Thursday, 10 May 2018

Informal Interviews - 3 things you should know



Informal interviews - we’ve touched on this subject before in our post titled “Tie or no Tie”. It’s such a minefield that we thought it deserved its own blog post!

So…Is there any such thing as an informal interview?

Hiring managers - we would warn you that the word ‘informal’ can easily be misinterpreted by candidates. We would recommend thinking carefully before describing your interview as an “informal” one.
As a hiring manager you might feel it puts the candidate more at ease and less under pressure. However, the word “informal “can mean different things to different people and this could end up being a disappointment and a waste of time for all parties involved and it can be easily avoided.

3 things to consider:

1. Interviews shouldn’t be “surprises”

That is unless you really are trying to see how your interviewee acts under pressure. If you choose an “informal” interview process makes sure you are clear on what you mean by this. A client of mine recently said “tell him (we will call the candidate Bob) it’s an informal interview, Bob doesn’t need to wear a tie, I won’t be wearing one, I want him to feel at ease” I’m so glad that I went on to ask “so what should else should I tell Bob to expect? “Because he went on to say that he “wants Bob to be as comfortable as possible as he would be going through his CV in some detail and this could take up to an hour and a half because we have some online tests to do whilst he is here”.  Now this extra piece of information gave a whole new meaning to the interview and Bob knew that the only thing that was informal about this interview was the fact he needn’t wear a tie and he could prepare accordingly. Everyone involved would have been embarrassed if Bob had turned up in his jeans, a shirt and a set of car keys, expecting just a “chat” purely because he had misunderstood the meaning of “informal”
So, if you have a specific expectations , please be clear with the recruiter and the candidate!

2.Decide on your objectives for your “informal” interview

As hiring manager, you may prefer an informal approach or setting and hopefully you know what you want to say, what you want to ask, and what information you want to have found out by the end of the interview. If you need to assess skills and experience make sure you have some well-prepared questions that will allow you to do this (we have some great starting points for sales interview questions here). An informal setting such as a hotel lounge or break out area can be a great place for a candidate to feel more at ease and be more open about their background and current situation. But make sure if it’s important to you that you don’t come away using only your gut feeling to decide, as this can result in you hiring someone with no evidence of their actual capabilities of doing the job and you will inevitably lose this person (either you sack them or they leave) because of this.

3. Clarify your own internal interview process

If you are inviting a candidate for a 2nd interview to meet your boss and it’s the 1st time, and they describe the interview as “informal” make sure you take the time to ask what they mean by this so you aren’t setting up the person you want to hire for a fall. There is nothing worse than having to reject your favourite potential employee as they walked in expecting a “friendly chat” and they actually got a grilling that they weren’t ready for.

Hiring Managers – be aware of the language you are using to invite candidates to interview. If you are asking them to attend an informal interview maybe give some extra guidelines on what they should expect from the process so they are well informed.

If you are looking to hire a candidate and would like some help please get in touch with us today on info@louisafleet.co.uk | 01189 680831

And come and find us on social media – Facebook | Twitter | LinkedIn
0 Read More »

Thursday, 19 April 2018

Tie or no tie?


Interview outfits – this can be such a difficult subject when you are the prospective candidate. One of the questions we are asked most often by candidates who get to interview stage – “is there anything particular I should wear?”

Tie or no tie? Formal or smart casual? Killer heels or comfy flat shoes?

All things we need to consider and it can depend on the brief you get from the hiring manager. Have you ever struggled to know how smart or how casual to dress for your interview? How do you make up your mind?

Struggling to decide what to wear? Here are our top tips to help you make up your own mind:

1. Ask your recruiter

Your recruiter is there to help you. A good recruiter will have done their homework – they will be in regular contact with the hiring manager, they will have spoken to them at length about their company, the culture, the team, the environment and they will more often than not, have visited the offices themselves. And if they don’t know, ask them to find out – it’s their job!

Once you’ve asked your recruiter, take their advice! If you need help finding a recruiter, see our blog on the tell-tale signs of a top recruiter.

