War On Talent | FREE Webinar

Would your business benefit from attracting the top 10% of talent in your Sector?

…There’s a ‘war’ going on for talent – especially for anybody that you may wish to hire in the ‘future’.

We’d love for you to join us on of FREE webinar: ‘War On Talent’ which takes place on 05.08.20 @ 11.00hrs (UK)

There is no cost for joining us, but the residual value will be high; as you will get to be part of our audience, listening to over 30 years of panel experience, as we debate and discuss the current & future ‘war on talent’ in the UK.

If you’d like to know how you can ‘win the war’ and ‘fix’ any pending problems you may face within your team or business – click the link(s) below.

Don’t worry about wearing ‘business attire’ or getting a ‘hair cut’ – your camera and microphone will remain switched off! 🙂

However, you will be able to pose questions ‘live’ to the panel via the chat & Q&A functions.

Registering is really easy, and as spaces are limited, we recommend booking your slot as soon as you see this message.

DATE: Wednesday 5th August 2020
TIME: 11.00 hours (UK)
REGISTRATION: http://bit.ly/_WarOnTalent_

NB. If you haven’t’ got a Zoom account, you will need to set one up, prior to joining. This should only take a couple of minutes by going here

How Can We Help? …COVID-19

We hope that you are safe & well…

As you know, due to COVID-19 we are currently living through a challenging time – one that is affecting our communities, our country and plenty of other people across the whole world.

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Our Managing Director; Shimron Equiano, wants to share a message with you.
Click the link below to be taken to his Linkedin page:

bit.ly/HowCanWeHelp_

Feel free to comment, like and share (in that order 🙂

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To avoid the spread of infection, the team at Jonothan Bosworth is working remotely, however we are still serving our customer base, with ‘remote working solutions’, and we’re offering contract payroll ‘at cost’ as well as delaying permanent invoices by ’90 days’.

The hope and anticipation is that we will eventually regain a sense of ‘normality’ and we will do everything we can to support, share, assist and work with you in any positive way that we can.

In the meantime, stay safe.

Sincerely yours,

The Jonothan Bosworth Team

End of 2019… Roll On 2020!

As we bring 2019 to a close…

…We have an opportunity to reflect on our year of highs, lows, challenges, successes and most importantly: our resilience, as we look forward to 2020, and beyond.

The political football that was ‘Brexit’ and the sometimes ‘shortage of talent’ in the market place has meant that recruiters have had to work ‘harder and smarter’ than in previous times – but this is a positive, as it gives both candidates and hiring managers the opportunity to separate the ‘real from the fake’.

Jonothan Bosworth has tirelessly aimed to deliver quality over quantity, speed over haste and cost with value-add.

As we now set our sights on 2020 and with  ‘growing by 300%’ the future will continue to be shaped by our own internal optimism.

The UK is still one of the economic powerhouses on the world stage,  and we intend on delivering high-level results for the entities that rely on us domestically; as we also look to forge new relations in new territories.

If you are a job-seeking candidate or a talent-seeking hiring manager/business owner, maybe give us a call…

…It could be the start of something special.

Merry Christmas!

Love from ‘The Jonothan Bosworth Team’

…Ready To Sack Your Recruiter? :)

100% MONEY BACK GUARANTEE | RISK FREE RECRUITMENT

What is the biggest barrier for a hiring manager to overcome when looking to engage a [new] recruiter?

1. Is it the level of experience and/or expertise that the recruiter has? Maybe.
2. Is it the overall reputation of the recruitment company they work for? Could be.
3. Is it because the hiring manager already has a ton of suppliers on a PSL? Possibly.

At Jonothan Bosworth Recruitment Specialists we believe that the single BIGGEST obstacle for a CEO / Managing Director / CFO / Line Manager / HR Professional is LOSING money on ‘recruitment gone wrong’.

So, the team at Jonothan Bosworth Recruitment Specialists has devised an ambitious and unique campaign to relieve all the potential stress, risk and hassle that comes with locating the best talent for your business.

Let’s let the truth be known – even with all the necessary checks and balances, a new employee/employer relationship may not work out, and this could be down to circumstances beyond everyone’s control; but how do we combat this? How do we make sure that you have the greatest chance of preserving your time & money? How do we limit the chances of an employee taking the wrong job opportunity in the first place?

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We have come up with a solution that we believe will resonate with organisations up and down the UK and further afield.

