Ashley Associates Recruitment Blog

Your Country needs you…. At least turn up for your interview… 

Looking for a new job can be a daunting prospect not to mention hard work for the candidate and their recruiter. For most people it is a time to consider the future, their career, short and long term aspirations and of course how to achieve what they want and need to gain from a new role.  We are living in turbulent times the word recession and funding cuts are fairly commonplace in everyday life. Many people and businesses live "hand to mouth" or "month to month"!

WHY THEN.... Do so many people simply not arrive for the interviews that are arranged for them by recruitment agencies? We hear so many excuses on a monthly basis ranging from the weak and pathetic to the down right vile and rude! Very often we have no email, text or phone call, no explanation as to why they have decided to simply not turn up.

After going through the process of applying for a job (that means in the main that they contacted us...) enduring the interview in-depth questions, providing your proof of identity and in some cases billing history, agreeing to the interview .... What the leads up to the decision to, simply not go?

We hate having to make a call to a client who has reserved a slot in their busy diary to met people and in some cases they have travelled somewhere suitable to you. They are busy people with work ethic and care about their day.  Whilst most recognise this is the social ineptness of the candidate and not a reflection on us – it still hurts we do have feelings!

The excuses we do get hear each week range from broken down cars, illness, sudden arrival of the boss, lost phones and family death. However in some cases it becomes apparent that these are exactly that - excuses!!! Recruiters are by their very nature inquisitive creatures and we do have ways of checking out these excuses – it is not rocket science.

And why do some people just not arrive at all? And then never answer their phone again!! The effort and stress that must be involved in then “call dodging” your recruiter can in no way measure up to the simple phone call to advise your recruiter that you are no longer interested of you have changed your mind. Recruitment agencies do not employ ogres (well we don’t) we won’t want to invest our time if our candidates are not on board with their own job hunt.  The lack of professionalism, courtesy and common decency astound me on a weekly basis. 

As a Rec2 Rec we have to handle on average 200 CVs to make one placement. We work hard to source the right people for our clients vacancies we have mountains of roles available - talent is scarce. We build relationships with our clients and of course we don't enjoy having to disappoint them. I've been running my business for ten years and what shocks me is that those people who do a "Houdini" often totally forget and send their CV to, us again in a few months time and expect us to jump to attention and help them out.

I realise this blog will more than likely, provoke some negative attention relating to our ability to manage candidates etc but really if all recruiters were honest and open we all suffer with this problem and it is a disgusting pattern of behaviour from selfish people who have no regard for others!! And as my Grandma used to say “you can lead a horse to water but you cannot make it drink”

Kay Coles

Ashley Associates UK Ltd

 

 

My name is Kay Coles and I ... am an iPhone junky!

What is the first thing you think of when you wake up in the morning? Do you run through a breakfast menu or maybe a wardrobe run down of what you feel like wearing that day?

Do you instantly think I wonder how many emails I have and who has text me while I dared to sleep?  And blearily reach for your iPhone? I often check my emails from the bathroom it's part of my daily routine ! I am an iPhone junky!

We seem to have created and accepted with open arms into society a new type of panic!! The type of feeling  that leaves your mouth dry your heart rate elevated and your rational behaviour turn to a frantic scrabble - the issue is of course "where the hell did I put my iphone"

Just like a stereotypical "junky" needing their next fix - we feel inadequate if we haven't instantly responded to that new email or text message. What will people think?

It is becoming an irrational fact that a huge number of people check their emails before getting out of bed and many can boast of texting their friends and work colleagues before breakfast!  It is not just me and not just recruitment consultants.

According to recent media reports the incidence of repetitive strain injury in workers is rising disproportionately as we all freely fall into the information trap. Must send a text must send a text our thumbs working overtime and for a clever few in unison!

It is natural as humans to crave new information, we all want to do well in our chosen fields - but at what cost?

I found myself being scolded by my mother last weekend (I'm 41) when without a courteous thought in my head I picked up my iPhone to read a text mid conversation with her. She was not impressed and on my realisation that in fact it was nothing important anyway I felt very silly. My first defence of course was to bleat it might be important - her curt response being its 4pm on a Sunday what can be so important your mother is trying to hold a conversation with you for gods sake!

With this in mind Ii recall that there have been several (very good) films in my lifetime that have already suggested that machines or computers would eventually take over the world - terminator and the matrix being two I remember vividly. My wonder is has this already happened but in a far more subtle way! And as I feel it the resistance from humans was non-existent. The informatics age took over when we weren't looking.

We have turned into professionals who take our work on holiday or on parental leave. We stress out if we feel we are out of the loop. We have a craving to shout out I'm accessible.

