Thursday, 18 October 2018

Interview Experience - Why would someone want to work for your company? Part Four


You could be offering the best salary and have the best reputation ever, but if a candidate has a bad interview experience then they won’t want to work for you.

And they are likely to tell lots of other people too. These could be other potential candidates.

So it’s really important that you think about how you will be perceived as an employer whether you continue with this candidate or not, because word gets around when someone has a bad interview experience. And it affects your reputation as an employer.

So consider these 5 things to give your candidates a positive interview experience:

1. Interviews should be two-way

Make sure interviews are a two-way thing – it shouldn’t be all about what the candidate can bring to you. You need to spend time building a rapport with the candidate, finding out what is important to them and actually giving them reasons why they would want to work for you.

2. Make it professional

Give a good impression of yourself as a manager, and remember you are representing your company as a whole as well.

3. Keep it on time

Be on time. And if you said it would last an hour, make sure it doesn’t run into 2 hours!

4. Give a great experience from start to finish

Make sure everyone else knows that you have an interviewee coming in so that they can help to make it a great experience from when they walk into reception until they leave the interview. Others can pass on the buzz and the good vibes of working at your company.

5. Prompt feedback

Candidates don’t want to have to keep chasing for feedback. If you like them, tell them. If it’s a no, make sure you let them know promptly and give them reasons why you won’t be hiring them.

As much as you need to like the person that you are hiring (and of course they need to have the right skills for you), interviews are very much a two-way thing in today’s marketplace, and it’s important to remember that.

So you need to have the professional likeability factor just as much as the candidate does.

Take a look at your interview process and make sure it is a positive one.

See my video blog on this here

And look out for our next blog on what the future looks like for someone joining your company.

For more advice or help with your hiring needs:
info@louisafleet.co.uk | 01189 680831 | www.louisafleet.co.uk
LinkedIn | YouTube | Facebook | Twitter

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Wednesday, 17 October 2018

Company Reputation - Why would someone want to work for your company? Part 3


When you are thinking about why people would want to work for your company, consider your reputation as a company. This is one of the most important things that candidates consider when deciding if they want to interview with you.

What do your employees say about you?

There are lots of sites where employees can write about their experience of working with you, including their interview experiences. It is important that you are portrayed in a positive light.

If you have a professional careers section on your site then this is great for your reputation and perhaps you could put reviews on there from people who work for you currently. You can really sell yourself as an employer here, as well as the opportunities available. And you can talk about your company culture as well.

Don’t ruin your reputation

The quickest way to ruin your reputation as an employer is to be turning over lots of staff and to be using lots of agencies to hire. Word gets out there very quickly and if somebody has been called, more than once, by more than one agency about the same job, it’s going to be an instant turn-off.

Consider your reputation when selling your company

What is your reputation in the marketplace?

What do your customers say about you?

Look at what people are saying about you in the marketplace. Make sure the information is accessible, that it portrays your company in a positive light.

And don’t be tempted to fire your vacancy out to loads of recruiters in the hope that you will get more candidates , as this can be very damaging to your reputation.

See my video blog on this here

For more advice or help with your hiring needs:
info@louisafleet.co.uk | 01189 680831 | www.louisafleet.co.uk
LinkedIn | YouTube | Facebook | Twitter

When you are thinking about why people would want to work for your company, consider your reputation as a company. This is one of the most important things that candidates consider when deciding if they want to interview with you.

What do your employees say about you?

There are lots of sites where employees can write about their experience of working with you, including their interview experiences. It is important that you are portrayed in a positive light.

If you have a professional careers section on your site then this is great for your reputation and perhaps you could put reviews on there from people who work for you currently. You can really sell yourself as an employer here, as well as the opportunities available. And you can talk about your company culture as well.

Don’t ruin your reputation

The quickest way to ruin your reputation as an employer is to be turning over lots of staff and to be using lots of agencies to hire. Word gets out there very quickly and if somebody has been called, more than once, by more than one agency about the same job, it’s going to be an instant turn-off.