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We will give any organisation that chooses to elect Jonothan Bosworth Recruitment Specialists a 100% money back guarantee, (in the unlikely circumstance that our candidate leaves within the first 6 months of their employment).

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You may be thinking that this offer is too good to be true – why would anyone offer a 100% money back guarantee?

We stand by our service offering and we pride ourselves on delivering a ‘world class’ recruitment solution. Our dedicated team can only offer a high level of service to a small number of partners, so we don’t work with everyone. Also, as well-established recruitment professionals, we know that finding the right talent acquisition partner is a tricky business – so our decades of experience, coupled with our 5-star online customer rating, should put your mind at ease.

ACCESS TO AN IMMEDIATE NETWORK:

Recruitment is in our DNA, which means large parts of our day are spent meeting with, and networking with some of the best talent that the market has to offer. Our network is far-reaching, and we are a trusted partner for many customers, just like you.

ALL HANDS ON DECK!

Most of the time when you engage a recruitment firm, the person you speak to on the phone, is the ONLY person involved with your recruitment need.

Jonothan Bosworth Recruitment Specialists operate differently – we ALL have a vested interest in your business and collectively, we leave nothing to chance, and we leave no stone un-turned when it comes to presenting candidates for your vacancy.

 If you are planning on recruiting [IT] staff, or you and would like to know more about this specific campaign, call the team on: 0800 131 0822 or go to: https://jonothanbosworth.co.uk/moneyback/

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DISCLAIMER:

The subject line to this BLOG is said purely in jest – a joke, a bit of witticism, a funny remark… a gag. Recruitment is a challenging and competitive industry and we respect the work done by all of our qualified peers & competitors.

Skills, Jobs & Career Fair

Job vs Career?

Which do you prefer?

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We are bias, so we will always say that a ‘career’ at Jonothan Bosworth far outweighs any other job elsewhere!*

(*Unless you’re training to be an astronaut, F1 driver or bona fide international rockstar – then we’d maybe consider being the 2nd best option! 🙂

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…Working in #recruitment is a challenging and rewarding vocation, where you have the opportunity to ‘change lives’ on a daily basis. Meet Jonothan Bosworth Recruitment Specialists at the “Skills and Jobs Fair” on 26th September at South Staffordshire Business Hub, Codsall, WV8 1PX

Doors open at 10.00am

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On the day you will have the opportunity to talk to the founders and directors and maybe some of the existing recruitment rockstars and receive first hand insight to the highs (and challenges) of a career in specialist recruitment consultancy.

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Jonothan Bosworth boasts a clear career path, injected with daily development and training, as well as a ‘hands on’ management team, who care deeply about your progress both inside and outside of the working environment.

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With plans to expand and open offices across the UK, Europe, Americas and further a field – you can quickly see why many clients and candidates trust Jonothan Bosworth Recruitment Specialists.

https://joinus.jonothanbosworth.co.uk/

You Get What You Pay For!

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You Get What You Pay For!

This statement is such a cliché – but it is usually true…

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If you want something done quickly, it could compromise on the quality that you receive.

If you expect quality, it may mean waiting a while to receive the product or goods requested.

If you desire a ‘quick turnaround time’ AND the ‘highest possible quality’ combined; it is likely to COST you more money.

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This is not ‘Socrates Philosophy’ – it just seems logical to us. However for some reason – there are moments when we all think that there’s a fantastically cheap & speedy option which will satisfy all of our wants, needs, issues and/or concerns at a ‘bargain basement’ price..

Yes, sometimes we get ‘lucky’ – but is anything sustainable built on luck?

Luck is winning a big accumulator sports bet.

Luck is buying the last apple pie at McDonalds drive thru when you are ‘hangry’.

Luck is perhaps finding a crisp £20 note sticking out of the snow on a winters’ day walk…

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However, receiving a service or product that genuinely meets the needs of the intended recipient, and is able to meet those needs on multiple, consecutive occasions is a slightly different proposition.

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A ‘real’ recruitment solution is something that shouldn’t be left to luck.

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One of the most valuable assets inside any company or organisation is it’s people. The process of hiring the ‘right’ people typically involves assessing individuals from a technical and cultural perspective, which can be a long and challenging endeavour. When a new employee leaves a company prematurely, it really does hurt the morale, the atmosphere and the profitability of the business – big or small – so it is important to try and get it right.

THINK ABOUT THIS FOR A SECOND:

‘Mickey Mouse’ is inanimate – but yet Disney spend copious amounts of money on the Sales, Marketing, Advertising, Animated Stories, Theme Parks & Customer Experience surrounding the Mickey ‘brand’.

