You only pay the hours they work there is no obligation to keep them if work dries up or they don’t meet your expectation.
Skills are easily taught, personality, drive and attitude are more challenging.
I challenge employers to look once again at transferable skillsets and recognise potential. I also challenge candidates to take that temporary assignment even though it is on a lesser rate than you are used to. This is your moment to shine.
It’s time to look to the future and if you are not in the game you can’t win it!
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 Tue, 02 Apr 2013 13:00:25 +0100 http://www.franklyrecruitment.co.uk/blog/which-came-first-the-chicken-or-the-egg/ I LOVE Swindon http://www.franklyrecruitment.co.uk/blog/i-love-swindon/ This week we attended the Swindon Business Show at the Steam Museum. It was the first time we have held a stand and we were delighted to meet so many businesses and independent people energised and selling their wares.
Swindon has been no walk in the park this year. This is something that many businesses would never say out loud. Why? I have no idea. I agree too much negativity can talk us all in to problems but let’s get real!
The beginning of 2013 has been painful. Not only did Honda publish their redundancy plans but many companies reduced their work forces or took the decision to “wait and see”. We have met huge numbers of candidates who are confused by the mixed messages of people saying everything is great, if that’s the case, where are all the jobs?
That said it’s not all doom and gloom. At Frankly Recruitment we have never met so many new clients who have committed to use us. We know they wouldn’t see us if they had no intentions of recruiting in the future and March has certainly seen things starting to climb again and new roles and assignments being released. The attendance at the Business Show showed us we weren’t alone in feeling the pinch but that the Swindon Business community are still fighting and better than that we are starting to see the fruits of our labour again.
It’s not as simple as talking ourselves in and out of a depressed market but “Frankly Speaking” we would like to tell you that from our office we are seeing positive signs. Swindon is a great place to do business and I think this is what we need to remind ourselves and others of. Business owners need to stand together and support each other. For instance, procure locally, be ambassadors for talking up the town and never give up the belief that we will all get through this and be better than ever.
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/_resampled/resizedimage400380-heart-hands.jpg" width="400" height="380" alt="" title=""/> Fri, 22 Mar 2013 12:18:40 +0000 http://www.franklyrecruitment.co.uk/blog/i-love-swindon/ Business Show Swindon http://www.franklyrecruitment.co.uk/blog/business-show-swindon/
Frankly Recruitment is attending the Business Show Swindon – Come and see us!
The Business Show Swindon 2013 – Visitors &amp; Exhibitors to The Business Show Swindon 2013 at STEAM on Tuesday 19th March will experience a showcase of up to 80 exhibitors from across the region as well as a packed programme of seminars, speed networking, Business West LinkedIn coffee bar, networking café &amp; much more.
We will be on pop up stand 6. Our consultants will be on hand to discuss the Frankly Service with local employers as well as networking with potential candidates.
This show is free entry to the public and has been a huge success in previous years.
For further information please visit <a href="http://www.businesswest.co.uk/initiative/business-show-swindon">http://www.businesswest.co.uk/initiative/business-show-swindon</a> Tue, 12 Mar 2013 11:57:27 +0000 http://www.franklyrecruitment.co.uk/blog/business-show-swindon/ Square Pegs Don't Fit in Round Holes! http://www.franklyrecruitment.co.uk/blog/square-pegs-don-t-fit-in-round-holes/ No matter how hard you hammer a square peg, it will never fill a round hole!
This is a conversation that comes up regularly in the office of Frankly Recruitment. It is no secret how recruitment agencies make their money. We earn a fee for placing candidates into jobs. In a lot of cases we are up against several agencies working on the same job but the prize is only one fee.
What this breeds is desperate recruitment consultants. Do you know the type? You say “that job’s not for me” and they say “just go to the interview and see what you think”. I wonder what the client would think if they knew. It’s a waste of everyone’s time.
Just this morning we met with a candidate who said their CV had been submitted by a “pushy” recruitment consultant to a role she categorically doesn’t want. She tried to say no but gave up as it was simply not heard.
Our industry has to change. We need to slow down and realise that quality work is the way to build the foundations of a successful agency not flinging mud to see what sticks.
We believe in and deliver the “Frankly Difference” and this means that we have to behave differently, no matter how keen we are to win business. More and more we are asking for sole agency opportunities so we are given the time to do the job well. To meet, test and psychometric profile a candidate takes time. We actually want to short list the best of the bunch not just send CV’s on a wing and a prayer.
Candidates have to be honest and control where their CV’s are sent and recruitment consultants need to stop trying to manipulate people into jobs they don’t want! Our job is to improve retention for our clients not hit and run like thieves in the night.
We need to improve the reputation of recruitment agencies and truly care about the employers we work for and the candidates we represent. There is too much lip service and sales pitches. Come on agencies, let’s pull our socks up, we do an important job so let’s do it properly.
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/square-peg-round-hole.jpg" width="290" height="414" alt="" title=""/> Wed, 20 Feb 2013 12:45:43 +0000 http://www.franklyrecruitment.co.uk/blog/square-pegs-don-t-fit-in-round-holes/ Communication in Recruitment – Don’t burn your bridges http://www.franklyrecruitment.co.uk/blog/communication-in-recruitment-don-t-burn-your-bridges/ The phone rings. A client is very unhappy that a candidate booked in for a 10.30am interview has not turned up. Well what can I say? It drives me insane and is the hardest part of a recruitment consultant’s role. Our product is an unreliable commodity but is there any excuse for not making a brief phone call to cancel the interview?
