Donington House, Riverside Road, Pride Park, Derby, DE24 8HY
- Specialism: Housing & Property Services
- Sector: Social Housing, Local Government and Charities
- Roles: Permanent, contract, temporary and interim
- Location: South Yorkshire and North East
Type a day in the life of sellick from Claire Harrison
Derby, Derbyshire | Permanent
Recruitment Consultant Permanent, Full-time Derby Reference: DBY15 Ambitious and driven Recruitment Consultant is required to join our Housing team based in Derby. In your role as a Recruitment Consultant, you will be primarily responsible for winning new clients, nurturing existing relationships, contacting candidates and building professional relationships. A good communicator, you will possess excellent organisational skills and you will enjoy working to KPIs and sales targets. In return we offer an attractive commission structure with your earning potential uncapped. Sellick Partnership provide graduates with tailored training and development opportunities to help you progress with the business. We will also support and help you to build relationships with candidates and clients so you can enjoy a rewarding career within recruitment. Responsibilities of the Recruitment Consultant: Developing and managing both new and existing client relationships. Increasing our market share across the Midlands area. Identifying candidates within the local marketplace, including head-hunting. Maintaining and developing candidate relationships in a competitive marketplace. Conducting regular competitor analysis. Increasing awareness of both the Sellick Partnership brand and your own personal brand in the local area via social media, networking and sponsorship events. Targeting passive candidates through headhunting and the use of LinkedIn. What we are looking for in a Recruitment Consultant You will be a recent graduate who is sales driven, results-focused with an ambitious drive to succeed in a competitive, fast-paced and supportive environment. You will have the communication skills necessary to build successful relationships with clients and candidates. Recruitment is a very rewarding career, however it can also be challenging at times so perseverance and determination to achieve results is key. Why you should join Sellick Partnership We are officially a Great Place to Work®, and the secret to our success is the people that we employ. We offer an unrivalled training and development programme ensuring you have the support, experience and skill set to achieve your goals - creating a platform to really make a difference by providing a tailored and compassionate approach to recruitment. We want you to be as happy as possible at Sellick Partnership, so we will reward you in a number of ways: Competitive salary and excellent bonus structure Tailored training and development opportunities 25 days holiday plus bank holidays and extra leave in line with length of service Flexible working scheme Pension scheme Medicash - company health plan Paid time off for charitable commitments Three annual company-wide events and team socials If you are interested in this Recruitment Consultant opportunity then please submit your CV. Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. Over the years we have built up an enviable relationship with employers and our expert team of consultants boast up-to-date market knowledge and a strong reputation making Sellick Partnership best placed to help you. Sellick Partnership is proud to be an equal opportunities employer. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
Newcastle upon Tyne, Tyne and Wear | Temporary
Sellick Partnership Home Ownership Officer Temporary, 3 or 4 days per week Sellick Partnership is working with a locally based organisation who are looking for a Home Ownership Officer to join their team on a long term temporary basis in Newcastle Responsibilities for this role include; Managing shared ownership and right to buy sales on behalf of a housing provider Dealing with all leasehold enquiries Managing leasehold extensions and re mortgaging Meeting tenants to carry out viewings of properties Supporting enquiries regarding resales, stair casing and other related matters Liaising effectively with other departments to ensure an efficient process is followed Ensuring new residents understand their tenant obligations, rights and responsibilities The successful candidate will have previously worked within a home ownership environment. You will be a motivated and positive individual who works well under pressure If you feel this role suits your experience please contact Claire Harrison or email firstname.lastname@example.org Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. Over the years we have built up an enviable relationship with employers and our expert team of consultants boast up-to-date market knowledge and a strong reputation making Sellick Partnership best placed to help you. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice https://www.sellickpartnership.co.uk/data-processing-notice.
Why housing professionals should approach the lift of the Borrowing Cap with caution Albeit a hugely positive step forward, the lifting of the housing borrowing cap could be challenging for housing and property services sector. Claire Harrison, Senior Manager of our Housing & Property Services recruitment division spoke to some of her housing clients to get their thoughts, and offers her recommendations on how to navigate this major change in legislation. At last year’s conference, Theresa May announced an “end to austerity” and revealed plans to remove the HRA Borrowing Cap that has plagued councils across the UK for years. The Borrowing Cap , which had been in place since 2012 was a cap on the amount of money councils and housing associations could borrow against their housing assets to fund new developments. The cap has resulted in a pause in affordable housing being built across the country, greatly adding to the countless problems we have surrounding homelessness and the overall housing crisis we are currently witnessing. In a move that has been largely welcomed by our clients in the housing & property services sector , May said that “solving the housing crisis is the biggest domestic policy challenge of our generation” and that “It doesn’t make sense to stop councils from playing their part in solving it”. This is a bold move from the Prime Minister, and a decision that some housing associations have been waiting on for years. Opening doors for housing & property services Tom Dick, who is the current Development Manager at Two Rivers Housing told me that the Borrowing Cap being lifted can only be a good thing as it will open doors for the development of sites that have potential, but that are struggling financially to become viable. He said that “as a sector we seem to have lost our drive to develop land lead schemes and unfortunately because of this our skill sets as developers have matched the demands of the S106 process and taken us away from the more involved projects. With the change to Homes England’s funding of land lead schemes and easier access to funding I’m hoping it will help align us all to do what we need to do, deliver affordable quality housing”. Increased pressure on the housing & property services jobs market This push to create new homes as a result of the Borrowing Cap being lifted is a positive step forward, and it will hopefully go some way in solving the crisis we are in