7 Key Benefits of using Temporary Workers
What are the Key Benefits of using Temporary Workers to meet the challenges of the new normal?
As businesses begin to push forward into the new normal, flexible resourcing and ensuring your team are optimised to quickly respond to new challenges is key. Using temporary workers can help meet many of these challenges. Here are seven key benefits of using temporary workers which can immediately give your business a boost.
Scale up your workforce quickly
Using temporary workers is a fast and efficient way of scaling up your workforce at short notice. Rapid growth can be extremely exciting, but you need the right people with the right skills to ensure success. When a company needs to expand quickly in response to change in demand, temporary workers can help to add the capacity and skills necessary to scale quickly.
Recruitment agencies keep pools of pre-assessed workers with verified skills who want to temp. We personally interview every candidate, face-to-face or online, to understand their experience, skill set and aspirations. This means you will only see temporary workers who meet your specified selection criteria and who we believe will gel with your existing team and ethos.
Quickly reduce stress and pressure
Increased workload can hamper productivity within your existing team. Temporary workers can help reduce strain, ensuring you can adjust with your existing trained and experienced staff and maintain maximum productivity.
Increase adaptability and responsiveness
Flexibility is key to rising to the new challenges in this climate. Temps are adaptable and can switch roles with ease according to your business needs. Temps are focused on opportunities, often more confident to navigate change and learn new skills.
Try before you buy
Using temporary members of staff is a bit like a working interview, you can see their skills and experience in action, see the impact they make on the business and decide if you need them as a permanent member of the team – with no risk!
Bring in fresh skills to respond to new challenges
Temporary staff bring new, valuable skills, new perspectives to existing processes and ideas from different companies and experiences. Breathe some fresh air into your business with a different kind of employee, embrace the new ideas they carry with them and enthuse your team. You may well find your next team member or future leader!
Control your costs
Temporary workers allow you to add staff without increasing your permanent headcount and costs. You can hire multiple temps to cover spikes in demand, with no long-term commitment should demand or workload decrease. Temp staff are provided at an hourly rate which includes pay, National Insurance, holiday and pension so there are no hidden costs.
Experts in Temporary Recruitment
From urgent cover to planned project work, Octopus Personnel are a great choice for reliable, skilled, flexible workers. We have a pre-screened workforce ready to cover your staffing needs and the dedicated back office staff to manage all aspects of administration and payroll with efficiency, allowing you to focus on driving your business forward. We are committed to building a valued and diverse temporary workforce, enabling us to find the best candidates for you.
How can Octopus Personnel help?
At Octopus Personnel, we are here to help and support you. From helping you explore the key benefits of using temporary workers for your business to finding the right temporary staff, to fully briefing them on health & safety and procedures for your company, to ensuring you remain compliant with all legislation, even as it evolves, we are here at the end of the phone to help you utilise flexible resourcing and maintain your key services.
Whatever challenges you are facing, whether you need temporary staff, advice, or simply a chat, Octopus Personnel are here to support you. Call us on 01747 825568 or visit the website to request a call back.
This is what has made us #smile on a dreary Wednesday afternoon 😄
Check out our bloopers reel! We LOVE video recruitment!
Keep an eye out for the polished, professional version coming soon…
Successful Recruitment during the Pandemic
We’re in this together
Despite the news continuing to report challenges for individuals, families and companies alike, successful recruitment during the pandemic is still possible. We are working with our candidates and clients closely to safeguard the health and safety of all. We take our responsibility to support our communities, those who are vulnerable, and the healthcare providers who are on the front lines of this pandemic extremely seriously.
Following the Prime Minister’s recent announcement, people living in England will be asked to work from home where possible and pubs, bars and restaurants will be required to close at 10pm each night under a series of new restrictions. Under these new rules, the requirement to wear face masks has now been extended. If you need to attend the office for any reason, please make sure you wear a face covering at all times.
We have initiated some changes to ensure we remain one step ahead and that we continue to do the right thing for our team, candidates and clients.
The Octopus office will remain open, but we will be offering virtual appointments only for the time being. You can still meet with us in lots of different ways: using #Zoom, #Facetime or #WhatsApp. Our policies and provision for ensuring we help reduce the spread of Coronavirus have proved effective so far and we will continue to liaise with our clients to ensure we prove the best support and advice to our candidates.
If a virtual appointment does not suit you, we are, as always, on the phones (01747 825568) ready to discuss alternative arrangements with you.