2. Remember you’ve only got one chance to make a good impression

Yes we know it’s not all about what you wear, but you do only get one chance to make a good impression, so it’s important to make an effort here! This isn’t the time to experiment with rainbow colours and loud patterns. Smart, polished and professional is what we’re going for here. Even in an ‘informal interview’ you need to create a good impression!

3. Informal Interview

Is there any such thing as an informal interview?

WARNING!! This can easily be mis-perceived!

In our opinion there is no such thing as an informal interview. Even if the client tells you that, we would still recommend that you treat it as a formal interview. Our advice would be don’t turn up in anything less than formal dress unless you are specifically told not to! Informal interview doesn’t automatically mean casual or business casual.

Even though some companies don’t expect employees to wear ties to work these days it should be noted that it is still widely expected for a candidate to be fully suited and booted (including jacket and tie, even on a hot summer day) for an interview unless specifically told otherwise. Don’t take the risk! It’s not the day for shorts and t-shirt or the old pair of jeans you found at the bottom of the wardrobe! You don’t want to be ‘that candidate that turned up in trainers’ or the candidate that wore ‘that’ jacket! Don’t be remembered for the wrong reasons!

If you’re not sure it’s always better to go over-dressed than the other way round! It’s easier to take your tie off than have to go home to change into your suit!

How do you decide what to wear to an interview? Do you always buy something new? Do you have a ‘lucky’ interview outfit?

If you’re looking for some top recruitment advice or you need help finding your next job please get in touch with us by:

Emailing – info@louisafleet.co.uk
Phone – 01189 680830
Social Media – LinkedIn | Facebook | Twitter


Interview outfits – this can be such a difficult subject when you are the prospective candidate. One of the questions we are asked most often by candidates who get to interview stage – “is there anything particular I should wear?”

Tie or no tie? Formal or smart casual? Killer heels or comfy flat shoes?

All things we need to consider and it can depend on the brief you get from the hiring manager. Have you ever struggled to know how smart or how casual to dress for your interview? How do you make up your mind?

Struggling to decide what to wear? Here are our top tips to help you make up your own mind:

1. Ask your recruiter

Your recruiter is there to help you. A good recruiter will have done their homework – they will be in regular contact with the hiring manager, they will have spoken to them at length about their company, the culture, the team, the environment and they will more often than not, have visited the offices themselves. And if they don’t know, ask them to find out – it’s their job!

Once you’ve asked your recruiter, take their advice! If you need help finding a recruiter, see our blog on the tell-tale signs of a top recruiter.

2. Remember you’ve only got one chance to make a good impression

Yes we know it’s not all about what you wear, but you do only get one chance to make a good impression, so it’s important to make an effort here! This isn’t the time to experiment with rainbow colours and loud patterns. Smart, polished and professional is what we’re going for here. Even in an ‘informal interview’ you need to create a good impression!

3. Informal Interview

Is there any such thing as an informal interview?

WARNING!! This can easily be mis-perceived!

In our opinion there is no such thing as an informal interview. Even if the client tells you that, we would still recommend that you treat it as a formal interview. Our advice would be don’t turn up in anything less than formal dress unless you are specifically told not to! Informal interview doesn’t automatically mean casual or business casual.

Even though some companies don’t expect employees to wear ties to work these days it should be noted that it is still widely expected for a candidate to be fully suited and booted (including jacket and tie, even on a hot summer day) for an interview unless specifically told otherwise. Don’t take the risk! It’s not the day for shorts and t-shirt or the old pair of jeans you found at the bottom of the wardrobe! You don’t want to be ‘that candidate that turned up in trainers’ or the candidate that wore ‘that’ jacket! Don’t be remembered for the wrong reasons!

If you’re not sure it’s always better to go over-dressed than the other way round! It’s easier to take your tie off than have to go home to change into your suit!

How do you decide what to wear to an interview? Do you always buy something new? Do you have a ‘lucky’ interview outfit?

If you’re looking for some top recruitment advice or you need help finding your next job please get in touch with us by:

Emailing – info@louisafleet.co.uk
Phone – 01189 680830
Social Media – LinkedIn | Facebook | Twitter

Read More »

Tuesday, 20 March 2018

Why we hired a dog as our CEO



If you’ve been on our website you will notice something different … our CEO is a dog called Billy! That’s
right, Billy is our Chief Entertainment Officer!

