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Optimise Your Onboarding Strategy

Ways to improve and optimise your onboarding strategy

To ensure new employees fully immerse themselves into your business culture, and engage with their new role, it is important to provide a seamless and friendly onboarding process. By taking these recommended steps, you can ensure that things move efficiently, from the job offer stage to induction.

1. Keep in touch

To ensure your candidate is receiving the right support, keep in touch. Let them know you are happy to help them with any queries, or support with notice periods or counter offers. We often suggest that you give the candidate a call within 48 hours to inform them of how happy you are that they are coming on board, and perhaps offer for them to visit the office beforehand to meet the team. This will help them transition fluidly to become an engaged part of your team.

2. Send the offer letter

The best way to secure the candidates commitment early on, and engage them straight away, is to not delay in sending the offer letter. Our advice is always to email the candidate on the day the offer is made outlining confirmation of the offer. Let them know that a written offer is on the way, either via post, email or both. Ensure that this is with them as soon as possible.

3. Induction and Introduction

On the first day of employment, give a tour of the office or building so that the new employee can feel at ease and become familiar with their workspace. If they are working remotely, set up a team video call to welcome them, perhaps including a short ‘get to know you’ session. Ensure the employee has access to thorough training, whether this is a formal induction, a video, or one to one mentoring. Depending on the role they have been hired for, decide when their duties officially begin, and have someone available to them to answer any questions they might have, and if possible, offer some one-to-one mentoring.

It is estimated that 60% of UK workers experience imposter syndrome connected to their work accomplishments. This can often be triggered by a new role, or increased responsibility at work, which is why it is key to implement a successful onboarding strategy. By practising the methods shown above, not only are candidates more likely to engage and flourish in their new role, but also reduce feelings of inadequacy and self-doubt. Some other methods to help combat feelings of imposter syndrome include:

  • Recognising you are experiencing imposter syndrome is the first step to combating it. Identify your unhealthy thinking patterns, and use cognitive behavioural therapy methods to challenge negative thoughts.
  • Asking for support when you need it is a sign of strength,not weakness. Struggling in silence can be very isolating in the workplace, so be sure to speak out to avoid a build up of work and worry.
  • Try to refrain from negative self-talk, instead regarding learning experiences as growth instead of shortfall.

In addition to recognising feelings of self-doubt within yourself, there are also steps you can take as an employer to become more aware:

  • If you can, encourage a healthy work/life balance for employees. By creating a safe and nurturing work environment, colleagues will feel more comfortable opening up about vulnerabilities, and maintaining a healthy balance will reduce risks of employees overworking and burning out.
  • By adopting mentoring and coaching practices, you can help those new to the workforce to feel supported by more experienced colleagues.
  • By keeping an eye on new colleagues who seem to be struggling, you can combat the early signs of imposter syndrome. Look for warning signs, such as withdrawal from team interactions, in order to support and address the issue.

CANDIDATE SPOTLIGHT

HR Lead- Chester/North Wales- £75-80K

  • Employee Relations

  • Training, Performance Management

  • E-Support/ Wellbeing

  • Policy Creation and Management

  • Recruitment and Onboarding

  • Talent Management

  • Tribunals

Top 3 Vacancies Filled This Month

  • Business Development/ Account Manager – Wirral – £35k

  • HR Advisor – Chester – £32k

  • Office Manager/ Secretary – Wirral – £38k

Just for LOLS

Jobs we’re glad aren’t a thing anymore…

Hacker

We wish we could tell you that hackers (computer hackers, that is!) no longer exist, but unfortunately, these working men were more handy with trees than HPs. Hackers were known as woodcutters, and were axed, yet again, due to technological advancements.

Fun Fact

Someone who suffers from “anatidaephobia” believes that somewhere, somehow a duck or goose is constantly watching them

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Employment Law changes in April

While it’s important to consider all the things you need to do to make you an attractive employer to the right candidates, the first thing you need to do is to make sure you are compliant with the law. 

With the upcoming changes to employment law coming in April 2024, we thought we’d take a look at what’s changing and how it could affect you. 

Changes to flexible working requests

We’ve spoken in the past about how important flexible working has become to candidates and the need to review your flexible working policies. 

