ESSRecruit

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Last in the series - Assessment Centres

Think of a recruitment assessment centre as a playground for job seekers!

But instead of swings and slides, there are group activities, tests, and interviews to determine who's the best fit for the job.

It's like a job interview on steroids, where you'll be asked to showcase your skills and abilities in a variety of ways. You might have to work in a team to solve a problem, give a presentation, or even role-play a work scenario.

And while it may sound intimidating, remember that everyone else there is in the same boat as you!

So take a deep breath, put on your game face, and let the recruitment assessment centre be your obstacle course to landing your dream job.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Investing in Workforce Training: Are you simply creating your competitor's future workforce?

Investing in workforce training is a common practice for businesses, but is it worth it?

The answer is a resounding "yes." Providing training and development opportunities for employees can lead to numerous benefits, such as increased productivity, improved job satisfaction, and a more competitive workforce.

By investing in workforce training, businesses can improve the skills and knowledge of their employees, which can lead to increased efficiency and effectiveness in their roles. This, in turn, can result in improved productivity and better customer service, ultimately leading to increased revenue for the organisation.

Providing employees with training opportunities has proven benefits including improved engagement and job satisfaction, leading to increased retention rates and a more positive workplace culture. When employees feel that their organisation is investing in their development, they are more likely to stay committed and motivated to perform their best.

But what if your trained staff leave? Have you simply invested time and money into training a competitor's workforce? Is it still worth it?
Absolutely. If you take the top-down view that your business is contributing to the improvement of overall skill levels within the industry, benefiting all companies, and competitiveness.

Yes, it is time-consuming and mentality draining, but what if your business could become the leader in its field by offering top-notch training? Imagine being the "business of choice" for trainees. You will have the very best, most motivated, and most talented individuals in your workforce for 2 – 3 years, possibly longer. How would that legacy improve your business?

If you can access training grants or funding too it could be a win–win.

Remember that the trend in the job market is that candidates may only stay in a job for a short period. Typically, 3 years. In a strong job market, candidates may have numerous job offers and be more likely to switch jobs for better pay, benefits, or job security. Having a conveyor of top talent means you don't need to break wage structures to compete with bigger companies with deeper pockets.

It's not an easy choice, but we all have a vested interest in making Scotland an attractive place to live and work with a highly skilled and developed workforce.
The benefits of providing training and development opportunities far outweigh the costs and can lead to a more productive, engaged, and competitive workforce.

Contact ESSRecruit today to chat about recruitment and staff retention. https://essrecruit.com/contact-us/

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Talent Acquisition

Talent acquisition is like a game of chess, where you strategically move your pieces to capture the best players in the game and win the ultimate victory for your company.

A more formal definition would be that Talent Acquisition is the process of identifying, attracting, and hiring the right talent to meet the needs and goals of an organisation.

It involves building a pipeline of qualified candidates, creating a positive employer brand, conducting interviews and assessments, and ultimately selecting the best-fit candidates for the job.

The goal of talent acquisition is to ensure that the organisation has the right people with the right skills and experience to drive business success and achieve long-term goals.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Talent Pools

A recruitment talent pool is like a big, cool, swimming pool, but instead of water, it's filled with talented people!

Employers can dip their toes in and splash around to find the best swimmers to join their team. And just like a real pool, the deeper you dive, the more treasures you'll discover!

More practically, a recruitment talent pool refers to a group of pre-screened and qualified individuals who have expressed interest in working for a company or changing jobs.

It's a database of potential candidates who possess the necessary skills, experience, and qualifications for a particular job or industry. Recruiters can tap into this pool to identify and engage with passive candidates, reduce the time and cost associated with sourcing new talent, and fill open positions more efficiently.

Essentially, it's a strategic approach to recruitment that involves building relationships with potential candidates before they are needed.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Passive Candidate

The passive candidate is a conundrum!! 😕

They are not actively looking for a job, but are still open to the idea of a new opportunity. They're not exactly hiding, but they're not jumping up and down with a "hire me" sign either.