Consider your reputation when selling your company

What is your reputation in the marketplace?

What do your customers say about you?

Look at what people are saying about you in the marketplace. Make sure the information is accessible, that it portrays your company in a positive light.

And don’t be tempted to fire your vacancy out to loads of recruiters in the hope that you will get more candidates , as this can be very damaging to your reputation.

See my video blog on this here

For more advice or help with your hiring needs:
info@louisafleet.co.uk | 01189 680831 | www.louisafleet.co.uk
LinkedIn | YouTube | Facebook | Twitter
Read More »

Tuesday, 16 October 2018

Salary & Benefits - Why would someone want to work for your company - Part Two



Salaries have risen incredibly in the last 3 years and this applies to both basic salaries and commission. We hear from candidates all the time “it’s not about the basic, it’s all about the commission”. Sales people are driven by earning potential – it’s all about what they CAN earn.

But when you are competing against other employers with uncapped earnings too, you do still need to compete on a basic salary level with additional benefits.

In my experience and from feedback I have received from job seeking candidates every single day, the following things will make you stand out as an employer of choice when it comes to salary and benefits:

Car Allowance option

A car allowance as a choice instead of or as well as a company car option could well double the amount of candidates you will talk to.

Some candidates can’t consider a company car as they are already on a car allowance scheme and tied into a finance contract.

Increase your talent pool by offering a car allowance option.

Holiday Allowance

If you can offer 25 days holiday (plus bank holidays), you will be more appealing than the 20 days average.

Trust me, this can make a huge amount of different to a candidate looking for a new job.

Monthly Commission

Sales people love commission and monthly commission is far more appealing than quarterly or annual. And if you allow rollovers for the quarter, even better!

Healthcare and Contributory Pension

Healthcare and contributory pensions are not always offered so much these days, so if you include these, make sure you shout about it.

Uncapped Earnings

This is the ideal for all sales people.

Think about it. Why would you continue to sell if the commission stops?

Guaranteed Commission

If you are expecting someone to walk away from their sales and commission pipeline with their existing employer, a short term guaranteed commission for the first few months is the way to attract that candidate to you.

Other Great Perks

Childcare vouchers, fuel cards and company credit cards are also seen as great perks.

If you offer them, don’t hide it! Let the candidates know – not everyone provides these.

See my video blog on this here

For more advice or help with your hiring needs:

info@louisafleet.co.uk | 01189 680831 | www.louisafleet.co.uk
LinkedIn | YouTube | Facebook | Twitter



Salaries have risen incredibly in the last 3 years and this applies to both basic salaries and commission. We hear from candidates all the time “it’s not about the basic, it’s all about the commission”. Sales people are driven by earning potential – it’s all about what they CAN earn.

But when you are competing against other employers with uncapped earnings too, you do still need to compete on a basic salary level with additional benefits.

In my experience and from feedback I have received from job seeking candidates every single day, the following things will make you stand out as an employer of choice when it comes to salary and benefits:

Car Allowance option

A car allowance as a choice instead of or as well as a company car option could well double the amount of candidates you will talk to.

Some candidates can’t consider a company car as they are already on a car allowance scheme and tied into a finance contract.

Increase your talent pool by offering a car allowance option.

Holiday Allowance

If you can offer 25 days holiday (plus bank holidays), you will be more appealing than the 20 days average.

Trust me, this can make a huge amount of different to a candidate looking for a new job.

Monthly Commission

Sales people love commission and monthly commission is far more appealing than quarterly or annual. And if you allow rollovers for the quarter, even better!

Healthcare and Contributory Pension

Healthcare and contributory pensions are not always offered so much these days, so if you include these, make sure you shout about it.

Uncapped Earnings

This is the ideal for all sales people.

Think about it. Why would you continue to sell if the commission stops?

Guaranteed Commission

If you are expecting someone to walk away from their sales and commission pipeline with their existing employer, a short term guaranteed commission for the first few months is the way to attract that candidate to you.