Why did we decide to appoint our office dog as our CEO?

1. Office pets are known to reduce stress


It’s been widely reported in the media that office dogs can reduce stress in the workplace. Who doesn’t love a visit from a furry friend when they visit the office? So if we’re feeling a bit stressed you might find us chatting to our CEO, or even taking a quick walk around the park with him to de-stress!

2. We believe in flexible working


Flexible working isn’t all about mums who want to return to work. We believe in flexible working for all and that includes everyone on our team. That means, just as the kids need picking up from school, our office dog Billy needs a run around the park before work, during work and after work! And who could say no to that face! A flexible working culture is important to us and means every member of our team has the flexibility to balance their home life with their work life and we think that’s pretty important!

3. Fun, fun and fun


Even without the rest of the benefits, Billy brings fun to our office. Let’s face it, humans at work are often grumpy and stressed. If any of us are having a bad day Billy does his best to bring light to the situation! Many a time he has been found chewing paper in the office, or with his head in Kathryn’s handbag trying to steal her pen or even trying to sneak a bite of someone’s sandwich!

We think every workplace could do with a bit more fun sometimes and what better way to do that than appoint your office pet as your Chief Entertainment Officer?


Would you like some recruitment help from our amazing team of humans?

You can get in touch with us by:

Email – info@louisafleet.co.uk
Phone – 01189 680830 / 01189 680831
Social Media – Facebook | Twitter | LinkedIn

All our latest vacancies are on our website – www.louisafleet.co.uk


If you’ve been on our website you will notice something different … our CEO is a dog called Billy! That’s
right, Billy is our Chief Entertainment Officer!

Why did we decide to appoint our office dog as our CEO?

1. Office pets are known to reduce stress


It’s been widely reported in the media that office dogs can reduce stress in the workplace. Who doesn’t love a visit from a furry friend when they visit the office? So if we’re feeling a bit stressed you might find us chatting to our CEO, or even taking a quick walk around the park with him to de-stress!

2. We believe in flexible working


Flexible working isn’t all about mums who want to return to work. We believe in flexible working for all and that includes everyone on our team. That means, just as the kids need picking up from school, our office dog Billy needs a run around the park before work, during work and after work! And who could say no to that face! A flexible working culture is important to us and means every member of our team has the flexibility to balance their home life with their work life and we think that’s pretty important!

3. Fun, fun and fun


Even without the rest of the benefits, Billy brings fun to our office. Let’s face it, humans at work are often grumpy and stressed. If any of us are having a bad day Billy does his best to bring light to the situation! Many a time he has been found chewing paper in the office, or with his head in Kathryn’s handbag trying to steal her pen or even trying to sneak a bite of someone’s sandwich!

We think every workplace could do with a bit more fun sometimes and what better way to do that than appoint your office pet as your Chief Entertainment Officer?


Would you like some recruitment help from our amazing team of humans?

You can get in touch with us by:

Email – info@louisafleet.co.uk
Phone – 01189 680830 / 01189 680831
Social Media – Facebook | Twitter | LinkedIn

All our latest vacancies are on our website – www.louisafleet.co.uk
Read More »

Monday, 5 March 2018

A Day in the Life of a Mum when the Schools Close


Hurrah!! A snow day!! The world of Facebook was excited, the kids were excited, the teachers were excited!! Here at Louisa Fleet Recruitment … we weren’t so excited!!

You see our team is mostly made up of working mums, so when the schools close we’re a bit stuck!

Here’s a day (and a bit!) in the life of one of our team during the snowiest weather we’ve seen for a long time!

8am Thursday 


Snow on the car, on the roads, on the pavement. Friends shouting from the rooftops that their workplaces, schools etc were closed.

No such luck here. Our school is staying open. Traipse up to school in hats, winter coats, wellies and gloves.
At least I would get a day of uninterrupted work done.

Except that once I’d got them to school and got back home to start work, I then found out school was closing early.

That meant squeezing a day’s work into a morning, making my apologies to a very forgiving boss and promising to make up the lost hours later! “It will all be ok”, I said, “because the school said they’ll be open tomorrow”. Plenty of time to finish the week’s work then!