However it is now apparent to me that this is destructive and unhelpful to us as individuals - we need down time we need a rest our brains need to shut off. We need to set an example by not being frightened to say " I'm on holiday" or "I'll call you tomorrow it's 9pm".

And as I close I feel it only fair to tell you that I'm on Holiday in the Caribbean right now!! My husband has just brought me an iced tea and said can’t you put down that damned phone!!!

As I scan my eyes around the pool there are all types of people, French, German, Russian, Canadian, British I can't spot one without a smart phone! 

There are calls going on some heated some firm and directional. There's a man frantically putting sticky pieces of luminous paper on to a huge pile of paperwork!! I feel like I want to hug him and ask him for his email address " read my blog" and free your self!!

My desire to get my idea for this blog down in words totally derived me of all sense of reason!!! My New Years resolution for 2013 is to CHANGE!!

 

 

What Did the Venetians do for us?

You can send a girl on holiday but never forget to pack waterproofs even in Venice….. Helen's recent trip to the City of Love and Wellies….

I recently spent a brilliant few days in Venice and was lucky enough to experience the Acqua Alta which is a natural high tide seen during the Autumn months. After singing “ Just One Cornetto” to myself while riding a Gondola down the Grand Canal, I ordered and devoured a large Pistachio  Ice cream on the Rialto Bridge and later drank Hot Chocolate in the main square, the Piazza San Marco - perfect just perfect! You can’t help but fall in love with this beautiful City…and the person you are with. Love was most definitely in the air and many of the bridges have padlocks attached with couples names and love messages attached. It's awesome! So what did the Venetians do for us? Well, apart from making Violins and great pizza, they can certainly also teach us a thing or two about life in general…it is no coincidence that the early success of this thriving City was due to the fantastic negotiation skills of the first Venetians who were historically merchants. These early merchants possessed the talent of negotiation, who else would have managed to get the whole construction of Venice from conception to reality. That must have taken a huge amount of hard work and determination!I noted that the Venetians walk everywhere and are so much fitter as a result. If not walking they hop onto boats which has to be much more relaxing than sitting in a traffic jam between Cheltenham and Gloucester every morning! Life seems so much nicer without cars. Littering is outlawed and rubbish recycling is compulsory - brilliant !The Venetians also prepare well and do not panic in a crisis. They are aware of their weakness. The day I left Venice in High Tide ( after being woken by the Level 4 Flood Sirens at 5.30am!), I watched the fumbling tourists carrying their suitcases thought the floods wearing flip flops, water riding up their jeans. The Venetians just carried on as if nothing was wrong. Shops and hotels were functioning, although the employees were wearing wellies or waders! Perhaps we could learn a thing or two from the Venetians about how to live a happier and more successful life?

Posted on the 15/11/2012

 

 

It shouldn’t all be about the Money Money Money…..

by Kay Coles Ashley Associates UK Ltd 

Today’s inspiration is generated from the handfuls of candidates who accept the first offer of employment.. Of course it’s great when you are offered a job, congratulations are in order BUT how can you really be sure that you have found the best role available if you don’t explore all the options?

All too often in my role I hear those disappointing words… Please cancel all my remaining interviews I have been offered a role, which I have accepted – thank you for all your help

Ask yourself the following:

  1. 1.    When you house hunt – do you buy the first property you find?
  2. 2.    When shoe shopping  - would you buy the first pair you see in the first shop?
  3. 3.    Would you buy a pie without checking the filling is one that you like?
  4. 4.    When partner hunting – do you marry the first person you kiss?

It appears to me (and I have been around a long time in this game) that some people simply accept the first offer of employment without thinking through the options and long term considerations. If you have only been for one interview then what are you comparing this offer too? Maybe you are comparing it to your last role – the one you left for various and most likely negative reasons? Is it just enough to get a bit more money?

When you are seeking a new recruitment role you should be considering a huge amount of elements not just location and money, long-term prospects, brand or market share, team size/dynamic, client base, training, office environment and how you feel about your prospective line manager are just a few of the things that should be thought about.

Long-Term Prospects – Do they recruit from within? Can they give an example of others who have climbed through the ranks? Do they have a structure for career progression?

Brand and Market Share – Do they have a good local and or national name/brand/reputation? Have you seen their adverts either on line or in industry press? Have they won awards and how do they promote themselves? Do they have a good client base, long standing client relationships and repeat business?

Team Dynamics – How big is the team? How long have they all been working together, who has been promoted from within and how long did it take and is it based on service or performance or target achieving?

