Many companies shy away from hiring temporary staff, but there are many benefits to taking on employees on a short-term basis. 1. Fulfil Orders Hiring temporary staff is a great solution when your business needs to fulfil large orders in peak times, relieving pressure on the existing workforce and to meet tight deadlines. 2. Provide Cover It may be necessary to take on temporary staff as an interim measure when waiting for a new member of staff to finish their notice period with their current employer before they can start work. This will help to minimise the strain on the existing team and ensure daily tasks are covered. 3. Temp to Perm Recruiting staff on a temporary basis always gives you the option to offer a permanent position at the end of their contract if they perform well in their role. 4. Flexibility Temporary staff allow you greater flexibility in terms of being able to move staff around to different departments, should they show that they are suited to other roles within the business. 5. Bring in New Skills Temporary staff can bring in invaluable new skills and insight to the company. This can help you to improve processes and procedures for the organisation. 6. Control Costs One of the main benefits to hiring temp staff is that it allows you to be able to control costs and hire only when you need to, to meet external/internal demands, with no long-term commitment. Pin Point Recruitment provide dedicated, permanent and temporary recruitment solutions. We have over twenty years’ experience providing urgent, same day cover, to planned and on-going project work. If you’re looking for temporary staff for your organisation please get in touch. Call us on 0191 261 5205 Email: info@pin-point.co.uk

There are many ways to keep your workforce motivated apart from financial incentives. A motivated workforce has many benefits for your organisation, including: Improved retention rates Less sick days Boosted productivity Better customer interactions Positive workplace relationships We investigate the main factors employees look for to stay happy and motivated at work. A Sense of Purpose People like to have a sense of purpose at work to maintain their motivation. People like to feel that the work that they do has benefited the business, it’s shareholders and customers. Recognition It is important to be recognised at work, whether that is a simple verbal ‘well done’ from your boss; or being recognised companywide through an employee of the month award. People tend to put in more effort for the company they work for if they feel like they are appreciated. Training and Progression People tend to become stagnant in their role If there is no route to progression. Through offering training opportunities, you can improve the skills of your employees, whilst increasing productivity and motivation. Company Culture A strong company culture will keep employees engaged and productive in the workplace. Company culture relates to the mission and values of the company, the working style, business ethics and behaviours. A good company culture is based on honesty, integrity, openness, employee recognition and respect. Community Creating a sense of community encourages strong working relationships between employees. Staff who are comfortable together will be more likely to ask for help from one another, as well as working together collaboratively. Show Interest in Them as a Person Through showing genuine interest in your employees, they are more likely to not let you down in terms of effort and will likely have less absences. Show interest in your employees hobbies and interests, pets and family life. Little things like remembering the birthday of their child can go a long way. Flexibility If possible, offer flexible or hybrid working. This can help to promote a healthy work-life balance, reducing stress and in turn helping to boost productivity. Company Perks Offer perks and privileges such as free breakfast, snacks, discount schemes, an onsite gym, fitness classes and wellness programmes.

You’ve sifted through multiple CV’s and set up a crazy number of interviews. Now it’s time to choose between your candidates. Trust Your Instincts Use the interview as a chance to get to know the person you are potentially hiring. This can be achieved through tailoring the interview to be more conversational. You will be able to gain a greater insight into that person’s personality. Cultural Fit Although having relevant experience is beneficial, look at how well they would respond to working within their team and how they would respond to tasks given to them by their manager. All hiring processes should assess a candidates fit within the company, as well as how competent they are when carrying out their job. Think about how their personality will fit within the existing team and if they have the same approach to work as your current employees. Give Them a Task to Complete All candidates when applying for a job will say that they are fully competent with the tasks they are faced with. A good way to test this is to set up a second interview and relay them a task related to the job description. This can be done through asking them to present their answers to a task-based scenario. Include constraints within the task such as budget and time restrictions to see how well they can use their creativity to solve business problems. Try to Look Past Their CV An impressive CV isn’t always the answer to your hiring needs. Ask the candidate about how they would fit themselves into the team and what kind of role they would play. From this, you will be able to tell what level of participation the candidate will be willing to play within their team. Use Behavioural Assessments An extension of looking past someone’s CV is to conduct a behavioural assessment. These are a good way to see which candidate will be perfect for the role you are hiring for. A behavioural assessment is a way to identify a person’s natural strengths and weaknesses. An example of a behavioural assessment could be the following: Tell me about a time when you had to deal with a difficult situation. From this, you could identify traits like how well a person works within a team, whether they are a leader etc. Look at How They Treat Other People You could find it beneficial to ask other people in the business how the candidate interacts with others outside of the interview. A good person to ask would be the receptionist as they will often be their first point of contact when entering the workplace. Using these methods, you will be able to find not only the best candidate for the role but the candidate who will stay with you and your company on a long-term basis.