Other Great Perks

Childcare vouchers, fuel cards and company credit cards are also seen as great perks.

If you offer them, don’t hide it! Let the candidates know – not everyone provides these.

See my video blog on this here

For more advice or help with your hiring needs:

info@louisafleet.co.uk | 01189 680831 | www.louisafleet.co.uk
LinkedIn | YouTube | Facebook | Twitter

Read More »

Monday, 15 October 2018

Why would someone want to work for your company? Part One




Hiring Managers – are you finding difficult to get the right staff to join your company?


Are you finding that the right sales people just aren’t out there to interview, never mind to employ?

I have worked for over 20 years in recruitment for the Business to Business Sales sector and this series of blogs will address the question – why would someone want to work for your company?

It will be no surprise to you that sales professionals are incredibly difficult to find right now. It definitely is a candidate driven market. Especially in London and the South.

With uncertainty over Brexit, good sales people are preferring to stay put, or need to be tempted away by very attractive opportunities. This make it very difficult for companies to hire good sales people, as there is so much competition out there and a very small active talent pool.

So in this series of blogs, I will be asking – Why would someone want to work for your company? 


And I will be asking you to think about several different factors that come into play when you are trying to attract great talent to your company.

It is important that you identify and communicate all the appealing factors about your role and your company, to increase your chances of securing the very best sales talent available.

We will be looking at the following 5 areas:

  • Salary and Benefits
  • Company Reputation
  • Interview Experience
  • What the future holds for a candidate joining your company
  • Company Culture

By the end of the series hopefully you will feel much more confident in standing out from the other employers out there and attracting the best sales professionals to come and work for your company!


For more advice or help with your hiring needs:




Hiring Managers – are you finding difficult to get the right staff to join your company?


Are you finding that the right sales people just aren’t out there to interview, never mind to employ?

I have worked for over 20 years in recruitment for the Business to Business Sales sector and this series of blogs will address the question – why would someone want to work for your company?

It will be no surprise to you that sales professionals are incredibly difficult to find right now. It definitely is a candidate driven market. Especially in London and the South.

With uncertainty over Brexit, good sales people are preferring to stay put, or need to be tempted away by very attractive opportunities. This make it very difficult for companies to hire good sales people, as there is so much competition out there and a very small active talent pool.

So in this series of blogs, I will be asking – Why would someone want to work for your company? 


And I will be asking you to think about several different factors that come into play when you are trying to attract great talent to your company.

It is important that you identify and communicate all the appealing factors about your role and your company, to increase your chances of securing the very best sales talent available.

We will be looking at the following 5 areas:

  • Salary and Benefits
  • Company Reputation
  • Interview Experience
  • What the future holds for a candidate joining your company
  • Company Culture

By the end of the series hopefully you will feel much more confident in standing out from the other employers out there and attracting the best sales professionals to come and work for your company!


For more advice or help with your hiring needs:

Read More »

Tuesday, 18 September 2018

Back to School, Back to Work


6 weeks off for the Summer holidays sounds great doesn’t it? Don’t get me wrong, it is amazing and not many jobs would give someone the opportunity to be at home with the children for 6 weeks! But what happens when that lovely long break is over and it’s time to get back into the routine and get back into work?

Where are my shoes/pens/trainers (delete as appropriate!)?

This is the last thing I want to hear on the first day back to school and work. And even worse if they are my shoes/pens etc that have disappeared into the abyss!
Let’s solve this one by being prepared. I like to give myself a few days before going back to get everyone’s things sorted so we don’t have any last minute panics before the first day kicks in!
And let’s face it, after 6 weeks of summer holidays, I’m not going to open the door to my home office and find it sparkling and tidy – it’s going to need a bit of attention before it’s ready to work in. Best to find this out a couple of days before I go back to work and not when I’m ready to sit down and get stuck into my emails!

How on earth will I remember how to do my job?

