Colman’s to leave Norwich

Its sad news that Colman’s will be leaving their base in Norwich after a 160-year association with the city.  113 jobs are at risk with the decision to relocate production to other parts of the UK and Germany.  The decision had been on the cards after Britvic, with whom Colman’s share their Norwich site, had confirmed they would be relocating their operations elsewhere.

Owners Unilever have confirmed they will be retaining “Colman’s of Norwich” as part of their branding and to maintain the historic link between the brand and the city.  They have also confirmed there is a proposal to invest in a new state-of-the-art-facility where they will mill and pack mustard powder and process mint.

The factory is due to close at the end of next year, however GMB have indicated that c40 jobs will transfer to other UK sites, with potentially 20 transferring to the new milling site.

The BBC article covering the closure can be found here – http://www.bbc.co.uk/news/uk-england-norfolk-42569750

The threat of Redundancy is a difficult time for anyone affected by it.  At RAD Business Support we are always happy to offer any advice or guidance to anyone unexpectedly finding themselves entering the employment market .  Our recruiters are highly experienced across a variety of industry sectors and are always willing to give practical and straight forward advice in terms of CV Writing and job search strategy.  We might not always be able to help you directly with a new opportunity, however we are always happy to have a chat and pass on our knowledge and experience to help you with your job search.  You are also able to complete our Video Interview registration process, which you can also use to support your direct recruitment activities.

You can get in touch at 01603 919019 or email me directly at paul@radbs.com

 

“Paul Withers is an experienced Recruiter with extensive exposure gained across a diverse range of industry sectors. Equally happy working at entry through to director level, he is well placed to advise on any recruitment or job search challenges that you may be currently facing.

Please connect with him on Linkedin |Twitter |Facebook |Instagram

Why have we reduced our recruitment fees?

There is no secret that recruitment fees are often seen as excessive, however this is usually a result of the way that agencies choose to sell and recruiting companies choose to buy their third-party recruitment services. Most assignments are agreed on a contingency, multi-agency agreement.

This means that several agencies work on a position and the one that successfully fills it, is the one that can invoice for the service. In theory, you would think that this competition is a good thing. In reality, it is a race to the bottom, with quality quickly out of the window and KPIs such as speed of CV send winning the day.

It is not that anyone sets out to do a bad job, it is just a case that in these situations there is not the time to write quality advert copy, create a long list, carry out thorough assessment and therefore present a quality and relevant shortlist of candidates. Agencies working on this basis, will report a fill rate of c 1 in every 4/5 vacancies, with every successful placement in effect compensating for the assignments where no revenue was produced.

If, however a recruitment business was to fill every position that they worked on, then it makes sense that their fee could be significantly lower than the standard terms we see in the market today. The traditional contingency, multi agency model does not allow this to happen and so in our view is no longer fit for purpose.

We realised that if we work exclusively with our clients, we would benefit from significantly higher fill rates than average. When combining this with our ability to work flexibly, using technology to reduce our operating costs, we understood that we would be much better off working with fewer clients but in a much more mutually beneficial arrangement.

In short, we get exclusivity allowing us to do our job properly and increase our fill rates.  We work with clients that want to work with us and in return our clients get a very competitive fee arrangement and importantly the full attention of a highly-experienced recruiter.

It’s the classic Win Win!

RAD Business Support invoice 10% + VAT of the annualised salary for all successful recruitment assignments. We ask for 14 days exclusivity to allow us the time to compile a quality shortlist and also offer a competitive replacement policy.  This has worked well for us on a number of assignments with success recruiting across the range of commercial functions, and at all levels, including roles such as Financial Controller, Product Manager, Sales Executive, Marketing Assistant, Customer Service and Administration Assistants as well as a number of Graduate roles.

You can register your vacancy here or give us a call on 01603 919019 and we will happily discuss this further with you.

Free CV Review

Want us to review your CV? The send it to hello@radbs.com!

