News | Exact Sourcing

Why recruitment is getting harder!

Wed, 22 Apr 2026 13:11:10 GMT

How is your organisation navigating the evolving recruitment landscape in 2026? Many say its getting harder to find good people, and you may find it helpful to know that you aren't alone.

Based on a recent YouGov survey, here are the key challenges UK employers are facing this year:

- Skills Shortages: Nearly 38% of HR leaders are finding it tough to source qualified candidates. The demand for specific skill sets has never been higher.

- Rising Pay Expectations: Approximately 30% of decision-makers are dealing with candidates' increasing demands for better pay and benefits.

- Lengthy Hiring Times: High volumes of applicants and protracted hiring processes have led to significant operational strain, with many roles left unfilled for months.

- Remote Work Preferences: Candidates are often withdrawing from the process if remote working options are not offered.

- Identity Fraud Risks: About one in four organisations have encountered instances of identity fraud, underscoring the need for stringent background checks and verification processes.

What Can Be Done?

- Refine Screening Processes: Implement robust background screening with high-quality data sources to mitigate the risks of fraudulent applications.

- Enhance Employer Branding: Clearly communicate your organisational values and the benefits you offer to attract talent.

- Prioritise Flexibility: Consider offering remote or hybrid working options to align with current candidate expectations.

Adapting to these changes will be essential for staying competitive in today's dynamic hiring environment.

How is your team addressing these challenges? It could be worth speaking to us to see how we could potentially assist you in identifying that hard to find talent. Call 01223 919 409 or email hello@exactsourcing.com for advice or recruitment assistance.

Strategic Update: Navigating the 2026–2030 Innovate UK Funding Landscape

Thu, 26 Mar 2026 09:43:21 GMT

Innovate UK has officially shifted its strategy. With £4.8bn earmarked for deployment over the next four years, the agency is moving away from "volume-based" grants toward a more focused, venture-style investment model.

For founders, CEOs, and researchers, this isn't just a change in paperwork—it’s a structural shift in how your business must be positioned to secure support.

The 5 Pillars of the New Strategy are:

Deeptech & Hardtech Prioritisation: Funding is now heavily concentrated on science and engineering-led innovation. If your technology doesn't solve a complex "hard" problem, you will face steeper competition.

From Potential to Performance: A great idea is no longer enough. From April 2026, Innovate UK will track real-world impact —including patents filed, new hires, and pilot success—to determine eligibility for follow-on funding.

How to Adapt

To thrive in this new environment, we recommend our clients focus on three immediate actions:

Draft a "Positioning Paper": Create a central narrative that aligns your tech with these new national priorities.

Audit Your Track Record: Be ready to demonstrate exactly what you achieved with previous grants or R&D cycles.

Strengthen Your Ecosystem: Move toward R&D consortia that include academic and commercial partners to prove market pull.

If you are looking for a new staff member and you would like to have an explorative conversation about this person or any other role you are looking to recruit for please get in touch with Rosa on 01223 919 409 or email rosa@exactsourcing.com

Contracts / Project Manager looking for a new opportunity in the Building industry

Thu, 22 Jan 2026 17:18:33 GMT

Bringing a wealth of experience in construction and project management, this candidate has built a noteworthy career through dedication, attention to detail, and a proactive approach to tackling challenges. Their career spans several key roles within the construction and refurbishment sectors, underscoring a robust understanding of both practical and managerial aspects of building projects. Their ability to thrive under pressure and commitment to fostering an environment of excellence make them a standout choice for the current vacancy.

In their current role as a Contracts and Repairs Manager, they demonstrate exceptional capability in managing repair phases of subsidence claims, consistently ensuring efficient settlements. This includes comprehensive management of contractor performance, stakeholder relationships, and stringent planning and regulatory adherence, all while maintaining a focus on cost control and customer satisfaction.

During their tenure as a Contracts Manager, they showcased a talent for handling multiple projects simultaneously, ranging from small to large-scale contracts. Their responsibilities included overseeing contract tendering, client liaison, and ensuring compliance with health and safety regulations. Their experience in managing insurance-related works and refurbishment projects provides a strong foundation for strategic decision-making and operations efficiency.