What is Employer Branding? Employer branding refers to the process of creating a specific identity as a business so that current and future employees perceive you as the company of choice in favour over other businesses. Your company branding should represent your values, work culture and work ethic, this should correlate to your employees’ values and aspirations as workers. What is the Difference Between Employer Branding and Recruitment Marketing? Employer branding and recruitment marketing are often used interchangeably as they both cover your company’s reputation as an employer. The main differences are: Employer branding concentrates on defining and positioning your company Recruitment marketing is about communicating who you’re as an employer. Why is Employer Branding so Important in Recruitment? Having a positive and strong company brand is what will attract potential talent to your business. What people hear or see of your company will determine if they would want to associate with or work for your company. So, how can you encourage potential employees to choose your business? Create a Competitive Edge Recruiters must take a proactive approach to attract new talent. Although it can seemingly be impossible to compete against leading companies with well-known brands, creating your own impactful employer branding can be your point of difference to attract employees. Potential employees will look at your social media presence, your website, read your company values and your stance on environmental, social and corporate governance to get a better idea if you are the right fit for them. Make sure that you are communicating this effectively with your target audience. Helps with Employee Retention Having strong employer branding has proven to make employees more dedicated and loyal to their employer. In turn helping to lower the employee turnover rate for your company. Employees who are happy and feel appreciated in the workplace can become your best ambassadors, helping to spread the good name of your company within their network. Reduces Cost Per Hire It has been suggested that companies that have weaker employer branding are shown to be spending up to double the amount on cost per hire over those with a strong employer brand. Companies with a negative reputation are sometimes forced to pay more in staff wages to attract talent. Job seekers are likely to not apply to jobs advertised by companies with a poor reputation. Having a strong employer brand will naturally reduce your cost per hire as job seekers will seek out your company as a desirable employer of choice. How to Improve Your Employer Branding? Tell a Story Show off your work culture and values through telling a story. Celebrating your current employees; through success stories and testimonials create a more personal connection with your brand to your future employees. Communicate with Your Candidates Clear communication with candidates gives them a positive candidate experience, which can be the difference between what makes them choose you over a different company. Ensuring that you provide a great candidate experience, and maintain a stream of communication throughout the recruitment process will be something that candidates will remember when they are either a jobseeker or if know of someone who is looking for work. Show Your Values by Doing Something to Benefit a Cause Proving you are a company that cares will separate you from other companies. For example, if you have the facilities to do so, collaborating with other businesses or local charities to give back is a great way to showcase your values as a business. Be Present and Active on Social Media Social media is one of the best ways to promote your employer brand. Being on trend and relevant is vital when starting or improving your employer brand online. You must figure out who your target audience is, what is important to them and what values they have, then create content that drives interest to your company. Highlight your ESG Policies Environmental Showcase how you are being environmentally friendly. For example, commit to being carbon neutral by 2030 through implementing policies such as going paper free, using energy saving lighting and low energy appliances etc. Social Media Ensure that your social media platforms reflect how you want to be seen as a business and match with your mission and values as a company. Things like testimonials and interactive posts to create a space where potential employees can go to and see the success of your business. Governmental Invest in training for your employees, this can be in environmental and social policies so your employees are kept up to date with current events, highlight this through your messaging on social media and on your website