If you want to recruit a passive candidate, you might need to do some sleuthing to find them and lure them out of their current job. Just remember to keep it subtle, because you don't want to blow their cover!

If you want to find them, you need to ensure your LinkedIn connections are up to date. You'll also want to speak to colleagues and peers, past and present to ask for recommendations.

Get out to relevant industry networking events, you never know who you might meet.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Culture Fit

Culture fit is like finding the perfect puzzle piece to complete your team picture. It's when a new hire's personality, values, and work style aligns so well with the existing team that it feels like they've been there all along.

Think of it as the professional equivalent of finding your soulmate but for your workplace!

It's important because having employees who share the same values and beliefs as the organisation can lead to greater job satisfaction, better performance, and a happier team.

Some businesses will use personality profiles such as "Insights", "Myers Briggs" or "SHL" to scientifically look at your working styles. Others simply use the "Lunch Test" where candidates will sit down in an informal environment with their potential colleagues and see how everyone gets along!

Remember! Culture fit is not cultural. It should never be used as a way to discriminate against candidates based on their race, gender, religion, or other protected characteristics!!!

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LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Did you know, Recruiters often don't get paid for the work they do?

Ok, so I know this is going to open up a can of worms!

And before I start, I want to clarify that this article refers to permanent, contingent recruitment, not contract or temporary. That's a future conversation.

So what is permanent, contingent recruitment?

Contingent recruitment is a type of recruitment process that I, as a recruiter, often use to help my clients find the right candidates for their job openings. But what you might not realise is that with this approach, I (ESSrecruit) only get paid if I manage to place a candidate in the job. Think, "No win, no fee".

When a client comes to me with a vacancy, I work closely with them to figure out what the job entails and what kind of person they're looking for. Then I dig into my networks and resources to find suitable candidates who fit the bill.

Once I've shortlisted the top candidates, I present them to my client for consideration and manage the interview process.

If they end up hiring one of the candidates I found, I get paid a fee based on our agreed terms.

Sounds good!?

Well, it's not quite that easy. There's always the chance that the client won't hire any of the candidates I present, even though I've invested a lot of time and effort into the search. The result being I / we don't get paid.

There can also be some competition in that multiple agencies may be involved in the same search. So before you start your chances of filling the role are already diminished. As a client, what you have created is a "race" for candidates which inevitably means a compromised process based on speed not quality.

At ESSRecruit, we are either very lucky or very good at what we do, depending on your viewpoint! We know we work best in 1-2-1 recruitment processes, or where we can at least be given a short period of exclusive to conduct a proper search. In this scenario, we typically fill 93% of the vacancies we handle.

But I am aware of instances where recruitment agencies are only getting paid for a third, or a quarter of the vacancies worked. In real terms, this means up to 75% of their work completed goes unpaid.

For this reason, although contingent, multi-agency recruitment may look attractive, as a client you must understand the potential risks involved. Recruitment agencies may not put in the same level of effort and resources as they would for an exclusive deal, or retained search.

Food for thought when selecting a recruitment partner.

My advice. Select a recruiter with the same diligence as you would any other supplier. Don't be 'sold to', check the recruiter's track record and seek informal references from your networks.

Cultivate the relationship and create a partnership that benefits both parties. You'll be amazed at the difference it can make to your recruitment efforts.

Get in touch today if you want to chat more about recruitment https://essrecruit.com/contact-us/
https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - The Hidden Job Market

The hidden job market might sound like a secret club for job seekers, where the jobs are exclusive and the only way to get in is by knowing the right people. Or like trying to get into a trendy nightclub - if you're not on the guest list, you're going to have a hard time getting in. 🤫'🪩

The reality? The hidden job market is simply job openings that are not publicly advertised or posted online. These jobs may be filled through word-of-mouth, internal referrals, or direct contact between job seekers, recruiters and hiring managers.