Over the last few weeks we have worked on several roles where we received a high volume of applications. This is not normally a bad thing, however what was quite striking was the number of poorly presented applications.  Fortunately for us, our video interview solution helps us to process these applications quickly and efficiently.  It did however get me thinking about the likely chance of success for these candidates that are applying for roles where the selection process follows a more traditional manner.

It is of course very difficult to write one CV that is perfect for every job application that you are making.  Therefore each application should be tailored to highlight your relevant experience for the position you are applying for.  It is all too easy to get carried away with the number of jobs that you are applying for and letting the quality of application slide.  In my opinion you are better off to make 5 good quality applications, where you have spent time to highlight your key skills, than rush through 10 or 15 poor quality applications.  It might make you feel better that you have covered more ground with the higher number of applications, however you need to be realistic in terms of how much success you are going to achieve from this. Invest your time wisely and make strong applications for jobs that you are suitable for, rather than flooding the market with your CV and then getting disheartened when you do not have much success.

The cold hard truth of the situation is that HR, Recruiters and Hiring Managers are all very busy people.  If they are receiving high levels of applications and you have not made it easy for them to see how you could be a good fit for the role, then there is a high chance they will move onto the next application.  If you have not spent any time on your application, then you can’t really expect much back from them in return.

The good news is that you don’t need to do too much to improve the effectiveness of your CV.  Just think about the person reading it and then make it as easy as you can from them to understand your experience.  The first point is to avoid using and fancy fonts and formats.  Although they might look very nice, they can sometimes make it more difficult to process the information.  The second key point is to tailor your CV for each role that you apply for.  Every different job will have a different set of key skills and so it is important that you clearly demonstrate how your experience is relevant. The job description will highlight a number of key competencies and so use these to feedback your relevant experience.

You can see an example layout here

We are happy to help people with feedback on their CV.  We will give you practical and straight forward advice on how to present your application in the best possible light.  You can further improve your candidate profile, by completing our video interview process and using this to inject your personality into the process.  For any candidates struggling to return to work following redundancy, maternity etc, then we are also able to schedule a time to work through some tips to improve your overall job search strategy.  Get in touch with us at hello@radbs.com

 

 

Bartender/Mixologist – Part Time

 

In 1988 Tom Cruise brought us the hippy hippy shakes and stole the show as a business student working as a part time bartender in the film Cocktail.  Under the tutelage of expert mixologist Doug Coughlin he quickly learns the tricks of trade and goes onto become a star of the New York bar scene.  We have a “similar” opportunity for you!

 

In the spirit of full disclosure, we do have to advise that at no point will this job be based in New York (it’s on a pretty cool converted bus though) and Ryan the boss is no Bryan Brown.  Apart from that though it’s pretty close.

 

You will join a friendly team of new colleagues who will help you through a period of intensive training to ensure your success as skilled bartender and mixologist. 

 

Initially the role will be to cover a number of events throughout November and December, with scope for this to extend into the new year. This is a part time opportunity working evenings and weekends, with pay dependent on experience. 

 

Ideally you will have some previous bar experience, however what’s most important is a positive attitude and well-developed communication skills. It’s hard work, but will give you new skills and has got to be a better gig than most part time jobs available.

 

Send your application to hello@radbs.com and once we have received your application, we will send you a link to complete the short video interview process.

Posted by / October 9, 2017 / Posted in Jobs

Video Interviewing Tips for Job Seekers

Using Video Interview technology as part of your job seeking strategy is an awesome way to stand out against your competition.

We use a simple 5 minute (5 x 1 minute questions) video interview to allow our candidates the opportunity to bring their application to life.  The harsh reality of many recruitment processes is that the recruiters receive too many applications to undertake an overly detailed screen of all applications.  They will shortlist against rigid criteria in order to be able to work through the response.  This is particularly relevant if we look at roles which do not require too much work experience, such as graduate/entry level roles.