Writing the perfect job description is essential to be able to attract the best candidates for the job. Pin Point Recruitment have over 20 years’ experience recruiting staff across a number of different industries, from healthcare, education to industrial. We know what information to include in your job descriptions to make quick and successful hires. What is a Job Description? A job description is a summary of responsibilities, qualifications and general skills required to successfully fulfil a job role. The job description is in place to interest unemployed people (or employed people looking for a new experience) to apply and find their new job opportunity. Start off by a simple series of questions: What is the title of the role? What is the pay? Where is the role located? What are the Essential and Desirable experience/ qualifications for the role? Job Titles A job title should be specific to the role. This is to ensure that people searching for jobs in the specific sector can find the job advert online. The job should be short and to the point “Senior Warehouse Staff” or Project Management Administration”. Rate of Pay Some organisations do not wish to state exact salaries on job descriptions; however, most job seekers like to know what salary to expect before applying for a job. If you do not wish to state the exact salary it is advisable to use a range such as, ‘£30-35K per annum’. That way you can negotiate with the job seeker based on their experience. Location and Shift Pattern Include the location of the company near the start of the job description i.e. Newcastle/Hybrid. State shift patterns, days required to work and starting times. For example: Mon-Fri: 08.30-17.30. Company Description Write a short description of what the company is about, what they do, what industry they operate in and their values. This is to give the candidate a better understanding of what they should expect when starting the role. Essential and Desirable Skills To be able to attract the perfect talent for the role you’re hiring for set out a list of essential and desirable skills the candidate should possess. Essential skills Essentials are the specific qualification or skills required to complete the role. These are skills that the employer would look for in an employee. For example, essential skills can include: Microsoft excel Data analysis Communication Sage Interpersonal skills Teamworking skills Adaptable Critical thinking Desirables Desirables are the skills and qualifications that aren’t necessary for you to get the job, however they would put you ahead of the hiring process if you were to have the skills listed. For example if you have completed advanced training and gained professionally recognised certification in your field of expertise, this would help you to stand out in the crowd of applicants. Contact Let applicants know how to submit their CV or call the hiring manager to find out more information on the role. You should include an email address and telephone number, along with a closing date for applications.

LinkedIn is used by over 756 million users worldwide and is a fantastic platform to showcase your professional skills and talents. Whether you are using LinkedIn to search for a new job or to make business connections, it is important that your profile represents the best version of yourself. Professional Photo It may seem obvious but you should select a profile photo that projects a professional image of yourself. Your photo should ideally be a headshot taken against a plain background. Avoid pixilated, blurry photos, group pictures or photos that show you drinking alcohol. Use Keywords in your headline People tend to use their headline to state their position and the name of the company they work for, for example ‘Joe Bloggs Marketing Executive at Pin Point Recruitment’. You can however extend your title, to reach the 120 character limit, by including keywords relating to your skillset and responsibilities. For example: Marketing Executive| Paid Social|SEO & PPC|Email Marketing|CRM|Brand Management|Pin Point Recruitment Headhunters tend to use keywords in their search terms, so it is important to feature these to get noticed. Include key skills, work history and achievements Your profile summary should state your key skills, work history and achievements, as well as showing off your personality. Lead with your greatest accomplishments, summarize your job in your own words, weave through academic achievements and show passion for what you do. Highlight both hard and soft skills. Ask for recommendations LinkedIn give users the opportunity to request a recommendation from their peers or ex-work colleagues. This is a chance to display feedback about your skills and working style on your LinkedIn page, direct from those you have worked with. Like, comment and share relevant content A good way to get noticed on LinkedIn is to like, share and comment on relevant industry content. This shows that you are engaged in the industry in which you work and can share your knowledge and expertise. You should also share insights from your own career and accomplishments in the business you are working for. Make the right connections Connect with people who can aid you in your career, industry leaders, top employers in your specific market. When making a connection with someone that you do not directly know it is beneficial to send them a short message alongside your request, explaining why you would like to connect. This could be something along the lines of ‘Hi, I really liked your recent post on email marketing techniques, I’d love to connect to see how we can work together.’ It is best to think of your LinkedIn profile as your online CV. It is important to keep your profile as up to date as possible, read articles posted to the site and engage in conversations to bring value to your profile.