Now is the time to make sure you have those policies in place and your management are up to date and trained on how to handle requests in line with the regulations. 

A good flexible working policy means you are better able to attract great candidates, and without one, you might just find yourself on the wrong side of new legislation. The changes being made mean employees can request flexible working from day one and can make 2 requests a year. They don’t need to make a business case for it, and you must respond within 2 months. You also need to consult with them before rejecting requests. 

Changes to paternity leave entitlements

Making sure that dads can take time out when there’s a new addition to their family is really important. You’ll probably have a great paternity leave policy in place already, but you’ll need to be aware of the changes that have come into place recently.

From April 2024, paternity leave can be taken as two consecutive weeks or two separate blocks of one week to be taken within 52 weeks from birth (or placement for adoption). 

The notice of entitlement should be given on or before the 15th week before expected week of birth.

Four weeks’ notice will be required to take each period of leave (except cases of domestic adoption where notice is seven days). Employees may give 28 days’ notice to vary the date of their planned leave if desired. Paternity leave pay has also increased from £172.48 to £184.03 

More protection against redundancy during pregnancy, maternity, adoption, and shared parental leave

Another of your policies that you’ll need to revisit is redundancy. Pregnant employees and those returning from maternity, adoption, and shared parental leave will now have extra protections against redundancy. The redundancy protection period is extended until 18 months after the birth of a child for employees returning from family-friendly leave.

New carer’s leave entitlement

You may also need to update your current time off work policy, or create a separate carer’s leave policy. Employees will have this right from day one and take up to one week of unpaid leave per year.

Employees can take their full entitlement of a week in one go, or at different periods as long as they take at least half their working day each time.

Employees can use this leave to care for a dependent that needs long-term care.

Long-term care needs are defined as an illness or injury that lasts longer than three months, has a disability covered in the Equality Act 2010, or due to old age. In some circumstances, you may be able to postpone a period of carer’s leave.

Changes to holiday calculations

Another area of employment law to be updated are laws on how to calculate holiday entitlement, while pay for irregular hours workers and part-year staff is also changing.

The new rules only apply from the start of the first new leave year on or after 1 April 2024.

There are two methods available: the default method or rolled up holiday method.

If you have a leave year running from January to December, the new rules will apply from January 2025.

If these new rules are different to what you already have in place, this will be a change to your employee’s terms and conditions and their contract of employment.

Increase to the National Living Wage and statutory payments

The threshold for National Living Wage will be lowered to include 21-year-olds.

The new National Living Wage rate will be £11.44 per hour; £8.60 for those aged 18 – 20; £6.40 for those over school age but not yet 18, and apprentice rate.

Payments for Statutory Sick Pay will increase from £109.40 to £116.75 per week from 6 April 2024.

Payments for Statutory Maternity Pay, Statutory Paternity Pay, Statutory Shared Parental Pay, Statutory Adoption Pay, and Statutory Bereavement Pay all increase from £172.48
to £184.03 per week from 7 April 2024.

Don’t worry

We know this is all a lot to take in. With so many policy changes happening at once, it’s worth reminding you that we’re always here to help when you need us, and we work with some excellent HR companies who can help you to navigate the new legislation. Get in touch for more information.

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Let us help you future proof your business

2024 brings more change, so here’s our top tips:

Invest in workforce skills

The skills gap is all too real and hitting hard as the next stage of retirees prepare to exit the workplace.

That’s why hiring on soft skills and investing in development will become critical throughout the business world. More and more of our candidates are considering progression and development opportunities when exploring the job market so businesses with real plans in place for their people are more likely to stand out.

Create a more diverse workplace

Some of our clients have had success putting diversity groups in place within their workplace.

Others are adopting more open work practices, to encourage both new starters and long-term staff to be more open about their disabilities or neurodivergence.

They create a safe space for people to share experiences, educate each other and foster a more inclusive workplace.

If this is something you’d like more information about, get in touch and we can recommend a few experts in this field.

Ensure your brand gives the right message

With talent planning and candidate attraction, it’s not just about the business brand on a surface level, but also the social and ecological impact your business and culture have on the world that candidates are looking at.

Just as employers become more savvy about hiring decisions by exploring social media and the footprint candidates are making, the candidates are doing exactly the same when it comes to your business.