The kids are probably a bit worried about how scary their new teacher will be, how hard the work is and whether their favourite dinner will be on the menu again this term.
Us working mums are also probably a bit worried about those things. But added into this is the genuine concern that, after 6 weeks of doing no work, I might have forgotten how to do my job!
Of course, this isn’t true, but it can take a little bit of time to get up to speed on anything that has changed or any developments while you’ve been away, especially in recruitment where I work – so much can happen in 6 weeks! Cut yourself some slack and ease yourself in and don’t forget to ask if you’re in a state of confusion! Your colleagues will be so happy to have you back, they won’t mind catching you up when you get in!

Routine is key

It’s a shock to the system on that first morning back when the alarm goes off, it still feels like night time and the kids are all still asleep! Once I’m back in the swing of my school run routine, it feels much easier. And let’s not forget, when you get back to work you can enjoy a child-free cup of tea and conversations that don’t involve Moana, The Disney Store, or whose turn it was to play on your phone next!

Make the most of it

Don’t moan too loudly about going back to work and don’t forget to make the most of it. Because in 6 weeks’ time there will be another school holiday where you have to entertain the kids, referee their arguments and forget about a hot cup of tea until the next week! Enjoy your work time while it lasts!

Need some help with recruitment?
Give us a call on 01189 680830 (candidates) | 01189 680831 (clients)
Or email us at info@louisafleet.co.uk

You can keep in touch with our latest news and updates on social media and our website:
www.louisafleet.co.uk | LinkedIn | Facebook | Twitter

6 weeks off for the Summer holidays sounds great doesn’t it? Don’t get me wrong, it is amazing and not many jobs would give someone the opportunity to be at home with the children for 6 weeks! But what happens when that lovely long break is over and it’s time to get back into the routine and get back into work?

Where are my shoes/pens/trainers (delete as appropriate!)?

This is the last thing I want to hear on the first day back to school and work. And even worse if they are my shoes/pens etc that have disappeared into the abyss!
Let’s solve this one by being prepared. I like to give myself a few days before going back to get everyone’s things sorted so we don’t have any last minute panics before the first day kicks in!
And let’s face it, after 6 weeks of summer holidays, I’m not going to open the door to my home office and find it sparkling and tidy – it’s going to need a bit of attention before it’s ready to work in. Best to find this out a couple of days before I go back to work and not when I’m ready to sit down and get stuck into my emails!

How on earth will I remember how to do my job?

The kids are probably a bit worried about how scary their new teacher will be, how hard the work is and whether their favourite dinner will be on the menu again this term.
Us working mums are also probably a bit worried about those things. But added into this is the genuine concern that, after 6 weeks of doing no work, I might have forgotten how to do my job!
Of course, this isn’t true, but it can take a little bit of time to get up to speed on anything that has changed or any developments while you’ve been away, especially in recruitment where I work – so much can happen in 6 weeks! Cut yourself some slack and ease yourself in and don’t forget to ask if you’re in a state of confusion! Your colleagues will be so happy to have you back, they won’t mind catching you up when you get in!

Routine is key

It’s a shock to the system on that first morning back when the alarm goes off, it still feels like night time and the kids are all still asleep! Once I’m back in the swing of my school run routine, it feels much easier. And let’s not forget, when you get back to work you can enjoy a child-free cup of tea and conversations that don’t involve Moana, The Disney Store, or whose turn it was to play on your phone next!

Make the most of it

Don’t moan too loudly about going back to work and don’t forget to make the most of it. Because in 6 weeks’ time there will be another school holiday where you have to entertain the kids, referee their arguments and forget about a hot cup of tea until the next week! Enjoy your work time while it lasts!

Need some help with recruitment?
Give us a call on 01189 680830 (candidates) | 01189 680831 (clients)
Or email us at info@louisafleet.co.uk

You can keep in touch with our latest news and updates on social media and our website:
www.louisafleet.co.uk | LinkedIn | Facebook | Twitter
Read More »

Monday, 10 September 2018

10 Ways to Define Your Ideal Role



Job searching can be really tough, especially when you’re not clear on exactly what you want to do next. You might be really itching to move on from where you are now, but before you start looking for your next role, make sure you are clear about what you want and why. Believe me, it will help you in your job search in the long run. Otherwise you run the risk of finding yourself in the same scenario again quite quickly. If this sounds even more difficult that job searching, then take a look at these top ten ways to define what you really want in your next position.