It's like a hidden treasure trove of job opportunities that are only accessible to those who are well-connected or who take the initiative to reach out and network. While it may require more effort and persistence to tap into the hidden job market, it can often lead to better job matches and higher chances of success in landing a job.

Make sure your LinkedIn connections are up to date, speak to specialist recruiters or get out to industry networking events (if you can).

Whatever you decide to do, develop and utilise your network to its best advantage.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.
https://tinyurl.com/26rkm27m

We'd like to wish a Happy Easter from all of us at ESS Recruit!

We will be closed on Friday 29th March and Monday 1st April but return to work non Tuesday 2nd April.

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - A Job Hopper

A job hopper is like a bee that can't quite decide which flower to land on! They flit from one job to the next, buzzing with energy and excitement, but never quite settling down.

But hey, maybe they're just searching for that one perfect nectar-filled opportunity!

In the context of recruitment, being a job hopper can be viewed as both a good thing and a bad thing, depending on the circumstances.

On one hand, frequent job changes can indicate that the candidate is ambitious, adaptable, and open to new challenges. It can also suggest that they are constantly seeking new experiences and opportunities for growth, which can be valuable qualities in certain industries.

On the other hand, job hopping can also be seen as a red flag for potential employers, especially if the candidate has a pattern of leaving jobs after only a few months. It may suggest that they lack commitment or loyalty, or that they struggle to adapt to new environments. This can make recruiters hesitant to invest time and resources in training and developing the candidate.

There are many reasons why candidates may appear to "Job Hop"; Company Culture, Relocation, Short Term Contracts or Redundancy name a few.

The most important thing to remember is, "Does my CV help the reader understand the "why" for each move"?

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LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Who holds the power in the hiring process: candidates or hiring companies?

The hiring process can be a nerve-wracking experience for both job seekers and hiring companies alike. One question that often comes up is who holds the power in the hiring process?

The candidate who is seeking employment or the hiring company who has the job opportunity to offer?

In this article, we will explore this question in more detail and examine the power dynamic between candidates and hiring companies.

The power dynamic

When it comes to the hiring process, both candidates and hiring companies hold a certain amount of power. The power dynamic between candidates and hiring companies can vary depending on the specific circumstances of the hiring process.

🙋‍♂️🙋‍♀️ Candidates can decide whether or not they want to apply for a job and whether or not they want to accept a job offer. They can also negotiate their salary and benefits, and in some cases, may have a greater bargaining power when it comes to negotiating job offers. For instance, candidates who have in-demand skills and experience may have more bargaining power than those who do not.

🏭🏢 On the other hand, hiring companies have the power to set the requirements for a job and choose which candidates to interview and ultimately hire. They can define the salary (based on budgets) and benefits for a particular role and may have more bargaining power when negotiating with candidates who have less experience or a less specialised skill set.

It's important to remember it's not a fight.! Both candidates and hiring companies need to approach the hiring process with a willingness to negotiate and communicate effectively to achieve a successful outcome.

- Candidates should be aware of their own worth and have a clear understanding of what they are looking for in a job.

- Hiring companies should be transparent about the requirements and expectations for a job, as well as the salary and benefits they are offering.

How can recruiters help? Think of us as Switzerland, a neutral party that can mediate to achieve a mutually beneficial outcome.

Ultimately, success in the hiring process comes down to effective communication, transparency, and a willingness to negotiate in good faith.

Follow us on social media for more advice, and job postings

LinkedIn (Link is https://lnkd.in/eqC_u_aP)
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https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Rockstar Candidate

A rockstar candidate is a maestro who has mastered the "dark arts" of their profession. They're able to conjure up brilliant solutions to complex problems with ease, and they can make the competition disappear with a flick of their guitar / keyboard. 🤘🎸

They're like rockstar celebrities, but instead of autographs, they sign contracts. And just like a rockstar, they're always in demand, and everyone wants them on their team.