Office Environment – are they up to date with their computer systems and general equipment? Do people look comfortable/happy in their space? Is the décor attractive and up to date and my personal favourite are the toilets clean?

Targets  – How will you be targeted, what on and when? What are the

Average placements fees?  Do targets rise with performance and or service? How will you be measured in general? Is your bonus a reflection of your achievements or are they tied in with the overall team or company achievement? When are reviews done traditionally?

Training – Is this internal, external a mixture of the two? How is it distributed? Are their any claw back clauses relating to training costs in the contract of employment?

There are of course a whole host of reasons why people seek new employment and often the good old fashioned “gut feeling” is the deciding factor in the decision making process. Our advice is always the same “ don’t go in with your eyes wide shut” Ask the questions do the research. In reality if a company becomes “upset” by your questions and research then they obviously have something to hide, which in itself is a factor that needs exploration.

After all being “thorough” is an asset to a recruitment consultant and if you are this way before you join your new employer can and should take comfort from the notion that you will also be this way with your new clients and candidates!!

Always explore the options – they give you choice and empower you to grow as a person and as a recruiter… 

Posted on the 29/08/2012


 

To be or not to be late by Ashley Associates UK Ltd  

We deal with many Recruitment Professionals each week and frankly we have heard all the excuses conceivable! I’m not joking! But all to often candidates are arriving late for interviews and some don’t even apologise!

In reality if you don’t arrive a good ten minutes ahead of the scheduled time you are in fact already late! I’ll explain……

Firstly everything you do at your interview will be scrutinised in some fashion or other. Your first test is to arrive on time and in the right frame of mind. It goes without saying that if you ‘fail to plan you plan to fail’.

There is no acceptable excuse for being late for a job interview. If you are unsure of where it is then drive there a few days ahead of the appointment, work out a likely parking spot and judge the time it will take in rush hour of need be for you to get there with plenty of spare time to park, walk, adjust your clothing, refresh your make up, read your notes or evaluate your questions.

Everyone you come in contact with from the receptionist to the interviewer will be sizing you up – it’s a natural human reaction. Use this to your advantage, when arriving ten minutes ahead of the interview you will get a feel for the office. How are people being greeted, how fast is the phone being answered, do staff look happy, are they busy, do they have awards on the wall – you may laugh but even how clean are the toilets! Observation is a huge part of your eventual decision to join or not join.

If you arrive late you really are on the back foot, you may be flustered or soaked – yes it has happened!! You will have limited or no time to “get into the zone” you may not be mentally prepared for an interview situation and this can affect your performance. You will have to work so much harder for the result you envisaged when you accepted the appointment.

The impression you give to a prospective employer by being late is a lack of planning or maybe even that you aren’t that serious about the role. The hirer will be thinking already how that could impact on their business or how their clients would feel about you being late to meet with them. They have to trust you to enhance their business and their gauge will very often be their self and then best team member – John would never be late!!!

The whole focus of the interview has now be taken from your control as the interview wonders why your planning wasn’t done or why you hadn’t researched the location all sadly leading to the inevitable – “we have others to see we will be in touch” 

Posted on the 16/08/2012

 

 

Would you move to Australia for your Recruitment Career?

By Kay Coles Ashley Associates Recruitment to Recruitment Specialists  

Most people sadly think of Skippy, Surfing, BBQs and Neighbours when they think of Australia – but that is not the reason that so many Brits are packing their sunscreen and their recruitment skills and making it down under?

The real facts! Australia is the 6th largest landmass in the world! It consists of 6 states and it is almost as long as it is wide!! The rain and searing temperatures produce a highly variable climatic pattern, which moulds Australia's landscape, its nature and human activity. Their coastline extends almost 60 000 kilometres in length – that’s a lot of beaches!!

The lifestyle is generally dominated by outdoor pursuits and many people like the feeling of space, cleanliness and the sunny climate coupled with the newness and the all important cosmipolitian feeling.

The Government has recently recognized that 457 visa applications deserve priority as they are highly responsive to the needs of the labour market. These visas are for four years and it is relitivley easy to apply for residency once you have been with an employer for two years. You may of course bring along your eligiable family members who will also enjoy the right to work and study in Australia. 13% of the newbees arriving in Australia are British!!

The reality is that the Recruitment market is bouyant and dominated by some large well known brands that you will all have heard of. Most recruitment agencies are seeking sales skills, recruitment talent and those with a professional and tenacious outlook on life in general. Those who are able to deomonstrate a history of revenue generation and target achievement are welcomed into existing teams and introduced to a whole new set of clients. Some disciplines such as Education are not as developed as here in the UK which makes British Recruiters the ideal choice to help move the industry forward. A good work life balance is promoted by the majority of recruitment agencies and in general the average salary is higher than here in the UK.