1. Most importantly – list your career and life goals

Your next job should help you move forward with achieving these.

2. Next – make a list of likes and dislikes in your working life

For example – ‘having a local territory so I can be home to walk the dog/put the kids to bed/see to the horses’.

3. Start with your current employer and think about what’s in it for you to work there

Not just salary and benefits. How are you treated as an employee? What is really great and what could be much better?
For example – ‘1. The commission scheme is the best I’ve ever seen, 2. There is zero training and support’

4. Think about your job role – likes and dislikes

What activities, tasks and responsibilities do you really love and want to do more of?
What do you really dislike and don’t want to do moving forward?
For example – ‘I love being able to work from home and manage my own time; I hate the fact that I have to go to weekly meetings in Scotland

5. Think about your current manager – what do you like about them?

If you could change their management style, what kind of manager would you work with best? Maybe think about your favourite manager ever and what it was about them that you really liked.
For example – ‘1. My manager is really knowledgeable about his industry. 2. My manager is too focused on KPIs and not results’.

6. Move on to do the same with your previous employers

7. Circle the things you have written down that are really, and I mean really, important to you.

Things that would be a deal breaker if you didn’t have them. We will call these your “must haves”. For example – ‘I must have a car allowance as oppose to a company car as I have recently signed up to a 3 year leasing contract’.

8. Underline the things you could live without but would be really great to have

We can call these your “like to haves”. For example – private healthcare for you and your family.

9. Challenge your own thought process

To challenge your own thought process, go through the list and ask yourself why these things are important and also how important are they? You may decide to swap some stuff from the “must have list” to the “like to have list”.

10. Review your final list

Make sure the jobs you are going for meet all of your “must haves” and as many of your “like to haves” as possible.

Struggling in your job search, or just need a bit of extra help with it? We’d love to help – take a look at our tips to make your CV stand out from the rest, how to get your application noticed and how to choose a good recruiter to work with you. Louisa has also done a fantastic video blog to help you manage your time when looking for a job which you can look at here.

Contact us at info@louisafleet.co.uk | 0118 9680830 | LinkedIn | Facebook


Job searching can be really tough, especially when you’re not clear on exactly what you want to do next. You might be really itching to move on from where you are now, but before you start looking for your next role, make sure you are clear about what you want and why. Believe me, it will help you in your job search in the long run. Otherwise you run the risk of finding yourself in the same scenario again quite quickly. If this sounds even more difficult that job searching, then take a look at these top ten ways to define what you really want in your next position.

1. Most importantly – list your career and life goals

Your next job should help you move forward with achieving these.

2. Next – make a list of likes and dislikes in your working life

For example – ‘having a local territory so I can be home to walk the dog/put the kids to bed/see to the horses’.

3. Start with your current employer and think about what’s in it for you to work there

Not just salary and benefits. How are you treated as an employee? What is really great and what could be much better?
For example – ‘1. The commission scheme is the best I’ve ever seen, 2. There is zero training and support’

4. Think about your job role – likes and dislikes

What activities, tasks and responsibilities do you really love and want to do more of?
What do you really dislike and don’t want to do moving forward?
For example – ‘I love being able to work from home and manage my own time; I hate the fact that I have to go to weekly meetings in Scotland

5. Think about your current manager – what do you like about them?

If you could change their management style, what kind of manager would you work with best? Maybe think about your favourite manager ever and what it was about them that you really liked.
For example – ‘1. My manager is really knowledgeable about his industry. 2. My manager is too focused on KPIs and not results’.

6. Move on to do the same with your previous employers

7. Circle the things you have written down that are really, and I mean really, important to you.

Things that would be a deal breaker if you didn’t have them. We will call these your “must haves”. For example – ‘I must have a car allowance as oppose to a company car as I have recently signed up to a 3 year leasing contract’.