Consider your brand message on your website, client/customer reviews, Google reviews, and news articles that might impact their decision when accepting a job offer.

If you want to talk more about talent planning and recruitment, get in touch…

TEAM NEWS

Alongside the Paul Lavelle Foundation who has been one of our chosen charities for a few years now, this year we will be supporting Open Door Charity.

Open Door Charity is one of Merseyside’s most progressive and dynamic independent charities.

Open Door exists to help improve the lives of young people in Wirral and across Merseyside by providing them with the tools and techniques they need to become and stay mentally well.

Open Door offers a range of programmes at their home, Bloom Building, a bright and colourful space that nurtures authenticity, inclusion and wellness.

Last year, Open Door supported hundreds of individuals through their portfolio of programmes with support that is fast, free and effective.

Bazaar, an 8 week CBT (cognitive behaviour therapy) mindfulness and meditation based offer that looks to positively disrupt negative thoughts and behaviours in individuals.

Colours, a 4 week introductory stress and anxiety management programme for groups and individuals.

Mysa, an informal and creativity based support session for anyone aged 18+ living with an eating disorder or distorted eating.

OOMMOO, a mental health and wellbeing offer for Children Looked After in Wirral.

Open Door empowers their community to improve their lives using creativity, music, art and human connection as a catalyst for meaningful and lasting change.

If you want to talk more about how we can help future proof your business in 2024, get in touch

CANDIDATE SPOTLIGHT

Marketing Assistants – Liverpool & Chester – circa £25k

We’ve recently recruited for a Marketing Assistant and have two great candidates we are looking for homes for.

  • Degree level educated
  • B2B and B2C backgrounds
  • Scheduling and creating social media content
  • Email marketing
  • Events planning and coordination
  • SEO/Google Ads

Just for LOLS

Jobs we’re glad aren’t a thing any more…   

Human-Computer

Long before laptops and PCs, people were employed as computers. These jobs were often held by women who worked in teams to figure out lengthy mathematical calculations. Human computers solved problems ranging from astronomy to trigonometry, but as to be expected, these jobs have been replaced by the computers we use today

Fun Fact
Did you know a cloud weighs around a million tonnes? A typical cloud has a volume of around 1km3 and a density of around 1.003kg per m3 – about 0.4 per cent lower than that of the surrounding air, which is why they float.

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JFR January Newsletter

Welcome to the JFR newsletter, where we share important updates, keep you informed about relevant industry news, and share our thoughts on the most important issues in recruitment. If you feel this may be of interest to others, please do feel free to forward it on.

This month, we’re taking a look at what we think will be the big recruitment trends in 2024

Predictions for recruitment trends in 2024

As we start a new year, we thought we’d take a look at what we expect to be making waves in recruitment in 2024 and our recommendations for you to get ahead of the curve.

Proper Talent Planning rather than reactive recruitment needs to be the norm…

Reactive recruitment has been the norm for many years, but we see 2024 as being the year we all get proactive with proper talent planning.

Reactive recruitment (aka passive recruitment) is initiated once a request for a new member of staff is made internally, which makes it a bit of a rushed process to get the right candidates vetted, interviewed and in role.

Unfortunately, reactive recruiting is very time-consuming!

If you have proper talent planning in place you’ll have discussed your business’s current, short and long term plans so you can start the process earlier and have people in place as the business demands.

Research shows that last year 76% of candidates researched the employer brand before they applied, so we know the best candidates are looking for opportunities to grow and contribute to a company’s success.

The way you recruit says a lot about your company dynamics and if your policies are proactive it paints you in a better light.

EDI (Equality, Diversity and Inclusion) is becoming more prominent and policies need to include your recruitment process.

This year, how businesses attract candidates is going to change – this is where our advice and knowledge of the market can truly make a difference as we lean into your company culture, your team, your benefits package and both personal and professional opportunities within your business.

Get in touch with us to help.

TEAM NEWS!

Congrats to Faye & Jami who got married at Inglewood Manor on New Year’s Eve!

CANDIDATE SPOTLIGHT!