Professional development has become paramount as new practices and methods are constantly being introduced. Professional development often refers to the process of gaining new knowledge and experience to enhance your career further. Shows the ability to improve yourself While working, it is important to have good professional development as it shows employers that you have the initiative to self-improve and build on your skills and knowledge. This also allows you to identify new strengths and build upon them. Gain new qualifications to show off Enrolling on courses can help you to expand your skillset and knowledge in your profession, making you a more valuable asset to employers. Gaining a new qualification shows employers that would are willing to learn and keen to build on your industry knowledge and will give them confidence in your existing abilities. Along with these new qualifications, you should regularly update your CV to show off your latest skills which can be seen as desirable from employers. Stay up to date on the latest developments within your industry Staying up to date with the latest trends and developments within your chosen industry is easily one of the best ways to develop your career professionally. Read industry publications, engage with content on LinkedIn and in the news to stay on top of industry developments. This will help you to bring new ideas to your organisation and ensure that you are a highly valued member of staff. Benefits of professional development Through developing skills, knowledge and gaining new qualifications, you will see some major benefits in the development of your professional career. You will learn more about your aspirations Through learning more about your aspirations, you will also learn more about the exact skills needed in order to progress well within your field. This can in turn identify long term goals and further knowledge and qualifications needed to achieve this. You will be more motivated Progression in any career can make you more motivated to gain more knowledge and skills as well as making you more productive in the workplace to achieve the goals and tasks you have set out to accomplish. You will improve your career prospects Good professional development can also make you stand out in terms of career prospects. Employers will look for people who are willing to progress in their career within the industry and shows recruiters that you are willing to commit to learning and growth in order to achieve your goals and aspirations and potentially land you dream career. Increase your salary Through gaining new skills and qualifications, you will be able to negotiate a higher salary as these skills may be in high demand within your industry.

When looking for a new job there are certain mistakes that you should avoid giving you the best chance at getting an interview and landing the job. We have compiled the most common mistakes jobseekers make and how you can avoid them. Poor spelling and grammar When applying for a job the first thing a recruiter or hiring manager will see is a copy of your CV and covering letter. Make sure that you have double checked that your spelling and grammar is correct, as mistakes can be seen as sign of carelessness. If you struggle with writing it is advisable to ask a friend to proofread for you. Not doing research Thoroughly research the company you are applying to prior to submitting your interest. You will be asked why you have applied for the role in a telephone and face to face interview, it is therefore a good idea to familiarise yourself with the companies: Service or product offering Mission and values Any recent accreditations, awards and accolades Social media presence Culture This will help you to form a well-researched and rounded answer when asked why you are applying for the position. Exaggerating the truth Be careful not to exaggerate the truth or lie about your skills, qualifications, and experience on your CV, or when you are asked in an interview. You are only setting yourself up to fail when references are checked or if you are offered the job and you cannot perform the tasks expected of you. Swearing Remain professional and polite in interviews and refrain from swearing, as it comes across rude and unprofessional. Regular absences A record of regular absences may be off-putting to future employers. Obviously if you have been off due to long-term sickness that is legitimate and will be taken into consideration by the employer. Lateness Arriving late to an interview is a big no no. The hiring manager will view this as a sign of disorganisation and tardiness. If you know you are going to be late due to factors outside of your control, such as heavy traffic to an accident, please call ahead to let the hiring manager know. They should be understanding and allow you to interview later. Job Hopping If you regularly change jobs and don’t stay in a position for at least a year, this can be seen as a red flag by employers. Employers will not wish to spend time and money training you up, for you to only stay in the role for a short period of time.