The candidate's freelance period further enriched their skill set through diverse project management in residential, commercial, and new-build projects. They effectively coordinated various maintenance and refurbishment endeavours for high-profile clients, exhibiting a breadth of technical knowledge across multiple disciplines. This comprehensive expertise is reinforced by formal qualifications in electrical installations, demonstrating their in-depth understanding of both the technical and operational facets of construction projects.

Current Salary: £44,000 - £50,000
Location: South Cambridgeshire

Key Skills

Contract/Project/Operations Management
Building Control & Inspection – New Build & Conversion
Building Refurbishments – Residential, Commercial, Retail & Industrial
Traditional/Piled Solution Underpinning of Residential/Commercial Property
Resin Repairs & Helical Strengthening Repairs
Piled Raft Foundations
Timber Frame Construction
Air Source & Ground Source Heat Pump including Underfloor Heating Installations
Facilities Management – Reactive and Planned Maintenance
Customer Care/After Care for high end new build residential and conversion.
Insurance repairs (e.g. – subsidence, flood, fire & accidental claims)
Inspection of New Build & Conversion for Residential & Commercial Property.
Electrical, Fire & Security Systems, Structured Cabling, EPOS/FPOS, KNX, BMS, Lutron & Mechanical Installations
Listed & Heritage Building Works Including High Specification Housing and Conversion of Barns & Riverside Warehouses into Residential.

Are you looking for a Chartered Practice Accountant? We have someone available for.work based in Newmarket and happy to commute!

Wed, 21 Jan 2026 10:24:21 GMT

Qualified By Experience Accountant looking for their next opportunity Hard-working and experienced QBE Accountant with 20 years practice experience (over 12 years running their own business which was successfully sold to a large local practice). Having previously had almost 100 clients in a variety of industries including agricultural, facilities management, restaurants, cleaning companies, motor industry, consultants, hairdressers and property investors.

Positioned Company in the top 10 Marketplace Growth Voucher Scheme providers in the U.K., out of 350 nationwide approved Suppliers of the Service.

Current Salary: £44,000 - £60,000
Location: Cambridgeshire

Key Skills
Proficient in Sage Line 50, Sage 100, Sage 200, Sage One, Sage Instant Accounts, Quickbooks, Quicken, Kashflow, IRIS Accounts, Sage Accounts Production Advanced, FreeAgent, Sage Payroll, TAS Payroll, Taskmaster Payroll Manager, Sage Taxation Suite, C.C.H. Central (Integrated), TaxCalc, Merit Payroll, Net Suite, PDF Creator, as well as Microsoft Word, Excel, Outlook and Powerpoint. Certified Xero Advisor. Enhanced Registered CRB DBS Check

Skills Sage Line 50, Sage 100, Sage 200, Quickbooks, IRIS Accounts, Sage Accounts Production Advanced, Sage Payroll, Net Suite, Microsoft Word, Excel, Outlook, Powerpoint, Certified Xero Advisor, TaxCalc, Sage Instant Accounts, Kashflow, FreeAgent, Sage Taxation Suite, C.C.H. Central (Integrated), PDF Creator Experience

If you are a growing Practice looking for the experience of a proactive professional Practice Accountant that would be able to manage a portfolio of clients and interact with clients then this person could be a good fit for your business.

If you would like to have an explorative conversation about this person or any other role you are looking to recruit for please get in touch with Carol Massey on 01223 919 409 or email carol@exactsourcing.com.

IP Engineering specialist looking for a new opportunity

Wed, 21 Jan 2026 10:03:25 GMT

This candidate is a highly motivated and versatile professional with significant experience across a business. They possess strong communication and negotiation skills, complemented by a proactive approach to work, which has seen them excel in building and maintaining client relationships, leading teams, and managing operations.

Currently, the candidate serves as an Office and HR Manager, where they efficiently manage account tasks, office operations, HR processes, and financial responsibilities. Their ability to perform diverse roles indicates a flexible and adaptable nature, making them well-suited for dynamic work environments.

