During this challenging time for business, it’s tempting for recruitment consultancies to cut corners in an effort to quickly get CVs in front of clients who are looking for staff. Some recruiters may not interview candidates thoroughly, or submit CVs that have only a passing resemblance to the job spec provided by clients. This is done to speed up things or beat other recruiters to the draw. However, we feel that by concentrating on the ‘recruitment process’ and ensuring our candidates are interviewed well by our REC trained staff before we send out CVs, we will continue to give clients the best service possible. With markets contracting, we believe it is more important than ever that we demonstrate our in-depth expertise in understanding and responding fully to the needs of our clients. Carl Whitehouse: carl@stevecooper-crs.co.uk

Read more | 0 comments

Posted By Steve Cooper Recruitment at 12:54 PM in Category:Creative Recruitment

Link directly to this article.

Ok, we all know that with current market forces being what they are, employers are in the driving seat if they have design or marketing vacancies to fill. But while they have a much expanded candidate base to choose from and the luxury of more time to pick and choose who they would like to see, it’s worth pointing out that this can, in certain circumstances, work against them when a final choice is made. What do I mean by this? Well, candidates who are in the unfortunate position of being made redundant or whose job is under threat and have been for that first, second or even third interview are willing to be patient for a decision to be made – but for only so long. Employers who find a candidate they really like but who then decide to carry on interviewing ad infinitum ‘just to be sure’ can find that when they eventually come back to their favourite candidate, that person has got fed up and no matter how desperate they are for a job are put off by a delay in being chosen. It sends the wrong message about the company out to other potential candidates too, who may feel that this ‘prolonged procrastination’ is endemic in the way the company treats it’s staff generally. So although it’s thought to be a buyer’s market, once the right person is selected, try to tie up interviews as quickly as possible and make a decision within a reasonably short time afterwards. After all, you might be waiting a lot longer for the right person to come round again. Carl Whitehouse - Steve Cooper Recruitment carl@stevecooper-crs.co.uk

Read more | 0 comments

Posted By Steve Cooper Recruitment at 11:03 AM in Category:Recruitment

Link directly to this article.

I'd recommend catching up with this programme if you are currently searching for work, under the threat of redundancy or a business trying to survive recession, as there maybe some useful pointers you could pick up. Last weeks Money Programme concentrated on both sides of recession and redundancy and how to secure a new role and why businesses have to make redundancies. The programme underlined the need for businesses to offer unique services, a good example of this was the collapse of general store Woolworths - many of whose products could be bought cheaper on line or from other sources. There was some sound advice on how to survive recession for small businesses by holding on to key employees. There was a good point made, that it is the job not the person that is being made redundant. Although there was no mention of the Creative/Marketing sector, which is our speciality, there was some good advice about getting your CV to work for you, being proactive, re-training and staying positive through such a difficult time. A couple of people they'd interviewed and advised, had got new jobs during filming and the others were optimistically still searching. I was a little disappointed that the panel of experts didn't appear to be current/recent recruiters, or strapped for cash like the majority of people who are searching for work following redundancy are. With over 15 years experience as a Recruitment Consultant I have see a huge variety of CV. I think the easiest advice I'd give with regard to your CV is make it clear, to the point and make sure there are no spelling mistakes. As we don't always see our own mistakes, ask someone else to proof read it, both for spelling errors and to make sure it is clear what your previous jobs have entailed. Don't forget your contact details it's surprising the number I've seen without this information. Generally with surviving the recession and job searching my advice is to be as positive and proactive as possible, which I felt was the message from The Money Programme James Caan's Jobs. Have a look at our website, www.stevecooper-crs.co.uk, to see details about using our services along with a variety of current Creative & Account Handling vacancies. Ann Downs - Steve Cooper Recruitment ann@stevecooper-crs.co.uk

Read more | 0 comments

Posted By Steve Cooper Recruitment at 10:34 AM in Category:Recruitment

Link directly to this article.

On the Chris Evans Radio 2 Show on Thursday 4th March, during the business section Kevin Green, Chief Executive from the REC (Recruitment & Employment Confederation) was interviewed about salaries. Although the title of this section was 'How to ask for an increase in your salary' the interview progressed into more ‘doom & gloom’ being reported on unemployment predictions for the future. With Kevin Green informing us that salary levels have dropped the fastest for 11 years and they are 10% lower for those getting new permanent, contract & temporary jobs. Also, that there will be a long slow movement downwards within the UK, with 3 million unemployed by early next year. So when can we look forward to getting back to nearly full employment like we are accustomed to? End of 2011!!!! OMG!!!! lets all just give up now!!!!! We are all aware there are less jobs about but here at Steve Cooper Recruitment Ltd we are slowly but steadily recruiting both experienced Creatives and Account Handler types within the Creative & Marketing Sectors. Other sectors of recruitment must be seeing some positives. As a recruiter within the Creative Sector (4 years with Steve Cooper Recruitment Ltd) with over 15 years recruitment experience, I agree we need to be as realistic as possible with candidates looking for work, but ‘come on’ we need to give unemployed candidates and those looking for new jobs - some hope. I agree with the statement from Kevin Green that for the last 10 years the employees have driven the recruitment process, including salaries and now the power is in the hand of the employer. I am informing our registered candidates of this switch but also reassuring them that as a Professional Recruitment Consultant, with the backing of a Professional Creative Recruitment Agency, that I will be using my expertise to negotiate a positive outcome for them. Good professional Recruitment Agencies should be automatically doing this for their registered candidates. For employers this is a fantastic time to be growing teams, there is a huge increase of quality/experienced candidates available at the moment. As professional recruiters within the creative sector we’d advise employers to pay the right market value for candidates, to prevent the new employee continue to search to obtain a fair salary. As the Chris Evans show is a positive, upbeat show I’m sure Chris would be with me when I say……. Lets all stop looking on the black side and start celebrating the successes! Ann Downs - Steve Cooper Recruitment ann@stevecooper-crs.co.uk

Read more | 0 comments

Posted By Steve Cooper Recruitment at 10:22 AM in Category:Recruitment

Link directly to this article.