The question is “would you move” for a more attractive lifestyle, for the adventure of this massive and exciting continent, for the beaches, for the sun or for a great step you could take for your recruitment career? 

Posted on the 19/04/2012

 

 

Recruitment Agencies a 20 Billion Industry

The recruitment industry is vital to the countries economy. Shut it down tomorrow and schools will close, hospitals couldn’t function, the major cities would seize up, shops would run out of stock and government services would grind to a halt. (That’s irony for you)!! Recruitment Agencies touch on every aspect of UK life, from agriculture to healthcare, from the armed services to retail staff.

The recruitment industry generates in excess of £20 billion for the UK economy yet recruitment consultancy business is probably one of the most undervalued professions known to man!! 

The Government may well be advertising their new "cheap loans for business" as a vote winner but the reality is it doesn't work for the average SME. The banks are not interested in lending money to small businesses unless they can prove they have huge profit (in which case you wouldn't need a loan - right). They have been all too quick to point out if you have been rejected for loans before don’t come knocking again!!

There was a similar scheme back when I first started my business in 2003 – I believe called the Innovation Loan Scheme (don’t quote me on that) – I applied for one as the finite details were that 75% of the loan would be covered by the government should anything go wrong! I set about the long-winded process of applying being interviewed, being questioned to within an inch of my life and finally was rejected. Upon questioning my Bank Manager he simply sat back stroked his tummy and said in the whole time this scheme has been running I’ve only heard of one company who were accepted!! Useful information had it been offered at the start of the process!

I was lucky in the respect that I had some money I could use for the short term – it gave me three months….. Yes 15-16 hour days began but I had little option but to make it work. Determination is indeed free. But that would have been the case with or without the loan….

Those who are subject to these acres or paperwork, hours of meetings and final decisions that are often based on limited experience of our industry – my heart goes out to you.

In the Rec2Rec sector we don't struggle to relationship build with clients, old or new! If only we could find the talent to fill a small number of our opportunities then to pinch a Del Boy phrase "I’d be a millionaire".

Recruitment Agencies across all sectors and disciplines don't get treated well, whether it's driving down the margins or being rejected for loans/overdrafts or making out we are generally not needed - £20 billion says we are!! £20 billion says we have earned our place at the business table.

Posted on the 26/03/2012

 

 

Great Cover Letters by Ashley Associates Recruitment to Recruitment Specialists

  1. The only function of this letter is to get your audience to reed your CV , and to provoke a response ideally secure you an interview. Think of your cover letter like the first page of your CV, as a one-page advertisement for you. This will be the first impression the reader has of you. Make your letter brief, enthusiastic, and interesting.
  2. Ensure that everything in the reader's name, job title address is correct. Call the company ahead of posting to check the finite details.
  3. Try not to begin every sentence and paragraph with "I". Focus on the reader of the letter and his/her perspective.
  4. Research the company website, mention the job role specifically that you have seen.
  5. Indicate in brief paragraphs what you are applying for, who you are, why you are interested, and what you have to offer. Don't oversell. State briefly why you are a good match for the job.
  6. Refer the reader to your enclosed CV. Pick relevant achievements and repeat them in the letter, using different terminology to express these points.
  7. Don't put anything in your covering letter which gives the reader an excuse to lose interest, e.g. hi-lighting your lack of a particular experience, or referring to negative aspects like why you left your last job.
  8. If your letter is a speculative approach (i.e. to a company that isn't currently advertising a job), try to ensure that a decision maker reads your letter.
  9. Think carefully what action you are asking for. If you are seeking a meeting, ask for one.
  10. 10. Telephone to check that the intended recipient has received your letter. Ask one relevant question, or mention one reason why you might be able to help the employer, and suggest a meeting.

Posted on the 15/03/2012

 

 

How to deal with counter offers

Put yourself in your boss's shoes! Resigning from your present position will have made your employer well aware that you were unhappy in your current role. Consequently, even if you accept a counter offer to stay put, your loyalty may always be in question in the future.

If you are tempted by a counter offer, have a long hard think about what it was that made you start looking for a new position. Moving roles isn’t usually just about greater financial reward – it’s often about new challenges and increased responsibility.

Think about your employer's motivation – are they really thinking about what's best for you – or what is best for the company? If they really valued you as an employee, wouldn't they have offered you the package or promotion you wanted at appraisal time?

Consider the results of a study published in the Wall St Journal. In this study, conducted over a three year period, over 50% of the individuals receiving counter offers accepted them. Within 18 months, 93% of those had left – and the remaining 7% were actively seeking new employment.