Customer Service Administrator – Wirral – £25k 
Available Immediately

  • Strong Customer Service and Support Admin
  • Handling customer queries and complaints via telephone and email
  • Experience working within FCA-regulated industry
  • Data Entry, managing internal databases and spreadsheets
  • Working to targets and KPIs

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Tosher- During the Victorian era in London, toshers broke into the city’s sewage system and searched for pieces of bones, metal scraps, coins or valuable items.
Fun Fact

With the movie “Mean Girls” turning 20 this year, and a new version being released, this month’s fun fact is Amy Poehler was only seven years older than Rachel McAdams when she took on the role of “cool mom” in Mean Girls.

Rachel was 25 as Regina George – Amy was 32 as her mum.

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JFR – Our November Newsletter

Welcome to the JFR newsletter, where we share important updates, keep you informed about relevant industry news, and share our thoughts on the most important issues in recruitment. This month, we’re looking at the candidate experience and how your branding can affect it.

What Does Your Branding Say To Candidates?

In recent newsletters, we’ve discussed candidate onboarding to help you retain your newly appointed recruits. We’ve also discussed flexibility in the workplace, be that in benefits packages or flexible working options to help you attract the right talent and get the right cultural fit.

However, recruitment and the candidate experience starts long before the role is advertised.

It’s important to consider your brand, both as a business and an employer.

It’s been proven that stronger brands have a bigger pool of candidates to choose from.

So it’s worth taking some time to consider.

What does your brand say to the world?

What are candidates finding when they research your business?

Here’s our list of the top things candidates are looking for:

Customer satisfaction – no one wants to work for a business that doesn’t look after its customers – especially if they will be working as part of that journey (sales, account managers or customer service). If you can’t be bothered looking after your customers, how are you going to treat your staff?

Communication with the public – If your business receives negative reviews online – make sure they get a professional, positive response. So many businesses fall into the trap of having arguments on review sites, and it’s not a good look. Remember, this includes social media too. Make sure you are engaging with your followers, even if it’s just an emoji reply.

Consistency – your brand should be consistent across all platforms, from your company website to social media profiles. Candidate alarm bells sound when a company hasn’t invested in a website, or can’t be found on social media

Highlight Benefits and Business Culture through content creation and invest in video – most businesses consider their clients when creating content for social media, blogs and their website, but don’t forget candidates will be looking at these areas too. Show your company values and have clear mission statements.

There’s some fantastic ways in which you can highlight your business culture online. If you need advice with this, get in touch. We can recommend companies to work with that get great results in this area.

Diversity and Inclusion – if you haven’t got policies and culture in place that can promote a welcoming and inclusive workplace, you’re missing a trick.
Testimonials- Candidates will utilise sites like Glassdoor to check your business’s reputation with employees. If existing and previous employees are happy, chances are they will be too.

Get in touch with us to discuss how we can assist with all of the above and help you attract the very best candidates to your business.

Speaking of which…

CANDIDATE SPOTLIGHT

We usually highlight a star candidate but this month I’d like to draw your attention to an area we recruit for as we have four or five fabulous HR candidates currently at all levels.

  • Recruitment & Onboarding Administrator
  • HR Advisors from generalist backgrounds
  • HRIS & Data Professional
  • HR Manager with a great generalist background
  • Head of HR/HR Director
  • All of our candidates are CIPD qualified, from Level 3 to Level 7.

Whether you are adding to a department, or your business is growing, and you need a dedicated HR professional, give us a call to discuss.

TRENDING NEWS

  • British Steel confirms plans to revive steel production on Teesside
  • Can AI cut humans out of contract negotiations?
  • M&S revamp pays off with profit boost from food sales
  • Families are expected to leave it late to buy Christmas gifts this year
  • Fashion firm Boohoo breaks promises on ethical overhaul

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Herb Strewer- The 1600s weren’t known for being the most hygienic times in history. The herb strewers job was to spread herbs and flowers throughout royal family residences to mask the stench. Plants like basil, lavender, chamomile, and roses were regularly used by herb strewers.

Fun Fact  Parkinson’s Law states “Work expands so as to fill the time available for its completion.” Hands up if you’ve experienced this phenomenon.

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Recruit to Retain – Our September Newsletter

Welcome to our September Newsletter, where we’re examining how your recruitment process impacts your staff retention rates. Keep reading for practical tips on how to take a fresh approach to staff retention by getting it right from the outset.