3pm Thursday


Kids home, all warmed up, I decide to finish off my work from earlier – that’s the joy of flexible working!

I had planned to catch up on most of my work tomorrow, but tomorrow’s weather doesn’t look so good!

Best to get a head start now!

7pm Thursday


The text comes through – school is definitely closed all day tomorrow.

“Hurrah…snow day” I hear you all shout!

Everyone is happy that we don’t have to do yet another journey on foot through the snow to get to school!

Cue me texting my apologies through again – the beauty of working from home is that I can still get most of my work done tomorrow – but it won’t be quite the same as it would have been!

Friday


Tucked up indoors, watching the snow fall, glad to be in the warm this time!

An unexpected day at home with the kids, although one of them has decided she doesn’t like the snow any more because “it’s too cold!”

So we enjoy a day of family fun, watching the snow from the inside and working a bit more flexibly than usual!


We all love a snow day! But it’s even better when the snow melts and everyone can get back to normal. I can’t be the only one who thinks that surely?!


Do you want to work for a flexible, family-friendly company?

We are looking for someone to join our team – if you’re in recruitment and you’re looking to get your work-life balance back please get in touch – we’d love to hear from you!

You can call us on 01189 680830 or email info@louisafleet.co.uk

Find us on Facebook, Twitter and LinkedIn too


Hurrah!! A snow day!! The world of Facebook was excited, the kids were excited, the teachers were excited!! Here at Louisa Fleet Recruitment … we weren’t so excited!!

You see our team is mostly made up of working mums, so when the schools close we’re a bit stuck!

Here’s a day (and a bit!) in the life of one of our team during the snowiest weather we’ve seen for a long time!

8am Thursday 


Snow on the car, on the roads, on the pavement. Friends shouting from the rooftops that their workplaces, schools etc were closed.

No such luck here. Our school is staying open. Traipse up to school in hats, winter coats, wellies and gloves.
At least I would get a day of uninterrupted work done.

Except that once I’d got them to school and got back home to start work, I then found out school was closing early.

That meant squeezing a day’s work into a morning, making my apologies to a very forgiving boss and promising to make up the lost hours later! “It will all be ok”, I said, “because the school said they’ll be open tomorrow”. Plenty of time to finish the week’s work then!

3pm Thursday


Kids home, all warmed up, I decide to finish off my work from earlier – that’s the joy of flexible working!

I had planned to catch up on most of my work tomorrow, but tomorrow’s weather doesn’t look so good!

Best to get a head start now!

7pm Thursday


The text comes through – school is definitely closed all day tomorrow.

“Hurrah…snow day” I hear you all shout!

Everyone is happy that we don’t have to do yet another journey on foot through the snow to get to school!

Cue me texting my apologies through again – the beauty of working from home is that I can still get most of my work done tomorrow – but it won’t be quite the same as it would have been!

Friday


Tucked up indoors, watching the snow fall, glad to be in the warm this time!

An unexpected day at home with the kids, although one of them has decided she doesn’t like the snow any more because “it’s too cold!”

So we enjoy a day of family fun, watching the snow from the inside and working a bit more flexibly than usual!


We all love a snow day! But it’s even better when the snow melts and everyone can get back to normal. I can’t be the only one who thinks that surely?!


Do you want to work for a flexible, family-friendly company?

We are looking for someone to join our team – if you’re in recruitment and you’re looking to get your work-life balance back please get in touch – we’d love to hear from you!

You can call us on 01189 680830 or email info@louisafleet.co.uk

Find us on Facebook, Twitter and LinkedIn too

Read More »

Wednesday, 24 January 2018

Looking to Hire? Questions to ask your Recruiter - part 2


Looking to hire? Questions to ask your recruiter

Part two


Once your recruiter has spoken to you and got details of your company and vacancy, then what? How do you make sure you are happy with the next steps in the process? It’s important you have as much information as possible to make your decision about which recruiter to use. We recommend asking these questions to find out about each stage of the recruitment process.

How much do you expect the candidate to know before interview?


Find out from your recruiter how much information they give the candidates before they shortlist them and how they go about the short-listing process. Do they have a 5-minute conversation with a candidate and then make their decision?