Fast forward a month and the candidate that failed to show up for their interview is on the phone looking for work. They have moved on and don’t even remember what agency it was that they were working with a month earlier. So now they really want to be put forward for this new role. Guess what? We made a note of their “no show” at interview and are not prepared to represent them again.
The morale of this story is that a little bit of communication goes a long way. We know situations change and that often when we go away and think about things we change our minds but common courtesy means that you would let someone know. Now controversially it does tend to be the younger generation that behaves in this manner more often, however we have had senior executives that appear to vanish in a puff of smoke! As an agency we work as hard on keeping our clients happy as we do our candidates. Bad communication ends relationships. Let down three or four agencies in the town and you will find yourself limited as to career opportunities. In comparison to a professional candidate with no negative agency history we are going to choose them to represent us with our clients. Not the unreliable person that damaged our relationship with a hard earned client. <img class="right" src="http://www.franklyrecruitment.co.uk/assets/11.01.11-6-Ways-to-Avoid-Burning-Bridges-By-Leaving-a-Job-300x225.jpg" width="300" height="225" alt="" title=""/>
But it’s not just candidates that could do with recognising the importance of communication in recruitment. Often we find ourselves with frustrated candidates because we aren’t supplied with feedback after an interview or CV submission.
We are lucky in that we tend to work with clients that understand what our expectations are when we submit candidates to a business. Working closely with a candidate ensuring they are briefed, prepared, well presented and ready for an interview is a big job and one we at Frankly Recruitment take seriously. On arrival at interview, full of nerves our candidate gives a top class interview and leaves feeling positive that they made a good impression. They call us and say have we heard anything? No, but we are chasing. Three emails and 4 attempted phone calls later we get a one line response from the client saying the role is now filled.
This lack of feedback and communication leaves an impression. That candidate who was full of hope and told all their friends and family about this wonderful business they were hoping to work for is now let down and they will share this information. Suddenly the client has a reputation for lacking in professionalism, why would you want to work there!? Furthermore, the agency that sent them on interview is clearly a waste of time as they weren’t able to give answers.
People have two needs, to be seen and to be heard. Communication is vital in the recruitment process. Whether a candidate is representing themselves or a recruiting manager is representing their business, if communication is done properly it leaves a lasting impression. Had the candidate who failed to show up for their interview made a brief phone call to the consultant cancelling the interview they would have been submitted for the next opportunity without question. Had the client who interviewed the candidate fed back the reasons for the rejection in a constructive and swift manner the candidate would have been left with a professional image of that business and something to move forward with.
Communication is so easy. We do it all the time. How we communicate shows the world who we are. I wonder if people realise the implications of not recognising the importance. This is just two examples in one industry of what happens when poor communication is present. Think on, and make that short conversation or you may burn bridges you want to cross in the future.
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/burning-bridges.jpg" width="320" height="262" alt="" title=""/> Mon, 04 Feb 2013 11:26:54 +0000 http://www.franklyrecruitment.co.uk/blog/communication-in-recruitment-don-t-burn-your-bridges/ The Armchair Job hunter http://www.franklyrecruitment.co.uk/blog/the-armchair-job-hunter/ Grappling through the online job boards we discover a new species. Sitting in their warm armchair with seemingly reckless abandonment they click “attach CV” and press send to every advert they see. This new breed of job hunter is cluttering up the inbox’s of unsuspecting recruiters everywhere and appears to be breeding at quite a rate!
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/Lazy-Male-watching-Television-at-home.jpg" width="300" height="200" alt="" title=""/>
This is the biggest frustration of recruitment consultants at present. Time is spent creating an enticing and detailed job advertisement laying out essential criteria and applications arrive that don’t meet any of them. Not only that, when you call the candidate they haven’t a clue what job you are talking about.
Now there is a school of thought that says if you fling enough mud something will stick. Perhaps this is true to an extent. You may not be right for that role but your CV is in front of a recruiter. If you continuously send your CV for inappropriate roles however you become an annoyance and the mere sight of your name will send the recruiter into a coma and they will move on without consideration.
The other habit of the armchair job hunter is the use of social medias. Within easy reach of the job boards is Facebook, Twitter and a whole host of forums for you to express your opinion. The armchair job hunter tends to be very vocal. They post bombs that create reaction. “I registered with you weeks ago and you never call me”, “I sent my CV and didn’t hear anything”. Call me old fashioned but wouldn’t the obvious thing be to pick up the phone or pop in? Well it used to be. A huge part of working with an agency is building a relationship human being to human being. A sentence posted on an open forum does not make friends and influence people.
Rightly or wrongly the candidates that follow up their applications with a phone call, physically come into the office and chase for feedback are the proactive people that are the easiest to work with. There is a balance, calling 10 times a day after being told we won’t hear till tomorrow shows a lack of understanding of instructions but demonstrate energy and enthusiasm for your job search shows we are working together.