This year has changed the focus of many businesses and allowed us as a recruitment company to bring forward our digital plans. Our commitment to meeting with each candidate at the start of their journey remains at the heart of what we do, so we are very excited to share with you that we have now integrated the latest video software into our recruitment process!
We have already found this gives clients a better insight into the team and cultural fit of a candidate, whilst reducing the time to hire and supporting an accurate first stage screening process. For candidates, it provides a great platform to sell themselves within a matter of seconds, getting your personality, experience and USP across, bringing your CV alive!
So keep an eye out on our social media and website, where we will be revealing all over the next course of the next month!!
Here for you
As mentioned, we are at the end of the phone to support you in any way we can.
For job seekers, our website offers a wide range of resources to help you efficiently navigate the job search, advice on redundancy, making sure your CV and interview skills are up to date, improving your LinkedIn Profile and much more.
Do you have symptoms of COVID 19?
The most important symptoms of coronavirus (COVID-19) are recent onset of any of the following;
- A new continuous cough
- A high temperature
- A loss of, or change in, your normal sense of taste or smell
For most people, COVID-19 will be a mild illness. However, if you have any of the symptoms above, stay at home and arrange to have a test to see if you have COVID-19 – go to testing to arrange. Please see all the latest guidance here.
If you are experiencing any symptoms whilst working for Octopus Personnel you must notify us immediately.
Advice from the NHS on when to self-isolate is here: https://www.nhs.uk/conditions/coronavirus-covid-19/self-isolation-advice/
Advice from the Government to Employer, Employees and Business can be read here: https://www.gov.uk/government/publications/guidance-to-employers-and-businesses-about-covid-19
Advice on travel and returning from travel is here: https://www.gov.uk/guidance/travel-advice-novel-coronavirus and from the Foreign Office Website: https://www.gov.uk/foreign-travel-advice You should notify Octopus Personnel if you have been abroad in the last month.
https://www.gov.uk/guidance/wuhan-novel-coronavirus-information-for-the-public provides further information, including symptoms and the latest advice.
Navigating the change to an Employer Driven Market
Sandra Smart, Octopus Personnel Director, explains how COVID19 has flipped the candidate driven market on its back, and what the implications are for candidates and employers as we approach recruitment post lockdown in an employer driven market.
For the last couple of years, with unemployment at record lows, we have been operating in a candidate driven market. Put simply, this meant that high calibre candidates were often receiving multiple job offers, as well as their current employers trying to offer more for them to stay on as their employee.
The focus was on the whole package: more competitive salaries, flexible working patterns, stronger study support and a full career development plan. If a client couldn’t offer what a candidate was looking for, a competitor was. Clients had to invest heavily in the packages they were offering, but also in selling their culture, brand and reputation to attract top talent.
Thanks to the unprecedented challenges which the business world has met during the Coronavirus pandemic, suddenly the market has become saturated with candidates again, and, make no mistake, many are extremely high-calibre talent. However, during March, the Recruitment and Employment Confederation (REC) found that as a result of the unprecedented nature of the coronavirus crisis, confidence in making hiring and investment decisions fell by 21 percentage points compared with the previous month.
So how does this affect recruitment? How can you position yourself as an employer to benefit from this situation, attracting these high-quality candidates to your business, what effect will this have on those people seeking employment now, and how can recruitment agencies work to best serve both and ensure the right people are hired for the right jobs?
Strategic Recruitment for an Employer Driven Market
In a employer driven market, it is the companies who call the shots. They hire at their own pace, can focus wholly on their needs, and face little or no competition from peers in the industry. Due to the COVID19 impact, there are many high-calibre people seeking employment right now and, for those companies who are able to, recruiting now may bring many dividends.
Now, more than ever, we are working closely with our clients to understand how they are managing the crisis, and their strategic operations and workforce planning for the future. We are there to advise on successful recruitment strategies in practice and the flexibility of different types of recruitment.
We have continued to register high-quality candidates throughout this time to ensure we will be able to present the best qualified candidates, who we believe will dovetail with the company’s culture and vision, ready for virtual interviewing and, where required, digital onboarding to enable our clients to move swiftly and decisively.