Do they share as much information as possible on your company, your website and your job description as part of their process?

Candidates that have taken their time to do their research and tell the recruiter why they want to work for your company, are often the most committed and enthusiastic when they get to interview stage.

“She will explore the finest detail in a person before your company will ever be asked to offer them an interview”

How long will you take to send me CVs?


How is your recruiter going to find candidates and CVs to send you? Will they send you the 10 best CVs they have on the day they speak to you? Or will they commit several days, weeks if necessary gathering candidates from every avenue, making sure you are getting the very best that is out there over a period of time that meets your timescales?

A good recruiter will manage your expectations and make it clear that it may take a few days for you to send over CVs, but that when you receive them they will be the best candidates that are on the market.

You shouldn’t be trawling through CVs that aren’t relevant or good quality – your recruiter should have taken this part of the process from you.

“I know I can be assured of quality over quantity…a professional recruiter that delivers results and saves me time by getting it right first time”

Can I expect full honesty and transparency?


Ask your recruiter what they will do if they’re finding it hard to find you the right candidates. The best recruiters will be honest and up front from the start and they won’t take on a job if they know they can’t fill it.

A client recently said to us that he preferred to know if he needed to wait a week or two before we could work on his vacancy. Otherwise he could be thinking we were working on his vacancy straight away when really, we were busy finishing off jobs for other clients.

You don’t want to be working with a recruiter that lets you believe they’re working on your vacancy now when they’re not.

“She doesn’t waste my time with candidates that don’t fit the bill”


Who makes the offer to the candidate?


A good, experienced recruiter will know that salary negotiations are a delicate process and that it is important these are handled correctly to make sure you get an acceptance. You want a recruiter who will work with you to make sure this part of the hiring process is handled in the most professional way, to increase the chances of an acceptance from the candidate you want.

“Louisa does her best for both the hirer and the candidate and nothing proved too much trouble for her”

What if my new hire doesn’t work out?


Make sure you ask this question at the start. It’s important to know where you stand with your recruiter on this. A recruiter worth working with will be confident in their ability to find you a great match who will stick around, but will also understand that sometimes things go wrong and placements don’t work out. In these cases they will have a money back guarantee which gives you peace of mind and they will be happy to explain the details of this to you.  

“I can see me being with them for a very long time…thanks so much again for putting me in touch with them! I couldn’t be happier”

At Louisa Fleet Recruitment we are serious about doing a good job and we are committed to providing the very best service to our candidates and clients.

If you need help filling your sales, admin or management vacancies, we would love to be your recruiter of choice and look forward to hearing from you!

info@louisafleet.co.uk / 01189 680831 / Twitter / Facebook / LinkedIn



Looking to hire? Questions to ask your recruiter

Part two


Once your recruiter has spoken to you and got details of your company and vacancy, then what? How do you make sure you are happy with the next steps in the process? It’s important you have as much information as possible to make your decision about which recruiter to use. We recommend asking these questions to find out about each stage of the recruitment process.

How much do you expect the candidate to know before interview?


Find out from your recruiter how much information they give the candidates before they shortlist them and how they go about the short-listing process. Do they have a 5-minute conversation with a candidate and then make their decision?

Do they share as much information as possible on your company, your website and your job description as part of their process?

Candidates that have taken their time to do their research and tell the recruiter why they want to work for your company, are often the most committed and enthusiastic when they get to interview stage.

“She will explore the finest detail in a person before your company will ever be asked to offer them an interview”

How long will you take to send me CVs?


How is your recruiter going to find candidates and CVs to send you? Will they send you the 10 best CVs they have on the day they speak to you? Or will they commit several days, weeks if necessary gathering candidates from every avenue, making sure you are getting the very best that is out there over a period of time that meets your timescales?

A good recruiter will manage your expectations and make it clear that it may take a few days for you to send over CVs, but that when you receive them they will be the best candidates that are on the market.

You shouldn’t be trawling through CVs that aren’t relevant or good quality – your recruiter should have taken this part of the process from you.

“I know I can be assured of quality over quantity…a professional recruiter that delivers results and saves me time by getting it right first time”

Can I expect full honesty and transparency?