The other downside to armchair job hunters are they cause clutter. With so many CV’s arriving it becomes difficult to sort the good ones; the other reason why you should always follow applications up with a phone call. You may have been missed.
It’s not just job hunters that can be lazy? It’s recruitment consultants too. How can a quick telephone call be enough of a briefing? How does someone really know you if they’ve never met you? Well the answer is they can’t. The job of a recruitment consultant is to sell you, market you to the your next employer. Don’t let them be lazy. Make sure you actually come in and meet your consultant face to face, it’s in your best interest. Have you tried selling something you don’t really know much about?
My advice, don’t join the pack. Hunt alone. It’s quality not quantity. Make sure your voice is heard and your face is seen. Armchairs are for sitting in not job hunting!
 <img class="left" src="http://www.franklyrecruitment.co.uk/assets/_resampled/resizedimage600400-SNN2712LION-6201573370a.jpg" width="600" height="400" alt="" title=""/> Mon, 21 Jan 2013 08:17:24 +0000 http://www.franklyrecruitment.co.uk/blog/the-armchair-job-hunter/ New Year New Career - Cheesy Phrase or Actual Phase? http://www.franklyrecruitment.co.uk/blog/new-year-new-career-cheesy-phrase-or-actual-phase/ New Year New Career – Cheesy phrase or actual phase?
As 2012 came to an end the comment that we heard from employers the most was “we will be recruiting in the new year”. So here it is, 2013!
Every website and newspaper is shouting “ New Year New Career”.
Did you know:
Two fifths of Britons to look for a new job in January
• 7 January will see more Brits looking for a new job than any other time of year • 42% of British adults will look for a new job this month • 41% of Brits looking for a new job will look while at work • Money, job satisfaction and career development top reasons to look for a new job
 *Statistics published by Jobsite
So are you looking for work? 
If you are in a position and considering a move then the best course of action is to make use of the agencies. It is a rare employer that will tolerate job hunting at work. The internet is now the most popular place to find vacancies, so register yourself on job boards and set yourself up to receive daily updates.
Unemployed? 
Then your new job is finding a new job! The first focus is of course your CV. The biggest marketing tool you have to get yourself in front of employers. Ensure it is quality, accurate and well presented. You will become snow blind to it so get others to read it and don’t take criticism badly, remember it’s not you you’re trying to impress!
You still don’t have to leave your chair. The next task is to register on the job boards. As you aren’t employed you can do this freely. Ensure you list key words and have them on your CV – just because you think everyone uses a computer if PowerPoint is your thing, make sure it’s on your CV. The top job boards to register on are:
Reed.co.uk Totaljobs Jobsite
CV Library Monster Fish4jobs
Did you know that when a recruitment consultant is looking to fill a vacancy they search for CV’s on these job boards using keywords?
Make sure you fill out all the fields, particularly your salary expectation and be realistic!
Once you are set up on the sites it’s time to start applying.
Did you know that 90% of the applicants applying for jobs on the internet do not have the relevant skillset for the role?
So don’t let high numbers of applications put you off. Only apply for jobs that you want and can do and apply thoroughly ensuring you make the person reading your application know why they should call you.
So what now? Do you wait? NO! You hit the phones and follow up all your applications. Recruiters receive huge volumes of CV’s and sometimes good ones get missed.
Make appointments to register with agencies. Whether they have an immediate vacancy or not it is best to do your leg work as soon as possible. Agency registrations are not a formal interview but do remember that first impressions count. The consultant you meet is the person that will represent you when speaking to potential employers.
The biggest complaint Recruitment consultants get from candidates is that they never hear from them. Remember, you have one job search, the consultant is searching for jobs for many people and those that stay in touch are remembered. 
It is your responsibility to keep in touch particularly in busy January. If you are wondering what is happening with an application, phone and ask!
Communication
Communication deserves its own header. Job hunting is a communication process. If you are good at communication then you will find this easy but if you are not then now is the time to get better!
You are marketing yourself and the only way to do this is to talk to people. Whether it be via the email, the phone or directly; sell yourself.
<ul><li>Never miss an appointment with an agency or an employer. Be courteous and call if you can’t make it</li>
<li>Never sit at home wondering what is happening with applications or feedback after interviews – make contact</li>
<li>Network – let everyone you come into contact with whether socially or professionally know you are looking for a job. There is always someone who knows someone and people who like you are great ambassadors</li>
<li>Prepare – after you have prepared for an interview or a meeting make sure the person that you are meeting know that you have done. Put your knowledge into the conversation. A well briefed, well prepared candidate is impressive.</li>
</ul>And last but not least. DON’T GIVE UP!
Job hunting is a numbers game. You will get noticed but it is important to treat every contact, every interview and every opportunity as your first. Give it your energy, enthusiasm and time.
The Frankly Recruitment team are fully energised after the Xmas break and ready for action. Monday 7th January was the day that everyone seemed to be back to normal. Our office was buzzing with candidates bundling through the door to register. Our diary is filling up with new clients as well as our existing clients wanting visits to discuss recruitment.
We would love to meet with you if you are looking for work. If you are already registered then remember, keep in touch! Make 2013 the year you find that new career!
 