Sandra’s advice to clients
Now isn’t the time to abandon all your hard work on culture, brand and reputation, but it is a perfect opportunity to find the right person with a depth of experience and drive who can fully fulfil your role. Be clear about the job role so candidates can visualise what a typical day at work might be like. Break responsibilities into short, clear job duties. Be clear about KPIs and decide which qualifications and experience you need. Think about the teams which this role works within and needs to gel with. All this information will help your recruitment consultant work hard, better, faster for you in finding the right person.
Working with the best talent
For candidates seeking employment, this is the toughest the employment market has been in a long time; it’s going to involve a lot of hard work, rejections and perseverance. But an employer driven market is not without hope.
As a recruitment agency, this is where we go above and beyond for every one of our candidates. We are there for the journey, not only talking them through roles, but advising them on changes in the market and how to most effectively self market through CVs and interviews. As many of our candidates are currently at home, or working from home, we are taking this opportunity to work even more closely with them, coaching them through the job hunt, helping them improve their CVs and keeping them focused and motivated. These quality relationships mean we are better able to advise our clients about the suitability of our candidates.
Sandra’s advice for candidates
Whilst the market is tough, there are still plenty of things you can do to make yourself as attractive as possible to a new employer.
Work with your recruitment consultant to improve your CV, and make sure you tailor it to each application.
Spend this time learning new skills, becoming part of professional discussions on LinkedIn and networking.
Your recruitment consultant can advise you on the challenges of the current market. This could mean you may need a new direction, be ready to work on a short term contract or explore temping to find that perfect fit. Be open to new suggestions.
The challenges of this market will mean many candidates, even those exceptionally well-qualified and experienced, are going to experience some nos. That’s ok. Ask for feedback, learn what you can and move on. It will be a yes soon!
How can Octopus Personnel help?
At Octopus Personnel, we are here to help and support you as you navigate these challenges. Whether you are looking for work or looking for workers, we are here at the end of the phone to help you. Call us on 01747 825568. Visit the website to request a call back or click on the send CV button to register with us.
The bounce-back of recruitment post COVID 19: frozen or skating on thin ice?
Sandra Smart, Company Director of Octopus Personnel, responds to questions about recruitment post COVID 19, the challenges currently faced by the sector, the opportunities for growth and the long-term changes likely to become sector-wide.
How has the recruitment industry been impacted by the measures introduced to tackle the COVID 19 pandemic?
The impact of COVID 19 has quite simply been unprecedented, with companies either putting a recruitment freeze in place or shifting start dates significantly. However, this freeze isn’t due to recession; it isn’t due to lack of demand or funds. Many companies and clients still want to recruit but are frozen themselves due to the nationwide lockdown.
Like many businesses, recruiters have worked extremely hard to adapt to lockdown conditions and provide continuity and the same high-quality service to their clients and candidates remotely. With more recent news from the Prime Minister and the furlough scheme open, there is definitely some light at the end of the tunnel, unfortunately no-one is clear how long the tunnel may end up being.
What is the biggest challenge for your clients?
The biggest challenge for our clients currently is the unknowable. How long will this go on for? Between February and March, employer confidence in the economy dropped by 22%, according to the specially-commissioned COVID-19 REC Jobs outlook survey. With regard to recruiting permanent employees, things have become harder with a clear, short-term slow-down across most sectors.
However, the recruitment industry is vast and wide and when employers think longer-term, it’s clear that recovery is on the cards and they are still looking to hire staff. So whilst some areas have been extremely hard hit, others have prospered during this time.
The REC survey showed that short-term demand for temporary workers increased by 15%. Whilst some roles for temporary staff, such as those in retail, hospitality and leisure, simply vanished overnight, other jobs including those in supermarkets, food production, delivery and cleaning increased in demand.
Another area that in the South West which will continue to create jobs is agriculture. With international workers unable to travel there is a fear that crops will rot in fields and greenhouses, and food very much remains an essential service.
How has Octopus Personnel dealt with the crisis? What have been your priorities?
Recruitment as an industry is extremely vibrant. It is high energy and highly social, with dynamic flow between needs of the clients and the candidate. Our focus during this time has most certainly been the wellbeing of our clients and candidates, supporting our clients with advice and reaching out to our candidates to make sure that nobody feels isolated in these days of self-isolation.
We have a fantastic team who were able to transition to remote working extremely well. We are used to supporting each other in the office, and we have found new ways to offer than same level of support at home. Microsoft Teams, Zoom and email have kept us in touch in real time and allowed us to focus on short-term productivity goals which have kept the whole team driving forward.
