Employers

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Recruiting good staff is never easy.

It’s time-consuming to place adverts, sift CVs, arrange interviews, and then there’s the difficulty in assessing a candidate’s suitability for the role.

That’s where we come in.

Our aim is to make the recruitment process as straight-forward as possible. That means you tell us about the sort of person you want to recruit, and we get busy finding them.

We put forward only genuine candidates for interview

We won’t waste your time. Our selection process is more thorough than most - only candidates with the right skills, experience and attitude will be put forward for interview, and that’s a promise.

Most of our business comes through referral, so we want you to be happy with every aspect of our service. That means we go the extra mile to recruit the best staff for you in a professional and friendly manner, offering unbeatable value for money.

HOT CANDIDATES

First Box Content

Diane (Warrington)
Office Manager

• Managment of a small team of 3
• Setting and review of the company Pricing Policy
• Completion of H & S Questionnaires
• Preparation of quotations and negotiation of payment terms with contractors
•Key part of the Business Improvement Committee

Second Box Content

Chris (Yorkshire)
Audio Visual Engineer

• Immediately available
• 14 Years experience in the field
• Lead Engineer with installation/service experience
• Visual displays, video conference, audio, Extron control systems, SC cleared

Third Box Content

Amanda (Bromborough)
Sales Administrator

• Immediately available
• 16+ Years in a sales order processing position
• Experience of export paperwork
• Provided quotations & processed orders through to delivery
• Liaised with warehouse & external hauliers

NMS Media

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NMS RECRUIT LAUNCHES NEW WEBSITE TO FAST FORWARD TO JOB OPPORTUNITIES

NMS Recruit launches new website to fast forward to job opportunities NMS RECRUIT has launched a new website to fast-track employers and job seekers to employment opportunities in Commercial, Telecoms and the Energy sector throughout UK. Focusing on speed and easy access to jobs, the website has also been designed to act as a “one-stop-shop” with business news, helpful information about current employment trends and statistics, tips on CV writing and success stories from employers and candidates. It’s also easy to navigate, has a vibrant, modern feel and has a Meet the Team section for customers to get to know, and build successful working relationships with, NMS staff. Operations Manager Lisa Carew said: “The new website reflects our approach here at NMS to make the process of recruitment – for employers and job seekers alike – as efficient and effective as possible. “In an environment where speed is essential to perfectly match the position and the candidate, our jobs page is immediately updated as soon as vacancies come in. We’ve made a specific point of highlighting our recruitment process and made it easy for people seeking work to apply for jobs – and they can get alerts for future vacancies too. “We wanted our new website to be bright and easy to get around, to be attractive to employers and for those looking for work. However, the main issue was for our available jobs to be highly visible and for candidates to have no problems at all in applying for them. “I’m delighted to say we have achieved this with our new ‘shop front’ which is another exciting step forward for our expanding business.” The new website for NMS Recruit, which is part of the Russell Taylor Group of companies, is at www.nmsrecruit.com