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/_resampled/resizedimage600600-keyboardjobsearch.jpg" width="600" height="600" alt="" title=""/> Thu, 20 Dec 2012 13:42:23 +0000 http://www.franklyrecruitment.co.uk/blog/new-year-new-career-cheesy-phrase-or-actual-phase/ Welcome John Hepworth to Frankly HR http://www.franklyrecruitment.co.uk/blog/welcome-john-hepworth-to-frankly-hr/ John Hepworth holds a Masters degree in Human Resource Management and is a Business Studies graduate and a Fellow of the Chartered Institute of Personnel &amp; Development. He helps organisations, especially in the SME sector; achieve competitive advantage in the industries where they operate. Typically, with his clients, this has meant John focusing his efforts on recruitment and selection, performance management advising on staffing issues, compliance, disciplinary and policy as well as training and development activities.
After graduating with his first degree, John worked in aerospace engineering and developed his career in a number of industries thereafter, including manufacturing, utilities and financial services. Having established his own human resources consultancy in 2005, John has built on these experiences and has offered his considerable pragmatic experience in the housing sector, professional services, healthcare and public sector and is now working with a variety of industries through Frankly HR.
It is his belief in the value of matching the development of internal competencies with the externally driven demands of the market place that focuses his attention. John sees this challenge as one of the key themes in developing organisational engagement, capability and performance.
A part-time lecturer on management courses, John is also qualified in psychometric testing and holds a diploma in coaching for business performance.
We are delighted to welcome John Hepworth to the Frankly HR team. To book a FREE introductory meeting and healthcheck for your business call Frankly HR now on 01793 687019.
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/John-hepworth.jpg" width="374" height="424" alt="" title=""/> Thu, 20 Dec 2012 09:45:46 +0000 http://www.franklyrecruitment.co.uk/blog/welcome-john-hepworth-to-frankly-hr/ Did you know there are BENEFITS to having disability in the work place? http://www.franklyrecruitment.co.uk/blog/did-you-know-there-are-benefits-to-having-disability-in-the-work-place/ Did you know there are BENEFITS to having disability in the work place?
I had an enlightening meeting this morning with Ann King the Supported Employment Project Manager for SEQOL. The aim of SEQOL energy2work is to give disabled people the skills and chance to get into work.
Finding employment without work experience is very difficult for anyone and to be brutally honest I met with Ann out of courtesy and interest; I didn’t expect for her to change my outlook on disabled workers.
On arrival at SEQOL I was met at reception by a sparky, professional lady who dealt with me with ease and enthusiasm. Ann explained to me that this lady is one of their success stories. Maria, is a lady who spent 18 years of her life going to day centres. She had no ambition of work or employment; it simply wasn’t on her radar. Since being with SEQOL energy2work she has attended various courses and gained the work experience to make a positive contribution to her employer. Maria didn’t hesitate in making me a fantastic cup of tea and her presence clearly added diversity to the work place in a unique, sunny way.
Don’t get me wrong. My commercial awareness and experience of my clients still had me thinking that this is all good and well in this particular organisation but where would Maria or others with disability fit in the “real world” for want of a better phrase. And then Ann explained.
Asperger Syndrome is a common disability that SEQOL work with and support. Asperger Syndrome is on the autistic spectrum but it doesn’t have a huge impact on linguistic or cognitive development. It effects social skills and often means that the person can be obsessive with routines and intense preoccupation with a narrow subject.
Ann turned this Syndrome on its head and explained to me how the symptoms can actually be a benefit to an employer. We often have assignments in where the role is repetitive and retaining temporary staff is a challenge. They don’t turn up, they lose interest or they simply don’t care about the task. So what if somebody with Asperger Syndrome did data entry? You could channel that obsessive, routine loving character into a top quality member of staff churning out high quality data processing day after day. Yes they may be quiet or introverted, they may say the wrong thing occasionally but doesn’t everyone at some time and isn’t that diversity? Having a team member who has an extreme attention to detail, thrives on repetition and has no interest in office politics can only be a good thing!
I wonder if like me, you can now think of where having someone with Asperger Syndrome in the work place could be a real benefit. Most employers have a diversity and equal opportunities policies in place. It makes me as a business owner think about whether I truly live diversity and equal opportunities or simply give it lip service.
Frankly Recruitment is committed to working with SEQOL in communicating the benefits of considering disabled candidates within your teams. Of course it’s not always possible but we would like to talk to you and ask that you give the idea some consideration. Let us not forget we have a corporate responsibility and a disability discrimination act to ensure that we don’t write off these people.
If you think that you may have an opportunity for someone with disabilities within your workforce, give me a call and we can talk it over. If you decide to go ahead you won’t be doing it alone. You can start with work experience, working interviews and there will always be someone from SEQOL with you to support you in integrating your new employee so you can sit back and reap the rewards. This may be a controversial thing to say but the business person in me can also see this is a low cost solution to staffing your tasks whilst giving a chance to a deserving cause.
To learn more, call Amanda on 01793 514441 or email me on Amanda@franklyrecruitment.co.uk
 