Earlier in their career, the candidate managed their own business, highlighting entrepreneurial spirit and business acumen. Their background in hospitality management provided a foundation in operations and quality control, further underpinning their well-rounded experience in business management and client engagement sectors.

Current Salary: £35,000 - £40,000
Location: Cambridgeshire

Key Skills

Strong communication and negotiation skills, Initiative to work independently, Deliver results without supervision, Positive attitude, Ownership of responsibilities, Strive for excellence, Approachable team player, Build strong working relationships, Solid interpersonal skills, Effective collaboration, Productive teamwork, Determined and goal-driven, Set high standards, Microsoft Excel, Word, PowerPoint

Employment role and responsibilities:

Manage when direct debits come out the bank account, setup and then automated
Weekly expenses and track of sales teams sales numbers and send out monthly Sales Performance Statements to each sales person
Work out margins for commissions to be paid
Bank reconciliations via Xero
Fill in monthly Finance Report
Debtor chasing of outstanding payments
VAT submissions with the accountant
Primary person for Front of House and reception duties: Phones, Visitors, Post
Arrange Meetings with clients
Ensure smooth running of the office: Cleaners, Insurances - negotiate annual renewals, Landlords, If something breaks, organise the repair, Ensure the office is tidy and presentable, Company Cars - Tax, Insurance, services, MOT
Odd secretarial type of duties for the MD such as renewals management for clients, proposals, cost negotiations with suppliers
Recruitment - post job specifications on various job boards
Review incoming CV's and pass relevant CV's onto the recruiting manager
Send out offer letters and manage the new starter process
Help manage onboarding of new employees, contracts, induction training
Manage the sick leave and holiday process
Generate, build, and maintain close working relationships with clients.
Generate new leads, meeting and sales opportunities.
Introduction of new customers to the business and providing marketing support to the team and extensive database of contacts.
Providing customer quotations, processing orders.
Deal with day‑to‑day customer queries.
Maintaining & developing existing customer relationships.
Attend customer meetings.
Identifying opportunities to cross sell other products into the customer account.
Communication with customers via email, telephone, online meetings and customer site visits.
Proactively grow sales and look for opportunities to sell our range of products and services.
Proactively manage open orders for my customers with our technical team and suppliers.
Proactively contact non‑active accounts and encourage them.

Office Manager & HR Support looking for a new opportunity

Tue, 16 Dec 2025 16:44:15 GMT

Current Salary: £35,000 - £40,000
Location: Cambridgeshire

Key Skills

Employment role and responsibilities:

Manage when direct debits come out the bank account, setup and then automated
Weekly expenses and track of sales teams sales numbers and send out monthly Sales Performance Statements to each sales person
Work out margins for commissions to be paid
Bank reconciliations via Xero
Fill in monthly Finance Report
Debtor chasing of outstanding payments
VAT submissions with the accountant
Primary person for Front of House and reception duties: Phones, Visitors, Post
Arrange Meetings with clients
Ensure smooth running of the office: Cleaners, Insurances - negotiate annual renewals, Landlords, If something breaks, organise the repair, Ensure the office is tidy and presentable, Company Cars - Tax, Insurance, services, MOT
Odd secretarial type of duties for the MD such as renewals management for clients, proposals, cost negotiations with suppliers
Recruitment - post job specifications on various job boards
Review incoming CV's and pass relevant CV's onto the recruiting manager
Send out offer letters and manage the new starter process
Help manage onboarding of new employees, contracts, induction training
Manage the sick leave and holiday process
Generate, build, and maintain close working relationships with clients.
Generate new leads, meeting and sales opportunities.
Introduction of new customers to the business and providing marketing support to the team and extensive database of contacts.
Providing customer quotations, processing orders.
Deal with day‑to‑day customer queries.
Maintaining & developing existing customer relationships.
Attend customer meetings.
Identifying opportunities to cross sell other products into the customer account.
Communication with customers via email, telephone, online meetings and customer site visits.
Proactively grow sales and look for opportunities to sell our range of products and services.
Proactively manage open orders for my customers with our technical team and suppliers.
Proactively contact non‑active accounts and encourage them.