We have worked hard, wherever possible, to reassign our brilliant temporary workers to those companies and industries which are fulfilling key worker roles, areas where there is still demand for workers. For those individuals seeking permanent roles, it is about helping them to use this time as productively as possible, to reskill, or upskill, to be ready once lockdown is lifted. Recruitment post COVID 19 may look quite different, with a dramatic shift from a candidate-driven market, to a client-driven market
What do you anticipate might be the long-term changes to recruitment moving forwards?
I have been incredibly proud of the way the Octopus team has risen to the challenges of this time, using technology, team spirit and hard work to achieve. I know we will take many lessons forward from this time and it will alter the way we work.
On a larger scale across the industry I would expect to see wider changes too, such as:
- much of the interview process moving online
- development and utilisation of recruitment technology
- a much greater availability of flexibility and remote working options
- a review of employment contracts and employee benefits
- candidates who are open and actively seeking to reskill and upskill
- a more long-term focus on recruitment strategy and conscientious budgeting
- a greater focus on flexibility and dynamic team members with proven response to challenge and change
- the focus to be on retainment and development of staff, as well as ensuring the right people are recruited
When might things get ‘back to normal’? When might recruitment post COVID 19 bounce back?
I think we can all agree there will be a new ‘normal’, but I do believe that the Government’s measures, especially the furlough scheme, will have a significant impact on businesses’ ability to retain their staff. This will make it quicker and easier for companies to return to previous levels of productivity, something which will be vital for the recruitment sector, opening up the funds and the focus for staff who can continue to drive businesses forward.
For us, we are ready for the bounce-back of recruitment post COVID 19 and prepared to support our clients & candidates effectively. We have continued to register high-calibre candidates during this time as well as funnelling our quality temporary staff into roles within the key worker industries. Whatever challenges you are facing, whether you need temporary staff, advice, or simply a chat, Octopus Personnel are here to support you. Call us on 01747 825568 or visit the website to request a call back.
Resourcing and Recruitment during COVID 19
Sandra Smart, Octopus Personnel Director, outlines how flexible resourcing will be a vital part of business strategy whilst navigating the challenges presented by COVID 19.
As each day presents new challenges caused by business disruption due to COVID 19, many companies are reviewing their contingency plans daily to try and channel vital employees and resources toward key services. How can you strategically plan to address workforce issues to ensure your business remains operational?
Flexible resourcing strategies
As part of your contingency plan, introducing more flexible resourcing strategies to maintain essential services or production in case of staffing shortages due to people becoming ill and/or self-isolating is vital. If roles can’t be performed at home and are essential, consider more innovative resourcing solutions that may need to be deployed, such as split shifts to cover essential operations or services.
Identify the level of skill needed for each role. Could deploying a temporary member of staff here reduce the strain on skilled employees who may need to be deployed in multiple roles? Having a flexible team that you can allocate and deploy differently as people need to self-isolate is vital.
Use technology to bridge the gap
Maximise the use of technology to facilitate remote contact, for example, video conferencing to facilitate remote meetings. Use Microsoft Teams or other online software to facilitate communication between departments or shifts, reducing the need for face to face communication wherever possible. This allows personnel switching between departments to quickly get up to speed on issues they will be facing, or contribute ideas to challenges which others may be facing in a role they have previously undertaken. Create an online knowledge ‘pool’ that all team members can access.
Manage transitions between staff
Carry out a resourcing risk assessment of the organisation, identifying essential areas of the business where few employees have the required skills. Training additional employees in these skills should be considered. Ensure that procedures are developed to ensure smooth handovers for employees who are filling in for colleagues in unfamiliar roles.
It may be necessary to provide additional training and a risk assessment if individuals are moving to roles where there may be a healthy and safety risk. Create an induction pack for new temporary workers with key information, health and safety briefings and risk assessments. These can be shared with temporary staff before they come onsite to ensure they are safe and quickly familiar with key procedures.
Evaluate current projects and create clear priorities
Develop plans to enable your organisation to operate on a skeleton staff if necessary. Identify key services and roles that are essential and can’t be put on hold, as well as projects or roles that could be temporarily stood down. This will allow you to funnel your workforce to the key areas to maintain service.
Identify those individuals and managers who have transferrable skills, who can fulfil more than one function and could be allocated to more essential roles. This can allow you to identify roles which can either temporarily be suspended or filled with temporary workers – using flexible resourcing to drive the business forward.