<img class="left" src="http://www.franklyrecruitment.co.uk/assets/_resampled/resizedimage600245-SEQOL.jpg" width="600" height="245" alt="" title=""/> Mon, 12 Nov 2012 11:19:54 +0000 http://www.franklyrecruitment.co.uk/blog/did-you-know-there-are-benefits-to-having-disability-in-the-work-place/ We are recruiting for a Recruitment Consultant - wanna be in our gang? http://www.franklyrecruitment.co.uk/blog/we-are-recruiting-for-a-recruitment-consultant-wanna-be-in-our-gang/ We are recruiting for a service driven recruitment consultant to join the Frankly Recruitment team.
Working for SME businesses in the local community we pride ourselves in offering exceptional comprehension of requirements, a variety of tools and training to source and recruit the most suitable candidates and an approach to our clients and candidates that is second to none.
Now the nitty gritty! 
We expect our recruitment consultants to be able to build and establish long term relationships with our clients and supportive, valuable bonds with our candidates. There are achievable targets and we know everyone excels in different areas so if your thing is meeting clients face to face, telephone based contact or creating exciting marketing strategies then we won’t stop you! It is not “our way or the high way”, our service is as unique as the people that work with us so we give freedom to find your own way to get results.
The “Frankly Difference” is what we strive for. This means you need to be genuine, people focussed and appreciate that if you do the job well the money will follow. We are not naïve. We know you want to make real money and we offer a generous commission structure and a basic that is competitive across our industry.
Our team is professional, loyal and committed to raising the bar. Anyone can do the job but not everyone can do it the Frankly way. We can teach, train, support and coach you in getting up to speed with the tasks but to fit with us you need to have a smile on your face and genuinely want to help people by working with integrity and intelligence supporting your colleagues and ensuring our reputation remains positive.
If you feel that you could fit with the “Frankly way” then get in touch. We would welcome applications from you if you have a little or a lot of recruitment exposure. The service is non- negotiable so if you are a hit and run recruiter who doesn’t appreciate the importance of our roles in people’s lives then you’re not right for our team. However if you are service to the core and you like to build relationships and make a difference then we want to know.
Salary and package is negotiable from £17-25k PA Basic plus commission (uncapped) dependant on experience
Want to know more – apply now!
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/customer-service.jpg" width="403" height="403" alt="" title=""/> Sun, 28 Oct 2012 18:40:02 +0000 http://www.franklyrecruitment.co.uk/blog/we-are-recruiting-for-a-recruitment-consultant-wanna-be-in-our-gang/ Changing the industry one day at a time......... http://www.franklyrecruitment.co.uk/blog/changing-the-industry-one-day-at-a-time/ When Frankly Recruitment was established back in 2009 in the midst of the recession, we had one aim; to be different. What does that look like?
Well to my mind the recruitment industry has a tired image, not dissimilar to estate agency. Aggressive sales people that make endless cold calls and lack in compassion for the people that are tied up in their “sale”.
The challenge is to offer more, maintain a fee and ensure that in doing the job properly you don’t get lost amongst the mud-slinging cowboys. We call it the “Frankly Difference” and it has some basic rules.
<ul><li>Remember in all communications you are dealing with people’s lives; treat them with the respect, honesty and the care they deserve</li>
<li>Get to know your client before you even think of offering an opinion; understand that every business has a culture, a motivation and a personality. Listen and see!</li>
<li>Don’t cut corners; hit and run recruiters have a short life. Do the job properly and be proud of it; don’t be forced to into bad practice </li>
<li>Offer more and do more; coach your candidates, test and psychometric profile and give your clients and candidates the benefit of your skills and knowledge</li>
</ul> 
Now these may seem basic but not in the recruitment industry sadly. I don’t want to be negative about the industry I have made my living out of for the last 10 years; I do however want to educate clients particularly, to demand more and not to turn a blind eye to it.
<img class="center" src="http://www.franklyrecruitment.co.uk/assets/bad-practice.jpg" width="560" height="227" alt="" title=""/>
Of course money is tight and price is important but getting it right first time is cost and time effective. Price should not be the deciding factor when choosing an agency or a recruiter although often it is.
Service levels should be clear and structured and created between the agency and the client. The agency is representing the client so ensure standards are high and you know how prospective candidates will be treated and assessed. Tie in with a recruiter who treats candidates badly and you may find your company short of applicants and the very supplier you chose to deliver may become the barrier to filling your vacancies.
Mystery shop your agency. Retailers do this all the time. How are you met, judged and briefed. Send a CV, is the recruiter able to identify transferable skillsets. This isn’t sneaky or underhand – let them know at the beginning this is what you intend to do.
At the beginning of every relationship there is an investment in time. This is critical to future success. Don’t be irritated by questions, don’t sugar coat the reality and get to know how each other works. This can’t be done purely via email and phone initially, you have to meet, talk and like each other!
Many companies tie into sole supply arrangements. Whilst this is always a nice thing to do and may bring with it a couple of pennies less in fee, is competition not healthy? If something is guaranteed complacency naturally slips in. Work with a couple of agencies that fish in different pools to avoid too much of the same being supplied. Too many agencies create poor processes and the “my CV must land first” panic but a couple of well-informed recruiters working together on the same vacancy keeps you high on the priority list.
And finally, if you want a job doing properly give time to do it. This may sound obvious but often we are told that clients want CV’s by the end of the day. This limits us to registered applicants or sending CV’s of people we haven’t met or had time to fully assess for you. A request of this nature encourages bad practice. With temporary staff we have a fully assessed, ready to go register of people but for a permanent team member, this takes far more work if you are to get the best match.
 It isn’t easy to stand by your beliefs, after all the need to make money sometimes leads you to do “whatever it takes”; but I hope that the Frankly team can be ambassadors for the recruitment agency of the future.
In this challenging market place we haven’t stopped investing in training and standards. We have recently introduced psychometric testing allowing us to peel yet another layer off a candidate to ensure people are who they say they are!
Fitting square pegs in round holes is not our style! If you haven’t seen or read your own psychometric profile I think you will be amazed how accurate they are. In fact, let me put my money where my mouth is on this one. If you want to give it a try, drop me an email and I will send you the link (worth £105) free of charge. You may decide this could be the added value in your recruitment process.
amanda@franklyrecruitment.co.uk
01793 514441 Wed, 10 Oct 2012 11:35:37 +0100 http://www.franklyrecruitment.co.uk/blog/changing-the-industry-one-day-at-a-time/ Frankly HR proving it's different! http://www.franklyrecruitment.co.uk/blog/frankly-hr-proving-it-s-different/ 10 months from it's conception Frankly HR is starting to show how it is different.
Imagine your first experience of making redundancies. Do you want generic advice from a contact centre or would you feel more comfortable if you were sat next to a familiar face to you and your team? Well it's this that is proving itself invaluable to our smaller businesses. Whether it's just advice over the phone or a visual HR Manager in your office once a month for you and your staff then we have a package that fits your needs and budget.
This is what one of our clients had to say ............................
 