Counter offers can often be used by employers as stalling devices to give ample time for a suitable replacement to be found – your replacement!

Don't get trapped into a long drawn out discussion. Leaving the door open for discussion and negotiation induces the company to invest time and resources into enticing you to stay. This can make you feel guilty, which makes it more difficult to stick to your decision to leave.

Consider the future. The company may well pay you to stay in the short term, but you may pay a long-term price. Employers resent being held hostage by employees when the market is in their favour. A rise or promotion today may foreclose the possibility of future benefits.

If you do decide to accept a counter offer then you also have to accept that things will never be the same – colleagues may view you differently and despite what your employer is saying to you, you may not be seen as a true.

Remember that employers don’t like to be fired, some employers find it difficult when they feel that they have lost control, so ask yourself why your decision is not being accepted. People make career moves for their own reasons and not respecting your choice is the same as saying you have no right to choose to leave.

 Posted on the 19/09/2011

 

Reference writing - A Grey Area by Ashley Associates

At some point in your career you are going to be either writing a reference or being written about in a reference!! But do people really understand what they can and can’t reveal in a employment reference?

Many companies have a particular policy on the very treacherous reference subject – often opting for a “dates only” response.

It is always best practice to approach requests for references in a positive manner - everyone has good qualities which can be hi- lighted, sadly all too often the reference giver will focus on the negative elements of the persons performance or personality – which is perpetuated by the fact that for whatever reason they have left their employment.

The age old saying “If you have nothing good to say about a person it is better to say nothing at all” is in many cases a helpful alternative to writing something that later will haunt you and the candidate. The same caution applies to verbal references anything negative that can be disproved factually can be seen as a slanderous act.

If you require a reference from your employer it may help to draft one yourself or at the very least point out several of your proudest achievements or provide a comprehensive list of your figures against target for your manager or HR department; they may be short of time and in some cases busy trying to recruit your replacement.

All reference material should be dated and ideally addressed to a specific person, be short, to the point and presented in a professional format on headed paper.  It is vital that the person writing the reference has the authority to do so on behalf of the company.

Employment dates should be confirmed, coupled with job title, salary and benefits if appropriate. Conformation that the person’s performance, attitude and relationship with colleagues was satisfactory or indeed exceeded acceptable standards will allow the reader to gain an insight to their personality and general demeanour. If your company has a policy to reemploy then it is advisable to state whether you would reemploy and if not give reasons as to why you wouldn’t reemploy. The receiver of a reference is reassured by references that offer further information can be supplied if required.

To a degree the reference given does reflect the writers personal feelings, but it is always advisable to balance this out with factual information where possible.

For those in a position to be writing employee references it is paramount that the Data Protection Act 1988 be consulted and considered in particular the part that relates to Subject Access Rights be understood.

Reference writers should remember that their words whether verbal or written can shape or break a person’s career progression and once sent can be difficult to change.

 Posted on the 23/08/2011

 

 

Sunshine, Sand and Tax Free Earnings? Yes Please !!

Ashley Associates are currently working with a number of Recruitment Agencies in Dubai who are keen to locate and attract professional, high achieving Recruitment Consultants who really do want to “live the dream”! If you have outstanding recruitment/sales drive, excellent client facing and business development skills and a clear desire to smash sales targets you will receive unparalleled reward and recognition within this fast growing and very entrepreneurial organisation.

Dubai’s growth over the last few decades has been astonishing. It is difficult to imagine the transformation that has taken place, from an undeveloped, though flourishing backwater, to today's young, modern metropolis of high-rise buildings and luxurious beach resorts.

Dubai is fast growing in virtually all sectors including of course Recruitment. The projected population growth of 2 million over the next 3 years requires a massive skilled workforce.
With only 10% of the population made up of nationals and interestingly 20% of the world’s cranes are currently involved in building this boom city, the economy is excellent and all areas of the market are seeking skilled job hunters in their hundreds from all over the world.

Dubai’s boasts a spectacular and sprawling cityscape which is growing daily with several of the “World’s Largest” almost ready: The World's Largest Airport; The World’s Tallest Building; The World’s Largest Theme Park and The World’s Largest Indoor Ski Dome.

Dubai is fast becoming the number 1 choice for western job seekers looking to work in the Middle East, and has a more liberal living policy and highly attractive social scene. An exceptional nightlife with many new bars and nightclubs makes Dubai an extremely easy place to make friends and develop a life outside work. The quality of life in Dubai is excellent and the range of accommodation superb. Many apartments and villas offer a wide range of facilities including air-conditioning, swimming pools, gyms, saunas, Jacuzzis, squash and tennis courts and most apartment complexes have 24-hour security.