Recruit to Retain

The staff retention crisis seems to be a topic that we are highlighting every few months now. Well, it’s back in the headlines, so it’s time we revisit the topic as we’ve got some solutions that can help you tackle this challenge head on.

If you’re trying to improve your staff retention, it’s time to think about your recruitment process.

Top Five Reasons People Leave Their Jobs

Poor Management: 
Employees often mention poor management as the major reason they leave a job. Effective leadership and support are essential to employee satisfaction and therefore, retention.

Role not as described:
When the job doesn’t match the initial description that drew the person to apply, or if the job is changed significantly post-hire it can lead to dissatisfaction and resignations.

Lack of progression or development opportunities:
Most employees seek growth and development in their career. If these opportunities aren’t offered they are more likely to look elsewhere.

Desire for remote/hybrid or office based working (Choice Matters):
The Pandemic and resulting lockdowns proved that remote working can really be successful and reshaped many working practices. Many employees prefer the flexibility of remote and hybrid working arrangements while others prefer the office environment. Offering a choice can be key in retaining employees.

Cost of living:
Rising living expenses put financial pressure on employees. Companies that address concerns through competitive benefits packages can retain employees more effectively

How can we solve these issues?

There’s a few ways you can solve these things, and don’t worry they’re all pretty easy.

Be Transparent

Make sure your job descriptions make sense. Make sure they set out what your expectations are and are written in an understandable way.
If they’re not, you’ll find you lose staff within the first few weeks.

Hire for cultural fit

Showcase your company culture, mission and vision through your website, advertisements and social media.
More and more people are leaving because the culture isn’t what was promised during the interview stage.
Be authentic!
You’ll attract the right people, and they’ll stay!

Effective onboarding, induction and training

The first few months are critical to engagement and retention.
Ensure a consistent, seamless transition for new hires.

By addressing these key reasons for employees leaving, and by putting these simple retention strategies in place you can create a workplace where your team feels valued, supported and fulfilled.

Happy employees stick around, which in turn leads to a happy, stable and productive workplace.

Our most successful clients in terms of talent attraction at the moment offer flexible and agile working, invest in their team’s development, offer opportunities and speak to us regularly about how to attract and retain the right talent.

It might seem like there’s no magic formula out there right now to attract talent, but there is!

It’s all about having the right processes, and structure backend to allow your management to make decisions on where/when and how their teams will perform best. Not having a one size fits all approach.

TEAM NEWS

This month we’ve all been busy upskilling, with topics such as AI talent attraction and Chat GPT and email marketing. We like to keep ourselves on top of all the latest trends to get the best candidates for your job vacancies.

With wedding bells about to chime in December, our Faye is busy planning her wedding. We can’t wait, just enough time to find the perfect outfit

TRENDING NEWS

  • Roblox laid off 30 staff in the hiring team. The layoffs come following a period of dramatic growth for the game, which now commands 250 million monthly active users – more than Fortnite and Minecraft combined.
  • Recruitment activity across the UK fell during August. Permanent placements fell at a rapid pace that was the sharpest in over three years, while temp billings slipped into decline for the first time since July 2020
  • Sick days at work hit highest level for 10 years – remember we offer temp recruitment if you need it
  • Gatwick cancels flights due to sickness and Covid.

JUST FOR LOLs

Jobs we’re glad aren’t a thing any more…

Leech Collector – A leech collector was responsible for retrieving the blood-sucking creatures from their natural habitat for doctors to use. Individuals with this job often used their own legs to lure leeches from creeks and rivers. That job really sucked.

Fun Fact  A Shrimp’s heart is in its head

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The frustrations of ghosting for everyone in the recruitment process

Our fabulous recruitment supervisor Faye Smith is discussing the importance of communication: Navigating Ghosting in the recruitment process.

Have you ever found yourself excited about a job opportunity, only to be left in the dark with no updates or responses from the employer?

If so, you’ve experienced the frustrating phenomenon known as ghosting. This also can be reversed where candidates abruptly disappear without any communication. In this blog we will look at the impact on you the candidate and us the recruiter, and how you can navigate this issue with grace and professionalism.

