Bluestones Staffing

Category: Blog

  • Hybrid harmony: Navigating employee requests in 2024

    Hybrid harmony: Navigating employee requests in 2024

    As we navigate the evolving landscape of work in 2024, hybrid working continues to shape how businesses operate. This guide aims to provide employers with a comprehensive understanding of hybrid working, its implications and effective strategies for managing employee requests in light of recent legislative changes.

    Understanding hybrid working and its legal framework


    Hybrid working offers employees flexibility in their work arrangements, including adjustable hours, remote work options or a mix of office and home-based work. The key is finding a balance that benefits both the organisation and its employees.

    Since April 2024, the legal landscape for flexible working requests has shifted significantly. All employees now have the right to request flexible working arrangements from day one of employment, a change from the previous 26-week eligibility period. Employees can now make two requests every 12 months, doubling the previous allowance. These requests can cover changes to working hours, start or finish times, working days and work location.

    While employers aren’t obligated to approve all requests, they must consider each one fairly and reasonably. The process now requires employers to consult with employees if they intend to reject a request, and the timeframe for dealing with requests has been shortened.

    Weighing the benefits and challenges


    Implementing hybrid working arrangements comes with both advantages and challenges. On the positive side, employees often report enhanced work-life balance, leading to increased job satisfaction and productivity. The reduction in commuting time and costs is another significant benefit, along with the potential for accessing a broader talent pool and reducing environmental impact.

    However, employers must also navigate potential hurdles. These include maintaining effective oversight of remote workers, addressing potential isolation and reduced spontaneous workplace interactions, and ensuring robust communication strategies are in place. Home environment distractions can also pose challenges for some employees.

    Handling requests and best practices


    Not all roles are suitable for hybrid working and employers may need to decline requests based on business needs. Valid reasons for rejection, as outlined in the Employment Rights Act, include the burden of additional costs, detrimental impact on customer service, inability to reorganise work among existing staff or negative effects on quality or performance.

    To navigate this complex landscape effectively, employers should ensure their flexible working policies are up-to-date and aligned with the April 2024 changes. Following a formal process for handling requests is crucial to avoid legal complications. Regular reviews and adjustments of arrangements, along with open communication and trust-building, are essential for success.

    Adapting to the new normal


    The changes implemented in April 2024 have made it even more crucial for employers to have clear, fair and efficient processes in place for handling flexible working requests. Employers must now be prepared to respond more quickly to requests and engage in meaningful consultation with employees.

    By thoughtfully considering hybrid working requests and implementing well-structured policies that reflect the latest legislative changes, employers can create a work environment that balances organisational needs with employee wellbeing. This approach can lead to increased productivity, employee satisfaction and overall business success in the evolving workplace landscape.

    As we continue to adapt to these changes, it’s clear that effective management of hybrid working arrangements requires a commitment to open communication, trust and flexibility. By embracing these principles and staying informed about legal requirements, organisations can navigate the challenges and reap the benefits of this modern approach to work.

    In this dynamic environment, staying informed and adaptable is key. Employers who successfully navigate these changes will be well-positioned to attract and retain top talent, boost productivity and thrive in the modern workplace.

  • From campus to career: The temp agency solution for students

    From campus to career: The temp agency solution for students

    As a university student in Northern Ireland, finding the perfect summer job can be a daunting task. You’re likely looking for work that not only pays well but also provides valuable experience and fits around your busy schedule. Enter the world of temporary agencies – a often overlooked yet highly beneficial option for students seeking summer employment. In this comprehensive guide, we’ll explore what temp agencies are, how they operate, and why they might be the ideal solution for your summer work needs.

    What is a temp agency?


    A temporary agency, commonly known as a temp agency, is a company that specialises in matching workers with short-term employment opportunities. For university students, this typically means connecting you with businesses that require additional help during busy periods or for specific projects, particularly during the summer months. These agencies act as intermediaries, handling the recruitment process and often managing payroll, making it easier for both employers and job seekers to find suitable matches.

    The temp agency process


    Working with a temp agency involves a straightforward process. It begins with registration, where you provide the agency with information about your skills, availability, and job preferences. This creates your profile in their system. The agency then uses this information to match you with suitable job opportunities as they arise. When a potential match is found, the agency may arrange an interview with the employer or, in some cases, directly place you in the role. One of the key differences from traditional employment is that you’re typically paid by the agency rather than the employer you’re working for, simplifying the payment process for all parties involved.

    Flexibility: A student’s best friend


    One of the most significant advantages of working with a temp agency is the flexibility it offers. As a student, your schedule can be unpredictable, especially during the summer months when you might be balancing classes, internships, or personal commitments. Temp work allows you to choose assignments that fit your schedule, giving you the freedom to work around summer classes or other obligations. This level of flexibility is rarely found in traditional summer jobs, making temp work an attractive option for students who value control over their time.

    Gaining diverse experience


    Temp agencies offer a unique opportunity to gain experience in a variety of industries and roles. Instead of being locked into one job for the entire summer, you might find yourself working in an office one week and at a special event the next. This diversity of experience is invaluable for students who are still exploring career options. It allows you to try out different types of work, gaining insights into various career paths and helping you make more informed decisions about your future. Additionally, this variety looks impressive on a CV, demonstrating your adaptability and willingness to learn.