Running a car is very affordable. Not only is Dubai one of the cheapest places in the world to buy a new car, but also petrol is very inexpensive for obvious reasons. Many people opt for cars they couldn’t usually afford to run in other countries like 4x4’s and sports cars. Public transport is fantastic; there are numerous taxi companies who operate impressive fleets of brand new taxis at very affordable prices. In addition to this there is a very good bus network and a rail network planned for the next couple of years.

Employers are responsible for providing work visas in Dubai. Savings can be made on everyday living costs, combine this with the jewel in the crown “tax free earnings” and you can enjoy a very lucrative recruitment career in the sun but a word to the wise you can also spend money easily in Dubai, so investigate thoroughly before you accept any salary offer.

Employers often with the assistance of recruitment agencies arrange all essential paperwork during the recruitment/relocation process; fees for work permit, residence visa and sometimes-provisional accommodation can be negotiated into your employment offer. There are various visa options for sponsoring spouses and children to live in Dubai as well. Schooling is something you pay for whether it be state or private and can be very expensive but of a high quality.

There are specific requirements and conditions to be able to work in the UAE:

You should not be less than 18 years old and not more than 60 years (unless special circumstances)
The employment contract, labour card/residency visa is valid for one year and has to be renewed thereafter
A medical health check is required as part of the employment process in the UAE

For further information please contact Ashley Associates UK Ltd.

Posted on the 02/06/2011

 

 

 

My “Black Belt” by Helen Halliday

Ever wondered what Helen gets up to after dusk?  By day, mild mannered Recruitment Consultant…by night, Crouching Tiger, Hidden Dragon! For almost 5 years Helen has been dedicated to training for her Black Belt in Tae Kwondo. Tae Kwondo is a Korean Martial Art, which is more than just fighting! Classes involve learning patterns, self-defence, Korean History, general life philosophy and self-discipline. To truly master the art you need to balance mind, body and spirit but the reward is achieving a feeling of true “Karma” she has never experienced with any other sport… and believe me you will get fit!! You should feel her biceps! It’s also great for women in particular, to learn self-defence…. it’s about technique, not brute force

After almost a two-hour gruelling exam a couple of weeks ago, she couldn’t believe it when she was finally presented with her black belt.  She had beaten punch bags to a pulp, sparred with her friends, smashed wooden blocks to bits, squat thrusted, press upped, punched, kicked and jumped herself to a sweat for up to 4 hours a week to achieve this goal. The trophies on her fridge are always a good conversation starter! Everyone needs goals and believe me, the prize is best if you pick a goal which is harder than you can ever think is possible to achieve…then go and do it!

Helen has been really lucky to have been trained by several World Champions and Master Harrison at her local NITA Club who is nothing less than a 7th Dan Master! It takes years of training, dedication and will power to achieve a black belt, but the reward is immensely more than the effort you put in. A wish changes nothing but a decision changes everything. Feeling motivated? Now switch off the TV and go and put your trainers on! Angelina Jolie stunt double at the ready!

Posted on the 23/05/2011

Are Recruiters great Problem-solvers??

In theory yes, we should be. In a practical sense our job description is a mass of solving other people’s problems and genuinely I believe that we do that very well. However, what I have come to notice that problem-solving skills fall into the same big dark hole that advice-giving skills do… We can all be very good at solving other people’s problems and giving the greatest advice in these situations but when it comes to our own, some Recruiters seem to fall completely short of managing!

For instance, at Ashley Associates, we match people. We have clients, we have candidates, we take the reigns, steer the horse and lead the horse to the water. In far too many cases, it seems to be that very last part – the actual drinking of the water – which we simply cannot do on anyone’s behalf, that seems to break the carefully manoeuvred chain of events. In the case of the Recruiter going for a job interview with another Recruiter – (incidentally the Recruiter who sends others to interviews all day long) – problematic situations can be far from solved effectively. They have trouble locating the building, they are caught at the last minute trying to get away from the office, they cannot seem to remember who they are meant to be meeting… the list really does go on and on.

Good problem-solving skills suggest that we are equipped to deal with a situation of this kind. We can find a solution to almost any problem. So why is it then that many Recruiter’s idea of dealing with a problem is by just not ‘dealing with them’? Simply not turning up for an interview, devoid of all explanation or communication? It totally baffles me. At Ashley Associates, we feel that Recruiter’s really do need to think about using these fantastically creative, solution-focussed, results-driven skills that make us all so great at our jobs when it comes to our own job-hunting!!