Ghosting can happen at any stage, from initial interviews to post-offer negotiations.

The Impact on Candidates includes emotional Stress as candidates are left in limbo without any updates It’s natural to feel anxious and uncertain about your candidacy, especially if you were genuinely interested in the opportunity. You may feel like you have wasted time and effort preparing for interviews, researching the company, and going through the application process. Ghosting disregards the effort you put into the process, leaving you feeling undervalued. Ghosting also leaves a negative impression of the employer or recruitment agency.

When a candidate ghosts a recruiter, it can have a similar impact such as wasted time and resources Recruiters dedicate considerable time and resources to identify, screen, and interview candidates. When candidates ghost, all the effort invested in evaluating their qualifications and fit for the role goes to waste. Recruiters must then restart the process, resulting in delays and increased workload. Candidate ghosting can harm an organization’s employer brand. Word spreads quickly, and negative experiences can discourage other candidates from applying.

Ghosting is a two-way street and there are things both sides can do to navigate the process.

Candidates can be patient and persistent remember that the hiring process can take time. Give employers a reasonable window to respond before assuming ghosting has occurred. Follow up politely and professionally after a reasonable period to inquire about the status of your application. Regardless of the situation, it’s crucial to maintain professionalism throughout the process. Avoid burning bridges by sending angry or confrontational messages. Instead, express your continued interest and inquire politely about the status of your application. Candidates can also seek feedback If you do receive a response, whether positive or negative, take the opportunity to request feedback on your application or interview performance. Constructive feedback can help you improve your skills and enhance future job search efforts. While waiting for a response, use the time to explore other job opportunities and continue enhancing your skills and qualifications.

Recruiters can maintain transparent communication from the beginning of the recruitment process. Clearly communicate expectations, timelines, and next steps to candidates. Providing regular updates and prompt responses can foster trust and reduce the likelihood of ghosting. Recruiters can also consistently follow up with candidates throughout the process, even if there are no updates. Regularly check in to see if they have any questions or concerns.  Candidates should feel comfortable providing feedback on their experience, even if they choose to withdraw. Understanding their perspective can help identify areas for improvement in the recruitment process and enhance future interactions with candidates.

Ghosting poses significant challenges for candidates and recruiters, affecting their time, resources, and overall job satisfaction. However, we can mitigate the impact of ghosting. Ultimately, building stronger connections and maintaining professionalism throughout the process will contribute to a more successful recruitment journey for both recruiters and candidates alike.

Ghosting is an unfortunate reality in the job search process. However, it’s essential to approach these situations with professionalism, patience, and self-care. Remember, the right employer will value your time, effort, and skills.

Stay positive, maintain open communication, and continue your path towards finding your dream job!

WANT TO HELP A FRIEND FIND THEIR DREAM JOB

Check out our latest jobs at www.jfrecruitment.co.uk/jobs

If you refer candidates to us for this role and they get offered the job, once they complete their first 8 weeks of work, please contact us for your £100 Amazon Voucher– our thanks to you!!

WANT TO REGISTER WITH US OR NEED TO UPDATE YOUR DETAILS

If you’d like to register with us you can submit your CV on the website or if your circumstances or wish list has changed since we last spoke to you, please contact us with an updated CV and your new wish list by emailing admin@jfrecruitment.co.uk

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Who wants a four day week?

The largest trial of the four day work week by the 4 Day Week Campaign has released findings that have divided businesses, employees and the media. 61 companies from different fields have tested a four day work week, with 18 companies choosing to make the change permanent.

FOUR DAY WORK WEEK

The Good

Surveys suggest that when the work week was reduced to four days the mood around working changed. Out of 2,900 employees surveyed across the UK:

  • 40% were sleeping better
  • 54% had an easier work/ life balance
  • 39% felt less stressed

The Bad

The Chartered Institute of Personnel and Development (CIPD) published its findings late last year. They found that the four day work week didn’t suit everyone.

For most, the four day work week isn’t a realistic option as people look for more work and wages during the cost of living crisis.

Within the study by the 4 Day Week Campaign, some employees felt pressured to increase productivity and work smarter to fit all their 5 day week tasks into 4 days, leaving the workplace less sociable.