8. Underline the things you could live without but would be really great to have

We can call these your “like to haves”. For example – private healthcare for you and your family.

9. Challenge your own thought process

To challenge your own thought process, go through the list and ask yourself why these things are important and also how important are they? You may decide to swap some stuff from the “must have list” to the “like to have list”.

10. Review your final list

Make sure the jobs you are going for meet all of your “must haves” and as many of your “like to haves” as possible.

Struggling in your job search, or just need a bit of extra help with it? We’d love to help – take a look at our tips to make your CV stand out from the rest, how to get your application noticed and how to choose a good recruiter to work with you. Louisa has also done a fantastic video blog to help you manage your time when looking for a job which you can look at here.

Contact us at info@louisafleet.co.uk | 0118 9680830 | LinkedIn | Facebook
Read More »

Wednesday, 29 August 2018

3 Things You Can Do To Improve Staff Turnover in the First 100 Days




The first 100 days statistically, is the period known as the highest staff turnover rate. Do these 3 things to make sure you don’t turn over your new hire in the first 100 days.

1. Understand and Work with The Transition Curve


The transition curve is when a new employee joins your team, it’s a big change in their life and their work, it’s a shift in their status quo, a complicated period of sometimes intense change that initiates a psychological process which is known as the transition curve.

Every employee goes through this and if you have a trained member of management to identify where your new employee is in the transition curve and know how to respond and support this, this will drastically improve your employee retention rates.

2.Invest Heavily in the First 100 Days


So not just the first day, the first three days, the first two weeks, the first month but actually the first 100 days. Your mentorship, training and intensive management need to span the first 100 days and this will avoid an employee having the sink or swim mentality that is often found in companies with high staff turnover rates.

3. Engage in Regular 2 Way Dialogue


It’s important that you make yourself available for your new hire to talk to and not just in the first few weeks, if anything the last six weeks of those 100 days are more important than the first four weeks. You need to be there for your new hire to talk to ask questions and get reassurance on. 


This will help keep you in the loop of how your employees feeling and allow you to make decisions based on the information instead of gut feel.


More detailed information on the transition curve and other tips for retaining your new employee can be found in my white paper. Please click here if you would like a copy of this. 

I’d love to hear your experiences of your 1st 100 days with a new employer. And if you are an employer with great staff retention rates please do share what you do in the 1st 100 days to make a difference.


You can get in touch with us for lots more recruitment help and advice below:

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




The first 100 days statistically, is the period known as the highest staff turnover rate. Do these 3 things to make sure you don’t turn over your new hire in the first 100 days.

1. Understand and Work with The Transition Curve


The transition curve is when a new employee joins your team, it’s a big change in their life and their work, it’s a shift in their status quo, a complicated period of sometimes intense change that initiates a psychological process which is known as the transition curve.

Every employee goes through this and if you have a trained member of management to identify where your new employee is in the transition curve and know how to respond and support this, this will drastically improve your employee retention rates.

2.Invest Heavily in the First 100 Days


So not just the first day, the first three days, the first two weeks, the first month but actually the first 100 days. Your mentorship, training and intensive management need to span the first 100 days and this will avoid an employee having the sink or swim mentality that is often found in companies with high staff turnover rates.

3. Engage in Regular 2 Way Dialogue


It’s important that you make yourself available for your new hire to talk to and not just in the first few weeks, if anything the last six weeks of those 100 days are more important than the first four weeks. You need to be there for your new hire to talk to ask questions and get reassurance on. 


This will help keep you in the loop of how your employees feeling and allow you to make decisions based on the information instead of gut feel.


More detailed information on the transition curve and other tips for retaining your new employee can be found in my white paper. Please click here if you would like a copy of this. 

I’d love to hear your experiences of your 1st 100 days with a new employer. And if you are an employer with great staff retention rates please do share what you do in the 1st 100 days to make a difference.


You can get in touch with us for lots more recruitment help and advice below:

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

Read More »