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How important is a job title to the recruitment process?

How important is a job title to the recruitment process? I was talking to a client recently about a job title for a new post. I explained that in order to attract the right candidate for the role we needed to advertise it under a title that our target candidates would be looking for and respond to.

She was very disappointed as she wanted a ‘modern’ and exciting job title to match her modern and exciting company. You know the type “Jedi, Master, Guru etc.”

A top tip for attracting the right type of applicants to your role is putting yourself in their shoes. If you were applying for the role what title would you be looking for and respond to? This will often depend on what their job title is now.

Be careful of advertising obscure job titles as you will not get the response you are hoping for. Keep it simple. You can always advertise it under one job title and then use an internal title if you must have something sexier when that person is in post. But the important thing is to find them first.

What are the weirdest job titles that you’ve come across?

Are you holding out for a Golden Unicorn?

Are you holding out for that golden unicorn?

I recently had a conversation with a potential new client who has been referred to me as she was struggling to recruit. This lady had been recruiting for a role for 12 months. She has used numerous local recruitment agencies as well as the local press and had been unsuccessful.

I told her that I would be remiss if I was to take on the role as is. What she was looking for is just not available in her local market. They just don't exist. I advised her that she could keep on doing what she was doing and likely get the same results. OR she would need to make a compromise on what she was looking for and train on the skills that she cannot find.

If you have been recruiting for the same position for a long time and are just not getting the right candidates consider this: Are you looking for a golden unicorn?

Don't waste your time looking for something that doesn't exist. Instead look at what does exist and consider what elements you could train in-house and make your own golden unicorn :)

Transparency and the gender pay gap

Last year, to comply with new government rules on gender pay transparency, the BBC released details of staff earning salaries of more than £150,000. The figures revealed that the highest paid female star was Claudia Winkleman, the host of Strictly Come Dancing, who earned £500,000, which paled significantly to the £2.2 million earned by the radio DJ and short-lived Top Gear front man Chris Evans.

 

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The key to a successful induction process

So you’ve hired a new member of staff. You’re really pleased that you have found the right person and that they’ve accepted your offer. Their references check out and you’ve agreed a start date. So what do you do next?

A lot employers think that the recruitment process is the only important step to hiring the right staff. However, once you have hired the right person it is imperative that you keep them. On average according to a study by Oxford Economics the cost of replacing the average member of staff is over £30,000! This includes the cost of lost output whilst replacing an outgoing workers and the logistical cost of recruiting a new worker and getting them up to speed. 

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Creating a Benefits Package that will motivate and attract

A few months ago I had a client who was looking to put together a benefits package that would appeal to all of his staff. He wanted to know what the people wanted and so we put together an internal staff survey and I also posed the question to the audience of my Facebook page. The responses were really interesting but the important thing that came across was that different things appealed to different people and that “no one size fits all” when it comes to benefits packages. 

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What our clients say

  • We have recently worked with Lyndsey for the first time and the experience has been exemplery. From understanding our brief, through candidate selection and reccomendation and on to offer and employment, Lyndsey has been exceptional. Her communication has been faultless. Lyndsey has helped us recruit a fantastic Business Development Manager who is an amazing fit for our business. We are now looking at who else she can recruit for us.

    David, Home Instead (Stockport)
  • Lyndsey is truly an ethical recruiter. An amazing individual who inspires and motivates. She takes a genuine interest in her clients as well as her candidates and goes above and beyond to help. Her professional approach ensures that she understands her client's needs and how important it is to place the correct candidate for the role so as to create a perfect match. I can highly recommend her services and am so privileged to know her.

    Monique- Driver Hire

  • In my recent career search, I have had the unfortunate experience of dealing with recruitment companies who treat the candidates like second class citizens, never returning a call or email and even worse not knowing their client, how their business works and which transferable skills they are looking for. From the moment I applied for this position Lyndsey exceeded all my expectations, it wasn't a case of sending my CV straight to the client, I received an email explaining when she would be in touch to discuss my application and actually called me to do this. Lyndsey made the whole process very clear and amazed me with her knowledge and passion for her client when we met to see if I would fit in with her clients culture. This passion she demonstrated was infectious and I was delighted to meet the client and accepted the position.

    Chris Austin - Stoke-on-Trent
  • Exceptional Service and Dedication. MCS are very efficient and provide exceptional service. Lyndsey is friendly, approachable, helpful, knowledgeable and understanding. She demonstrates professionalism and passion in her work. I appreciate her quick response, efficiency and prompt follow-up to my requests. She always takes time to fully brief herself on our vacancies, putting forward only those candidates who closely match our requirements. I have no hesitation in recommending Meredith Recruitment Consultancy for their excellent, cost effective service.

    Beth - LEDVANCE
  • As with any business the right staff will make or break it, so recruiting the right people is vital. We met with a number of recruitment companies including Lyndsey who had been recommended to us via a Business Management Consultant. It became very apparent early on that Lyndsey was much more meticulous than her competitors. She made a point of delving deep into our company, the new position, the existing team and the environment into which the new starter would be coming into. We have recently awarded the position to an individual we believe to be a great asset to the company.

    Paul - HSSports