If you have daily briefings with your contingency team to ensure all preparations are still fit for purpose and have completed the induction and risk assessments highlighted above, you should already be making excellent provision to safeguard your workforce. One other area to bear in mind is ensuring you remain compliant with all legislation. For example, increased sickness absence may create a need for other employees, if willing, to work longer hours to keep your business going. If this happens, you will need to comply with the Working Time Regulations 1998 to ensure appropriate length of daytime working hours, night shifts and rest breaks.
How can Octopus Personnel help?
At Octopus Personnel, we are here to help and support you as you navigate these challenges. From finding the right temporary staff, to fully briefing them on health & safety and procedures for your company, to ensuring you remain compliant with all legislation, even as it evolves, we are here at the end of the phone to help you utilise flexible resourcing and maintain your key services at this time.
Whatever challenges you are facing, whether you need temporary staff, advice, or simply a chat, Octopus Personnel are here to support you. Call us on 01747 825568 or visit the website to request a call back.
Recruitment and the impact of Coronavirus
Sandra Smart, Octopus Personnel Director, outlines our approach to limiting risk from Coronavirus for candidates and clients during recruitment, and how we are currently adapting our business model.
At Octopus Personnel, we take the care of our candidates and clients very seriously and are taking a government guided common sense approach to preventing the spread of infection whilst continuing to operate as an effective business. This will be updated and changed in line with changes in Government advice as they arise.
Responsible Risk Management
Advice for employers from the Government can be read here. Following our own internal risk assessment in line with this advice and advice from Public Health England (PHE), we have decided to enable the team to work remotely. At home, they are still taking the following measures to help prevent the spread of Coronavirus (COVID-19):
- Covering mouth and nose with a tissue or sleeve (not hands) should they cough or sneeze. See Catch it, Bin it, Kill it
- Put used tissues in the bin straight away
- Washing hands with soap and water often – see hand washing guidance
- Avoiding contact with people who are unwell and providing all candidates with the government guidance about when to self-isolate
- Cleaning and disinfecting frequently touched objects and surfaces, including desks, kitchens and toilets
- Trying to avoid touching eyes, nose or mouth if hands are not clean
- try to stay at least 2 metres (3 steps) away from anyone you do not live with or anyone not in your support bubble
- wear something that covers your nose and mouth when it’s hard to stay away from people, such as in shops or on public transport
Advice to Clients and Candidates about Temporary Working and Coronavirus
We have provided all our candidates currently working with guidance on prevention of transmission of Coronavirus, when to self-isolate and where to seek further information when needed.
We have contacted all our clients to establish if they have deployed any new Health & Safety measures in their workplaces related to Coronavirus (COVID 19) to safeguard employees and businesses to ensure all our candidates are fully briefed before assignment and following all procedures.
We are keeping abreast of Government guidance, which is updated regularly here https://www.gov.uk/government/publications/guidance-to-employers-and-businesses-about-covid-19
We have also used the useful information for employers provided by ACAS: https://www.acas.org.uk/coronavirus.
Changes to the interview process
Some clients have asked us if they should be utilising Skype and video conferencing for interviews moving forward, instead of meeting with candidates at their offices.
Skype interviews often allow candidates to fit the interview into their schedule much quicker, as they can be conducted within lunchtimes or before or straight after work. Whilst Skype is a fantastic tool and undoubtedly the next best thing to meeting with candidates in person, it does still leave a small disconnect. A candidate doesn’t have the same experience of the business, the culture or the people, which means it’s harder for them to be so invested in the process, not having seen the building, or explored the vibe of the team, or imagining how they might fit in.
So if you are interviewing via Skype, you need to be a little bit creative. Perhaps allow a second round of interviews where the team dial in for a chat? Do you have site video candidates could watch? Do you have a company blog? Any good candidate will already have researched what is available online, but you might be able to flesh out more of the details of the company ethos whilst you talk, and use the examples they have seen to illustrate your points.
Will we continue to interview candidates?
Our business model has always included meeting candidates face to face, but in line with the changes in governmental advice, we are moving to utilise Skype, Zoom and Facetime to enable us to interview candidates online. All our systems are up and running and we are able to offer the same robust, indepth service we always have. In order to continue to really understand our candidates and what makes them tick, we use the same methods to interview them comprehensively so we can ensure the best fit for client and candidate, whilst protecting the health of all.