    Building a robust CV


    Speaking of CVs, working with a temp agency can significantly enhance yours. Each assignment you complete adds to your professional experience, providing concrete examples of your skills and work ethic. Employers value candidates who can adapt quickly to new environments and learn new skills on the fly – both of which are hallmarks of successful temp work. Moreover, the diverse range of experiences you gain can make your CV stand out from others who may have more traditional work histories. When crafting your CV, be sure to highlight the variety of roles you’ve held and the unique skills you’ve acquired from each.

    Networking opportunities


    Temp work provides excellent networking opportunities that can benefit your future career. Each assignment introduces you to new professionals in various fields, expanding your professional network. These connections can be invaluable when seeking references, advice, or even future job opportunities. Many students have found that a temporary summer position has led to permanent job offers or opened doors to careers they hadn’t previously considered. Remember to maintain professional relationships with both your temp agency contacts and the people you meet on assignments – you never know where these connections might lead.

    Skill development and professional growth


    Working in diverse environments through a temp agency accelerates your professional growth. You’ll likely be exposed to different software, tools, and industry-specific skills that you wouldn’t encounter in a single, static job. This exposure not only makes you more marketable but also helps you discover strengths and interests you may not have known you had. Additionally, temp work hones crucial soft skills such as communication, time management, and adaptability – all highly valued by future employers. Each new assignment is an opportunity to learn and grow, making you a more well-rounded professional.

    Financial benefits and steady income


    Temp work often provides financial benefits that are particularly attractive to students. Many temp positions offer competitive hourly rates and can provide more consistent income over the summer months compared to searching for jobs independently. Agencies have established relationships with numerous employers, increasing the likelihood of steady work throughout the season. This reliability can be crucial for students relying on summer earnings to support their studies or living expenses.

    Debunking common myths


    Despite the many benefits, some misconceptions about temp work persist. One common myth is that temp jobs are only for unskilled labour. In reality, many temporary positions require specialised skills and can be found in professional fields such as IT, finance, and healthcare. Another misconception is that temp agencies take a cut of your pay. While agencies do charge employers for their services, your agreed-upon rate is what you receive. Lastly, some worry that temp work looks bad on a CV. On the contrary, diverse experiences can make your CV stand out, demonstrating your versatility and eagerness to learn.

    Maximising your temp agency experience


    To get the most out of working with a temp agency, clear communication is key. Be upfront about your skills, availability, and career goals. Stay in regular contact with your agency representative, updating them on your experiences and any new skills you’ve acquired. Approach each assignment with professionalism, no matter how short the duration – every job is an opportunity to make a positive impression and potentially open doors for future opportunities. Keep a detailed record of your experiences, the skills you’ve gained, and any achievements. This information will be invaluable when updating your CV or preparing for future job interviews.

    Working with a temp agency offers a unique blend of flexibility, diverse experience, and opportunity. It’s an excellent way to make the most of your summer months, earning money while also investing in your future career. By understanding how temp agencies work and leveraging their benefits, you can gain valuable work experience, build your professional network, and potentially discover career paths you hadn’t previously considered. Remember, your summer isn’t just about earning money – it’s about setting the foundation for your future career. A temp agency can be a powerful tool in helping you achieve both these goals, providing a summer work experience that’s both financially rewarding and professionally enriching.

    Ready to make the most of your summer? Contact Bluestones Staffing at 028 95 219 313 or [email protected] to kickstart your flexible and rewarding temp work journey today!

  • Building a stronger workforce: ED&I recruitment best practices

    Building a stronger workforce: ED&I recruitment best practices

    At Bluestones Staffing, we understand the importance of building a diverse and inclusive workforce. As experts in the Northern Irish employment market with over 30 years of experience, we’ve seen first-hand how embracing diversity, equity and inclusion (ED&I) can drive innovation, creativity and business success.

    No matter what industry you’re in, incorporating ED&I best practices into your recruitment strategies is crucial. Not only is it the ethical choice, but it’s also a strategic business imperative that can help you attract and retain top talent, better understand and connect with your diverse customer base and foster a more positive workplace culture.

    As a leading staffing supplier, we’ve helped numerous clients build diverse and inclusive teams through our permanent, temporary and ongoing recruitment solutions. Here’s our advice on incorporating ED&I best practices into your recruitment processes.

    Reduce unconscious bias
    Start by providing comprehensive training to your hiring managers and recruiters to help them recognise and mitigate unconscious biases that can creep into the hiring process. Implement structured interviews, standardised evaluation criteria and blind resume reviews to ensure fair and objective candidate assessments.

    Craft inclusive job descriptions
    Job descriptions play a crucial role in attracting a diverse pool of applicants. Carefully craft job descriptions that are inclusive and free from biased language or discriminatory requirements. Use gender-neutral language, avoid jargon or cultural references that may alienate certain groups and focus on essential qualifications and competencies.