Why?

Well, as consumers we spend billions annually on Mickey Mouse & Disney based products and services.

NB. Mickey Mouse is a fictitious character, created purely for our entertainment…

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The image above; of the inbox message that supports this post is interesting.

For £399 I’d like to know if the full recruitment solution in which market knowledge built up over many years is at work, the cost of advertising has been taken into account and deployed, the research is on-going and the process management involved with selecting a strong shortlist built on multiple conversations, meetings, character references and all other associated tasks required, has been executed perfectly…

3 words: Simply. Not. Happening.

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In order for recruitment to be done properly, a real investment has to be made.

Firstly an investment by the recruiter (to deliver on all the things mentioned above)

Secondly by the employer (to take time to identify a recruitment firm with substance)

Thirdly by the potential employee

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In my humble opinion, £399 is not the going rate for a substantial, ethical, compliant and effective recruitment solution – but, if you are a hiring manager and you have found this ‘quality-speed-cost ratio’ and it’s working for you – hang on to it and never let it go!! 🙂

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If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, please call Jonothan Bosworth to find out exactly how we can add value.

Are You A Budding Recruiter? Or Just Looking For…Better?

What Is Intelligence?

End Of Year Blog. Part I

Let us ask you a question…

‘How Intelligent Do You Think You Are?

Every recruiter at Jonothan Bosworth will now tell themselves that they ‘can’ and they ‘will’ every single day.

‘Recruitment’ is a multi-billion-pound industry – but the perceived ‘value’ placed upon it, has been questioned time and time again, by clients and candidates who have maybe received a shoddy experience.

As one of the many ‘advocates’ and ‘protectors’ of the ‘art of recruitment’ Jonothan Bosworth wants to share thoughts on the 4 key areas of ‘intelligence’ needed in order to succeed.

In order of importance:

Spiritual Intelligence:

We’re not talking about ‘going to church everyday’ – we’re talking about an inner believe – a passionate connection with the world in which you exist; a heavy reliance on the power of your soul. Believing that you are great.

It’s a cliché, but for every ‘no’ that you receive from prospective clients [and candidates], there is a ‘yes’ waiting for you, just around the corner…provided that you keep going.

Emotional Intelligence::

Do you ‘respond’ with a plan to find a solution, or do you simply ‘react’ to a problem and dwell on it? The greatest war generals, sportspeople and inventors have always managed to ‘stay calm’ in the middle of a ‘sh*t storm’.

So must you. There is no time to cry over spilt milk…

There will be times that you sweat blood & tears, and still, come nowhere near close to your goal, but this is the best time to ‘soldier on’

This is the moment that you truly find out what you’re made of.

Physical Intelligence::

Do you wilt under pressure, or do you suck in some O2 and ‘go hard’. Cristiano Ronaldo is a prime example – a skinny kid from a poor village in Portugal, who constantly got kicked off the ball… He trained harder, longer and faster than any other footballer. Now he is a physical specimen & one of the greatest to ever play.

Break things down into ‘bite size’ chunks and ‘eat the elephant’, 1 spoonful at a time…

Mental Intelligence:

Whilst we’re big advocates of learning the basics of Maths, English & Science we’re also aware that some of the worlds’ greatest minds died penniless. 

Being ‘academically smart’ is all good and well, but you must, must, must have ‘vision’.

See yourself at the top of the mountain.

See yourself as the leader of the pack.

See yourself as the winner in any contest.

With focus – anything is possible…

…If you fall short; maybe you won’t land on the moon, but you would’ve kissed a few stars – setting you up nicely to tackle the next challenge with confidence and conviction.

#ThinkBig

#StayHumble

Droppers!

If you have been a recruiter for longer than 12 months, the chances are you have had a candidate ‘accept an offer’, and then ‘fail to start’ a new contract of employment.

QUESTION:

“Is there anything that you can do to stop this from happening?”

The short answer is: ‘no’…

…If someone has made up their mind, it is usually impossible to turn the tide, with any confidence.

Let us look at the question again and ‘redraft’ it… “Should we be trying to ‘stop’ this from happening, or should we be looking for the ‘tell-tale’ signs earlier in the process?”

…We think the latter.

We should all be ‘measuring’ the amount of ‘prep work’ that we are putting into a piece of recruitment – long before an offer is even on the table.

