Harrison Sands

Category: Blog

  • The power of reward and recognition schemes

    The power of reward and recognition schemes

    We all know that in an increasingly competitive candidate market that standing out from the crowd is important. What were once classed as real differentiators by employees are now expected items. Things like laptops, uncapped bonuses, mobile phones, company cars and the like are often standard offerings now. So, how can a recruitment agency employer stand out?

    We’re seeing more businesses turn to more exotic reward and recognition schemes to attract and retain the right candidates. By exotic, we’re not just talking about holidays to far flung climes – although that is certainly the case for many recruiters these days. In fact, target-driven trips to foreign destinations is one of those reward mechanisms that can be critical in convincing a candidate to choose between two roles and companies. And that’s precisely what a differentiator should do. They help people make decisions when the choices are very similar.

    So what other rewards are we seeing offered? Cash bonuses are part of the job now, so these rarely crop up as differentiators. But spa days, expenses paid nights out, restaurants and team building activities, are all readily appreciated by employees. Even simple things like having a stocked fridge of soft/fizzy drinks, or an Xbox in the team’s break-out room, can be a big thing to some.

    And all of these rewards can also be an insight into the culture of a business. So, when salaries, bonus schemes and career path options are similar, choosing between an employer can come down to those perceived cultural differences. Does a candidate want a rigid structure, or do they want to be in a more relaxed environment, for instance? Would having a pool table, pinball machine or table tennis table in the office make a difference?

    The advantage of these reward schemes, beyond differentiating between similar employers, is that for the employer it’s also a good retention tool for existing employees. It’s not only a simple thank you but can also be a way to be more inclusive with all employees, not just the ones that top the league tables as top billers. Obviously you can define the success you want to reward and provide different levels of rewards, but the simple act of having the schemes can be hugely beneficial for companies.

    So whether you’re recruiting for new team members or looking to retain that top talent, it pays to think more broadly than just the basic rewards. You don’t want to be the business that loses that key employee, so think creatively and consider those options that help your business stand out. The team at Harrison Sands work with a range of recruitment organisations throughout the UK so have a good understanding of the various rewards and benefits recruiters are being offered. If you want to discuss your benefit options or explore how we can help define that winning package, then don’t hesitate in getting in touch with us today.

  • Making the leap from working for someone else to starting your own recruitment business

    Making the leap from working for someone else to starting your own recruitment business

    Many of us are familiar with the concept of project management in some shape or form, whether it’s a recruitment campaign, marketing initiative or business planning – we invest time, thought and resources into planning how we go about securing success. But how many of us put the same amount of effort into planning our careers? Arguably one of the most important life decisions any of us can make and all too often we leave it in the hands of others.

    It has to be said that for most people, working in established companies, following defined career paths is a perfectly satisfactory approach to live and work. But for some, it can feel constraining to be working for others, abiding by their rules and not having the creative freedom they need. Often with an entrepreneurial streak, these people don’t always fit the profile of a standard recruitment career path.

    And that’s why working for someone else isn’t always the best approach. The profits you make go into someone else’s pockets. You have to work to someone else’s rules, with limits on your creativity and delivering someone else’s business plan. No matter how much you were involved in its design, it’s always going to be someone else’s plan.

    And that’s where starting your own recruitment business can become a more attractive proposition for people that think this way. You can define the rules. You choose who you work with. You’re more personally invested in your own business, not least because the profits your business makes are your profits. You have more flexibility around your work/life balance and can take control of your future career path. So, if you’re thinking this is describing you and your situation then there are four options readily available to you.

    Option one – you can take a financial hit and assume 100% of the risk to start up on your own, using your own money and usually in a spare room or bedroom at home, scaling from there. You get to make all of the decisions but have all of the administration, legal, marketing and financial burden.

    Option two – you can seek out an angel investor or other source of funding and still do it all on your own. An angel investor might provide more advice and support (if they have experience in your sector) along with the funding, but you still have all the risk yourself and still need to manage the back office functions yourself.

    Option three – of course, you can decide this all sounds like too much hard work… in which case, maybe starting your own business isn’t the right option for you.

    Or, option four is to work with established investment companies in this sector – like Bluestones Group – that have a proven approach to identifying, investing in and growing recruitment agencies and staffing service companies. There’s no personal risk involved as finance costs and risks are taken on by the Group. And the instantly available infrastructure and back office support functions means that you can focus on doing what you do best: recruiting, winning new business and making your contract or permanent placements. The business is your own as you have an equity stake in the new company, retaining profits and building a successful future for yourself as you grow your business and brand with the support of a successful Group of recruitment companies behind you.

    If option four sounds promising and you want to find out more about starting your own recruitment business, have a number of years’ experience in your sector and region, and an established network of clients and candidates, then please get in touch with Harrison Sands today for a confidential discussion.

  • Working from home is easier than ever for recruitment consultants

    Working from home is easier than ever for recruitment consultants

    As technology to support recruitment consultants develops, the need to work in a traditional office environment continues to lessen. It’s often a contentious topic in the workplace and can frequently polarise opinions, but there’s no arguing that flexible work options are increasingly being offered to candidates and can help progressively minded employers differentiate themselves from the crowd. Indeed, one of the oft-quoted sentiments is “work is a state of mind, not a place you go to”.

    So with technology being the great enabler, cloud-based systems mean you can now be constantly connected to both your candidates and clients. Recruitment platforms and applicant tracking systems can automate so much of what we do, but it also means we can run these from virtually anywhere in the world. And these days, it’s not just about making sure you’re accessible via a phone, as communication methods are changing too. Skype, WhatsApp and FaceTime are increasingly used for interviews and client or candidate meetings, when face to face meetings aren’t practical due to schedules or logistics. They’re all part of the growing arsenal of tools for any home worker or recruiter. Technology aside, there are some general benefits and disadvantages to home working that candidates should consider too.

    Home working benefits include:

    • having a better work life balance as you can structure your day around the school run, dog walk or even voluntary work you do in the community
    • being more productive
    • having fewer distractions
    • not having to travel in rush hour to get to work (avoiding this unproductive time)
    • save money (no commute to pay for)

    However, it’s not for everyone, some challenges or disadvantages can include:

    • you have to motivate yourself
    • it can be a solitary experience
    • some people struggle to separate work life from home life when the environment is the same
    • missing out on office banter or ad-hoc collaboration can be a surprise loss for some people
    • being able to switch off

    Whatever your motivation, if home working or a flexible work arrangement is something you’re interested in, then more and more employers are willing to consider something different from the norm. The team at Harrison Sands all work remotely themselves, so possess an innate understanding of what that means and can provide first-hand advice and insight into the life of a home worker. More and more recruitment roles that we’re asked to support have flexible or home working as an option for the right candidate, so do mention it to us when you speak to us.