    Diversify your sourcing strategies
    Go beyond traditional job boards and career fairs to reach a wider range of candidates. Engage with professional associations, community organisations and educational institutions that serve underrepresented groups in Northern Ireland. This will allow you to tap into diverse talent pools and connect with candidates from various backgrounds, perspectives and experiences.

    Evaluate candidates equitably
    Evaluate candidates based on their skills, qualifications and potential, rather than making assumptions based on demographics or background. Implement a rigorous evaluation process that includes structured interviews, skills assessments and objective criteria to ensure fair and unbiased assessments.

    Foster an inclusive onboarding and workplace culture
    Your commitment to ED&I should extend beyond the hiring stage. Ensure that your onboarding processes and workplace culture foster an inclusive environment where diverse perspectives are valued and supported. Provide training on unconscious bias, promote employee resource groups, offer mentorship and professional development opportunities and continuously assess and improve your ED&I practices.

    Track and measure your progress
    Regularly review and analyse your recruitment data to identify potential biases or areas for improvement in your ED&I efforts. Track metrics such as candidate demographics, interview and hiring rates, and employee retention rates across diverse groups. Use this data to refine your strategies, set measurable goals and hold yourself accountable for creating a more diverse and inclusive workforce.

    At Bluestones Staffing, we believe that embracing diversity, equity and inclusion is essential for building a stronger and more successful workforce throughout Northern Ireland and beyond. By incorporating these ED&I best practices into your recruitment strategies, you can attract and retain top talent from diverse backgrounds, driving innovation, creativity and business success.

    If you need support in implementing these ED&I recruitment best practices or want to partner with a staffing agency that shares your commitment to diversity and inclusion, contact our team at Bluestones Staffing today. We’ll be happy to discuss your specific needs and provide tailored solutions to help you achieve your ED&I goals.

  • The UK National Minimum Wage increase: April 2024

    The UK National Minimum Wage increase: April 2024

    The November 2023 announcement of a nearly 10% rise in the National Living Wage has sent shockwaves throughout the UK economy and workforce.

    Bluestones Staffing is committed to ensuring our clients and candidates fully understand these imminent changes to minimum wage standards. Therefore, we’ve outlined exactly what the new minimum wage means in financially, which age groups are impacted, and key considerations for payroll budgeting and career planning.

    Given the substantial increase driven by widespread pay growth, all organisations and individuals will need to adapt accordingly. Leveraging our extensive industry market expertise and extensive connections, we’re dedicated to helping our clients and candidates navigate this transition seamlessly.

    Whether you are an employer determining new staffing costs or a job seeker qualifying for higher earnings, this overview explains the full scope of the changes and offers tailored guidance on managing the rise.

    What are the key changes?

    There are different levels of National Minimum Wage (NMW), depending on your age and whether you are an apprentice. 

    Before 1st April 2024, the National Living Wage was for those aged 23 and over and the National Minimum Wage was for those of at least school-leaving age. Now, if you’re aged 21 and over, you’ll get the National Living Wage (NLW).

    The hourly rates change on 1 April each year. The current rates are listed in the table below.

    Group April 2024
    21 and over £11.44 per hour
    18 to 20 £8.60 per hour
    Under 18 £6.40 per hour
    Apprentice £6.40 per hour

    National Insurance thresholds also went down in January 2024, from 12% to 10%.

    What this means for clients

    As employers ourselves, we understand the potential impact these mandatory wage increases can have on payroll and profits. To ensure a smooth transition for your organisation, we suggest taking the following steps:

    Review budgets and make adjustments – Closely examine expenditures now to identify areas where costs can be optimised to accommodate higher wage outlays. 

    Update contracts and payroll systems – If you haven’t already, ensure your employment policies and payment procedures are fully aligned with the new legal wage regulations. This avoids any downstream confusion or issues.

    Communicate proactively with staff – Transparency regarding how this financially impacts the company and the rationale behind the change will build trust and boost morale. 

    Re-evaluate hiring needs – Consider whether you may see lower applicant interest for certain roles due to broader industry impacts. Our recruiting teams can provide valuable support in sourcing candidates even in tight labour markets.

    Leverage recruitment expertise – Given this period of flux, tap into Bluestones Staffing’s deep market insights on salary benchmarks and talent availability to set appropriate budgets.

    What this means for candidates

    As staunch advocates for employees and job seekers, we want to ensure our candidates fully understand how this significant wage increase can benefit them:

    Know your rights – Employees over 21 are now entitled to earn at least £11.44 per hour under the new rules. In salary terms, this means that someone in a full-time permanent role working a 40-hour week will earn a gross annual salary of £23,795.20, up from £21,673.60. Verify with HR if you are unsure.

    Reassess personal finances – With higher earnings, now is an ideal time to build up savings, pay down debt or consult a financial advisor to plan the optimal use of your extra funds.

    Focus on professional development – Greater wages often come with greater expectations. Proactively seek out training and upskilling opportunities to remain competitive in your role or take on more responsibility.

    Ask about benefits packages – Some employers may offset higher wages by reducing benefits offerings. Make sure you fully comprehend the complete compensation and advantages of any new role under consideration.

    Contact us – Our teams are here to provide tailored support, advice and access to openings with employers implementing these elevated salary standards.