What will happen if the Government’s advice about Coronavirus changes?
We are confident that we can continue to provide an excellent standard of service throughout this challenging period and we are here to offer our clients and candidates the best possible support. Preparations have been made to enable the business to continue to function effectively, with a skeleton team working in the office and others working remotely. In the short term, face to face meetings will no longer take place. However, we are fully equipped for conference calls through Zoom and Skype and other modes of online communication, and are exploring platforms to speed up the process and flow of online interviewing. The telephones lines and emails are working and we plan to continue to operate our service as close to normal as we can possibly can achieve.
We continue to follow government guidelines and updates as they are received.
Where can I access more information?
Advice from the Government to Employer, Employees and Business can be read here:
Advice from the NHS on when to self-isolate is here:
Advice on travel and returning from travel is here:
We are here to help!
At Octopus Personnel, we are experts at presenting our candidates to ensure the employer is able to see all the skills and experience you are bringing to a role. Years of industry expertise and outstanding relationships with our clients, and grasp of the needs of their business, means we are perfectly positioned within the market to guide you to your new role or to the right employee who will drive your business forward. You can sign up here and call the office on 01747 825568 to arrange an interview.
If you do have further concerns about the interview process or working through Octopus Personnel during the Coronavirus (COVID-19 outbreak, please do contact the office on 01747 825568 and we will support you in finding further information or support.
Last Updated 18th March 2020
Reduce employee turnover – the mounting costs of Recruitment
Sandra Smart, Company Director of Octopus Personnel, explains how to reduce employee turnover and recruit efficiently to attract and retain top talent.
Unfortunately, it is incredibly rare for an employee to work for the same company for their whole career, retiring after 50 years with a good pension and a golden watch. Redundancy is a permanent feature of the modern economy and employees all too often find it too expensive to be committed to one employer for years on end. Wage increases are minimal, hovering at 3 percent on average, while jumping to a new job might mean a significant pay increase. The result is that staying at the same place for too long could cost workers thousands of pounds with little reward in terms of job security. So how can you reduce employee turnover?
What are the costs of losing an employee?
According to research by Oxford Economics and Unum, the average cost of turnover per employee (earning £25,000 a year or more) is £30,614. That means if you replace three employees on this wage in one year, the cost of employee turnover will be close to £92,000.
Therefore, it is no surprise that employee turnover is a big concern for many businesses. The investment and the cost to replace workers can often be overwhelming. So how can you make sure that you are attracting and retaining the best talent in the industry?
Employees are an investment
From the second you invite them to interview, the costs for an employee start accruing. Training, equipment, payroll are contributing to the mounting costs and are carried out under the presumption that the time spent will ultimately generate value for your business. When your company has a high turnover of employees the repetition of this process, plus the cost of recruiting a replacement, costs your company significantly – spending an average of £5,433 on the process of finding a replacement employee, according to Oxford Economics and Unum.
Why is reducing employee turnover important?
The long-term implications of turnover don’t just affect the company’s profits; it reduces the level of experience within the company, leading to decreased productivity and, often, a reduction in quality, ultimately having a negative impact on the reputation of the company.
While you’re busy advertising, interviewing, finding a replacement and getting them up to speed, other employees can become stressed, unhappy and overworked. The potential for others to leave as well increases, and to have to pay overtime. To be precise, Oxford Economics and Unum say that, on average, it takes 28 weeks and it’ll cost you £25,182 for loss of productivity.
So the benefits of reducing employee turnover are clear. So what can be done?
Establish genuine communication
It may sound obvious, but this is often the most important tools in retaining staff: encourage genuine communication. People leave or stay for their managers, not jobs or companies. This idea is supported by the Gallup report, How Millennials Want to Work and Live, which found that the 61% of millennial workers who feel they can talk to their managers about anything expect to still be with their employers one year from now. Many aspects of any business can be improved through internal communication, as well as ensuring employees feel heard and valued.
So how can you encourage ‘staff voice?’
You can use engagement tools to keep your employees talking to you. These can include a satisfaction survey administered by a third party, clearly defined training opportunities and/or committee creation for certain aspects of your firm. You can even ask for feedback and opinions on a relevant matter to help reinforce the channel of communication, and establish their position as an active participant.
Anything that adds value to an individual’s experience as an employee will help reduce employee turnover. Even the smallest gestures and rewards help to improve the work environment.