Posted on the 25/01/2011

 

Ashley Associates new “Mobile Friendly” Candidate Hotline - 0333 3210074

Ashley Associates Recruitment to Recruitment Specialists are proud to announce their new “Mobile Friendly” candidate/vacancy line!

So how does it work I can just hear you all shouting!!

Here is the science bit !!

Our new 0333 number works in exactly the same way as other non-geographic numbers (e.g. 0845 numbers), the surprising thing is that they are cheaper to call, even from mobile phones.

If you are a mobile phone user (and lets face it who isn’t!) then our 0333 number is FREE to call from the bundled /inclusive minutes attached to your tariff. Thereafter any calls from the mobile phone are charged at the networks standard rate, which would be the same for calls to landlines or other mobiles.

0333 phone numbers meet the strong and growing public demand to have a recognisable phone number, which both identifies the type of organisation being called and offers a clearly priced call.

When you dial our 0333 3210074 number the call is automatically (and instantly) routed to our existing landline number or mobile number. We can change this target number at anytime online so should we be snowed or flooded out of our office (yes it has happened) we simply reroute the calls to our home landline.

So really from here on it can be FREE to call your Ashley Associates Recruitment Consultant to hear about new and exciting Recruitment Vacancies across the UK and indeed the world, or for a chat about your current role and career progress, or indeed for advice and support in your current situation.

You have nothing to loose and everything to gain… We are happy to take your call on 0333 3210074 anytime! In fact we positively look forward to it.

 

 

 

 

Is it still January????!

 

True to it’s notorious reputation, January just keeps going on and on and on....

 

So, the team at Ashley Associates got together to brainstorm their top tips for survival, and in the nature of goodwill to all our fellow recruiters out there has decided to let you in. If we can’t help you with any recruiting needs in January, we would like to think that we can offer you something else. Something simple, something positive, and best of all something free that really works... so go ahead, read on, pass to your friends, and remember that Ashley Associates told you so....

 

 

Employers want the best from their employees at all times, and particularly in January, when the recruitment world can hit a frenzy with lots of ‘new year’ activity. We at Ashley Associates recognise that to get the best out of people, those people need to be feeling their best. Hopefully our tips will lend a helpful hand in maintaining that well-being during January.

 

Posted on the 25/01/2011

 

 

Ashley Associates Website news!

Undoubtedly the best way to go about finding a new job in the UK Recruitment Industry is through the use of a reputable recruitment-to-recruitment agency. Attempting to find employment of your own accord can be time consuming and tedious and more often than not does not yield the desired results, if it yields any at all. We are affiliated with main of the top Recruitment Agencies throughout the UK and have many hundreds of vacancies at any one time! However we are also committed to finding the right roles for those who do not fit in with the opportunities we have at any one time.

Ashley Associates are a wide reaching Recruitment-to-Recruitment Agency - we work across the UK and most recently in some far-flung places such as Brazil, Dubai and Hong Kong. We cover all sectors of recruitment and all positions - we do believe that working this way keeps our team "current, fresh and knowledgeable".

We are committed to providing an enviable Recruitment service to both our clients and candidates and we promote service through many channels of communication as is possible. In fact we have just launched our new website of which we are proud!!

Our vacancies are uploaded daily (www.ashleyassociates.org) where client and candidate can view what is available; candidates can upload their CV directly to us and one of our experienced Recruitment Consultants will make quick contact to ascertain how they can help!

We have worked tirelessly to make the new website user friendly and as possible - it truly is a "one click keyword vacancy machine" We hope that you enjoy the experience!

Posted on the 07/10/2010

 

Persistent or Pushy?....         

Considering that we all work in Sales – I think this a fair place to debate where the line between persistence and pushiness is defined?...

Working in Recruitment-to-Recruitment requires so much more than a good sales approach – it requires what I like to call ‘intelligent’ sales. As far as I can see we have absolutely no excuse for poor sales performance for a number of reasons. Firstly, we are in the very unique position of speaking to some of the best British Recruiters – from both a candidate and client point of view – every single day. At the very least we must learn something from that? As Recruiters of Recruiters, we must know what differentiates a good from poor sales person. Its all about what we hear – what we listen to, and what we take from that. A good sales person is charismatic, pays us attention, shows us empathy and generally makes us feel good about ourselves and what we are buying into – in our case usually candidates. A good sales person offers you trust, commitment and most importantly of all – a hassle-free transaction. So, secondly we must also be able to offer that to those buying into us – right?

As Recruiters for Recruiters, it is essential to be able to put ourselves in our client’s shoes. Yes, they are our client, but they too have clients. Regardless of how important it might be for then to find a new and great employee, they still have a duty of care and commitment to their own clients, which ultimately, as we know, is always the highest priority.