    Bluestones Staffing

    This National Living Wage increase aims to improve living standards for UK workers in the face of persistent inflation. As specialists serving both employers and job seekers, Bluestones Staffing is exceptionally well-equipped to guide clients and candidates through these changes. Contact us today to discuss how we can best support you in preparing.

  • Understanding pay between assignments for agency workers

    Understanding pay between assignments for agency workers

    As an agency worker, you are entitled to certain additional employment rights. One option your agency may offer is a permanent contract that guarantees pay between assignments when there is no work. However, accepting this arrangement means you forfeit your entitlement to equal treatment on pay after 12 weeks in the same job.

    Pay between assignments explained

    Under a pay between assignments contract, your agency must provide you with a written agreement outlining the following:

    • Minimum pay rates and calculation methods
    • The geographic area where you’re willing to work
    • Minimum and maximum expected hours of work (at least one hour per week)
    • The nature of the work
    • A clear statement indicating that you’re giving up the right to equal pay treatment

    When you’re not on an assignment, you must receive pay between assignments that meets these criteria:

    • At least 50% of the highest rate of pay you received during any one week in your previous assignment
    • At least the National Minimum Wage

    This pay between assignments provision applies only to weeks when you have no work at all and are available for assignments. It does not cover periods between short assignments within the same week.

    Ending the contract

    If the agency wishes to terminate your pay between assignments contract, they must provide you with at least four weeks of pay between assignments. This payment could occur after a single assignment or between multiple assignments.

    Upon termination, you may be entitled to certain rights as an employed worker, such as notice pay or redundancy pay, depending on your length of service.

    Challenging unfair practices

    Agencies and hirers should not structure arrangements in a way that prevents you from receiving the protection provided by pay between assignments contracts. If they do, you can legally challenge their practices.

    If the agency offers you different hours from the expected hours outlined in your contract, you can also challenge this discrepancy.

    Getting help

    The Labour Relations Agency (LRA) offers free, confidential, and impartial advice on all employment rights issues.

    If you are a member of a trade union, you can seek help, advice, and support from them: https://www.unitetheunion.org/

    By understanding your rights and options as an agency worker, you can make informed decisions that best suit your needs and protect your interests.

    Bluestones Staffing

    If you’re looking for a new role and you’re thinking about joining an agency, you can contact our team to learn more about joining Bluestones Staffing. 

  • Meet the Team: Debbie McDermott

    Meet the Team: Debbie McDermott

    Following a busy but successful year for our team, we thought it was the perfect time to introduce our new Meet the Team feature.

    We’re going to be introducing each of our brilliant team members, so you can learn a little about each of them and what they do in their roles. Who better to start with than our fabulous Managing Director, Debbie McDermott!

    Tell us a little bit about yourself.

    As a busy mum of two young kids, ages 8 and 10, life often feels like a balancing act. When I’m not shuttling my children to their various activities, I try to make time for my own health and wellbeing. I’ve found that group exercise classes are a great way for me to stay motivated – I love the energy of working out with others and having an instructor push me to work harder than I would on my own. If left to my own devices, I’m likely to sit on the sofa and lose motivation.

    To unwind, I look forward to Friday nights when I can enjoy quality time with my family. My kids love picking out a fun movie to watch together, we order a tasty Chinese and my husband and I can relax with a nice glass of wine. Weekends are when we can step back from our busy schedules and focus on each other.

    As you’re the Managing Director, how did Bluestones Staffing come to be?

    I’m very passionate about recruitment and enjoy providing clients and candidates with exceptional service, ensuring everything is managed effectively.

    After starting my family, I was ready to get back to my challenging but rewarding career. I couldn’t find an agency that matched my values and work ethic, so with 23 years of experience, opening my own agency felt like the obvious next step in my career.

    In your role, what do you do?

    My responsibilities are far-reaching and diverse. On any given day, I may be creating and publishing job advertisements, networking with potential candidates online, speaking with clients to understand their hiring needs, interviewing applicants, or motivating and supporting my talented team. I enjoy the challenge of juggling these different initiatives and wearing many hats.

    What do you enjoy about working in recruitment?

    I enjoy the fast-paced, ever-changing nature of recruitment. No two days are ever the same, which keeps things exciting. My focus is on attracting top talent, building relationships, and guiding candidates through the recruitment process with care. It’s rewarding to help people find roles where they can thrive while also ensuring a great hiring fit for our clients. The variety and working with so many people make recruitment a dynamic, meaningful career.

    What is it like working with the rest of the team?

    Like storm Agnes, it’s ever-changing. No two days are the same in our unpredictable, fast-paced roles. While it can feel like a rollercoaster ride at times, the support and solidarity amongst our team make the highs higher and the lows more manageable. There are certainly stressful, difficult moments when obstacles arise, but we face them together with optimism and humour. My team are brilliant, and we always have plenty of laughs together and their loyalty inspires me. They have the same passion and drive that I do, and I’m excited for the future of Bluestones Staffing.

    What do you enjoy most about working with clients?