Staffing provider, LaSalle Network, surveyed 6,000 recent graduates about the most important factors they consider when evaluating a company to work for. And while 69% ranked remuneration as the number one factor, a surprising 61% listed company culture as the second most important factor.
Once you determine fair pay for a role, you’ll improve your odds of attracting the best talent and keeping the great talent you already have by promoting and refining “positive culture and values” within your business.
How does training help to reduce employee turnover?
According to the Gallup report, 87 percent of respondents said development opportunities are an important job feature. Additionally, the LaSalle survey found that 71 percent of respondents said opportunity for growth was the number one factor when considering a new role.
Training your employees is investing in them as people – and can help to improve employee satisfaction. Training shows that you see them as part of a long term strategy for your business, and gives them the encouragement and tools to improve in line with the direction of the company.
Not all employee turnover is negative
If your talented individuals are getting itchy feet, then it can be a good idea to consider moving them within your business. This can help you to retain the most talented individuals, while helping to quench their desire for a change of scenery.
How can Octopus Personnel help?
We know you fully recognise the value of top talent – those individuals that can drive your business forwards and boost the bottom line, but HR departments face a tricky task when it comes to ensuring a flow of continual talent into the business, and making sure they hire individuals who are suited to the job and the culture of the organisation. In the current buoyant jobs market, where employers are competing with one another for the most skilled and experienced staff, this becomes even more difficult.
Using Octopus Personnel to identify and attract talent, and negotiate terms, can relieve a huge amount of pressure. We can help you find the right people to drive your business forwards, bring them to interview, and secure their services within budget.
The trick is making sure that a candidate’s skills, qualifications and personality match your requirements; this match making ability is our key strength. As a consequence, we are one of the fastest growing recruitment and employment agencies in the South West of England.
What makes the Octopus difference?
We personally interview each and every candidate to assess their suitability. This isn’t just in terms of skills and experience, but also in terms of career development and personality. It is this attention to detail that ensures you will only see candidates that not only meet your specified selection criteria, but who you can be confident will gel with your team and achieve within your business culture.
To save you time, we include a resume and synopsis of every CV we send you, providing you with information fundamental to the selection process. We assess our candidates’ skills using a range of tools and provide this information to assist your shortlisting process.
To ensure that perfect match, we get to know your business and the requirements of the role like the back of our hands. We know about the challenges of the role, the Health & Safety requirements of your site, the rhythm of the work and we fully brief all our candidates prior to interview. Knowing exactly what the jobs entails prior to interview means you are not faced with ill-informed applicants who subsequently withdraw because of the ‘surprise elements’ of the role they discover during the interview.
Excellent value for money and a money-back guarantee
Where other agencies use a system of scaled percentages, which increase costs dramatically in line with high value candidates’ starting salary, instead we offer a flat rate of 10% of starting salary across all permanent placements. We are dedicated to providing a first class service and we are so confident in our abilities that we offer a unique 100% money back guarantee if our candidates don’t meet your expectations.
Our service is quick, efficient and above all cost effective! What’s our secret? We love what we do and we get a genuine kick out of changing people’s lives for the better and by helping our clients to grow and expand their businesses.
Have I convinced you? What have you got to lose?
At Octopus Personnel, we have years of industry expertise and outstanding relationships with our clients, understanding the ever-changing needs of their businesses. We are perfectly positioned within the market to guide you to the right employee who will drive your business forward. Call the office on 01747 825568 to discuss how we can help you or click here to register.
Octopus Personnel Recruitment Agency: A Year in Review
Happy New Year to all our clients and candidates! 2018 has been a fantastic year, working to drive our clients businesses forward by finding the right people for the right jobs. From the Recruiter Awards to supporting School in a Bag, the team has grown and evolved this year and can’t wait to face the challenges of 2019. Recruitment has never been so exciting!
The cornerstone of our success is our knowledge and special relationships we have forged with the businesses that lie within the communities that we serve. We know instinctively what many of our clients require and can act immediately to fill these vacancies regardless of whether they are temporary or permanent positions.
Whether you need one person for short-term cover, or a team to help you meet a deadline, Octopus Personnel is here to help. We provide temporary staffing and recruitment services right across the South West of England, covering a variety of economic sectors including office & administration, manufacturing, agricultural , warehouse and other positions. Small or large volume, last-minute or planned in advance, we understand your needs and we’re ready to help you.