28th August 2012
 
 
My name in James Pinnock and I am the Operations Manager for Precision Optical Ltd. Regrettably we recently had to make some redundancies. Even though we have an account with Peninsula who said they would help us through the sometimes tricky procedures of redundancies, they could only advise us from afar. Sometimes we needed help and direction, a hands on approach from them but they just don’t do that.
 
We were given they name of some-one who works at Frankly HR (Sharon Connors-Jones) who specialises in helping small businesses like ours. Not only did she point us in the right direction but she also took the time to visit us and understand our business and our problems in completing the redundancies; she was even able to join us in meetings with our staff.
 
She helped us go step by step to understand and complete the task at hand with no problems. From the moment Sharon came on board the stress of having to do the redundancies and also get them done correctly, all went away.
 
Now I know about Sharon and how helpful she is we are now looking at cancelling our Peninsula contract and in the future we will be definitely using Frankly HR; not just for redundancies but for all types of HR support.
 
Yours Faithfully
 
James Pinnock
Operations Manager
 
 Mon, 01 Oct 2012 10:34:40 +0100 http://www.franklyrecruitment.co.uk/blog/frankly-hr-proving-it-s-different/ It's the Summer Holidays - work v childcare http://www.franklyrecruitment.co.uk/blog/it-s-the-summer-holidays-work-v-childcare/ The kids are on holiday………..Help!!!
 
So you book off the Easter holidays, get cover for half term and before you know it you look up and the summer holidays are looming!
 
Being a parent is great but sometimes being a working parent is a logistical nightmare. According to a study done by Mojomums, only 19% of businesses offer part time or flexible roles for working parents.
 
As a business owner I know this isn’t always possible, but as a mother I know the challenges of balancing childcare with work is stressful at best and in some cases impossible. The best laid plans of coordinating with other parents, child care options, family and friends are great when it works but often leave you handing over your salary just to get through and often taking choices you wouldn’t otherwise want for your children.
 