    I’ve been fortunate to develop meaningful relationships with clients that have evolved into lifelong friendships. When you work closely with someone over an extended period, you get to know them on a personal level that exceeds business. I actually invited some of my clients to my wedding! If you treat clients with genuine compassion and integrity, you can develop friendships that last forever. Recruitment is an incredibly rewarding career.

    What do you enjoy most about working with candidates?

    When working with candidates, my priority is to understand who they are, beyond their CV. I take the time to genuinely listen to their career aspirations, what motivates them, and the type of environment they want to work in. I make sure they know I’ll always make time for them, whether they want career advice or to simply grab a coffee and have a chat. As with my clients, I’ve worked with some of our candidates for a long time and I’ve built genuine friendships with them. When I’m placing candidates, I aim to make meaningful matches between candidates and roles that align with their skills, interests, values and professional goals. Every time I place someone in a position that is a good fit and meets their needs, it’s incredibly rewarding.

    You can connect with Debbie on LinkedIn

    Tel: 028 95 219 313

    Email: [email protected]

     

  • Unlocking the benefits of temporary employment

    Unlocking the benefits of temporary employment

    Temporary employment has been on the rise in the UK in recent years, with more and more individuals seeking flexible work arrangements. At Bluestones Staffing, we firmly believe that temporary employment holds advantages for both job seekers and employers. Not only does it offer employees freedom and flexibility, but it also allows employers to save time and resources. Moreover, temporary work presents a unique opportunity for both parties to acquire new skills and knowledge while working on specific projects.

    In this blog, we will dive deeper into the world of temporary employment, exploring its various facets and how it can be mutually beneficial for candidates and businesses alike.

    Understanding the essence of temporary employment

    Temporary employment essentially involves working on a flexible, short-term basis, often to complete specific projects or cover busy periods. There are two primary types of temporary work, both based on the premise that the employee is not a permanent staff member.

    Fixed-term contracts

    Fixed-term contracts come with a defined period of employment, which can vary but typically ranges from 1 to 6 months, or even up to a year. This type of contract is often utilised when a company has a particular task that needs to be completed and would benefit from bringing in temporary, external expertise.

    For instance, in the retail sector, where there are seasonal fluctuations in demand such as during the Christmas season, companies can hire temporary staff to meet the increased workload. This way, they can scale their workforce up and down as needed without being burdened with surplus employees when business returns to normal.

    Temporary contracts

    On the other hand, temporary employment can also be less formal, without the need for a specific contractual agreement. It can take the form of one-off, short-term assignments or a set number of hours per week dedicated to a particular task until its completion.

    Benefits of temporary employment for candidates

    Temporary employment offers several advantages to individuals seeking a more flexible work-life balance:

    Control over your work

    Perhaps one of the most significant benefits of temporary jobs is the freedom and flexibility they provide. You have greater control over your career, making it easier to take career breaks and tailor your job to fit your life circumstances. If you value the autonomy to manage your work-life balance, a temporary contract could be the perfect fit.

    Networking opportunities

    The age-old saying, “It’s not what you know, but who you know,” holds true. Temporary roles offer a fantastic opportunity to expand your professional network. When you take on temporary work, you naturally interact with more people, including potential permanent employers.

    Learning new skills and gaining experience

    Temporary roles offer a fast track to gaining experience in various positions or using different systems, enriching your CV and making you more employable. If you land temporary work with respected companies, you’ll gain valuable experience that enhances your CV, improving your career prospects.

    A way to get your foot in the door

    Temporary employment allows you to assess whether a particular organisation aligns with your career goals without committing long-term. By exploring the temporary job market, you increase your chances of eventually securing permanent employment if that’s your ultimate aim.

    Keeping your skills and CV current

    In many roles, a gap in your career can result in a lack of knowledge about updated processes and current legislation. Temporary roles can help you stay up to date, ensuring that both you and your CV are fully equipped to impress future employers.

    Protected rights and benefits

    It’s important to note that as a temporary employee, you still have rights. You are entitled to benefits such as sick pay and holiday allowances and should expect the same quality of working conditions as your permanent colleagues.

    If you’re currently on the lookout for temporary work and are drawn to the idea of working with greater flexibility, explore our current job listings or get in touch with us to discuss your career aspirations and how we can help you in your job search.

    Benefits of temporary employment for employers

    While some employers may be hesitant to hire temporary employees, there are substantial advantages that can save businesses both time and money. Here are some key benefits of temporary employment for businesses:

    Covering seasonal fluctuations

    Temporary workers provide a flexible solution to manage workload fluctuations during peak seasons. For instance, the retail industry experiences a significant surge in recruitment in the run-up to Christmas, making temps invaluable in handling the additional workload.

    Filling unexpected absences

    Temporary employees can be swiftly recruited to cover long-term sickness, maternity or paternity leave, or sudden departures. This allows businesses to retain essential team members when they need leave, as temporary workers can seamlessly step in during their absence.

    Promoting flexibility in the workforce

    Hiring temporary workers encourages a more agile workforce that can adapt to changing business needs.

    Finding the right fit

    Temporary employment provides a trial period to assess whether a new employee is a good fit for the team. If the partnership doesn’t work out, employers can collaborate with their recruitment consultant to find a better-suited replacement.