across the UK. I would however urge councils taking advantage of it to proceed with a little bit of caution. An increase in homes being built will mean a spike in demand for housing professionals and various skilled contractors that are already in short supply. This need could in turn push salaries up, making it even more expensive for homes to be built. To alleviate this risk, housing leaders should consider their needs in advance and explore the housing jobs market to find out what talent is available, and make decisions based on the availability and cost of candidates in the market. This caution is evidently being taken by some of the organisations we are working with who are still to decide whether or not to make use of this new funding. Councils need to remember that whatever money they borrow will need to be paid back, and if prices are pushed up with the demand for skilled workers I fear that many may end up in a tricky situation. It is therefore important for councils to take stock, look at the market and make an informed decision on whether it is the right time for them to take on any new projects. A much needed push on building new homes is inevitable It is inevitable that the next few years are going to be the most intense, with councils that have been desperate for the Borrowing Cap to be lifted starting work straight away, and I am delighted that they can do so to relieve some of the strain we are seeing across the country. It could having a hugely positive impact on the housing jobs market, introducing new opportunities and giving experienced professionals more choice, however it could also have the opposite effect. The government is anticipating that councils will borrow up to £1bn in the next 12-18 months, but I would not be surprised if this figure rises. If councils do borrow a lot more (or less) than expected, this could have an impact on the calculations that underpin the policy and force a rethink, which could cause much greater problems long-term. I would advise councils that do not have a need to borrow to wait for the market to settle. I believe this could save councils racking up huge amounts of debt, and ensure that the lifting of the Borrowing Cap have the desired impact on the housing & property services sector across the UK. Whatever the outcome, ensuring you are prepared and have the skilled housing candidates to navigate change is essential. At Sellick Partnership we are experienced in finding housing candidates with the right skills needed to deliver key projects, and I would be happy to discuss your requirements. You can email me directly at email@example.com or call 01332 542580.
More than 150,000 people are employed in housing & property services across the UK and are tasked with managing and servicing the five million homes owned by housing associations and local councils. Whilst local authorities have historically been the main employers of housing professionals, in recent years, the transfer of property to large-scale voluntary transfer (LSVT) organisations has meant that housing associations are now the main employer. Housing functions are under huge pressure to work more efficiently, with increased demands and fewer resources. External factors including welfare reform, the lack of housing supply and the increasing gap between income and housing costs, are placing significant pressure on both housing organisations and tenants, resulting in the current push to identify cost saving initiatives, and recruit the people needed to implement these. In April 2016 housing associations were forced to cut social housing rents by 1 percent each year for years, in an attempt to decrease the country’s housing benefit bill which constitutes around 14 percent of welfare spending. The Welfare Reform and Work Act 2016 has had a huge impact on the sector since its roll out, greatly reducing the number of homes being built, which has further impacted the housing shortage. More recently we have also witnessed the implementation of The Homeless Reduction Act which again is placing greater pressures on professionals working within the sector. Local authorities staffing needs are greater and will continue to grow as the workload rises. My worry is the sustainability of this long-term. With more people being classified as homeless there comes a much greater need for homeless prevention officers and review officers, and if budgets are not increasing dramatically with the new system I worry local authorities will not be able to afford the support they need. In addition to this, the benefits cap which saw a reduction in the amount a family can receive in benefits in a year, has further created a need for cost saving within housing organisations. Tenant’s loss of income from the reduced benefit cap will first hit their housing benefit allowance, which is likely to result in increased arrears and many urban areas becoming unaffordable for large families. Impact on recruitment So how has this impacted recruitment in the housing sector? Currently there is a strong demand for housing professionals with solid strategic and commercial experience, who can dissect the way a service is run and implement changes to drive cost savings. Specifically in demand are policy officers, who are able to navigate and contend with the policy changes the government continues to implement. Rent arrears is and always has been in huge demand, given it is the main source of income for housing associations and local authorities, with an immediate impact on the bottom line. We are seeing a marked increase in the demand for rental arrears officers who are skilled not only in rental arrears recovery, but also taking preventative measures such as educating tenants on how to avoid going into arrears moving forward. We are also witnessing an increase in demand for temporary and contract housing professionals, as a number of housing organisations internally restructure their teams to support policy changes. This results is an increased need for interims, from strategy to support level, whilst restructures are taking place. Today’s housing candidate needs the ability to be effective in a quickly changing environment, possess commercial awareness and the ability to respond to challenging situations creatively. Due to cost cutting measures across the sector, candidates need to be aware that lower rates may be offered compared with previous years, and they may need to be more flexible. Interestingly, we are seeing a rise in clients and candidates using social media platforms like LinkedIn and social housing website forums to reach out to recruiters, reducing the reliance on the traditional method of job board advertising. The housing team here at Sellick Partnership have identified and responded to the demand for commercially minded housing professionals and can provide tailored recruitment solutions to housing associations, local authorities and charities. Please visit www.sellickpartnership.co.uk/housing for our latest vacancies within housing, or if you are interested in the sector please feel free to get in touch with me directly for a confidential chat on 01782 572000 or email firstname.lastname@example.org.
Becoming a contractor within supported housing can be a rewarding and varied career choice if you are flexible and have a good knowledge of safeguarding processes. Below we outline some of our top tips to be successful in this sector. To download the infographic in full please click here.