Imagine being the hiring manager and receiving 100 CVs of candidates that for all intents and purposes look the same. At the risk of being overly simplistic, they just want to find someone who can do the job and who will turn up on time and get on with it.  In order to get to this point they need to shortlist the applications and to do this they need selection criteria.  The nature of early career level positions means that work experience will be limited and so often the selection criteria used is factors such as academic grades achieved, where you went to Uni etc.

Although this is useful information, it does not bring any level of personality into the mix.  When we consider long term success in a role, we all know that personality goes a long way and so it is a shame that employers are potentially missing out on strong candidates because they have been screened out purely on academics etc.

The good news is that video interviewing allows the employer to make better informed decisions as they can assess a candidate’s personality/ communication ability etc alongside their paper based qualifications.

We do not have a candidate database like the traditional high street agencies that you will be familiar with.  We are not going to give you the sales patter about how we represent every single company in your local town.  We work with our clients exclusively on an assignment by assignment basis and work closely with them to secure the best people for their vacancies.  This however does not mean we can’t help you.

We place great emphasis on making a positive impact to the communities in which we operate. We have significant recruitment experience gained across many sectors and are happy to share this with you and help you with your job search strategy.  Our video interview solution is available to you free of charge.  You can attach the personalised URL to any job applications that you make, whether with us or direct to employer adverts.  You have complete control over your information at all times, we will not share it with anyone without your permission and you can request to cancel the link at anytime.  We can also share with you some interesting strengths and personality profiling tests as well as have a look over your CV for you.

Sometimes trying new things can be daunting, however the process is really simple and you have complete control over it at any time.  Check out the process at www.radbs.com/register-with-us and take the first steps to supercharge your job searching strategy!

Finally a few tips regarding preparation for your video interview.

“Paul Withers is an experienced Recruiter with extensive exposure gained across a diverse range of industry sectors. Equally happy working at entry through to director level, he is well placed to advise on any recruitment challenges that you may be currently facing.

Please connect with him on Linkedin |Twitter |Facebook |Instagram

What is a fair Recruitment Fee?

One of the big questions when engaging any third party supplier is – How much does this all cost?

There is no secret that recruitment fees are often seen as excessive, however this is usually a result of the way that agencies choose to sell and recruiting companies choose to buy their third party recruitment services. Most assignments are agreed on a contingency, multi agency agreement.

This means that a number of agencies work on a position and the one that successfully fills it, is the one that is able to invoice for the service. In theory you would think that this competition is a good thing. In reality it is a race to the bottom, with quality quickly out of the window and KPIs such as speed of CV send winning the day.

It is not that anyone sets out to do a bad job, it is just a case that in these situations there is not the time to write quality advert copy, create a long list, carry out thorough assessment and therefore present a quality and relevant shortlist of candidates. Agencies working on this basis, will report a fill rate of c 1 in every 4/5 vacancies, with every successful placement in effect compensating for the assignments where no revenue was produced.

If however a recruitment business was to fill every position that they worked on, then it makes sense that their fee could be significantly lower than the standard terms we see in the market today. The traditional contingency model does not allow this to happen and so in our view is no longer fit for purpose.

We endeavour to work exclusively with all of our clients, meaning we benefit from a significantly higher fill rate than average. We also work flexibly, using technology to reduce our operating costs, meaning we are able to pass on these savings to our clients in the form of a highly competitive fee arrangement.

With this in mind, if a recruiting client engages with us exclusively for a period of 14 days then our fee for recruitment services will be reduced to 10% of the annualised salary. This has worked well for us on a number of assignments with success recruiting across the range of commercial functions, and at all levels,  including roles such as CFO, Senior Product Manager, Sales Manager, HR Business Partner, Customer Service and Administration Assistants as well as a number of graduate roles.

Of course we would be more than happy to discuss this with you, however even if you have established relationships, then why not discuss this with your current partners. If more of our colleagues in the recruitment industry start operating like this, then it will be a better place for all of us to do business.

Wouldn’t it be nice for the focus to return back to quality of service and not simply how fast you can email a CV!