    Speedy recruitment process

    Hiring temporary workers is a faster recruitment process. Recruitment consultants handle background checks, initial interviews and temporary workers’ payroll, freeing up valuable time for businesses to concentrate on more critical tasks.

    Enabling project work

    Employing temporary workers is an excellent way to facilitate the management of new projects, expedite ongoing projects or address sensitive issues such as redundancy processes.

    If you’re considering outsourcing your recruitment process and are interested in exploring the benefits of hiring temporary workers, get in touch with us today to discover how we can assist you.

    Final thoughts…

    In a dynamic job market, temporary employment emerges as a versatile and mutually beneficial solution for both job seekers and employers. The flexibility it offers candidates, coupled with the operational advantages it provides businesses, makes temporary employment a powerful tool for navigating the ever-evolving world of work. Whether you’re an individual seeking greater work-life balance or an employer looking to enhance your workforce’s adaptability, temporary employment offers a pathway to success.

  • Strategies for retaining top talent

    Strategies for retaining top talent

    In today’s competitive job market, attracting and retaining top talent has become a crucial factor for businesses to succeed. While attracting talent is a challenge in itself, retaining the best employees is equally important. Companies that prioritise retaining their top talent reap numerous benefits, including increased productivity, reduced turnover costs, and a competitive edge.

    In this blog, we will explore effective strategies that organisations can implement to retain their most valuable asset: their employees.

    Positive work culture

    Employees want to work in an environment that values their contributions, provides opportunities for growth, and encourages a work-life balance. Adopting certain strategies can promote a positive work environment that encourages employee retention.

    Encouraging open communication is crucial. You can promote transparency and engagement by establishing channels for employees to voice their opinions, concerns, and ideas, such as feedback sessions and suggestion boxes.

    Promoting work-life balance is fundamental in 2023. You can achieve this by offering flexible work arrangements, promoting wellness programmes, and respecting boundaries between personal and professional life.

    Furthermore, recognising and rewarding achievements plays a significant role in retaining talent. Regularly acknowledging outstanding performance through public recognition, rewards, and opportunities for advancement not only boosts morale but also demonstrates that your organisation values and appreciates its employees’ contributions.

    Development and growth opportunities

    Businesses that want to retail their top performers should recognise that top performers are often motivated by opportunities for growth and development. Investing in employees’ professional development can be achieved through various strategies, including training and skill-building programmes and career advancement opportunities.

    Offering your employees opportunities to take part in training programmes, workshops, and courses to enhance their skills and knowledge, demonstrates your commitment to them and encourages long-term loyalty. By investing in their growth, you will empower employees to expand their capabilities and stay relevant in a rapidly evolving professional landscape. These opportunities for personal and professional development not only contribute to the employees’ individual growth but also equip them with the tools they need to contribute effectively to your organisation’s success.

    Establishing clear career paths and providing growth opportunities can promote employee motivation and engagement. Regularly reviewing employee performance and engaging in meaningful discussions about their aspirations are essential components of this approach. When appropriate, you should offer promotions or lateral moves to employees, aligning their goals with your company’s objectives. This not only helps employees envision a future within the business but also serves as a powerful motivator to excel in their roles. By actively supporting their career progression, you can develop a loyal and driven workforce that is committed to achieving both personal and organisational success.

    Additionally, implementing mentoring programmes that pair experienced employees with newer team members is an effective way to promote knowledge transfer, guidance, and support within the organisation. This initiative creates a nurturing environment where seasoned professionals can pass on their expertise and provide valuable insights to those who are just starting their journey. By facilitating this mentor-mentee relationship, businesses not only promote a sense of belonging and camaraderie but also enable the professional development and growth of their employees.

    Compensation and benefits packages

    Competitive compensation and benefits play a crucial role in both attracting and retaining top talent. To create an appealing package that meets the needs of employees, businesses should consider several key factors.

    One aspect to consider is offering a competitive salary. Conducting thorough market research allows organisations to ensure that their salaries are in line with industry standards. Regularly reviewing and adjusting salaries demonstrates a commitment to recognising employees’ contributions and staying competitive in the job market. By providing fair and competitive compensation, you can attract accomplished employees and retain high-performing employees.

    In addition to a competitive salary, offering a comprehensive benefits package is essential. You can include a range of benefits such as health insurance, retirement plans, paid time off, and other perks. Providing a comprehensive benefits package demonstrates that organisations care about the well-being and overall quality of life of their employees.

    Implementing performance-based incentives is another effective strategy for improving employee retention. By offering bonuses, profit sharing opportunities, or stock options based on individual and team contributions, you can motivate high performance and reinforce loyalty. Performance-based incentives not only reward employees for their exceptional work but also create a sense of fairness and recognition. This approach encourages employees to strive for excellence, resulting in increased productivity and a stronger commitment to your company’s success.

    Work-team alignment and employee autonomy

    Creating an environment where employees align with your organisation’s mission, values, and goals is crucial for employee retention. There are several strategies you can implement to achieve this.