So, an age old question. Why do our kids need 6 weeks holiday? Is this a tradition of another era when women didn’t work and extended family were just around the corner ready to step in?
 
The honest answer is that I don’t know.
 
I worry for those families that rely on low incomes, working in environments where attendance is critical. Some parents are paying up to £600 per week in childcare; is there money to live after that? We have temporary staff that cannot take assignments during the holidays and are resigning from positions because of child care issues.
 
On the flip side, the children do need a break. I know my son was short tempered and struggling to get up in the morning coming up to the end of term. It should be a time of treats, trips and rest and yes they do need it.
 
The fact that it creates so much stress is a symptom of our time. With a much improved standard of living comes a cost.
 
For business to continue we need parents in the workplace but won’t somebody think of the children????????
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/ice-cream.jpg" width="567" height="567" alt="" title=""/> Thu, 02 Aug 2012 15:18:15 +0100 http://www.franklyrecruitment.co.uk/blog/it-s-the-summer-holidays-work-v-childcare/ Frankly HR - Going for Gold! http://www.franklyrecruitment.co.uk/blog/frankly-hr-going-for-gold/ Look around you; is there less than a full team of staff? If so you might want to check the sporting schedules.
60% of workers plan to watch the Olympics – With or Without consent (CIPD)
So were you prepared for it?
The Frankly HR team were out and about ensuring that the small businesses of Wiltshire had clear policies in place to manage issues and make the Olympics a happy time for everyone.
 
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/sports_2.jpg" width="452" height="336" alt="" title=""/> 
 
It may be a little late for the Olympics but what’s next? Be prepared!
<ul><li>Ensure you are aware of up and coming sports events and talk about plans.</li>
<li>Develop a clear and consistent policy and communicate it to your teams.</li>
<li>Be flexible – special arrangements for sporting fans, temporary change of hours, access to TV at set times during the day</li>
<li>Look after your customers – consider how you will deal with your workload if staff absenteeism becomes an issues, let them know if deadlines are at risk</li>
</ul> 
Frankly HR can create policies bespoke for your business without tying you into endless contracts or insisting you use us in the future.
To meet with HR Manager for an initial FREE consultation call Michelle now on 01793 514441
You can’t write a policy AFTER the event – Be fair, be clear. Thu, 02 Aug 2012 13:57:06 +0100 http://www.franklyrecruitment.co.uk/blog/frankly-hr-going-for-gold/ Making interviews Work for you - Workshop Invitation http://www.franklyrecruitment.co.uk/blog/making-interviews-work-for-you-workshop-invitation/ Making interviews Work for you
So you find yourself back in the job market after many years. How do you feel? Utter terror? Do you feel like the world has changed since you last gave an interview? Are you attending interviews but lacking in confidence?
Don’t despair, we can help!
Frankly Recruitment will be running a FREE workshop to support this large group of job seekers.
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/mature-worker.jpg" width="400" height="267" alt="" title=""/>
This workshop will show you:
<ul><li>How to plan your interview</li>
<li>How to present yourself in the best possible way</li>
<li>How to handle all kinds of questions</li>
<li>How to research a potential employer</li>
<li>How to prepare your own questions</li>
<li>How to speak confidently</li>
<li>How to help the interviewer by telling him/her what they want to hear</li>
<li>How to decide if the job is right for you</li>
</ul>This workshop will include a skills workbook for you to take away with you.
Whilst there is lots of support for school and college leavers and the long term unemployed, this workshop is aimed at those that haven’t needed to find work for some time and just need a refresher or an awareness of the type of interviews they can expect to face.
The Workshop will be held on Tuesday 7th August at 10am for approximately 2 hours in the Frankly Recruitment offices
If you would like to attend, please email <a href="mailto:jo@franklyrecruitment.co.uk">jo@franklyrecruitment.co.uk</a> or your consultant on 01793 514441
 Wed, 18 Jul 2012 12:27:38 +0100 http://www.franklyrecruitment.co.uk/blog/making-interviews-work-for-you-workshop-invitation/ Don't Play Hide and Seek with your CV! http://www.franklyrecruitment.co.uk/blog/don-t-play-hide-and-seek-with-your-cv/ If you are looking for work you need to be found. 
At Frankly Recruitment our recruitment process is almost paperless. We don’t accept hardcopy CV’s and even before we advertise a role we search our internal database then follow it quickly with searches for CV’s on job boards such as Reed.co.uk, Monster, Totaljobs etc.
If your CV is not there we can’t find you! <img class="right" src="http://www.franklyrecruitment.co.uk/assets/girl-laptop-peer-hide-eyes.jpg" width="400" height="300" alt="" title=""/>
How do we search?
Keywords; the obvious words we would expect to find on your CV. Don’t use jargon. If we are looking for an administrator we would search for “administrator”. Make sure the obvious words are actually in your CV so you will pop up as suitable.
With roles that require essential skills particularly in software we will use these keywords to sift. Ensure you list your competences in packages – Sage, Word, Excel, Access, Peoplesoft
Qualifications – if they’re not listed as we would search them you won’t appear in a search – CIMA, FPC, CIPD etc.
Did you know you can list keywords at the bottom of your CV and then use font colour white so they cannot be seen but will ensure you pop up on a search. 
Example:
If you are a PA but will consider all administrative roles then suggested keywords would be:
Administration, telephones, secretary, project, typing, shorthand, organiser, executive assistant, coordinator, reception, legal,
Update your CV regularly. Many of the job boards give an option to search for candidates who have recently logged on or updated their CV. Get yourself to the top of this list as often as possible.
Use professional networking sites such as LinkedIn to its maximum. Create a full profile and join as many groups within your industry and contribute. The more people hear you the better. Employers and agencies scout for talent regularly on LinkedIn so make it professional!
And finally…….
It doesn’t matter how many times you pop up in a search, if you have errors on your CV you won’t be called! Make your CV the best that it can be and get it checked by another person before you post it.
Stay in control of what is found and ensure your privacy settings are set on sites you don’t want to be found such as Facebook where pictures of you dancing on the tables may not be appropriate!!! Wed, 04 Jul 2012 12:06:17 +0100 http://www.franklyrecruitment.co.uk/blog/don-t-play-hide-and-seek-with-your-cv/ The Olympics - Are you prepared? http://www.franklyrecruitment.co.uk/blog/the-olympics-are-you-prepared/ 60% of workers plan to watch the Olympics – With or Without consent (CIPD)
 