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THE CHALLENGE OF CHANGE THAT FINDS AND KEEPS A PRODUCTIVE WORKFORCE

THE challenge of change is driving NMS Recruit to open up new doors to handling the skills gap agenda. Finding, keeping and growing have become the business’ major focus as it sees change in its own industry as a model for clients seeking hiring solutions. Lisa Carew, Operations Manager at the Bromborough-headquartered business, explained: “Recruitment is one of those industries where changes in operational practices have been monumental. “Historically, our businesses are based on old methods – in many cases going back to the 1950s and 1960s when the post-war boom’s rise in white-collar workers resulted in the creation of the country’s first recruitment agencies. “Those were the days of letters in the post, faxes and the weeks of waiting for job offers and acceptances. But fortunately, a whole world of technological advance and innovation has made us one of the most efficient operations in commerce and industry, with rapid turnaround – particularly at NMS – allowing us to fill vacancies and place people in employment in only a matter of days. “Personal experience of managing change in their own fast-paced environment means recruiters are now able to speedily find the right candidates so that clients hiring have the perfect match of employees, ones they can keep and grow with them. “With the skills gap at the top of most business’ agenda, nothing is more important today than sourcing the right workforce for them so they can retain people and build their skills to achieve economic growth.” As Lisa continues driving the NMS Recruit operation forward in its growing marketplace, she looks back on the major changes within the recruitment industry that have impacted on its delivery of quality service. From post box to inbox Recruiting timelines have been unimaginably cut since the days of job seekers responding by letter to apply for vacancies then employers posting out their offers and waiting for replies. Thanks to email, post and fax are now a thing of the past and there’s a constant direct line of rapid communication between recruiter, client and candidate. NMS Recruit was, in one particular case, at the CV stage of recruitment on the Monday, interviewing the following day and the candidate starting work on the Wednesday. In the current candidate-driven market, speed can be essential to getting skilled candidates in place as good quality people – those who are in high demand - looking for new employment. Chances are a candidate may have a couple of other job offers in the pipeline so a client cannot afford to sit back and wait throughout a long selection process. If companies aren’t quick to hire the talent they want, someone else will get in there first. Technology: the greatest change This has been the area of greatest change for recruitment. Thirty years ago, the only technical means of communication between a recruitment agency and an employer would have been by post, telephone, fax or telex. There was no email then and no mobile phones. Employers advertised vacancies in local or national newspapers, trade press or job directories and there were no job boards, no websites and no social media. A survey has shown that social media for hiring purposes is now at an all-time high with 92 percent of companies using platforms such as Twitter, LinkedIn and Facebook for recruitment. Customer relationship management software, using data analysis about customers' history to improve business relationships, allows recruiting to become faster, better and more efficient. Video interviews, conference calls and Skype all contribute to quicker recruitment with no barriers to time or location. Candidates in driving seat Candidates are today the ones often in the driving seat and able to command more than just the best salary they can get but the whole jobs package, such as flexible working and career development plans. Some are often receiving multiple job offers and, if an employer can’t offer what they are looking for, they’ll ultimately lose them to a competitor that can. With unemployment at an all-time low, candidate attraction is high on the agenda for many businesses. The speed of the interview process and information provided to the candidate prior to interview is therefore crucial. A lot of potential employers lose candidates due to their hiring process taking too long between each stage as top candidates are being offered something better elsewhere. In a slow recruitment operation, it’s obvious that the top candidates are going to be the ones who quickly withdraw from the process, leaving only the weaker ones behind. Also, every day that a job vacancy is left unfilled can mean a company experiencing a reduction in productivity. However, fast turnaround should never mean quality of candidate selection becomes compromised. It is important that the recruiter knows the specific requirements of its clients and candidates in equal measure so that the right person can be put in place as quickly as possible. Technology is obviously a boon here but, in the end, everything focuses on having a real personal rapport with the hiring business and those looking for employment. Communication is key so that every detail is in place at the outset – such as the candidate being briefed on the client company’s operation and the hirer having full knowledge of the candidate CV - to make sure the whole process is seamless and rapid.

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TEMPS: NO LONGER STOP-GAP MEASURES BUT VITAL TO BUSINESS

A NEW workforce of temporary staff is marching ahead to plug sudden workplace gaps in commerce and industry. With the number of short-term employees constantly rising, business leaders are becoming increasingly reliant on temps and the benefits they bring to their operations. Recent government figures show the number of people in temporary employment in the UK has now reached almost three-quarters-of-a-million. That figure is predicted to hit around a million by 2020. And many employers say the most common reason for them choosing temps is not necessarily financial – but to meet demand for special projects, products or services during seasonal or busy times of the year. Most importantly, temps are able to fill sudden gaps caused by the likes of holidays, illness or maternity leave. Lisa Carew, Operations Manager at NMS Recruit, said: “Temps are no longer seen as a stop-gap measure but can be a massive benefit to businesses at times when labour is most needed to keep productivity at a high. “They can also provide a much needed boost in ways that are not always obvious. For instance, they can bring flexibility by operating to different working patterns and introduce fresh ideas to the company. Here are some key advantages to having temporary cover in your business: Make an immediate difference Temps can usually begin work within a few days so there’s no interview processes and long notice periods. Recruiting is simple and straightforward as a good agency will have a bank of temporary workers ready for quick starts - an immediate solution to sudden employee absence, holidays, sick leave and seasonal demands. Scale up your workforce If a large new project is on the horizon or major change is taking place in a particular section of the business, temps with specific skills can be recruited at short notice. Bring a new outlook Fresh ideas from new people with no embedded business culture can, with their different skills, put another perspective on existing work practices and processes along with new ideas from other organisations. Bring flexibility One of the biggest benefits to business is the flexibility of a temporary workforce where employers can control staffing levels during periods of high productivity. This could turn out to be a more cost-effective option for your operation. Trying before buying At the end of a contract, temps who have shown huge potential may be perfect for permanent roles, displaying the right skills and fitting in with your company culture. After getting to know them, they might even be suitable for other positions within the organisation. Specialist workers Many temps are taken on because of their specialist skills and can be just right for short-term assignments. They can bring a level of expertise to a particular project for a specific period of time. Identify future managers Temps can be the perfect source of “home grown” talent, growing with the business and working to your company culture. In fact, over a third of the country’s managers started out as temporary staff. Cover while recruiting Taking on temps while going through the recruitment process for full-time employees can reduce the pressure of filling vacancies immediately. It can also take the strain off the rest of your teams who would benefit from a full complement of staff. Control costs Importantly, temps allow your business to increase staff without upping your permanent headcount and costs. They can be hired to cover upturns in demand and there’s no long-term commitment when demand goes down. NMS Recruit, part of the Russell Taylor Group of companies which has headquarters on Riverside Park, Bromborough, has a team of experience recruiters who can provide you with a skilled temporary work force where everything is taken care of so employers can focus on running their teams.