Ask your recruiter what they will do if they’re finding it hard to find you the right candidates. The best recruiters will be honest and up front from the start and they won’t take on a job if they know they can’t fill it.

A client recently said to us that he preferred to know if he needed to wait a week or two before we could work on his vacancy. Otherwise he could be thinking we were working on his vacancy straight away when really, we were busy finishing off jobs for other clients.

You don’t want to be working with a recruiter that lets you believe they’re working on your vacancy now when they’re not.

“She doesn’t waste my time with candidates that don’t fit the bill”


Who makes the offer to the candidate?


A good, experienced recruiter will know that salary negotiations are a delicate process and that it is important these are handled correctly to make sure you get an acceptance. You want a recruiter who will work with you to make sure this part of the hiring process is handled in the most professional way, to increase the chances of an acceptance from the candidate you want.

“Louisa does her best for both the hirer and the candidate and nothing proved too much trouble for her”

What if my new hire doesn’t work out?


Make sure you ask this question at the start. It’s important to know where you stand with your recruiter on this. A recruiter worth working with will be confident in their ability to find you a great match who will stick around, but will also understand that sometimes things go wrong and placements don’t work out. In these cases they will have a money back guarantee which gives you peace of mind and they will be happy to explain the details of this to you.  

“I can see me being with them for a very long time…thanks so much again for putting me in touch with them! I couldn’t be happier”

At Louisa Fleet Recruitment we are serious about doing a good job and we are committed to providing the very best service to our candidates and clients.

If you need help filling your sales, admin or management vacancies, we would love to be your recruiter of choice and look forward to hearing from you!

info@louisafleet.co.uk / 01189 680831 / Twitter / Facebook / LinkedIn


Read More »

Thursday, 11 January 2018

Looking to Hire? Questions to ask your Recruiter - part 1



Looking to Hire? 6 Questions to ask your Recruiter

Part One


Every company and hiring manager wants to make sure they are working with the right recruiter who understands them and does a good job. Over the next 2 weeks we’re going to be sharing some tips with you on how to make sure you choose the best recruiter for you.

How do you screen and shortlist?

Good agencies will train their consultants properly on their interviewing, selection and shortlisting procedure. If they can explain this in detail they you are off to a good start!

One of our clients told us that he always asked the candidates when he interviewed them what they thought of their recruiter. We think this is a great idea!

Candidates will gladly tell you of their experience, you will soon find out which agencies are thorough in their approach and that genuinely care about putting the right candidates forward. Be ready to fire the recruiters out there that think that a 5-minute chat with a candidate will suffice. Yes it happens! All of the time!

“I know that I can be assured of not just well matched candidates, but high calibre candidates due to the vetting process that they undergo before sitting in front of me”

How long have you been a recruiter? How long with this company?

With the average recruiter only managing 9 months service, there are brand new recruiters joining all of the time and they have to get their experience from somewhere, through trial and error practicing on your vacancy.

I spoke to a client recently who briefed a consultant on his position only to find a few weeks later that they’d left, and no one was aware of the vacancy. He had to start all over again with another consultant, the clock was ticking, he’d lost 4 weeks already and he hadn’t even seen any candidates yet.

To get your role filled quickly and efficiently choose a recruiter with experienced staff that have worked for their agency for a decent length of time and that have experience in your specialist sector.

“Louisa your service is fab I much prefer personal recruitment!”

How do you find your candidates?

Anyone can advertise a position. The best recruiters are utilising their existing networks and maintaining relationships with passive candidates. They are well thought of and actively seek and receive referrals. They will be able to introduce you to candidates that are exclusively with them, and not actively applying for jobs.

Check out the LinkedIn profile of your recruiter. Would you be happy for this person to represent you?

"I don’t normally recommend recruiters, but you were an exception due to the way you go about recruitment”

What do you have in place to ensure you are representing my brand professionally?

Ask your recruiter what policies they have on treating candidates well and communicating outcomes and feedback. If a candidate has been left high and dry with no feedback or outcomes, it doesn’t reflect well on the recruiter or the hiring company. A bad experience with an agency that is associated with your company can give a real negative impact on your brand and reputation as an employer.