What is the plan for your people?
Will you offer flexible working or just push on through?
Whatever you decide to do make sure you have policies in place to support your business BEFORE they start. Without these policies you put your business at risk if you attempt to take action.
How will you deal with the possible issues:-
<ul><li>Unauthorised absence</li>
<li>Mis-use of Alcohol</li>
<li>Handling Annual Leave requests</li>
<li>Consequences of underperforming</li>
</ul>Frankly HR is a pay as you go Human Resources Manager that supports SME businesses in ensuring your business is protected. It requires no contracts or long term commitment.
Advice is from £20 per hour via the telephone following a free HR Review Meeting.
Make your choices now and let the Olympic Games be a positive time for your business.
 
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/_resampled/resizedimage600197-franklylogoHR-rgb.png" width="600" height="197" alt="" title=""/> Fri, 15 Jun 2012 09:59:29 +0100 http://www.franklyrecruitment.co.uk/blog/the-olympics-are-you-prepared/ So You've got an Interview? http://www.franklyrecruitment.co.uk/blog/so-you-ve-got-an-interview/ Stage Fright?
Many candidates find the interview process daunting so we have put together some tips for you to calm your nerves and give you the best chance of success:
<ul><li>Sleep well; don’t leave your preparation until the last minute. You need an early night and a good mood to ensure you are at the top of your game.</li>
<li>Preparation; the key to confidence is be prepared. Ensure you have read the job description and browsed the company website. Don’t ever be caught out with the question “do you know what we do?” “Yes” is the only acceptable answer! </li>
<li>What’s on your CV? Make sure you know! Dates, positions, companies. You should be able to run through your CV without looking.</li>
<li>Know where you are going and where you will park; it may sound obvious but there is nothing worse than driving around an industrial estate and watching the clock moving closer and closer to the time of your interview. Do a trial run the night before and leave in plenty of time. If you are using public transport ensure you know where you will land.</li>
<li>Presentation; if you look the part you feel the part. It doesn’t matter what the dress code is at the company, business dress is always appropriate for interview. You can never be penalised for looking too professional but you can for not being smart enough. For more industrial roles, ask before the interview what the expected dress code is.</li>
<li>Be aware of the structure of the interview; don’t be caught out! Ask what will happen at interview. There may be tests, trials or role plays. You need to feel prepared. Ask what the style of questioning will be, in most cases it is competency based so be ready with strong examples.</li>
<li>On arrival, BREATHE! Before you walk in the door, take 5 deep breaths and calm down. If you have been rushing around you may be out of breath or thinking of other things. Collect your thoughts and remember first impressions count so be nice to the receptionist!</li>
<li>Hygiene; Suck a mint on the way and NEVER smoke in the car or before entering the building. A non-smoking interviewer could be turned off you before you even speak. You don’t want to be worrying about bad breath so be confident you smell good.</li>
<li>Absolutely terrified? If you really need it there are herbal products on the market that will help to calm your anxiety.</li>
</ul>None of these tips will stop you feeling nervous but they will unclutter you mind and give you the best chance of delivering a winning performance.
<img class="leftAlone" src="http://www.franklyrecruitment.co.uk/assets/Interview-nerves-006.jpg" width="460" height="276" alt="" title=""/>
 
 
 
If you need support in preparing for your interview call your consultant 01793 514441 Tue, 12 Jun 2012 11:40:05 +0100 http://www.franklyrecruitment.co.uk/blog/so-you-ve-got-an-interview/