We are delighted to announce that Sellick Partnership has been shortlisted for Recruitment Services Provider of the Year at the HSJ Partnership Awards 2020, recognising our outstanding dedication to improving healthcare and supplying high quality staff to the NHS. The HSJ Partnership Awards celebrate the most effective partnerships with the NHS and highlight the benefits that working with the private and third sectors can bring to patients and NHS organisations. Our award entry – assisting the NHS with key projects, challenges and through periods of intense change – focused on key areas where our NHS recruitment team has added value to the NHS and supported them through challenges, including talent shortages and a lack of available candidates, mergers and acquisitions and sourcing senior hard to find candidates to drive growth. The judging panel comprised a diverse range of highly regarded figures across the NHS and wider healthcare sector. To be shortlisted as a finalist for these awards, despite tough competition from hundreds of brilliant applicants, is a mark of real achievement and something we are incredibly proud of. Stephanie Tasker, Senior Manager and experienced NHS recruiter at Sellick Partnership, commented on the news: “We have been working in partnership with NHS organisations since 2002 and being shortlisted in the HSJ Partnership Awards is the culmination of years of hard work and dedication from our NHS recruitment team. We have supported the NHS through periods of intense change and have been instrumental in helping NHS organisations achieve key transformation projects across the UK. “For me working with the NHS is an honour. Being able to help such a pivotal and renowned organisation is highly rewarding, and I know my fellow NHS recruiters agree. No two days are the same, and I am looking forward to continue building relationships, and assisting the NHS for many years to come. “We are extremely excited to take our entry to the next stage of the process and discuss our strong, long-standing relationship with the NHS with the judging panel.” The winners will be selected following a rigorous, ‘live panel’ judging stage ahead of the HSJ Partnership Awards 2020 awards ceremony, which will be held at the Park Plaza Westminster on the 27 February 2020. The full list of finalists for the HSJ Partnership awards 2020 can be found on at https://partnership.hsj.co.uk, If you would like to learn more about our NHS recruitment team or how we could help you, please get in touch with a member of our team today.
A bad hire can be horrifyingly costly, so hiring the right candidate is essential for any business. Hiring the wrong person will cost you valuable time and money, two things very few businesses can afford to lose. However the negative impacts do not stop there. Bringing the wrong candidate on board could impact employee morale, productivity and could take away time from your management team, potentially impacting your client or customer service. Here we outline our top tips to ensure you do not hire the wrong candidates: Create a comprehensive job description: the devil is in the detail when it comes to outlining a job specification. You need to have considered all eventualities. Remember to include as much detail as possible, this will help you attract candidates most relevant to the role you are advertising. Ask technical questions: you should ask candidates some difficult technical questions in the interview. Remember, the interview is not a torture chamber but you should try to challenge the interviewees so you can properly ascertain their skill level and analyse how they respond under pressure. Train your interviewers: to give your company the best chance of finding the best candidates you must ensure your interviewers are fully trained and have a clear idea of the sort of candidate they are looking for. Interviews are not about trying to find the first candidate that fits your specification. Interviewers need to be patient, consider all the candidates, and ascertain the best qualities from every interviewee in what is a stressful situation. You may also consider a staged interview process to meet candidates on a variety of occasions. This can often help relieve the candidate of nerves that a first time meeting can throw up. You do not want to miss out on the best person for the job because they are not good at interviews. Thoroughly research your candidates: recruitment is not a witch hunt, but you should always do some research on your candidates before or after you have interviewed them to look for any information they may not have included in their CV or application. Check their LinkedIn profile to see if their career history matches their CV, explore social networking sites to make sure they are not posting anything controversial that could harm your company’s reputation, and check their references – calling the referee to verify their words. Check candidate references: doing your own research is all well and good, but remember to check references to ensure you are hiring the right candidate. Hiring a ‘toxic’ employee can leave trails of negativity. Make sure you ask for at least three. This should be enough to get a good understanding of the candidate and their employment history as employees usually leave their fingerprints – good and bad – all over their former employers. Protect yourself: protect yourself from any gruesome hiring mistakes by putting a probationary period in place. In essence, a probationary period gives you the option of terminating a contract in the event that a new employee does not perform as expected. While these clauses are not loved by new employees, they have become so commonplace that they have become universally accepted. This is also beneficial for the candidate as it gives them some breathing space to decide if you are the right organisation culturally for them. For more handy tips on ensuring your recruitment process is a success check out our employer resources section. Alternatively you can get in touch with our expert team today to discuss your recruitment needs.