“She will go the extra mile to ensure her clients only receive applicants who are suitably matched to their requirements and are fully briefed with the client’s expectations both for the selection process and for the position”

Is there anything else you need from me apart from a job description to do a good job?

Is your recruiter happy to start sending CVs as soon as you have emailed the job description over? Or do they spend time speaking with you over the phone, listening to your requirements, even arranging to visit you at your premises? Find out if the recruiter needs anything else from you to help them fill your vacancy. Clients we have spoken to really like it if the recruiter follows up with additional questions from candidates after the first contact. It shows the candidates are really engaged with the role and want to find out more. That means the recruiter has sold the role and the company well to the candidate!

“Louisa made the effort to visit our London premises to get to understand our requirements and culture. She asked relevant questions at every opportunity to get closer to my needs”

How do you prioritise your clients/vacancies?

Don’t be afraid to ask your recruiter how important your vacancy is to them. Will they be working on a long list of multiple vacancies or will they take on just a few at a time, assigning each vacancy to a specific consultant?

In turn, let them know if you are using any other agencies. If you are exclusively using one recruiter you may find they work on only your vacancy, meaning you are top of their list and have all of their time and resources!

 “It’s also beneficial to myself to have a reliable recruiter that understands our needs and also business”


Look out for part 2 next week where we share more tips to make sure you choose the very best recruiter to work on your vacancies.

In the meantime you can find out what our clients and candidates say about us here.

If you want any recruitment advice or help filling your sales, admin or management vacancies, we would love to help – contact us by one of the following methods:

info@louisafleet.co.uk / 01189 680831 / Twitter / Facebook / LinkedIn


Looking to Hire? 6 Questions to ask your Recruiter

Part One


Every company and hiring manager wants to make sure they are working with the right recruiter who understands them and does a good job. Over the next 2 weeks we’re going to be sharing some tips with you on how to make sure you choose the best recruiter for you.

How do you screen and shortlist?

Good agencies will train their consultants properly on their interviewing, selection and shortlisting procedure. If they can explain this in detail they you are off to a good start!

One of our clients told us that he always asked the candidates when he interviewed them what they thought of their recruiter. We think this is a great idea!

Candidates will gladly tell you of their experience, you will soon find out which agencies are thorough in their approach and that genuinely care about putting the right candidates forward. Be ready to fire the recruiters out there that think that a 5-minute chat with a candidate will suffice. Yes it happens! All of the time!

“I know that I can be assured of not just well matched candidates, but high calibre candidates due to the vetting process that they undergo before sitting in front of me”

How long have you been a recruiter? How long with this company?

With the average recruiter only managing 9 months service, there are brand new recruiters joining all of the time and they have to get their experience from somewhere, through trial and error practicing on your vacancy.

I spoke to a client recently who briefed a consultant on his position only to find a few weeks later that they’d left, and no one was aware of the vacancy. He had to start all over again with another consultant, the clock was ticking, he’d lost 4 weeks already and he hadn’t even seen any candidates yet.

To get your role filled quickly and efficiently choose a recruiter with experienced staff that have worked for their agency for a decent length of time and that have experience in your specialist sector.

“Louisa your service is fab I much prefer personal recruitment!”

How do you find your candidates?

Anyone can advertise a position. The best recruiters are utilising their existing networks and maintaining relationships with passive candidates. They are well thought of and actively seek and receive referrals. They will be able to introduce you to candidates that are exclusively with them, and not actively applying for jobs.

Check out the LinkedIn profile of your recruiter. Would you be happy for this person to represent you?

"I don’t normally recommend recruiters, but you were an exception due to the way you go about recruitment”

What do you have in place to ensure you are representing my brand professionally?

Ask your recruiter what policies they have on treating candidates well and communicating outcomes and feedback. If a candidate has been left high and dry with no feedback or outcomes, it doesn’t reflect well on the recruiter or the hiring company. A bad experience with an agency that is associated with your company can give a real negative impact on your brand and reputation as an employer.

“She will go the extra mile to ensure her clients only receive applicants who are suitably matched to their requirements and are fully briefed with the client’s expectations both for the selection process and for the position”

Is there anything else you need from me apart from a job description to do a good job?

