Passport Required #NewYorkHereWeCome!

We Normally Receive 75-100 Responses

So Your Odds Are Great!

We are known across London as being THE rec2rec that delivers. Why? Because we do, both for our clients and candidates. Dedicated to getting the best talent for our clients, 80% of GSR2R’s placements come from people who have experienced our service so we want to give something back to you.

One of the ways we find fantastic recruiters is through you guys. Being the kind of company we are we have unmatched referral incentives and this October we are pushing the boat out………literally into Hudson Harbour! I guess the picture was a give away.

Yes we are offering a trip for two to New York. Refer any experienced Recruiter to GSR2R, between now and the end of October 2014, who we successfully have a conversation with and your name will be entered into a draw to win:

• 2 economy flights to New York

• 3 nights stay in the Standard Hotel, standard queen room……. This place is anything but standard!!

•  Dates for YOUR trip must be requested 2 months in advance and all bookings made are subject to availability

The GSR2R Referral Scheme Why? GSR2R want to reward you for spreading the word about our outstanding service.  If you know an experienced person who works in Recruitment who is looking for the next step in their career, please tell them about  GSR2R.

Their reward: To work with a quality  Rec2Rec who will always put their needs first.

Your reward for successfully placed referral: £150 worth of gift vouchers of your choice.

When can I start? Right now! Call GSR2R Ltd. on 0203 696 1215.

Till next time,

Cheryl

Please note: If a name is duplicated by several people it will be the person who gave us the name first. Candidates who GSR2R have already placed are excluded from this referral scheme. Referral to include full name and contact email or number. The winner agrees to kindly provide GSR2R with a photo of themselves with their prize.

Terms and conditions apply to all our incentives. You can find them by clicking this link. Terms and Conditions.

Leading Rec 2 Rec recruiter; GSR2R today welcomed the announcement from APSCo (the Association of Professional Staffing Companies) that professional recruitment firms have seen a rise in permanent vacancies of 22% from this time last year. Combined with the Treasury’s 3% GDP growth forecast (higher than the 1.8% expected at the beginning of the year), it spells good news for recruiters across the vast majority of the UK.

With only Scotland showing signs of a slowdown in recruitment (possibly due to the uncertainty surrounding the forthcoming referendum), growth is accelerating across a range of professional sectors in the rest of the country. Impressive figures have been reported in the accounting and finance sector, with vacancies up 13%, and in marketing and media, where a rise of 16% has been seen. This means that both sectors are now offering a record number of jobs as they continue to expand and grow. The IT and engineering sectors are seeing even stronger growth, with permanent vacancies in IT rising by 23%, and engineering vacancies up by 42% compared to the same time last year.

Cheryl Wing, Managing Director of GSR2R said “These figures are great news for the UK economy and in particular for the recruitment sector, who will see a positive impact across the board. We have seen a sharp rise in recruiters using our services to procure the best and brightest recruitment talent for their teams, and this looks set to continue. Recruiters are realising they have to act now to ensure they get the right people on board to help exploit this expansion of the jobs market, and that there is no better way of doing that than using the services of a specialist Rec2Rec agency.”

With our specialist market knowledge, we can provide recruiters with a professional, prompt and transparent recruitment process that ensures results. We are looking forward to 2015 and expect it to be an even better year, helping our clients continue to grow and succeed in their respective sectors”.

About GSR2R

GSR2R are a leading Rec2Rec recruitment consultancy providing exceptional talent to recruiters across London and the South East. An award winning agency, GSR2R work across a range of professional sectors, including media, marketing, HR and secretarial.

Media Contact

Company Name: GSR2R Ltd

Phone: 020 3178 8118

Email: hello@gsr2r.com

Address: 4th Floor 15 Little Portland Street, London, W1W 8BW

Country: United Kingdom

Website:www.gsr2r.com

Most recruitment consultants understand the importance of marketing when trying to attract new clients.

Putting together a marketing plan, utilising it and then evaluating its effectiveness should be a core part of your plans to grow your business. However, what many recruiters don’t realise is the effectiveness of marketing when it comes to attracting the very best candidates.

Don’t just advertise your roles on the job boards and hope. Take the time to market your vacancies and you will not just find yourself attracting better quality candidates, but you will find your candidate retention rate will improve, as will your client’s satisfaction.

Marketing each vacancy needn’t be an expensive or time consuming exercise; it’s simply a way of proactively ensuring you are focusing your efforts effectively and successfully. Here are some simple but effective steps you can take to market your roles to candidates more effectively.

What are your objectives?

Clearly, one objective will be to secure an exceptional candidate for your client, one who is perfectly matched to both the role and culture of the organisation in question. But what are your other objectives?

Could filling this vacancy successfully lead to further vacancies from the company? Could you use them as a testimonial or as a reference for other clients? Never be happy with just filling a vacancy, always try and treat it as a catalyst to drive your business forward in some way.

Where will you target to find high calibre candidates?

It’s all to easy as busy recruiters simply to post each vacancy to the usual job sites and wait for the applications to come in. But taking the time to evaluate each vacancy and assess where and how it is best to market it will not only be more effective in finding better quality candidates, it will save you a huge amount of time and will also ultimately save you money.

Consider using specialised job sites, learning how to use LinkedIn to its full capacity and think of other, more creative and abstract ways you can attract the very brightest candidates.  Maybe there are specialist industry internet forums that can be utilised, or specialist industry events you can attend to network?

What are the key messages you need to communicate about the role?

Whether in your job posting or when talking to candidates on the telephone, it is important not to bombard them with too much information about the job. Instead, extract three key features about the job that as a whole sum-up the role in question.