    It’s important to clearly communicate your organisational values. Regularly emphasising your mission, vision, and values through internal communications, team meetings, and performance evaluations helps employees understand and connect their work to the larger purpose of the business. This gives employees a sense of shared purpose and encourages them to align their efforts with your organisation’s overall goals

    Trusting employees to make decisions and providing them with autonomy in their work allows them to take ownership of their tasks and projects. By encouraging innovation and creativity, you can tap into your employees’ potential and benefit from their unique perspectives. Offering opportunities for employees to contribute their ideas and solutions not only enhances job satisfaction but also cultivates a sense of ownership and engagement.

    Additionally, promoting a collaborative work environment where employees can freely share knowledge, ideas, and resources creates an ethos of cooperation and synergy. Encouraging cross-functional collaboration and organising team-building activities can strengthen relationships among employees and further a sense of belonging within the organisation.

    Conclusion

    Overall, the implementation of effective talent retention strategies is essential for businesses. It ensures the availability of a skilled and motivated workforce, encourages a positive work culture, and contributes to long-term success. By investing in talent retention, businesses can thrive in a competitive market, build strong employer brands, and create a workplace where employees feel valued and motivated to contribute their best.

    If you’re looking to hire top talent to join your business, you can complete our short enquiry form and a member of our team will contact you to discuss how we can support your recruitment needs.

  • Tips for conducting effective job interviews

    Tips for conducting effective job interviews

    Conducting a good interview is essential for hiring the right candidate. A good interview can help you evaluate a candidate’s skills, experience, and qualifications. Additionally, you can get an insight into their work ethic, problem-solving and communication skills, and identify whether they’d be a good fit for your company’s culture.

    This blog is going to cover our top tips for conducting effective interviews and making the right hire.

    Preparing to interview candidates

    Reviewing CVs and cover letters thoroughly gives you a better understanding of candidates’ qualifications, experience and skills before you interview them and can guide your questions during the interview process.

    Preparing a list of interview questions in advance that are tailored to the specific job and company culture will ensure that you ask relevant and insightful questions that allow you to gauge whether the candidate is a good fit for the position.

    It’s also important to create a welcoming environment for interviews. Make sure that the interview space is comfortable and free from distractions so that both you and the candidate can fully focus on the conversation at hand. Additionally, be sure to greet each candidate warmly when they arrive, as first impressions go a long way in making them feel comfortable during an interview.

    Creating questions

    It’s essential to create questions that will allow you to get a sense of the candidate’s skills, experience and personality. One way to do this is by asking behavioural interview questions that require candidates to draw upon past experiences in order to answer. For example, “Can you tell me about a time when you had to handle a difficult customer? How did you approach the situation?”

    Another important aspect of creating effective interview questions is making sure they are specific and relevant to the position being filled. This means doing your research beforehand and identifying the key skills and attributes needed for success in the role. For example, if you’re hiring for a project manager position, some relevant questions might include “Can you describe your experience managing complex projects with tight deadlines?” or “How do you prioritise tasks when working on multiple projects simultaneously?”

    Finally, it’s important to strike a balance between open-ended questions that allow candidates to showcase their knowledge and expertise while also giving them enough structure, so they don’t ramble off-topic or give irrelevant answers. By following these tips for creating effective job interview questions, you’ll be able to identify top talent who can help drive your business forward.

     

    Evaluating responses

    One of the most critical aspects of conducting an effective job interview is evaluating the responses provided by candidates. Evaluating responses involves more than simply listening to what the candidate says, it also requires assessing their body language, tone of voice, and overall demeanour.

    To evaluate a candidate’s response effectively, you must have a clear understanding of what you are looking for from them. It may involve asking follow-up questions or seeking clarification on certain points they make during the interview. This helps ensure that you are getting accurate information and can make an informed decision about whether they are the right fit for your company.

     

    It’s important to remain objective during the evaluation process and avoid making assumptions or judgments based on personal biases or preferences. Instead, focus on how well their responses align with your company’s values and goals while keeping in mind any specific requirements for the role in question. Ultimately, evaluating responses effectively will help you find the right candidate for your company and build a strong team that can drive growth and success over time.

    Listening actively

    Giving your undivided attention to the candidate and being fully present in the conversation is fundamental during an interview. Not only does this show respect for the interviewee, but it also allows you to gather more information about their qualifications and fit for the role.

    Active listening involves more than just hearing what someone is saying. It includes paying attention to nonverbal cues such as body language and tone of voice, as well as asking clarifying questions and summarising what has been said. By doing so, you demonstrate that you value the candidate’s input and are engaged in understanding their perspective.

    In addition to improving your interviewing skills, active listening can also benefit your overall communication abilities. Practising active listening in all aspects of life can help build stronger relationships and prevent misunderstandings or conflicts from arising.

    Following up

    Following up with candidates after an interview is a crucial aspect of the hiring process. It not only shows that you respect their time and effort, but it also keeps them engaged in the process and gives them a sense of where they stand. One effective way to follow up is to send a personalised email thanking them for their time and reiterating your interest in their candidacy. This can help build rapport and ensure that they remain interested in the position.