Interviews can be scary, and often very stressful. As a result many candidates are not able to perform at their best. That is why it is so important to prepare yourself beforehand and think of any eventualities where you might slip up. However, even with preparation many people still make simple errors which can cost them the job. Whether you are looking for your first entry-level role, returning to work, or experienced in your sector, chances are you are going to encounter some seriously frightful interviews. But, if you remember to avoid the most terrifying mistakes, you should be just fine. Here are the most common job interview mistakes we think candidates often make, and how you can ensure you do not make them in your next interview situation. Dress appropriately – dressing inappropriately can hugely impact your chances of securing a role. Do not treat your job interview as an excuse to play dress up. It is crucial that you dress appropriately for the role you are applying for. It is important to look well-dressed and put together, no matter what the company. Prepare, prepare, prepare – candidates that do not prepare for interview very rarely get the job. Employers are looking for you to match your skillsets to their needs, and will also want to know that you have done some research on them in advance. Not doing this could land you in a very embarrassing situation, and will most probably result in your application being rejected. Talking too much – there is nothing worse than interviewing someone who goes on and talks too much after every question. The interviewer does not need to know your life story, keep your answers to-the-point and focused. This is where preparation is key. Think about the questions they may ask you and prepare your answers to ensure you do not get side-tracked on the day. If you do feel like you are going off on a tangent, quickly round up your answer and await the next question. Not talking enough – do not turn into a zombie either. Whether you are suffering from job search burnout or did not get a good night’s sleep, letting your exhaustion show is a big mistake. Companies want to hire candidates who are excited about the job they are interviewing for, and giving one word answers and not engaging in conversations will not give off the best impression. Arriving late – first impressions are very important, and running late will get you off to a bad start before the interviewers have even met you. Running late not only suggests poor time management skills, but shows a lack of respect for the company, the position, and even your interviewer. You should therefore ensure you arrive on time, or even manage your time so that you make it to the interview five to ten minutes early. That way, if something unforeseen comes up on your way over to your interview, you will have some time to spare. Concentrate and keep engaged – looking bored or disengaged is one of the biggest mistakes candidates often make. It is important to remember that you are being assessed from the minute you walk into your interview location. Treat everyone you meet with respect, always smile and show positive body language throughout. This will show your interviewers you are genuinely interested in the role. Leave your phone at home – there is nothing more distracting than your phone going off half way through your interview, so it is advisable to leave it at home or turn it off during your interview. Texting during your interview is not only rude and disruptive, but it is a pretty clear message to your potential employer that getting the job is not your top priority. We would also advise not looking at your phone at all whilst in the interview building. It could make you look unengaged and cost you securing the job. Being too negative – never bad-mouth your current/previous employer or co-workers. You may be surprised who your interviewer might know, so think about what you are going to say before talking negatively about past employers. You also do not want the interviewer to think that you might speak that way about his or her company if you leave on terms that are not the best. It is important you make the interviewer know that you can work well with others, without talking behind their back, and this is the perfect opportunity to showcase this attribute. Don’t tell lies – telling the truth about your skills and experience in a job interview may mean losing a position to a better-qualified candidate. But the alternative will come back to haunt you. It is therefore important to keep it real and always tell the truth during your interview. Remember, your interviews will have your CV, your references and will be able to look you up on social media. If you do lie, they will find out. Asking the wrong questions…or none at all! – it is also very important to think about questions to ask your interviewer throughout or at the end of your interview. These should not be standard questions taken from the internet, but instead should be informed questions about the role and the organisation. A job interview not only enables the potential employer to assess your skills and suitability but it also enables the interviewee to assess if this company is in fact a good employer, compatible with your needs. Research typical questions to ask your interviewer, and ensure you tailor these to the role to really show that you have an interest in the company and have taken the time to research your questions. For more tips on performing your best at interview, check out our handy interview guide . Or if you think we have missed any common interview mistakes, let us know by emailing firstname.lastname@example.org. Alternatively you can get more tips on smashing your next interview in our handy candidate resources section.
