recruitment agency we are hiring

5 questions to ask to help you choose the right recruitment agency for your business

Working with a dedicated FM recruitment agency is a smart move. They’ll understand what you’re looking for and help you make the right hire, the first time. Choosing the right agency can be daunting, but if you ask the right questions you’ll make the right choice. Read on for the five questions you need to ask to make the right choice for your business.

What experience do you have recruiting for facilities management?

This is hands-down the most important question you should ask because you need an agency that specialises in facilities management and who can find the right candidates. You’re looking for an agency with plenty of success stories, who understands the demands of the job and who has a strong network in FM.

How do you find top talent?

A recruitment agency is acting as your representative so you need to know how they engage with potential hires on your behalf. You’ll need to ensure that expectations are mutual and that you agree on methods of engagement whether that’s cold calling, via their database or on social media. In turn, you’ll know where candidates are coming from and whether you’re targeting the best people for the job.

Do you already have a pool of talent?

This kind of availability can be the perfect solution. After all, if your recruitment agency already has a list of highly experienced candidates available, you can green-light the recruitment process far faster. Having suitable candidates on tap is a sign that an agency is good at their job and can engage with the right kind of FM talent.

How do you work and what can I expect from your agency?

It’s essential that you work with an agency that is flexible enough to meet and exceed your needs. You need to know how they communicate and control the hiring process so it aligns with your expectations. This question helps you to identify an agency that works in the way that you do, so you’re perfectly aligned whether that means getting daily feedback or feedback only when the process is finished.

What are your terms?

Business terms and costs will affect your hiring ability so this can be a really critical question. You’ll need to start with your budget and your business needs and gauge whether a recruitment agency can meet your recruitment goals. Remember that fees and business agreements can change as can your circumstances so you can always re-evaluate your choice as your business continues to grow.

Why choosing the right agency is important

So why is it so important to select the right recruitment agency? If you want to recruit new facilities management staff effectively and maintain a positive hiring image, it’s critical you get the decision right. Make the right choice and recruiting candidates can be a breeze when you use a dedicated agency. Create a mutually beneficial relationship and you’ll be able to call on them in the future when you need more hires.

Keep in mind your goal, values and budget and you’ll be able to pinpoint the ideal agency to work with.


Linkedin app on a mobile phone

5 Tips For Your LinkedIn Profile

LinkedIn has more than 600 million users worldwide!  So whether you are looking for work or not, it's vital that you have a presence on LinkedIn.  A LinkedIn profile will help potential employers and recruiters see your experience at a glance.  And this means that you are more likely to be contacted with relevant job opportunities.  However, there are some top tips when it comes to making the most of your LinkedIn profile.  And remember, sometimes a poor profile can be worse than no profile at all.

Here are our top tips!

Linkedin profile photo man in a suitThe right profile picture

Your profile picture is the first impression people will get when they visit your LinkedIn profile.  It's important that the picture you choose is right for your industry and your position.  But it's equally important to add a picture as opposed to leaving it out.  If you don't include a profile picture, think what that says about you.  Does it say that you don't finish a job properly?  That your account isn't very active?

But don't worry.  if you'd rather not have a headshot, why not have a picture of you performing your job? Be creative to stand out, but keep it professional.

An eye-catching headline on LinkedIn

When anyone is searching on LinkedIn, what they see first is a thumbnail image and a headline. Whilst the default is for this to be your job title, it doesn't have to be.  You have 120 characters, so you can be as creative as you want to be.  You can even use emoji's if appropriate - they certainly help you to stand out. A great way to stand out is to think about what it is your job achieves.  There's an eye-catching headline right there.

A well-crafted summary

Despite having 2000 characters to use in your summary, our advice is don't!  Too much information and it won't get seen.  We are all processing a lot of information on a daily basis, so keep it short and interesting!  This is your elevator pitch and getting it right will really help you to stand out. Not sure where to start?  Take a look at your peers or competitors for some ideas. But remember to make it your own!

linkedin connections graphicMake connections

Just because you have a LinkedIn profile, it doesn't necessarily mean that you will start receiving connection requests.  Be proactive and get those invitations sent out.  Start with your colleagues and go from there.  LinkedIn is full of fantastic algorithms that will make suggestions of who you should connect with. If you are looking for work then connect with local recruiters who work in your sector.  You'll be amazed how quickly you start to receive calls or messages with new opportunities.

Ask for recommendations on LinkedIn

Bonus tip. It is not essential but it will certainly help you to stand out!  Having recommendations on your profile is a way of helping to prove that you are good at your job.  Are there particular skills that you want to highlight - ask for a recommendation!  These can be from colleagues, managers, clients - get as many as you can!

So now that you have a standout LinkedIn profile, why not send us a connection request? You can also follow companies on LinkedIn too.  Follow Catch22 and be the first to know about our new jobs.


person working at laptop

5 Tips to Write The Perfect Job Description

person working at laptop

When it comes to writing a job description for the FM sector, where do you start? And does it really matter?