If you have a Rockstar skillset expect to be courted but make sure you chose the opportunities that will benefit you and the employer.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Probation Period

A probation period in recruitment is a bit like being on a first date. You've swiped right but neither of you are quite sure if it's a match made in heaven just yet.

It's a trial period where you get to know each other better and see if you're a good fit for each other. 🧩

As a newly-hired employee your contract may state that you have a 'probation period', usually a few months, during which you are evaluated to ensure you meet the expectations of the company.

Probationary periods are a common practice but remember it works both ways in that its your chance to make sure the role and employer is a fit for you!

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LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

At ESSRecruit we are Recruiters. People ask us daily "What do Recruiters actually do?"

Let's take a closer look and see if we can shed some light on our day-to-day activities. In this blog post, we'll provide a simple explanation of what Recruiters typically do, as well as what they don't do.

Firstly, we wear many hats as we try to fulfil our aim to help employers find the best candidates for open positions and help job seekers find their dream job.

Here are some of the tasks and roles we play:

Detective: 🕵️‍♂️

- We source potential job candidates by searching through online job boards, social media, our networks, and our internal databases to find people who might be a good fit for the positions we are trying to fill.

Matchmaker: 🤝

- Once we've found potential candidates, we will screen them and conduct initial interviews to see if they have the necessary skills and experience for the job. If we think a candidate is a good match, we'll present them to the hiring business for further consideration.

Coach: 🫶

- We also provide guidance and advice to job seekers on resume writing, interview techniques, and other job search-related topics.

Negotiator: 🤼

- If a hiring manager decides to make an offer to a candidate, we can negotiate job offers and employment terms on behalf of the employer.

Relationship builder: 🧏‍♀️

- We build relationships with employers to understand their hiring needs and to stay up-to-date with industry trends and changes in hiring practices.

Of course, we can't guarantee job placements for job seekers. We can help you find job opportunities, but ultimately, it's up to the employer to decide who they want to hire.

What else can't we do?

- Did you know that it's illegal for Recruiters to charge job seekers a fee for their services? If any Recruiter asks you for money, run the other way!

- Recruiters also can't provide legal or financial advice to job seekers or employers.

- As you might expect, we can't discriminate against job candidates based on race, gender, age, or other protected characteristics.

Finally, Recruiters don't control the final hiring decision - that's up to the employer!

Next time you're job hunting, remember that Recruiters can be a great resource for finding job opportunities and getting advice on your job search.

Just be sure to keep in mind what they can and can't do, and you'll be on your way to success!

Follow us on social media for more advice, and job postings

LinkedIn (Link is https://www.linkedin.com/company/essrecruit/)
Facebook (Link is https://www.facebook.com/ESSRecruitEdin)
https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - "Salary Negotiable"

You may well think that when you see 'salary negotiable' on a job posting, it's the employer's way of saying,

"We're willing to haggle over how much we'll pay you to tolerate our terrible coffee and endless meetings....." 😲

While not wholly inaccurate, to give a more serious definition, 'salary negotiable' typically means that the offered salary is open to discussion and can be adjusted based on factors such as experience, qualifications, and job responsibilities.

It's an invitation for both the employer and employee to come to a mutually beneficial agreement on compensation.

Don't be afraid of 'salary negotiable' adverts – be upfront with your salary expectations, make sure you include all your relevant experience, and think about what you would accept as your lowest starting salary.

Follow us for more helpful tips, advice and job opportunities!
LinkedIn - https://www.linkedin.com/company/essrecruit

Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Temp to Perm - A Temporary to Permanent Job

"Temp to perm" is like dating someone you really like, but you're not quite ready to commit to a long-term relationship just yet.

So, you both agree to a trial period to see how things go. If everything works out and you're both happy, then you take the next step and make it official. In other words, it's like going from "casual dating" to "going steady" with a job! 💕💕

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - A Fixed Term Contract (FTC)

A Fixed Term Contract is like the job equivalent of a temporary tattoo - it's only meant to last for a certain period of time, and once it's done, it's done.