This year, we ran our biggest ever survey exploring how people in the United Kingdom use their phones when searching for their next job role. More than 900 people from across the UK took part in the survey, which asked how frequently, where, when and why phones were used in job searches. It also asked participants questions about the limitations of job hunting on these devices. The survey revealed fascinating insights about candidates that companies – especially ones that are looking to recruit – will find invaluable. Read on to discover the full results of our investigation. If you wish to use this data, please cite ‘Sellick Partnership’ and include a link to www.sellickpartnership.co.uk. About you How old are you? Answer choices Responses 16 – 17 0.22% 2 18 – 24 7.97% 74 25 – 34 32.62% 303 35 – 44 31.97% 297 45 – 54 17.55% 163 55 – 64 7.97% 74 65+ 1.72% 16 What is your gender? Answer choices Responses Male 24.97% 232 Female 73.41% 682 Non-binary 0.65% 6 Rather not say 0.97% 9 Where do you live? Answer choices Responses East Midlands 9.2% 85 East of England 7.4% 69 London 9.8% 91 North East 4.8% 45 North West 13.4% 124 Northern Ireland 1.8% 17 Scotland 6.4% 59 South East 13.7% 127 South West 10.4% 97 Wales 5.5% 51 West Midlands 9.5% 88 Yorkshire and the Humber 8.2% 76 Which of the following best describes your job sector? Answer choices Responses Unemployed 16.9% 157 Health & social 9.8% 91 Teaching / education 8.8% 82 Retail & sales 8.8% 82 Public sector 7.6% 71 IT 5.2% 48 Student 4.3% 40 Finance / banking 4.2% 39 Retired 3.9% 36 Building / manufacturing 3.3% 31 Hospitality / tourism / sport 3.3% 31 Property / construction 2.9% 27 Creative arts / culture 2.8% 26 Transport / logistics 2.7% 25 Business / management 1.8% 17 Marketing / advertising 1.7% 16 Engineering 1.7% 16 Legal 1.6% 15 Science / pharmaceuticals 1.5% 14 Media / publishing 1.4% 13 Voluntary work 1.3% 12 Recruitment / HR 1.2% 11 Energy / utilities 1.0% 9 Environment / agriculture 1.0% 9 Armed forces / emergency 0.7% 6 Security 0.3% 3 Telecommunication 0.2% 2 Mobile phones and you As a result of the introduction of mobile technology, would you say the way you search for jobs has changed? Answer choices Responses Yes 77% 718 No 23% 211 Have you ever searched for a job using your mobile phone? Answer choices Responses Yes 74.7% 694 No 25.3% 235 Have you searched for jobs while in any of the following places (tick all that apply)? Answer choices Responses Public transport 43.8% 407 At my current job 46% 427 Whilst in bed 61% 567 At the pub 8.5% 79 Watching television 67.4% 626 Other (please specify) 6.9% 64 What is the biggest benefit of using your mobile to search for a job? Answer choices Responses Accessibility (no longer chained to a desk) 24.2% 225 Convenience (can access it whenever, wherever) 63.5% 590 Privacy (no-one snooping over your shoulder) 6.0% 56 Freedom (avoid corporate firewalls and access restrictions) 3.2% 30 Other (please specify) 3.0% 28 When looking for a job, how much time each week would you typically spend searching on a mobile device? Answer choices Responses Under an hour 51.2% 476 1 - 3 hours 33.8% 314 3 - 5 hours 8.8% 82 5 + hours 6.1% 57 What time of the day are you most likely to use your mobile to search for a job? Answer choices Responses Early morning – breakfast 12.5% 116 On the morning commute 7.5% 70 Over lunch 12.5% 116 Mid afternoon 12.5% 116 On the commute home 3.9% 36 Early evening 24.7% 229 After dinner 14.6% 136 Late at night 11.8% 110 Would you consider applying - not just looking - for a job directly via your mobile phone? Answer choices Responses Yes 59.4% 552 No 23.9% 222 I don't know 16.7% 155 What do you consider the biggest limitations of job hunting on your mobile phone? Answer choices Responses The websites I use aren't optimised for mobile devices 29.8% 277 The size of the text 22.8% 212 Not having Wi-Fi 10.1% 94 Not being able to upload my CV 25.0% 232 Not being able to apply directly 12.3% 114 The future When are you looking to next move jobs? Answer choices Responses Currently looking 24.3% 226 In the next month 2.5% 23 In the next three months 6.4% 59 In the next year 13.6% 126 Next year 7.4% 69 I'm not planning on moving jobs 41.9% 389 Other (please specify) 4.0% 37 What is your first port of call when looking for a new job? Answer choices Responses Recruitment agency 14.3% 133 Online job board 52.9% 491 Professional network 7.6% 71 Social sites e.g. LinkedIn 10.1% 94 Newspapers 3.4% 32 Professional network / word of mouth 6.6% 61 Trade press 1.4% 13 Other (please specify) 3.7% 34 Can we help you? If you are interested in finding out more about our mobile phone survey, please email our marketing team on email@example.com. Alternatively you can find out about the recruitment services we provide by calling 0161 834 1642 or use our online contact form.