How To Write A Good Cover Letter

 

Learning how to write a speculative cover letter successfully can really pay off if you are looking to switch jobs or gain a step up in your career path. It shows you are pro-active, keen and can even get you considered for roles that are not advertised yet.  Getting the tone of a cover letter right, especially a speculative one, takes a lot of consideration. This article help you to:

  • Address the letter to the right person
  • Format it correctly
  • Say why you are a good candidate for the company, the position or the department.

Applying for a job without a formal invitation to do so does not mean that you are being presumptuous, so go for it!

Who to address a prospective cover letter to

When you are writing a cover letter for speculative application, it is advisable to address it to an individual if possible. Avoid sending a speculative cover letter to the HR department of a company or the sales director since these are likely to get nowhere.

Find out who the hiring decision maker might be in your field and address that individual directly. This may mean phoning to find out or looking up the relevant personnel details from the corporate website.

Bear in mind that addressing a prospective cover letter to the right person has twin benefits. Firstly, it will help you to get noticed by the right person. Secondly, it will show that you have done your research and this will demonstrate your professionalism in its own right.

How to format a speculative application

By setting out your cover letter formally, you stand a better chance of your speculative application succeeding. This means adding your name, address and the date on the top right and the addressee’s details below this, on the left. Begin with ‘Dear…’ and end with ‘Yours faithfully,’ which is the correct format if you don’t happen to already know the person you are writing to.

In the body of the letter, add three or four paragraphs. Begin by explaining that you are looking for work and try to be as specific about the sort of work you want, ideally highlighting why this means you have identified the company you are writing to as a potential employer.

Make a quick summary of your skills and what benefits you could bring to the organisation or company you are writing to. Separate each paragraph with a line break to make them more accessible and easy to read. Choose a professional looking font and avoid emoticons and slang.

What to say about yourself

When you are being speculative, it is best to keep your options open, so don’t focus on one particular skill or qualification. Showing that you are an all-rounder can be much more effective than being a specialist.

Key information, such as stating that you are a second-jobber looking for career progress, can be helpful. These details are a chance to say that you are ambitious – something that most prospective employers want to hear. Make sure that you include a preferred means of contact, ideally your phone number or email address.

Don’t sit back and think the job is done once your cover letter has been created and sent off. Follow up any that you send with a phone call after about one week. Even if your letter hasn’t been read yet, this can help to personalise your contact and increases the chances of a positive outcome.

 

Post courtesy of Monster and can be viewed here

Posted by / February 15, 2017 / Posted in News

14 Tips On How To Make A Good Impression At Interview

How to make a good impression

Generally, you should:

  • Be well-mannered with any staff that you meet before the interview, secretaries and PA’s are often held in close confidence of their bosses. They are often asked their opinions, it’s important to keep in high regard with them…..
  • Give a confident handshake to your interviewer(s) before and after, try and get a feel for the persons hand, not everybody shakes hands like Schwarzenegger. Not too hard and not too soft, just like a boiled egg, is the way I like to gauge it.
  • Answer questions clearly and concisely, do not babble and don’t necessarily say the first things that come into your head
  • Be as enthusiastic as possible, but not too enthusiastic. It is easy to get carried away and talk about stuff that isn’t relevant. Paul will tell you I am the worst at this!!
  • Avoid talking about any personal problems, although the interviewer may show empathy, it sadly isn’t relevant to the current situation.
  • Display positive body language, speaking clearly, smiling frequently and retaining eye contact.
  • Don’t badmouth any previous employers. This is a big no no, under no circumstances do this, your interviewers may already know that you don’t work for a great employer, however they will also be thinking, if this guy bad mouths his current employers, what might he say about us……It never comes across as very professional.
  • Highlight your best attributes, experiences and achievements, based around the skills that you’ve identified as important to the organisation, and evidencing them with practical examples.
  • Inform your interviewer(s) that you’re available to answer any follow-up questions;
  • Let your personality shine, this is what the interviewer wants to see, that want to see you…..answering the questions confidently is 50% of it, the other 50% is you and how you act.
  • Relax and sit naturally, but without slouching in your chair or leaning on the desk. Sit up straight, just like ypur mum told you too.
  • Ask relevant, thought-provoking questions at appropriate moments, as this can show that you’re genuinely interested in the role and really listening to the interviewer;
  • Show your hands, as this is a sign of honesty;
  • Wear smart attire appropriate to the surroundings. Basically this means if you are going to a social media start up, they would probably not be wearing a smart business suit and vice versa if you are going to a graduate job at a bank, they probably wont be wearing hoodies and a snap back……Do your homework……….