These three key features should be specifics that appeal to the type of candidates you are targeting and can depend on the culture of the company.

You may be highlighting the financial rewards and promotion potential, or you could be showcasing the company’s attitude to flexible working and childcare policies. Understand what sort of people will fit into the organisation successfully and promote what will appeal to them.

Monitoring the results

Monitoring any marketing activity is vital as it can help you focus your future campaigns more effectively. As well as highlighting where the better quality candidates came from, it can also highlight the recruitment channels that aren’t working as well. Information like this is key and can make you a leaner and more efficient recruiter.

So remember, stop advertising your vacancies and start marketing them, and watch the quality of your candidates increase, ensuring that you have the right people to place into the right jobs.

‘Till next time,

Cheryl

Organisational culture, also known as company culture differs widely between different types of organisations, even those working in the same sector.

For the modern recruiter to be successful, it is crucial that they understand a company’s culture, and recruit staff that will fit in to it, as this will ensure both the candidate’s and the consultant’s long term success.

What is organisational culture?

A company’s organisational culture is the behaviour and shared assumptions of the people who form an organisation. It can include an organisation’s systems, processes, visions, values, behaviour and beliefs.

Examples can include whether an organisation values flexible working by offering facilities such as a creche, whether management have reserved car-parking or if pay-rises are across the board or are based on individual performance.

Ultimately, the organisational culture of a company is the sum of the underlying perceptions shared by each and every member of the organisation.

Why is organisational culture important to recruiters?

Understanding a company’s culture is key to a recruiter successfully placing candidates that will grow and flourish in their new role. Organisational cultures can vary wildly even between organisations that on the surface look very similar. The recruitment sector itself sees agencies that work in the same sector achieve results despite having different cultures.

Some agencies thrive on the traditionally competitive macho culture of recruitment, which sees employees competing with each other to be the best. Other agencies have a much gentler culture, with a belief in collaborative working and sharing knowledge and skills.

Both types of organisation can be successful, but it’s clear that whilst a candidate that will thrive in one of these organisations would generally not thrive working in the other. It’s vital that recruitment consultants understand this and recruit accordingly.

How to use organisational culture to your advantage

The easiest way to assess a company’s culture is to visit the company. You can get a ‘feel’ of an organisation as soon as you walk through its door. You can sense whether there is a relaxed feeling throughout the building or if there is a sense of urgency and pressure.

The way employees dress gives clues, are they in formal business attire or are they dressed more casually? Noticing little signs like this all build up to paint a picture of an organisation’s culture, the sense of which can be enhanced by talking to both management and employees.

It’s not always possible though to spend time visiting a client to assess its organisational culture. In this situation, use a shortcut to ascertain what sort of candidate would fit-in and be successful. Whatever role you are recruiting for, ask to have a quick telephone chat with two or three people already successfully doing the role.

Ask them questions about what motivates them, what they enjoy about the job and how they perceive the company. When you analyse the answers, you should find a common thread that runs through them.

There are certain facets of people’s personality and skills that make them a success within this company’s culture, identify these, and your task to find the perfect candidate is made a lot easier.

‘Till Next Time,

Cheryl

LinkedIn should be one of the most important tools in any recruitment consultant’s armoury. With over 15 million users in the UK alone, it is vital that a consultant can fully utilize LinkedIn’s capabilities to help grow their desk effectively.

LinkedIn is a fantastic source for seeking out potential candidates, but are you using its capabilities to the full? Here we take a look at three effective ways to use LinkedIn to source candidates that many consultants probably don’t know about.

LinkedIn’s ‘Similar’ Feature

Every consultant should know how to do a simple search for candidates on LinkedIn. Simply put in the type of role you want candidates for, say ‘legal recruitment consultant’ and you will be presented with a list of potential candidates.

Out of those results, you may struggle to find more than one or two suitable candidates depending on the vacancy you have. However, most consultants don’t utilise the ‘people similar to’ feature.

If you have a very suitable candidate for a role but would like others, simply click on that person’s LinkedIn profile and then look at the right sidebar. At the top you will see the ‘people similar to’ feature. This is where LinkedIn has grouped together profiles that it thinks are similar to the person in question, so chances are they have similar skills and have a similar work history.

Utilise Groups

There’s not many recruitment consultants who don’t know the value of interacting on relevant LinkedIn groups. This has several benefits including raising their profile as a knowledgeable recruiter in that particular sector and keeping up-to-date with the latest industry news and developments. However, did you know that it’s possible to search for people within groups, and send them messages even if they are not in your network, for free?

Using the search feature within groups is a fantastic way of narrowing down candidates because if you’re searching a relevant group, using the right keywords should narrow down suitable candidates effectively.

The best feature is that now you have the candidate you want to contact, you can just click on the ‘send message’ tab underneath their name on the group’s search results and send them a message, regardless of whether you have a premium account or are connected to them.

Can Candidates Find You?

Most recruitment consultants see LinkedIn as a one-way-street, very few realise that there may be excellent candidates out there trying to find a good recruitment consultant. It is therefore vital that as an innovative and forward-thinking recruitment consultant, you make your profile as visible as possible, by optimising it so that you can be found easily by potential candidates.

Techniques include making sure that your profile is completely filled-in, using strong, positive and engaging language. This illustrates your credibility as the recruiter of choice in your chosen sector.

In addition make sure your profile contains important keywords that people in the industry may search for. In an industry where it can be very difficult to find good quality candidates, make it easy for them to find you!

‘Till Next Time,

Cheryl