A Fixed Term Contract (FTC) is an employment agreement that specifies a set duration for which the employee will work for the employer. It's a commitment for a pre-defined period, after which the contract automatically expires, unless it's renewed or extended.

The employer and employee agree on the terms and conditions of the contract, including the start and end date, job description, salary, and benefits. While an FTC provides some job security, it also comes with limitations and job security beyond the contract's end date.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit

Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

https://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Last in the series - Assessment Centres

Think of a recruitment assessment centre as a playground for job seekers!

But instead of swings and slides, there are group activities, tests, and interviews to determine who's the best fit for the job.

It's like a job interview on steroids, where you'll be asked to showcase your skills and abilities in a variety of ways. You might have to work in a team to solve a problem, give a presentation, or even role-play a work scenario.

And while it may sound intimidating, remember that everyone else there is in the same boat as you!

So take a deep breath, put on your game face, and let the recruitment assessment centre be your obstacle course to landing your dream job.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

http://tinyurl.com/26rkm27m

Investing in Workforce Training: Are you simply creating your competitor's future workforce?

Investing in workforce training is a common practice for businesses, but is it worth it?

The answer is a resounding "yes." Providing training and development opportunities for employees can lead to numerous benefits, such as increased productivity, improved job satisfaction, and a more competitive workforce.

By investing in workforce training, businesses can improve the skills and knowledge of their employees, which can lead to increased efficiency and effectiveness in their roles. This, in turn, can result in improved productivity and better customer service, ultimately leading to increased revenue for the organisation.

Providing employees with training opportunities has proven benefits including improved engagement and job satisfaction, leading to increased retention rates and a more positive workplace culture. When employees feel that their organisation is investing in their development, they are more likely to stay committed and motivated to perform their best.

But what if your trained staff leave? Have you simply invested time and money into training a competitor's workforce? Is it still worth it?
Absolutely. If you take the top-down view that your business is contributing to the improvement of overall skill levels within the industry, benefiting all companies, and competitiveness.

Yes, it is time-consuming and mentality draining, but what if your business could become the leader in its field by offering top-notch training? Imagine being the "business of choice" for trainees. You will have the very best, most motivated, and most talented individuals in your workforce for 2 – 3 years, possibly longer. How would that legacy improve your business?

If you can access training grants or funding too it could be a win–win.

Remember that the trend in the job market is that candidates may only stay in a job for a short period. Typically, 3 years. In a strong job market, candidates may have numerous job offers and be more likely to switch jobs for better pay, benefits, or job security. Having a conveyor of top talent means you don't need to break wage structures to compete with bigger companies with deeper pockets.

It's not an easy choice, but we all have a vested interest in making Scotland an attractive place to live and work with a highly skilled and developed workforce.
The benefits of providing training and development opportunities far outweigh the costs and can lead to a more productive, engaged, and competitive workforce.

Contact ESSRecruit today to chat about recruitment and staff retention. https://essrecruit.com/contact-us/

http://tinyurl.com/26rkm27m

Recruitment jargon can be confusing and overwhelming, that's why we have created a series of light-hearted explainers to help job seekers and recruiters alike.

Next Up - Talent Acquisition

Talent acquisition is like a game of chess, where you strategically move your pieces to capture the best players in the game and win the ultimate victory for your company.

A more formal definition would be that Talent Acquisition is the process of identifying, attracting, and hiring the right talent to meet the needs and goals of an organisation.

It involves building a pipeline of qualified candidates, creating a positive employer brand, conducting interviews and assessments, and ultimately selecting the best-fit candidates for the job.

The goal of talent acquisition is to ensure that the organisation has the right people with the right skills and experience to drive business success and achieve long-term goals.

Follow us for more helpful tips, advice and job opportunities!

LinkedIn - https://www.linkedin.com/company/essrecruit
Facebook https://www.facebook.com/ESSRecruitEdin to keep updated.

http://tinyurl.com/26rkm27m