The Trends

It’s clear that the four day work week trials are far from complete, but we are starting to see a trend.

Workplaces are divided into two camps.
One camp believes that the four day work week will lead to increased stress, either financially with reduced wages or mentally with increased workload.

The second camp believes the reduction in days will lead to a reduction in stress and increase in productivity.

Should you change?

Is it a change your business will introduce in the near future? Most employers are saying no for now, but it’s an interesting conversation, and we’re glad it’s being considered from all sides.

If you would like some advice on this, or any other HR related matters, we work with a number of trusted partners who we would be happy to introduce.

CANDIDATE SPOTLIGHT

Accounts Assistant – Wirral – £23-24k

  • AAT Level 3 Qualified – undergoing level 4 currently.
  • Industry or Practice Based
  • Bookkeeping & VAT
  • Filing accounts & tax returns
  • Clearbooks & Xero Experience
  • Invoicing & Purchase Order using Sage

JFR NEWS

Claire’s been nominated …

We want to congratulate and show our support for our very own Claire Statham.

Claire has been nominated for the Cheshire Woman of the Year Award!

We are so proud to have a member of the team recognised for their efforts.

JF Recruitment Turns 10!

Next month Joanne Finnerty Recruitment turns 10 years old.

It’s been a pleasure to discover great talent for brilliant businesses.

How do you think we should celebrate?

TRENDING NEWS

  • Wirral Council focused on regeneration acquires Grange & Pyramids Shopping Centre
  • Record numbers not working due to ill health
  • UK economy surpasses IMF expectations
  • Female founded firms hit 150K in 2022

JUST FOR LOL’s

Jobs we’re glad aren’t a thing any more…

Food taster – The sole purpose of the food taster was to protect the monarch from poisoned food by tasting it themselves. Whilst it may seem great eating more food than the royals, I’m not sure I would like to die trying.

Fun Fact  The pre-packaged sandwiches you find in your meal deals today aren’t that old of an invention. They were first on sale in 1980 by M&S employees who didn’t want leftover sliced sandwiches from the staff cafe to go to waste. Now I’m hungry.

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JF Recruitment December Newsletter

It’s December already! As another year draws to a close, we’d like to start this month by saying thank you to all our clients and wishing you a happy and healthy Christmas and New Year.

What are Candidates Looking For?

Candidates are no longer looking for superficial perks of a job, they are looking for meaningful perks that cover the essentials.

Candidates don’t want:

  • Trendy offices (beer fridges, pool tables, televisions etc.)
  • Magazine subscriptions
  • Multi discount platforms
  • Bike to work scheme

Candidates want:

  • Elevated Pension contributions
  • A bus or fuel allowance for travel
  • Financial security for family members if they get sick or die
  • Help towards energy or wifi costs for homeworkers
  • Remote work opportunities (home/hybrid)
  • Flexible working
  • Additional holiday entitlement (loyalty rewards or potential to buy additional)

What to do for the new year:

There are three things for you to start your 2023 recruitment plans.

Assess wellbeing policies (mental health, menopause, equality, diversity etc.)
Make sure staff are paid at market rate and feel valued
Evaluate predictions, growth and contingency plans to establish needs and create a target plan

For more information about how JF Recruitment can help! Contact us today.

JFR NEWS

As the year draws to a close, we’ve been reflecting on what a year it has been. 2022 has been busier than ever for JF Recruitment.

We’ve worked on some of our biggest candidate projects, supporting new and existing clients. And we’ve placed a record number of permanent candidates. We can’t wait to see what next year holds.

Our team has also had personal successes.

Jo moved house and can’t wait to start decorating.

Faye got engaged and is planning her wedding for December 2023.

And Claire got married, whilst also finding time to publish three children’s books!