    Another good way to follow up is by setting clear expectations for the next steps. Let candidates know when they can expect to hear back from you and what the next steps will be if they are selected for further consideration. This helps manage their expectations and ensures that there are no surprises later on when decisions are made. By following up promptly and with clear communication, you can create a positive candidate experience that reflects well on your organisation, even if someone isn’t ultimately hired for the role.

    Conclusion

    Conducting an effective job interview requires careful preparation and attention to detail. As an interviewer, it’s important to have a clear understanding of the position you’re hiring for, including its responsibilities and required skills.

    Finally, it’s essential to remember that an interview is not just an opportunity for you to evaluate candidates – it’s also their chance to learn about your organisation and decide if it’s a good fit for them. Be sure to answer any questions they may have about the role or company honestly and thoroughly, so they can make an informed decision if offered the job.

    Looking to fill a vacancy?

    Understanding our clients’ businesses and conducting effective interviews are key elements of the service we provide. We can simplify the recruitment process and help you find the right candidates for your vacancies.

    If you’d like to find out more about our client services, you can contact us by calling us at 028 95 219 313 or emailing us at [email protected], and a member of our team will be happy to help you.

  • The benefits of upskilling employees

    The benefits of upskilling employees

    The modern workplace is constantly evolving, making it essential for employers to stay on top of trends and new technologies. Investing in the upskilling of employees is one surefire way to keep ahead of the curve. This blog will explore the many benefits of upskilling employees, from increasing productivity and efficiency to improving employee satisfaction and retention levels. Understanding these benefits can help any employer achieve their goals and have a more successful business operation.

    Increased productivity

    Undergoing training and learning new skills increases employees’ confidence as they can complete tasks more efficiently and effectively. Improved productivity results in better workflow and employee engagement and will benefit your business in the long run.

    Fill skill gaps

    As industries evolve and technology advances, it’s likely that your business will encounter skill gaps within your workforce. Your existing employees may already have, or have the potential to acquire, the skills you’re looking for in order to grow.

    Your current employees already understand how your business operates, your goals and your customers. Creating an effective upskilling strategy will allow you to identify any skill gaps that have emerged and identify employees whose current capabilities coincide with the requirements of a new role.

    Investing in your employees and allowing them to expand their skill set and progress in their careers improves attrition rates and will save you time and money.

    Improving employee retention

    The recruitment process can be difficult and expensive, and you’ve already invested a considerable amount of time, money and resources in training your employees to be proficient in their current positions.

    What’s more, workers are often looking for development opportunities. Learning new skills and retraining are considered important objectives for employees as it improves their career prospects. Providing your employees with opportunities to upskill in areas relevant to their roles and supporting their career progression can encourage company loyalty.

    When equipped with the right skills to master new technology and methods to streamline processes and drive growth, employees will feel valued and supported and can confidently manage any challenges they face. Additionally, they’re likely to tell others outside of the organisation that they feel supported at work, and word of mouth is an invaluable aspect of talent acquisition.

    Brand reputation

    Organisations that invest in employee learning and development are innovative and ready to adapt to changes. Continually offering opportunities to upskill builds a channel of tech-smart talent that can answer future demands and keep your business competitive. In addition, improving employee experience will magnify your brand’s appeal; happy employees are likely to have commendable things to say about working for you, which is especially beneficial with the existence of sites such as Glassdoor.

    Solutions

    You might be thinking about how you can implement upskilling into your business or how you can increase employee engagement.

    Firstly, evaluate your organisation’s current situation and determine what skills are needed or missing. This will enable you to set SMART (specific, measurable, attainable, relevant, time-based) goals and create upskilling initiatives that will genuinely contribute to the business.

    The methods you use to upskill your employees will depend on the nature of your business, the identified skill gaps, your existing resources and your long-term objectives. You can use a combination of approaches to upskill your workforce, including:

    • Digital and e-learning courses
    • External courses
    • Upskill coaching
    • Peer Mentoring

    Once you have a clear plan of what skills you want your employees to attain, develop a personalised approach that they will engage with. For example, you could create specific development programmes for each department within the business to ensure they’re gaining relevant and beneficial skills.

    Increasing employee engagement with training and development programmes will rely on making them accessible. The rise of e-learning has made learning opportunities more available than ever before. As a result, employees can learn when and where they want and save time and resources – no travel time and less paper waste.

    Additionally, digital learning allows you to analyse how effective a programme is and monitor employee progress, so if something isn’t working well, you can discuss any issues with employees and use their feedback to make adaptions moving forward.

    In conclusion, upskilling employees is a beneficial and necessary practice for companies to stay competitive in the ever-evolving business landscape. Not only does upskilling help an organization stay ahead of the technological curve, it can also boost employee morale and satisfaction, leading to greater productivity and collaboration. Furthermore, upskilling employees reduces costly turnover while providing them with more meaningful career opportunities.

    Bluestones Staffing

    Looking to fill open roles with skilled candidates? We work with industry recognised awarding bodies to recruit, induct and train candidates throughout Northern Ireland. In addition, we can simplify the recruitment process with our bespoke client services, designed around the needs of your business.

    If you’d like to find out more about our client services, you can contact us by calling us at 028 95 219 313 or emailing us at [email protected], and a member of our team will be happy to help you.