Become a goal-getter and land your dream job by developing your Personal Development Plan. What is a Personal Development Plan (PDP)? A Personal Development Plan or PDP as it is also known, is a structured framework used to help you identify and develop the skills and knowledge you have, along with spotting any areas of weakness in which you need to improve to get to where you want to be. It includes: Listing the skills that you already have Identifying skills gaps Setting a goal(s) of what you want to achieve and figuring out a plan on how you will meet your goals. Figuring out any potential areas of study Identifying career options Identifying sources of information to include in your CV, job applications, interviews and appraisals. Creating your own Personal Development Plan (PDP) can be a structured and effective way to achieve your goals and foster personal growth. Follow these steps to develop your plan: Self-Reflection: Start by assessing your current strengths, weaknesses, interests, and values. Reflect on what areas you want to improve or develop further. Identify both personal and professional aspects you wish to enhance. Set Specific Goals: Based on your self-reflection, set clear and specific goals for each area you want to develop. Ensure your objectives are achievable, measurable, relevant, and time-bound (SMART goals). Prioritise Goals: Prioritise your goals based on their importance and impact on your life. Consider which skills or areas of development will have the most significant positive effect. Create an Action Plan: Outline the steps you need to take to achieve each goal. Break down your goals into smaller, manageable tasks. Set deadlines for each task and establish a timeline for accomplishing your goals. Identify Resources: Determine what resources you’ll need to achieve your goals. These could include books, courses, workshops, mentors, or any other tools or support that can aid your development. Continuous Learning: Incorporate a learning component into your plan. This could involve reading books, attending seminars, taking online courses, or seeking professional development opportunities. Track Your Progress: Regularly monitor your progress toward your goals. Keep a journal or use digital tools to track your achievements, setbacks, and lessons learned. This will help you stay accountable and motivated. Seek Feedback: Request feedback from mentors, peers, or colleagues who can provide constructive criticism and suggestions for improvement. Be open to learning from others’ perspectives. Adapt and Adjust: Life is dynamic, and circumstances can change. Be flexible with your plan and be willing to adapt it as needed. Sometimes, you may need to revise your goals or action plan based on new insights or opportunities. Celebrate Success: Celebrate your achievements along the way. Recognise and reward yourself for reaching milestones, no matter how small they may seem. This positive reinforcement can boost your motivation to continue your personal development journey. Stay Committed: Developing new skills and habits takes time and effort. Stay committed to your plan, even if you encounter challenges or obstacles. Perseverance is key to long-term personal growth. Remember, a Personal Development Plan is a living document, and it should evolve as you grow and develop. Regularly review and update it to ensure it remains relevant and aligned with your aspirations. Your PDP is a powerful tool that can guide you towards becoming the best version of yourself.

References are used to help employers determine if you will be a good hire. They are used to back up an employers’ decision to hire you, based on the opinion of your previous manager. Prepare Before going to interviews, you should create a list of people who you could potentially ask for a reference. This should be someone that you know well either personally or professionally, as they will be able to best describe your characteristics to hiring managers. When looking to choose your references, you must focus on the following aspects and ask yourself these questions: Who will be able to vouch for you the best? Will they be able to describe the qualities, skills and experience you possess fit in the new role? What are the most common types of job reference? Professional references Professional references are most commonly sought by hiring managers. They give the most insight into what you are like professionally and your overall work ethic. Ask for references from managers from your previous jobs. Academic references Some professions may require academic references, to ensure that you are qualified for the role. Ask your ex-lecturers or professors to provide you with a reference. Things to ask people giving your reference When asking for a reference, it’s important to ask the person to provide a summary that provides a positive reflection of you work ethic and help make you as appealing as possible to employers. Check with your reference that it is ok with them for you to pass on their contact details, including their mobile number and email address to your potential new employer. Questions to ask a referee Employees will typically ask the following questions: How professional would you describe —- to be? Why did —- leave their previous role? What are —-‘s strengths and weaknesses? What transferrable skills can —- bring to the role? Which management style would best suit —-‘s approach? Before an Interview Before attending an interview, ensure that your reference list is up to date when it comes to their personal information (e.g. Name, position, company etc.). Also, state how you know this person whether they be a friend, colleague, supervisor, client or teacher. Each time which you need to use your reference, double check the information provided and ask them permission before you use their reference. After an Interview After you have attended the interview, you should let your references know how it went and regardless of whether you were successful in getting the role, thank them for giving up their time to provide one for you. After securing the role Keep a file with documents like good performance reviews, emails of praise and general messages with compliments. These can all help you show what you are like within a professional environment and gives insight into your work ethic. You should also keep in contact with you references via social media and other platforms, so you can keep them updated on the achievements in your professional life. LinkedIn can help you to do this. With past employers, it is useful to stay on good terms with them should you ever need a reference from them.