What I am suggesting is that perhaps the line between persistence and pushiness should really not be a question in Recruitment to Recruitment. I am quite sure that we can achieve the best from our client partnerships by offering them that ‘intelligent’ sales approach. We empathise, recruitment is a busy environment, there usually aren’t enough hours in the day, our clients make demands on us which sometimes causes the most organised of Recruiters to toss any semblance of time management aside… in my opinion an accepting and empathic Recruiter has the best sales techniques of all.

Posted on the 07/10/2010

 

 

Social Networking – the Pros & Cons for Candidates…
As I googled the name of one of my candidates this morning, I began to wonder how much candidates actually realise can often be learnt about them via the power of the World Wide Web.

It is very common practice for Recruiters and Employers to ‘investigate’ a potential candidate through various websites – in fact the CIPD suggests that up to 80% of employers will research a candidate online before inviting them for interview. From this point of view, candidates need to be very aware of how they are presenting themselves – or how much information about themselves they are willing to share on the net.

Profiles on sites such as Facebook and MySpace, can easily be accessed if privacy settings have not been applied. The sites do give us the opportunity to reveal or hide any information that we like and ultimately choose what we share and with whom. Candidates need to be aware when seeking employment that they can control how much of themselves is revealed to a potential employer and if used correctly can be to their advantage.

From our point of view at Ashley Associates, a profile page of a candidate can give away lots about a personality and allows a Recruiter or Employer to make a pre-judgement. Whether that pre-judgement is positive or negative, it is still a judgement nevertheless. Candidates need to consider this very carefully and think about what that judgement could mean. Some employers are just as interested in a personality as they are skills and experience – therefore it could be argued that to hide everything about yourself gives the wrong message.

Is it important to have an internet presence? Is it an added opportunity to sell yourself to a potential employer? It could be argued that nowadays with CVs and application forms being so restricted to skills and experience that there are lesser opportunities to give a potential employer insight into your character, could this internet presence be the answer?
An interesting concept to consider for modern day job-hunting….

Posted on the 28/09/2010

 

 

 

Whatever happened to customer service???
Let me ask you, how many times have you found yourself wondering about this? Good customer service these days seems to hit us with surprise, which in itself is extremely sad & very worrying. This idea is fresh in my mind after recently trawling around Insurance companies to update my car insurance. Simply shocking. There was only one broker that I actually remember, & no matter what his price, he is definitely the one I will be going back to. A concept also, ever-more important to Recruitment Consultant's across the UK.

At Ashley Associates, we seem to have a unique sense of what it might be like to be on the other end of the telephone. We are faced daily with disheartened & de-motivated Recruitment Consultants, taking that very nerve-racking & precarious step into the big bad world of job-hunting. Even though, they make their living on 'Recruiting' others, it is somewhat a far different cry to actually putting yourself in that situation yourself.

We like to think that when they speak to a Consultant at Ashley Associates, they would find that that fear & worry can be put to rest. Our Consultants really know the art of Recruitment - first & foremost, making people feel important. Each & every one of them. Providing a personal customer service. It is our job to completely understand your needs. If we don't have that dream job for you right now, then at least you might remember us & stick with us until we do. Its all about giving someone hope, making them feel that no matter what their request is, it is a perfectly acceptable request to make. We are not here to judge or persuade you to take a different path, but to simply take the problem off your hands. Nothing should be too much trouble. That is perfect customer service. That is a perfect Recruitment Consultant. That is an Ashley Associates Recruitment Consultant.

Posted on the 16/09/2009


Accept the things you cannot change
Ever noticed how your PMA can affect your results in recruitment? Now this really is a notion worth thinking about...

Our success as a Recruitment Consultant largely depends on the behviour & actions of others. We all know how frustrating & exasperating this can be, especially when people cannot always be managed, or understood.
Here's a thought - stop trying so hard to understand!

We at Ashley Associates have figured something out - who knows why that candidate decided to accept the counter offer despite 4 weeks of committed job hunting, who knows why that client didn't make the job offer despite 3 glowing references - but it's very likely that we will never know, but most importantly, its not personal.

Recruitment is all about people, human beings - who are all different & unpredictable, each with their own agenda. People will always make choices that we dont understand. These things don't change. To be a successful recruiter we must accept that & accommodate for it. As sales people we must always know we have done our utmost, not to persuade others to make unsuitable choices, but to be gifted in pointing out the benefits & passionate about those we choose to represent. Keeping a positive mental attitude & accepting that sometimes that just might not be enough, or that we cannot always predict ones behaviour, helps to keep a healthy recru