THE BEGINNING:

When we speak to candidates at Jonothan Bosworth, we are constantly trying to ‘understand’ the motivation behind seeking a new challenge…

What are the reasons for wanting to leave an employer after 6 months? What about a candidate that has been with an employer for 16 years? Which one is more likely to see the move through?

It is important to get ‘under the skin’ of an individual, and pinpoint exactly what the driving forces are. Granted, you are not always going to get the truth – but showing ‘genuine interest’ in the personal well-being of your candidate can enable you to get more information than you otherwise would.

If the reason for leaving is purely about ‘1 thing’ – like money; then beware of the ‘counter offer’ (or the leveraging for one).

If there are ‘multiple’ reasons, such as money, commute, change of line manager, potential redundancy – then you can have more faith in an offer being accepted and honoured.

If you have contacted someone who was not ‘actively looking’ it is even more important to ‘take your time’ and remind yourself that the first call was made by you, and a lot of work lies ahead.

THE MIDDLE:

How much information are you sharing/presenting your candidate with, before the interview, after the interview and the lead time up to a ‘decision’ from the employer?

The amount of times that you ‘touch’ your candidate during these important stages of the process will do 1 of 2 things… It’ll either develop a ‘bond’; a level of trust & respect between you and the candidate – or it’ll quickly allow you to notice the ‘cracks’ – and give you a bit of time to potentially go back to the market, in search of a ‘back up plan’.

THE END:

We have witnessed many recruiters freeze with fear when the time comes to ‘pop the question’… But sometimes being ‘direct’ is the best way to cut out all of the noise. Ask your candidate, whether or not they are willing to accept the offer on the table, and if the answer is ‘yes’ – take them through the ‘counter offer assault course’, and remind them of all the reasons why they applied in the first place.

Even better would be to ask the ‘what if’ question – directly after the interview – before an offer has even been made… This is a great opportunity to ‘assess the mood’ of things.

CHECKS & BALANCES

–         Did you ‘head hunt’ your candidate, or did they ‘apply’ for the role?

–         Does your candidate have more than 1 reason for considering a move?

–         When you confirmed an interview request, was your candidate happy or nonchalant?

–         How many other interviews does your candidate have?

–         After the interview, did your candidate call you back with a detailed synopsis &/or chase feedback?

–         Are there any other offers on the table from other employers?

–         Would your candidate need to relocate in order to take up an offer?

THE CONCLUSION:

Let’s continue to respect the process; respect the candidate & respect the fact that they are also ‘human’ with lots of human concerns, personal issues, flaws, shortcomings, conflicts & motivations.

We’ll win some, and we’ll lose some. It’s essentially about how we respond & improve.

When we treat our candidates (& clients) like ‘real people’ rather than ‘transactions’, we take great strides in continuing to ‘add value’ to the industry.

Jonothan Bosworth Recruitment Specialists offer Executive Search, Permanent Resource, Contract Resource and Ad-Hoc Solutions.

If you are a client in search of a new recruitment partner, or a candidate looking for your next challenge, please email us on; Hello@JonothanBosworth.co.uk or call us on; 0845 299 639

Ready-Made

Is it us, or does the world and everybody in it expect things to be done ‘yesterday’?

From what we understand, it has taken millions of years for our planet and the life that inhabits this place we call Earth to have evolved to the stage it’s at right now.

Judging by the behaviour of some – there is still a long way to go!

So with this multi-million-year evolution in mind – where does our current impatience stem from? Is it the media? Or is it part of our ‘timeline DNA’?  Maybe we were always destined to be this way!?

We’re going to relate this current dilemma to the recruitment industry, and we’ll attempt to break down what we see in every day actions of all parties involved:

The Recruiter:

Almost all recruiters are guilty of this – (even if it happens only in the early stages of their careers), but why is it that recruiters expect decisions to made ‘immediately’ by candidates and / or clients, if the ground work hasn’t been done?

Before ‘giving the offer’ to your candidate, did you know that he/she had 5 other final stage interviews lined up as well as yours? What about the fact that the candidate who represents your ‘biggest deal of the month’ is going through a messy divorce and is unlikely to be in a position to start in 4 weeks’ time (as requested by the client), due to all of the ‘personal issues’ he/she has to deal with, before being able to focus energy into a new challenge with a new employer?

You may know that your client needs someone to start ASAP – but did you ask them the reasons why? Is it due to something positive like ‘plans to expand the business’? Or is it because the role itself is a ’75 hour working week’ with international travel – fit for 3 employees and not 1?