The Most Important Question to Ask at a Job Interview

There are just 24 hours in a day. Eight of those should be taken up by sleep. Of the remaining 16 hours, a normal 9-5 job will claim another eight. Add on 55 minutes (the average time spent commuting), then another 88 minutes (the average amount of unpaid overtime) and five days a week you’re spending 65% of your waking hours at work.

That’s an awful lot of time to spend being miserable if you hate your job.

Solution? Pick a job you enjoy. It sounds simple because it is simple. Enjoying your job is not about huge paycheques or impressive-sounding job titles. It’s about something you can discover with one easy but very important question:

How would you describe your company culture?”

What exactly is company culture?
Company culture is the personality of a workplace. It includes everything from a company’s values and goals to their dress code and after-work socials.

Imagine that you’ve applied for roles as a Widget Executive, and landed interviews at two separate companies. At Office One everyone is wearing suits and working at identical-looking desks. Senior management are sequestered off into plush, private offices and seen by appointment only.

At Office Two, you find T-shirted staff having a boisterous meeting on beanbags. One of the trainer-clad recliners is the CEO, but it’s impossible to tell which one at first glance.

These two companies could be offering an identical job title and salary, but you clearly wouldn’t have the same experience at both. The difference is their company culture.

Why is company culture so important?
Think about it like this: a job is the professional version of a relationship. If you went on a first date and found that you and your partner had clashing personalities, disagreed on everything, and found each other’s talk offensive, it’s unlikely to be a pleasant experience.

Taking a job at a company with a culture that doesn’t suit you is the equivalent of marrying that date. It’s just not going to end well.

Which company culture is best?
Whichever one is best for you.

Everyone is different, and everyone likes to work in different ways. For every graduate who walks into a dog-friendly office and thinks all their dreams have come true, there’s a graduate for whom being confronted with a 9-5 Fido is the stuff of nightmares.

The trick is to work out what sort of company you want to work in. Do you like working independently, or in a team? Would you find a hands-on management style helpful or suffocating? Do you think success comes from high expectations or from careful nurturing? Does wearing a tie make you feel professional or uncomfortable?

Make a list of your priorities and your deal-breakers. Which aspects of a company culture would make you particularly keen to work there, and which cultures do you know you couldn’t thrive in? At interviews, quiz the hiring manager on these elements, and give substantial weight to their answers when making your decision about whether to accept a job offer.

Won’t it come across as nosy/pushy/weird?
No. Asking lots of questions about what it’s like working for a company shows you’re genuinely interested in working for that company. Hiring managers tend to like that.

You will need to phrase your questions neutrally (E.g. “How would you describe the management style here?” rather than “Are you guys those annoying micromanager types?”) but that should be common sense.

Are there other ways to find out about a company culture?
Yes! Always start with your interviewer; they’ve got the insider’s track and an interest in answering your questions. But don’t stop there.

If you didn’t see the office on route to your interview, ask if you can have a look around before you leave. You’ll get the general vibe in just a few minutes. If you’ve been offered the job and want to get more of a feel for the place, ask if you can work-shadow the department you’ll be working in for a couple of hours before deciding.