We continue to be one of the fastest-growing recruitment and employment agencies in the South West of England because we ensure that a candidate’s skills, qualifications and personality match those required by clients. To ensure this perfect match, we personally interview and reference check each and every candidate to assess their suitability.
This attention to detail means for our clients that they only see candidates that have met the specified selection criteria. For our candidates, it means we can find you the most appropriate job that meets your skills sets, quickly and without fuss.
Our service is quick, efficient and above all cost-effective! What’s our secret? We love what we do and we get a genuine kick out of changing people’s lives for the better and by helping our clients to grow and expand their businesses.
Whether you’re looking for work or looking for workers, we’re here to help so give us a call. Bring on 2019!
Octopus Up For Another Award
Following on from our success at the Blackmore Vale Business Awards 2017 where we were awarded the Best Small Business prize, we are delighted to have been shortlisted in the best Micro Recruitment Agency category by the prestigious UK Recruiter Awards.
To reach this stage we had to present details of our business accomplishments for the period October 2016 to October 2017 and explain how our activities had helped enhance the reputation of the recruitment agency in the UK business world at the same time.
We’re very proud of our approach to recruitment and the links we’ve forged with jobseekers and businesses within the area and are thrilled to receive national recognition for something we enjoy doing so much.
The winners will be announced at an awards ceremony being held at the Grosvenor House Hotel in London on Thursday 3rd May.
Think all recruitment agencies are the same? Well we’re not!
Think all recruitment agencies are the same?
Well, we’re not!
Is Octopus Personnel different from the rest? Yes! – Bold Claim- Prove it?
Ok, how’s this for a starter… with all our permanent placements we offer a 100%, 12-week money-back guarantee.
That’s right, so confident are we in our ability to find you the right people, we offer our clients a full rebate if a candidate resigns or if you feel that during the first 12 weeks of their employment they are not suitable for the post and you have to let them go.
What about the cost? Isn’t it expensive to use a recruitment agency?
Advertising and recruiting for trained staff can be a time-consuming exercise. Sifting through correspondence, selecting candidates, arranging interviews and checking references etc. is an expensive process and when handled internally, a cost that can soon spiral out of control.
At Octopus, we make all the checks and arrangements before you get involved and you’ll only ever interview the candidates that we’ve specially selected and who meet the criteria, no time wasters!
Checking a candidate’s references, qualifications and if required security clearance can be a protracted process unless you know the system, thankfully we do, so we’ll only send through suitably qualified and experienced candidates.
Ok, so what about a candidate’s attitude? How do you ensure we get both a qualified and enthusiastic new member of staff?
We’ve been successfully interviewing and screening candidates for many years and we know what we’re looking for. We also pride ourselves on building long term relationships with our clients so we understand the culture and the type of candidates that would fit the bill.
All right, you sound different from the rest but isn’t it just a numbers game? Won’t you just keep sending me candidates regardless of suitability?
No! Remember the 100%, 12-week guarantee. If we don’t make the correct match, you’ll get your fee refunded. We will have an unhappy client, an unhappy candidate and we will also be out of pocket (trust us), there is no incentive to bombard you with inappropriate candidates.
Be honest, will I be constantly hassled by your sales staff?
No, definitely not! You will be assigned your very own account manager to oversee your requirements and we of course hope that this relationship builds into a meaningful partnership, but it would be presumptuous of us to assume we know your business better than you. You let us know when you need help and we’ll respond.
Oh, almost forgot, what about finding temporary staff?
No problem, we have an extensive list of experienced and qualified temporary staff who can hit the ground running!
The process is simple and we take care of all the paperwork and legal formalities so you can just concentrate on running the business.
So, what do I need to do if I want to recruit?
Simply call the team at Octopus and we will arrange for an Account Manager to visit you at your convenience. Leave it to Octopus to find the right people for the right jobs.
NMW and Living Wage Increase
On the 1st April 2017, the national living and minimum wages go up.
The new rates are as follow:
Aged 25 and over (NLW) £7.50 per hour
Aged 21 – 24 £7.05 per hour
Aged 18 – 20 £5.60 per hour
Aged 16 – 17 £4.05 per hour
Apprentices under 19, or in first year of Apprenticeship. £3.50 per hour
The REC has worked with HMRC to produce a guide? If you would like a copy please give the office a call and we will send one over to you.