Maybe the last two people left the position due to ‘burn out’…

It is only with a ‘deep sea dive’ into the circumstances and the real motivations and challenges faced by your clients and candidates that you can then get on with providing a world class recruitment solution.

If, as the recruiter, you work only off the ‘titbits’ of information (presented by the employer and potential new employee) your quest for a ‘quick turnaround’ is likely to end in tears…

With experience comes the ability to see the tell-tale signs of such potential calamity – but it cannot always be predicted, and without a particular process having been followed, everything can come crashing down like a house of cards.

Cutting corners to achieve quick success is typical of an epidemic sweeping not only the recruitment sector, but that of our wider society as well. I call it the ‘microwave society‘ syndrome.

Recruitment is a great industry, but we think it is important to step back, take stock and view things with a ‘wide lens’ from time to time.  This way, clients, candidates, recruiters and suppliers will have happier stories to share around the camp fire.

The Candidate:

Are you the person that applies to 5, 10, or even 15 jobs at a spin?

Well the games’ up!

There is very little chance of you being able to field dozens of calls from dozens of recruiters; and expect to perform at your optimum level… Especially if you are still committed to your current employer.

In my opinion, it could make more sense to ‘strategically focus’ your job search to a smaller number of roles by reading job adverts fully and matching your skills closely with what is being asked.

The expectation that ‘all recruiters are great recruiters’ and will be able to glean the information that they need from a generic CV, and then have the time and ability to extract even more relevant information from you over the phone, in a 5-minute conversation during your lunch break – and then potentially ‘repackage’ your resume specifically for the client that they represent, is quite fanciful to say the least.

As the candidate; it is important to recognise the very significant part that you play and it needs to be played to perfection.

If we were to break this contribution down to a percentage point, I think it would sit at around 33%.

So, 1/3 of the probability of landing the ‘ideal’ role is apportioned to your dedication and application as a candidate.

If you haven’t:

– taken time to produce a great CV

– targeted a small, relevant cluster of job roles/adverts to apply for

– put yourself in a position to answer calls from the recruiter (and the client)

the likelihood is, you’ll be staying in your ‘75 hour working week‘ job for a little while longer…

The Employer:

Before we get into this – if any of our clients are reading – there is a very strong possibility that this doesn’t relate to you! Jonothan Bosworth Recruitment Specialists have been fortunate enough to work with some of the most efficient and understanding employers, and we thank you!

However, there are some employers that have a ‘default setting’ and that is: they want the best employee(s), found within the least amount of time, for a ‘not-so’ market leading salary/package.

This is where the phrase ‘ready-made‘ really takes centre stage.

As employers; we recognise that it is not going to be easy to find ‘top talent’ because the best [recruiters] in the industry are typically being looked after by their current employers.

Without realistic and / or appealing offerings from a client, the recruiter ends up fishing in a stagnant pond – with very few ‘desirable’ fish to choose from.

Operating in these ‘marsh-like’ conditions can lead to unwanted results.

When most companies ‘start up’, there is a concentrated effort to train staff, to infuse new employees with the culture, and there’s always a desire to retain the best people…

As a business begins to grow, sometimes the training manual starts to collect dust on a shelf, the culture starts to shift because the CEO no longer has the time or energy to continue promoting his/her ‘message’ to the new people entering the fray. Ultimately keeping a watchful eye on the ‘wellbeing’ of all employees becomes a distant memory…

…Hiring more and more people into this melting pot can sometimes be a recipe for disaster; the ’employee conveyer belt’ starts to turn a bit faster and before you know it, job descriptions get written in a rush to counteract the ‘leakage’ – and are written without the spark they once had and the wrong people are hired because the recruiter is under pressure to deliver quickly. The ‘vicious cycle’ continues.

In Conclusion…

As recruiters, we need to share these feelings with our clients and candidates. If you lose the odd client or candidate because of your honest, but constructive assessment of their supermarket style ‘dash for the ready-made’, it simply means more time can be spent working on the ‘quality’ aspect of the service provided by your business.

If as a candidate you see a recruiter ‘doing the right things’ in order to enhance your ‘journey’ – let your new employer know… it may mean that the employer raises the bar across their whole supplier group; placing extra importance on the recruiter that provides the most thorough and professional service – which in turn can improve your working life, should you become a hiring manager.

…Maybe it’s time for all parties to put the ‘Super Noodles’ away, and get back to serving up ‘Michelin Star’ quality…