The interview is not only the chance for the employer to get a better idea of the person you are, but also a way for you to get a feel for the job and company you are applying to. It is a good idea to ask questions in the interview to show that you are interested in the role, the company and the industry in which they operate. Questions about the job Ask specific questions about the job you are applying for. This can be anything from what the day-to-day process would look like, to what type of skills are ideally needed to succeed within the role. Example questions include: What will my day-to-day activities look like? What are you ideally looking for in a candidate in terms of skills and experience? What are potentially some of the biggest challenges someone could face within this role? Questions like the above should give you more of a feel of the role which you have applied for and should give you an idea of the skills you could bring to the table to be successful in the event you get the role. Questions about training and professional development Ask some questions about further training and development that the company offers. This is a huge deciding factor as it will determine if the company allows you to progress further and gain new skills. Examples of some questions you could ask the interviewer are: What training programs and opportunities are available to staff members? Are there opportunities for me to advance in my professional development? How have previous successful employees progressed? Questions about the company and its environment It is equally important to not only ask the interviewer about your role, but also the company you are applying for. This will help you get a better idea of the company’s culture. Examples of questions you could ask include: I have read about your company online, could you tell me about what the environment is like? Where do you see this company in the future? What is the company and team culture like? and how is it different from anywhere you have worked in the past? Questions to ask the interviewer themselves You will also find it useful to ask the interviewer themselves about the company you are applying to. This can be any of the following: Why did you apply for a role at the company? How long have you worked here? What is the average retention rate within the company? Questions about how long someone has worked at a company can give you a good idea of the culture. If employees have stayed with the company for several years this implies that staff are looked after and that there are good opportunities for training and progression. Questions about the team you will work in As well as gaining an idea of the culture of an organisation and its employee retention, it is also extremely beneficial to ask the interviewer about the team you will be working in. Who will be the person I will report to? Which staff members will I work with the closest? Could I get some information on the team I will be working in? Final Questions By the time you finish the interview, you want to leave the interviewer with everything they need and having answered all the questions. To make sure you have answered all these questions, try to ask the following: Is there any more information which you require from me that could be helpful? Are there any final questions which you need me to answer? What are the next steps?

Being invited to a first stage interview is great accomplishment, it means your CV highlighted that you have the relevant skills and experience for the role. And now it is time to show off in person why you are the best candidate for the job. Pin Point Recruitment reveal the most commonly asked questions at the initial interview stage and how you should best prepare for them. #1 - How to prepare Much like a telephone interview, you should research and prepare answers you could give to questions the recruiter may ask. A well thought out answer could be the thing that will get you to the next part of the interview process. #2 - What are the most basic interview questions you could be asked? How did you hear about this position? Be honest why you applied for the position. Was it the company? Did you hunt for opening the company had? If you found it amongst other jobs what made you choose this specific role? Why do you want to leave your current job? Try and focus on positive reasons on why you want to leave your current role. Do you want new challenges? Why should we hire you for this role? For this question, try to avoid the basic answers you could give which the interviewer would have heard multiple times from other candidates and aim to give an answer which offers something that other candidates can’t. What can you offer us that someone else will not be able to? This can be a difficult question to answer but beforehand, you should prepare a few answers you could give to this question. Try to avoid going for something basic like passion or enthusiasm. Instead, think of skills from previous roles which you could bring to the new role. How do you handle working under pressure? Try to answer this question by giving examples of times you were under pressure and how you managed to deal with it in order to get the job done efficiently. As well as this, you will be asked competency questions such as how you deal with certain situations. What are your salary requirements? When answering this question, try to suggest a fair salary and benefits package. Research what the typical going rate is for similar roles for people with the same level of experience. Do not state what you already earn. Are there any questions you want to ask me? This question will be asked in the interview so prepare a few beforehand. For example, what is the company culture like? What is the dress code? What does it take to carry out this role effectively? #3 - Other Questions There are other questions you could be asked in the interview which are listed below. You should also make notes based on these topics. Background & Experience – Usually, you will discuss your CV and work background. Strengths and Weaknesses – Avoid clichés and try to answer each question as best as you can. Try and think of examples before the interview. Career Development –  e.g. Where do you see yourself in the future? Behavioural Question – The way in which you answer the set of behavioural questions can determine whether you are a good fit for the role and for the company. Company related questions – It is important to research the company you are apply for and its main competitors beforehand. Hobbies and Interests – This can give the recruiter a more well-rounded idea of the person applying for the role. Leadership questions – If you are applying for a managerial position, these types of questions will be asked to see how you will deal with certain situations.