Another good tactic is to reach out to some of the other employees and get their thoughts on the workplace. Even if you don’t know anyone who works (or worked) for the company, you may have an acquaintance who does and can introduce you. The other option is to browse through some anonymous review sites like Glassdoor and Great Place to Work. Look for trends in the reviews rather than basing your decision on just one opinion

 

Article courtesy of  graduate jobs and can be read here

How to: Prepare for an interview

When it comes to an interview, you can never be too prepared…

Whether you’re new to job hunting, or you’re a well-practiced interviewee – thorough research and effective preparation is absolutely essential to guarantee interview success. Attempting to ‘wing it’ will only ever end badly (and/or in awkward silences).

We’ve already covered telephone interview dos and don’ts and video interview tips, but if you’re invited to a face-to-face interview – here are our top tips on how to prepare:

Getting started
First things first, you need to know what to prepare for.

Aside from giving you an insight into the role and organisation, good interview preparation will also give you some all-important confidence. Let’s face it, no-one likes surprises.

But what specific preparation should you carry out? Here are a few key things to cover:

Research the company
Look up your role
Find the address
Pick an outfit
Think of some potential questions your interviewer may ask
Prepare some potential questions you could ask at the end of the interview
101 interview questions you’ll never fear again

The week before the interview

Research the company

Interviewers expect candidates to have a good grasp of what their organisation does – meaning your ability to research effectively is essential.

Consider aspects like: how big the company is, how it’s divided up, who their customers are, and who their main competitors are – as well as any recent developments or plans within the company.

With this knowledge, you’ll be able to add value to the conversation, whilst showing a genuine interest in what they do.

Read the job description

When it comes to interview preparation, the job description is your best friend.

Not only will a thorough examination of the duties and required personal qualities help you to understand more about what the role entails – it’ll also help you to recognise exactly what the employer is looking for.

Then, you can tailor your answers accordingly – coming up with tangible examples that prove you’re the best candidate for the role.

What job adverts really mean

Figure out the format

Interviews can take a number of forms – from one-on-one and group interviews, to position-specific tests, role plays, and psychometric questionnaires. And each one will require a different type of preparation.

Often, this will be explained when you’re invited to the interview, but there’s no harm in asking for more information if needed. Researching online to find out how the process has worked for other people in your situation will also help you to figure out what to expect.

Finding out who your interviewer(s) will be and researching their roles within the organisation will additionally help to reduce surprises on the big day. You can look these up on the company website, or try finding them on LinkedIn.

Competency-based interviews: What you need to know

Group interview tasks and activities

Write things down

Unfortunately, you can’t predict every interview question that’ll come up.

So instead of relying solely on memorised answers, prepare an additional list of your most relevant skills, attributes, and work experience. Each question you address will be an opportunity to provide some of this information to the interviewer.

That way, you can get be sure you’ll get your most suitable qualities across – even if the specific questions you were hoping for don’t come up.

What are transferable skills?

The day before the interview
Although you should have the bulk of your preparation done by now – that doesn’t mean there’s nothing to organise the day before.

Here are a few things to do:

Pick your outfit and try it on
Find a map of the location
Do a trial run to check the journey time
Put important information into a folder (e.g. your CV, portfolio, certificates, or any other examples of your work and/or qualifications)
Read and review the research you’ve done
Sorting out all of the above in advance will mean less stress on the day of the interview.

You’ll be sure your outfit fits, you’ll know exactly where you’re going, and with all of your important documents to hand – the interviewer will be able to see you’re prepared.

Even if you don’t end up needing examples of your work – they could turn out to be a great way to demonstrate a point or answer a question.

Pre-interview checklist

The day of the interview
By now, you should feel prepared.

All that’s left to do is get there on time, and put your preparation to good use.

Plan to arrive at least 15 minutes before your scheduled interview time – and if you’re going to be late for any reason, make sure you inform the interviewer as early as possible.

If you’re still feeling nervous – don’t panic. Here’s our guide to help you deal with stress in an interview.

article courtesy of reed.co.uk and can be read here