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.


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



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.



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.”



BUSINESSES are being urged to give themselves an early Christmas present - the pick of the crop of job candidates. The run-up to the festive season, says Bromborough-headquartered NMS Recruit, is undoubtedly the best time of the year to recruit high quality members of staff. Operations manager Lisa Carew explained: “The party season’s in full swing and it’s a time when a lot of people think in terms of a workplace slowdown - but that works to the benefit of anyone actively looking for staff to start immediately or once the Christmas break is over. “The number and flow of applicants for jobs is historically low in December but there’s still a pool of talented people out there ready to fill vacancies. By taking advantage of this so-called ‘quiet’ period, the shrewd client looking to hire can usually take the pick of the candidate crop.” Companies not putting recruitment at Christmas high on their agenda could, Lisa pointed out, be the New Year losers. She added: “Business competitors could actually be the ones left behind by believing December in general and the Christmas/New Year period in particular is a write-off when looking for new staff. It’s a great time to take advantage of the seasonal lull and get your selection and appointment confirmation completed now. “There’s a good chance your choice of talent will be off the market and ready to start work, leaving competitors to start picking up the pieces from a depleted pool once they’re back working at full throttle in the New Year. “It’s also ideal timing for people seeking new jobs. There’s usually greater workplace flexibility pre-Christmas so it’s an opportunity for clients and candidates to make more ‘talk time’ to discuss vacancies and application processes.” Earlier this month NMS Recruit reported its fastest turnaround time in placing people in employment, filling vacancies for job hunters in the North West in a matter of days from the start of the recruitment process. In one particular instance, the CV stage started on the Monday, interviewing took place the following day and the candidate started work on the Wednesday. Lisa added: “This is a perfect example of how acting now can give businesses the edge in getting the right people in place while competitors are still thinking about it.”



SOME of the fastest times in placing people in employment have been reported this month by NMS Recruit. Rapid turnaround to fill vacancies has seen North West job hunters in post in a matter of days from the start of the recruitment process. Lisa Carew, operations manager at the Bromborough-headquartered business which specialises in commercial recruitment, explained: “Getting the exact match between clients with vacancies and candidates looking for work can sometimes take weeks – a constant problem for business continuity and productivity. “However, our hiring time turnaround has blown away some of the myths about recruiting timelines. In one particular instance, we were at the CV stage on the Monday, interviewing took place the following day and the candidate started work on the Wednesday. “In many cases, speed is essential to getting skilled candidates in place. It’s very much a candidate-driven market at the moment with 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 the client simply can’t afford to sit back and wait throughout a long selection process. If companies aren’t quick to hire the talent they want, you can rest assured someone else will get in there first. “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. Filling vacancies with speed is crucial to keeping business wheels turning.” However, fast turnaround, said Lisa, never means quality of candidate selection is compromised. She added: “It’s important that we know the specific requirements of our clients and candidates in equal measure so we can act immediately to get the right person in place as quickly as possible. “Technology is obviously a boon here but, in the end, everything focuses on having a real rapport with our businesses and the people 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.”