Are you currently working in HR and wondering how to climb the career ladder? Or are you thinking about your options and think HR might be the right career choice for you? In this Q&A, Principal Consultant Kerry Norman talks to one of our most experienced HR candidates to find out exactly what it takes to be a success and why so many people are choosing HR as a viable career choice. HR is a rewarding career choice, and candidates that are committed can enjoy a long and incredibly successful career. As a HR recruitment specialist I work with experienced HR professionals every day, and am often asked what it takes to be a success. To answer that question I sat down with Virginia Perkins, a candidate of mine and an experienced senior HR professional to find out about her experience to date, why she chose to work in HR and her top tips to anyone wanting to carve a successful career in the sector. Can you describe your current role? My most recent role was a Director of People and Organisational Development for a medium sized private health care company. In that role I was ultimately responsible for aligning HR strategy with the business strategy to achieve transformational change, increase financial income and implement a high performing culture through creative and innovative people approaches. I led and developed the people team across the UK with my main responsibilities being to develop and implement the human resource strategy, learning and development initiatives, succession planning, resourcing, payroll, advising the board on strategic HR matters, change management, reward and recognition, wellbeing and overseeing employee relations across multi sites. In a few words, can you describe your job experience prior to your current role? I have gained extensive experience partnering executive leaders in the private, public and third sector operating across multi sites, shared services, matrix and unionised environments. Businesses I have worked in include further and higher education, private health care, housing, a main energy supplier and a large global charity. Why did you decide that a career in HR was the path for you? I’ve always been passionate about working with people and have worked tirelessly to create the right organisational culture for the business I work in. The HR role is extremely varied and provides me with the opportunity to solve organisational problems in tandem with leaders to create a better employee experience which in turn creates real and tangible results for the business. I realised that I had lots of transferrable skills to work in human resources following a period in a management role. I wanted to make a difference and HR provided me with the opportunity to use my organisational and project management skills; build my resilience; interpret and understand data; to be results focussed; work collaboratively with internal and external stakeholders; understand the challenges of a business and communicate effectively at all levels. When I got my first HR role I realised the number of challenges a business is presented with and how my role and that of the HR department can support the business through these periods. The role of HR is such an important contributor to any business and that’s why I also voluntarily chair a local Chartered Institute of Personnel and Development (CIPD) branch to keep abreast of changes within employment law and the world of work but also to network and share experiences with fellow professionals to champion better work and working lives. How did you achieve the success you have enjoyed? Teamwork has been crucial to developing the success I have enjoyed but also ensuring the team supporting me and around me have been developed with the right skills and knowledge to deliver the end result. Achieving success has always been as a result of effective internal and external collaboration; I like to be exposed to the external environment within the sector I am working in to look at best practice and inspirational ideas I can bring back into the business and implement. As a leader I have a passion to inspire and lead by example through role model behaviour in order to create a culture of continuous improvement and one that is values led. Being resilient and tenacious has definitely helped me in the pursuit and accomplishment of some really great successful accolades for the business. Being awarded the prestigious Investors in People Platinum, with only 2 percent of companies in the UK achieving this was a huge success together with being recognised by the London Stock Exchange as one of the top 1000 inspiring companies to work for. What is a