CANDIDATE SPOTLIGHT

Senior Practice Accountant – £40 – 45k Ellesmere Port

  • Degree 2:1, BA (Hons) Accounting and Finance, ACCA Practising Certificate, ACCA Qualification – first time passes
  • Preparation and review of accounts and tax returns for sole traders, partnerships and limited companies
  • Preparation and review of self-assessment and corporation tax returns
  • Preparation of VAT Returns and payroll including completion of year end P11, P14, P35
  • Represented clients during HMRC enquiries and investigations
  • Successfully agreed Settlement figures with HMRC saving clients’ £000,s in tax and NIC

TRENDING NEWS

  • More than 100 UK companies have made a permanent move to a 4-day week
  • National living wage will be increased to £10.42
  • Barratt Homes gives staff second £1,000 cost-of-living payment
  • National Grid rules out UK-wide blackout plan
  • Plans underway for Liverpool hosts of Eurovision 2023

Just for LOLS

Jobs we’re glad aren’t a thing any more…

Billy Boy – these were the young apprentices of trades folk who would essentially be there to make the tea. Thank goodness our apprentices are given more responsibility in today’s world.

Fun Fact

A whole orange will float on water but sinks if you peel it.

Jo’s TOP TIPS

Recruit outside the box!

If you have a role to fill, it’s easy to think of finding a carbon copy of yourself. However, our clients have had great success either recruiting outside of their industry, recruiting a young person with no experience or an ex service/care professional.

So why take a chance?

  • Gain a fresh perspective on your industry
  • Graduates quick with tech
  • Focussed on future development not only for themselves but your business

Want to discuss further? Contact us

⇽ Back To News

JF Recruitment November Newsletter

Across the span of three years, the pandemic has irrevocably changed how we work.

We’ve faced lockdowns, social distancing, home working, Brexit, new political leaders, and so much more. As things begin to settle down, we are starting to get an idea of what the new version of normal might look like.

Many employers have taken advantage of the appetite for hybrid or home working to reduce the spend on office space, while others still prefer the traditional approach. The statistics are in, and we’re starting to be able to make sense of what the future holds.

The Future of the Office

The Chartered Institute of Personnel and Development (CIPD) and the Office for National Statistics (ONS) have released studies that capture a vivid snapshot of the new working landscape. These studies showed that around 80% of employers allow hybrid working. Within this grouping:

  • 44% have no expectation to work in the office.
  • 60% reported improved staff wellbeing
  • 41% reported increased productivity.

Despite all of this, there is still a use for the office. A recent survey by LinkedIn has highlighted how the office can mirror the needs of a perpetually changing work environment to reinvigorate itself. Those in the market for workspace are looking for:

  • Collaborative workspaces (27%)
  • Dedicated desk spaces – hotdesk (43%)
  • Wellbeing and recreation spaces (22%)
  • Sustainability and ventilation (8%)

It’s clear that modern offices need to provide a collaborative environment that fulfils people’s needs, accommodating both the individual and the group.

If you would like to survey your team, or find out more, feel free to email Claire for more information – claire@jfrecruitment.co.uk

JFR NEWS

Our team has been staying ahead of the curve to understand the future of the marketplace.

  • Attending webinar events
  • Training extensively
  • Reaching out to trendsetters both locally and nationally
  • Talking talent strategy

We’ve also been considering the charities we want to support next. We’ll be announcing them soon.

CANDIDATE SPOTLIGHT

HR Assistant/ Officer –  £24k – Chester

  • Currently studying CIPD Level 5
  • Generalist background
  • Personnel files, letters and special requirements
  • Recruitment assistance including job boards, right-to-work checks and CV screening
  • New starter training/ induction and assisting with H&S
  • Note-taking and Minutes of meetings including absence management and disciplinaries
  • GDPR and Confidentiality
  • Payroll queries and holiday requests

TRENDING NEWS

  • New PM – Rishi Sunak’s first week underway
  • Aldi expands menopause support with manager training
  • House prices fall for the first time since June 2020
  • Elon Musk buys Twitter and fires it’s board of executives

Just for LOLS

Jobs we’re glad aren’t a thing any more…

A leech collector – back in the 19th century there was a growing demand for medicinal leeches, thankfully not so much now.

Fun Fact

When David Attenborough was controller at BBC2, he spearheaded the fight to get Wimbledon broadcasted in colour. Turning the previously white tennis balls into their famous neon yellow.

Jo’s Top Tips

Get your team on your socials. 85% of our candidates say that working in a good team is important.

Allow employees to appear on your social media. Interview them, video them, and ask them what they like most about their workplace. When employees research your business, we want them to see who they will be working with.