Is your recruiter happy to start sending CVs as soon as you have emailed the job description over? Or do they spend time speaking with you over the phone, listening to your requirements, even arranging to visit you at your premises? Find out if the recruiter needs anything else from you to help them fill your vacancy. Clients we have spoken to really like it if the recruiter follows up with additional questions from candidates after the first contact. It shows the candidates are really engaged with the role and want to find out more. That means the recruiter has sold the role and the company well to the candidate!

“Louisa made the effort to visit our London premises to get to understand our requirements and culture. She asked relevant questions at every opportunity to get closer to my needs”

How do you prioritise your clients/vacancies?

Don’t be afraid to ask your recruiter how important your vacancy is to them. Will they be working on a long list of multiple vacancies or will they take on just a few at a time, assigning each vacancy to a specific consultant?

In turn, let them know if you are using any other agencies. If you are exclusively using one recruiter you may find they work on only your vacancy, meaning you are top of their list and have all of their time and resources!

 “It’s also beneficial to myself to have a reliable recruiter that understands our needs and also business”


Look out for part 2 next week where we share more tips to make sure you choose the very best recruiter to work on your vacancies.

In the meantime you can find out what our clients and candidates say about us here.

If you want any recruitment advice or help filling your sales, admin or management vacancies, we would love to help – contact us by one of the following methods:

info@louisafleet.co.uk / 01189 680831 / Twitter / Facebook / LinkedIn
Read More »

Wednesday, 8 November 2017

Christmas? We are all about the New Year here!!


Christmas? We are all about the New Year here!! 

We are already making placements with start dates of January and February 2018.

Introducing one of our recent clients, let’s call him “Mr I need my new person on board in October” because this is what he wanted, BUT he didn’t start his recruitment process soon enough.

He was unaware of the average time frames to fill in the London/South area, and the fact that the type of person he wanted would almost certainly be tied in to a 3 month notice period.

Should he have spoken to us first, we would have given him this information and more, for free, to help him plan and we would have strongly advised him to start the recruitment process at the end of May so he could be confident of meeting his new starter deadline of October.

Turns out we filled his position in lightning quick time and we even helped our candidate reduce their notice period, but this is an exception rather than the rule, so if you are thinking about recruiting next year, you need to get in touch with me now for a free confidential no obligation conversation – 01189 680831 – louisa@louisafleet.co.uk - for  recruitment intelligence, including salary trends, candidate availability, typical notice periods and average time frames to fill.

This will enable you to plan to get your person on board in time to meet your 2018 company goals and objectives.

Have a placement to fill? Need someone starting in January? Need some recruitment advice?

Give Louisa a call on 01189 680831 or email louisa@louisafleet.co.uk

Connect with us on social media to keep up to date with all our latest recruitment advice – we’re on Twitter, Facebook and LinkedIn


Christmas? We are all about the New Year here!! 

We are already making placements with start dates of January and February 2018.

Introducing one of our recent clients, let’s call him “Mr I need my new person on board in October” because this is what he wanted, BUT he didn’t start his recruitment process soon enough.

He was unaware of the average time frames to fill in the London/South area, and the fact that the type of person he wanted would almost certainly be tied in to a 3 month notice period.

Should he have spoken to us first, we would have given him this information and more, for free, to help him plan and we would have strongly advised him to start the recruitment process at the end of May so he could be confident of meeting his new starter deadline of October.

Turns out we filled his position in lightning quick time and we even helped our candidate reduce their notice period, but this is an exception rather than the rule, so if you are thinking about recruiting next year, you need to get in touch with me now for a free confidential no obligation conversation – 01189 680831 – louisa@louisafleet.co.uk - for  recruitment intelligence, including salary trends, candidate availability, typical notice periods and average time frames to fill.

This will enable you to plan to get your person on board in time to meet your 2018 company goals and objectives.

Have a placement to fill? Need someone starting in January? Need some recruitment advice?

Give Louisa a call on 01189 680831 or email louisa@louisafleet.co.uk

Connect with us on social media to keep up to date with all our latest recruitment advice – we’re on Twitter, Facebook and LinkedIn

Read More »