typical day like for you working in HR? It is very true when fellow professionals say that no two days are the same when working in HR. I usually start the day catching up with the central team for about 10 minutes. I then ring the other sites and update the team on any issues or priorities. I will send and respond to emails before attending a meeting to discuss quality performance improvement with the senior leadership team. Throughout the day I receive lots of phone calls from external professionals asking for my attendance at workshops and conferences and to work with them on challenges affecting the sector. Early afternoon I will monitor the HR dashboards which provide me with an update on KPIs for recruitment, absence, learning and development and employee relations so that I can keep abreast of team performance. I will monitor workforce budgets with the Director of Finance and conduct a one-to-one session with a member of staff leading on a wellbeing project. In the middle of the afternoon I will travel to a local site to catch up with a senior leader concerning their talent acquisition strategy to see its effectiveness and make recommendations where necessary. Every day is different and it certainly is a job which allows you to use an array of skills on a daily basis. What is your favourite aspect of working in HR? Conducting a piece of work around change management is one of my favourite aspects of working in HR. It can be extremely challenging but very rewarding when the results start to materialise into positive outcomes, for example when staff engagement and morale is increased which then translates to increased productivity. In my latest role we were able to introduce a high performing model centred around seven key areas of what makes a successful business together with building and implementing stretching competencies at every level from the Board to individuals, this was a great way for every individual in the business to understand how they contributed to achieving the vision and strategic objectives of the business. What skills do you think are essential for working in HR? Some of the skills that I think are essential to work in HR are project management, good knowledge of employee relations, influencing skills, excellent communication skills including verbal and written, team working, personal resilience, ability to operate IT systems, ability to negotiate in challenging situations, role model leadership behaviours and flexibility. Is there anything happening in the HR sector that you think is amazing right now? In the world of HR there’s always a flurry of activity and exciting new concepts ranging from a huge surge of new people analytics to a rise of self-service tools and what the future of work will look like for different sectors but also not forgetting the rise of artificial intelligence and what this will mean. Then we have the uncertainty of Brexit and how this will affect labour markets and businesses. Are there any companies/people currently working in HR that you admire for their people management? I think it is easy to admire the well-known HR Directors of big global companies that have achieved phenomenal success, however there are a lot of unsung HR heroes operating within smaller companies and achieving fantastic results that we may not know about. It’s difficult to pinpoint a few people when there are so many dedicated HR professionals achieving fantastic results across all sectors. What advice would you give to anyone that may be considering a career in HR? I would advise that if you enjoy achieving results through the efforts of individuals and teams and are able to inspire, develop and engage well with people then HR will be very rewarding. What advice would you give to firms that may be looking to employ HR professionals? I think employers need to be more aware that the skillsets of HR professionals are transferable from one sector to another. I have seen many discussions surrounding this area and personal conversations with the general consensus being that employers tend to employ HR professionals from similar business backgrounds rather than choosing an individual from a totally different sector. I would welcome employers to challenge the status quo on this topic. Can we help you? If you are interested in a career in HR and would like to discuss our latest HR jobs or your options, feel free to contact Kerry Norman or our wider HR recruitment team today. Or if you are interested in speaking with Virginia about any roles you currently have available, please get in touch. Alternatively, if you are a HR professional and would like to share your story with up, get in touch with our marketing team by emailing firstname.lastname@example.org.