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MEETING THE CHALLENGES OF KEEPING A TALENTED WORKFORCE

FACING the challenges to attract and retain a talented workforce to meet future business needs has never been more crucial than now – a time when the buoyant jobs market could impact on workplace performance. Despite the uncertainty of the current economic and political climate, the number of job vacancies has been reaching record levels and British workers have been enjoying the strongest wage growth for a number of years, all pointing to a candidate-driven market. However, this period of change points to one certainty: The need for employers to hang on to their staff so they don’t move on to a more attractive position. Lisa Carew, operations manager at Bromborough-headquartered NMS Recruit, explained: “During one period last year, the number of job vacancies nationally rose by 14,000 to a record figure of 833,000, leaving job seekers spoilt for choice. Employment rates are, in fact, at a 43-year high. “Talented people are obviously the ones in high demand in this candidate-driven market so employers need to give serious thought as to how they keep them to help drive growth and success for the business.” Lisa, heading up the operation which supplies permanent and temporary office management and administrative vacancies in the commercial and telecommunications sectors, believes that salaries, pensions and healthcare benefits, although vital, are not necessarily a motivating factor in keeping a stable workforce. High on the list of priorities for staff, she says, are matters like job satisfaction and flexible working – issues that contribute to the all-important work-life balance. She said: “People are any company’s greatest asset so their wellbeing is paramount – and, more than anything, they need to feel valued and actually enjoy coming to work. Pay rises simply aren’t enough to motivate job seekers. “Recent surveys have revealed that people now put flexibility at the top of their ‘want list’ when choosing a new job. “Flexible working means staff can have greater control over their working day, are happy, more fulfilled and, as a result, become loyal to the business and want to stay. Putting time and effort into making flexible working a reality can ultimately give a huge boost to productivity with people feeling more motivated. “It’s becoming a vital part of a culture that allows women in particular to continue on a career path and balance family life at the same time. It’s a growing workplace attitude that can help to make sure no one is seen to be getting ‘special treatment’ and that the job gets done irrespective of the time it’s done.” Staff, said Lisa, also want to be part of a company they can be proud of, one which makes the most of their abilities and provides them with quality training and the right resources to do the job. She added: “People want to be treated well and to be part of an inclusive environment where they are respected and valued. “There’s a whole new generation out there now which has totally different attitudes to the workplace than their predecessors. If employers recognise their talent and want to retain them, they need to make the best of them while they have them. “We’re living in an age where people won’t necessarily stay in one job very long. However, support, development and a fresh look at work practices can keep them happy so they remain and become an integral part of the business.” Lisa also pointed out that when it comes to recruiting key staff, clients looking to hire need to know how their workplace packages and working arrangements compare with those of other employers. She said: “To keep a competitive edge and secure the right talent, it’s important that companies filling vacancies know what offers are on the table for similar job roles in the region. “As we constantly keep up to date with intelligence surrounding salaries and benefits packages, we can advise clients how to be ahead of the game by making the best offers to attract the best staff before they get snapped up by someone else.”