Well, yes, is the simple answer.  Not only should each employee have a clear job description as part of the HR process. Crafting the perfect job description can actually help you to secure the best talent.  But be careful a poor job description, or none at all could be preventing you from hiring the best.

Here are our top tips to make your new Job Description a breeze!

Job title – keep it simple

Facilities Management may be one of the few industries that have mainly dodged the trend of including words like 'superstar' 'ninja'.  And if you don't believe that this happens, take a look at some of the IT jobs out there at the moment! Ensure that you keep yours simple by using keywords that accurately describe the role. You should also steer away from using complicated jargon. For example, stick to using standard experience levels such as ‘senior’ rather than ‘VI’ so that there is no room for confusion. A job title is the start of the process and will be used to advertise your role.  According to research conducted by Indeed, job titles with 80 characters or less are likely to receive more clicks.

Job Summary – This is where you shine!

Begin by capturing their attention with a short and snappy summary. This should include the expectations of the role and a brief overview of your company. Show off why you’re unique and why working for you would be a fantastic opportunity for them. In the current market, we are hearing more and more that candidates are looking to give something back.  Or to secure a role that contributes to the local community.  So don't miss the opportunity in the job summary to shine. Ask yourself 'How does this role contribute to making people’s lives better, or solve existing problems?' the fill in the blank - 'come and join a team dedicated to...'  You may be surprised how effective this can be.

wooden people figuresA job description should include clear responsibilities and duties?

Try an avoid death by bullet points!  Whilst you want to clearly define the main responsibilities of the position, make them detailed yet concise.  Grouping the responsibilities into categories will make it much easier to read and absorb.  But you may want to try something a little different here too.  Think about how this position will contribute to the goals and business objectives of the company. And don't forget the potential for advancement for candidates.  Get this in here and it will help you to attract the best candidates.

Refresh your job description often

When you look to hire, do you go to HR and dust off that old job description again?  Has the experience needed for the role changed?  Is the culture different now?  It's important to make sure that you do review your job descriptions for each time you hire.  Make sure that it is still fit for purpose!  There's a really simple way to do this - get your employees involved!  No one knows the job better than those that already do it.

Things to avoid…

  • Discrimination – Be aware of unconscious bias’
  • Asking too much – Unrealistic expectations could prevent star candidates from applying
  • Negativity – Be sure to write the description in a positive tone
  • Forgetting about structure – Make the job description easy to read. Bullet points are always a good idea!
  • Being mysterious – Be intriguing without holding back crucial information
  • Mistakes - Check and check again for mistakes.  Candidates will be quick to judge if there are spelling mistakes!

Following these 5 steps to writing a fabulous job description could help you attract and secure your ideal candidate.


candidates

5 Tips For Choosing The Best Candidate

Choosing the best candidate isn't always easy and with as many as a third of UK professionals looking for work right now, it may get even harder!

Making the right choice when it comes to hiring your next member of staff is vital to the success of your business. It's important to choose someone who can really add value. Someone who fits with your culture. And of course, their future potential in the business.

So what do you do when you have two candidates who are both exceptional? How should you choose which to offer the job to?

Here are our top tips for choosing the best candidate

Set a task

Sometimes it’s hard to get a really good idea of how someone will perform in a job just from a standard interview. It can be easy to make the mistake of hiring someone based on their ability to interview well. But what about the hard and soft skills to actually be successful at the job? Setting tasks is a great way to help you choose between two candidates.

Take the 'Beer Test'

Before the pandemic made socialising slightly more challenging, a 'social interview' was a great way to choose the best candidate. Culture fit is really important when it comes to making a hire.  How will that person fit in your current team? Do they have similar personality traits to others in the team? Will they complement what you already have? There is a lot to consider. When introducing a new person to an established team, it’s important to remember team dynamic. You can still take the 'beer test' in the office or even online. Get each candidate to have a 'socially-distanced social interview' with the team for half an hour. That way the team can give you their feedback too.

best candidate

Look at the future of your company

It’s important to not just hire for now, but for the future too. As hopefully, your chosen candidate will be with you for a number of years. Does one of the candidates have skills that may be of use in the future? Do you have plans to grow the team over the next few years? It's always important to think about how your candidate could grow with your company.

Get references

Finally, if you really are stuck and despite all of the above, the candidates are still on a par with each other a reference can help make the final decision. Whilst lots of companies will only provide confirmation of dates and job title, it is still possible to gain a more informal reference. Working with an agency means that we can help you when it comes to references. We can speak to the candidate and ask them to make an introduction to the referee on our behalf.

Can you even get the best candidate?

Getting the best candidate takes two people to make a decision. You need to want to hire them and they want to join you. This is where working with a recruiter really comes into helping you make a decision. It's possible that a candidate is interviewing with a few companies. Working with a recruiter means that you will get to know if your role is their top choice and even if they are not actively looking for a role, can you match their current benefits and salary expectations. Again this is something that a recruiter will help you with. By knowing exactly what the expectations of the candidate are from the start, you'll know if they are indeed 'the best candidate' for you.