As business owners see their companies grow, they come to the realisation that they cannot do it all, and in order for their business to prosper and expand, they are going to have to invest in an extra pair of hands to take over some of the responsibilities, or hire expert skills to help them realise their corporate dreams. Many of our clients’ first senior appointment are Lead Assessors to manage a small team, or a Quality Manager to help them work towards a higher Ofsted grading.
This can be a big step for many business owners as they seek to attract not only a person with the skills they need but also someone who shares similar values to you so they fit into the company culture. It can also be a bit frightening to have to fork out a salary that is higher than business owners have previously paid to employees.
Whether it is your first senior hire, or you’ve done it before many times, recruiting executive-level posts can be challenging and risky, but this risk can be minimised by dedicating serious time to a well-planned, thought-through process to help increase your odds of a successful appointment.
Top Tips for Hiring Senior People - download the full article in PDF format below:Top Tips for Hiring Senior People
Author: Augusta Henning, PR Manager, CV Library
Remember, this is your opportunity to find out more about what it will be like to work in the company. Asking questions throughout, or at the end when invited to, shows that you’re well organised and are interested in the role. But, it’s important to ask questions that will make you sound intelligent. After all, asking ‘when can I expect a pay rise?’ will just suggest that you’re not that passionate about the role itself.
Below, we outline five key questions that you should consider asking in a job interview.
A bad hire can have serious consequences for an organisation’s success. A mismatch between employer and job seeker creates a cost calculated to be over three times the employee’s salary. Recruitment processes require significant resources and, together with reduced productivity among employees, can result in a significant expense. The success of an organisation, mostly depends on long-term successful recruiting of new employees. Based on recent market research, this article, explores the reasons behind a bad hire, specifically within the Work Based Learning and Training sector and possible solutions and preventative measures that can be taken to minimise the risk of a bad hire and how GPRS Recruitment can help you to get the perfect match for your organisation.
How to Hire the Right People in 2018 - download the full article in PDF format below:How to Hire the Right People in 2018 Author: Helen Wilson
GPRS celebrated 10 years in business this year. We are one of the UK’s leading specialists in the recruitment of permanent staff for work-based learning and training organisations. Each year, GPRS has conducted extensive research into salaries and benefits within the industry, tracking the results in our Annual Salary and Benefits Survey.
The Salary Survey has become synonymous as an effective tool for HR Managers and Business Owners to benchmark salary and benefits packages, as well as creating an awareness of what their competitors are paying.
Who uses the Salary Survey? Well, any of our clients within work based learning and training, including training providers, colleges, levy payers, awarding bodies, networks, and training provider consortiums.
The survey promises to answer this and more besides. This year we have released a summary of our findings on FE News, (check it out via the link below) and the survey is now available to download via the link below.
Take care, we’ll hope you find this year’s Salary and Benefits Survey an effective and useful tool.
All the best,
We’re delighted to announce that our consultant Natasha Wootton has been promoted to Senior Market Specialist! Natasha, who joined GPRS in 2016 as a Trainee has been reflecting on her time with the company:
“Recruitment has always been a career path I have wanted to move into but I never came across the right opportunity, however when I saw the position arise with GPRS, I thought it would be worthwhile applying (not really thinking I stood a chance in being successful!). The recruitment process was thorough, and to my delight I was offered the job at the end of this process!
Excited and not really knowing what to expect other than there was a lot to learn, I was given an extremely vigorous training and induction by our Sales Director, which fully prepared me for what to expect. My first few weeks was spent getting to know the ins and outs of the Work Based Learning and Training industry (TAQA, PTLLS? Not a clue on what these meant!) but this was a fantastic way to ease me into a sector I had no experience of. Everyone who joins GPRS interviews candidates day in day out for a least a month, which really helps you gain an understanding of the sector.
Following a successful month of resourcing I moved on to build my own desk; I’d never been afraid of cold-calling, coming from an Estate Agency background I was used to being shot down. But luckily enough I picked up my first role which turned into my first placement within two weeks! It would be a fib to say from then on it has been plain sailing, anyone in recruitment knows it has its peaks and troughs, one day on a high, another a low. However I feel I have been extremely lucky with not only the company I’ve managed to start my recruitment career with, but also the colleagues I have started this career with too. They have given me the confidence, support, guidance and much needed friendly competition to keep my head above water!
A few months ago one of my clients was recruiting a senior level role within their company. I was given additional training to enable me to understand the requirements of a senior appointment within a company and also the questions to ask to assess their suitability for the role. I was thrilled when I made my first senior appointment and this gave me the confidence to begin to build my portfolio of clients seeking to fill director and managerial roles and I quickly found out that I had discovered my niche. I thoroughly enjoy recruiting at senior level and have some fantastic clients and candidates with whom I speak regularly.
After a successful 12 months of being with GPRS and being the highest ‘biller’ so far of 2017, my hard work and efforts have paid off and I was rewarded with a senior level position (which I immediately accepted!) along with a nice salary increase which is always a bonus! I genuinely wouldn’t have thought after being in recruitment for a mere 12 months that I would be in a senior position, now passing on my knowledge to new recruits and helping them within their roles. I’m extremely excited to see not just what other career development plans might be in line for the future, but also to see how much GPRS will have grown in 2018.”