Audit and Finance Manager available for work

Thu, 11 Dec 2025 10:58:15 GMT

An accomplished accountant with over thirteen years of experience, this Audit Manager has an extensive background in both audit and finance management, having worked with leading global firms.

Initially launching their career through a school leaver programme at Grant Thornton, they later joined KPMG where they gained valuable exposure in audit management and business development within the insurance sector. Progressing to a managerial role at Crowe, they quickly advanced to Senior Manager, showcasing strong leadership skills and expertise in managing client portfolios across various industries.

Currently operating as a contractor, the candidate has diversified into consultancy roles, reflecting a strategic shift to gain broader industry exposure. Their tenure as a Finance Consultant saw them overseeing financial operations across multiple regions, contributing to the financial planning and strategic analysis for international entities. Their experience in leading audit engagements and developing financial processes illustrates their adeptness in ensuring compliance with international standards such as IFRS and US GAAP, and their initiative in identifying business opportunities underlines their strategic mindset.

Current Salary: £80,000
Location: Essex

Key Skills

Audit Planning, Financial Reporting, Risk Assessment, Internal Controls, Client Relationship Management, Regulatory Compliance, GAAP Knowledge, Team Leadership, Project Management, Financial Analysis, Communication Skills, Problem Solving, Analytical Thinking, Time Management, Attention to Detail, Conflict Resolution, Decision Making, Negotiation Skills, Presentation Skills, Interpersonal Skills

Employment History:

Qualified Accountant with 13 years' experience gained at top 10 global practice firms, commencing at Grant Thornton on their school leaver programme.

After achieving AAT and ACCA, in 2018 joined KPMG as Assistant Manager within their Corporate Audit team and completed a 3-month secondment, working with partners to bring in consultancy services for the KPMG insurance sector and assisting on some projects.

Then joined a firm in 2021 as Manager, becoming Senior Manager after 18 months through promotion.

Marketing Manager available for work

Mon, 06 Oct 2025 13:47:17 GMT

This candidate brings a wealth of experience in marketing and senior leadership from both the not-for-profit and private sectors, showcasing a dedicated focus on customer-centric strategies and team empowerment. Their career is anchored by significant achievements in enhancing marketing communications and public relations, evidenced by remarkable growth in media and social media engagement, strategic bidding support, and the mobilisation of EDI initiatives.

In recent roles, the candidate has successfully boosted press reach and achieved substantial engagement growth through strategic marketing strategies. Their leadership extends to deputising for top positions and driving organisational initiatives such as impact monitoring and project excellence, indicating their versatility and capacity for handling diverse responsibilities.

Their commitment to diversity and inclusion is further highlighted in their time as an Independent Advisor and Director for a sports-centric Community Interest Corporation, where their strategic input led to securing crucial funding and establishing media relationships. Previous experience includes significant contributions to race equality initiatives in sport, resulting in enhanced public reach, increased funding, and strategic press connections.

Earlier roles include a tenure at an international business, where they were integral to brand identity, customer acquisition, and retention strategies across multiple countries. Their impact in promoting inclusive marketing strategies and crisis management is noteworthy, alongside impressive advancements in sales and channel partnerships.

Beyond their professional endeavours, the candidate is engaged in volunteer activities, such as public speaking on mental health and EDI, and coaching a sport in their private time at high competitive levels. Their accolades, including multiple awards for marketing excellence and recognition in diversity initiatives, further underscore their industry expertise and leadership calibre.

Current Salary: £65 000,00 +
Location: South Cambridge

SKILLS

Facilities management, Health and safety, Operations management, Management/leadership, Contractor/supplier management, Budget management, Communication, Interpersonal skills, Space planning, Office relocation, Building alterations, Lab set-up/start-up

Employment History:

Facilities Management

Delivery of 30,000 sq.ft. of lab and office space to co-locate uk workforce into one single HQ.
Lead on all site Facilities, setting strategy, including use of KPI's, space planning and selection of suppliers and maintenance contracts
Lead on Health and Safety for all site, including writing policy, procedures and training
Replacement of site boilers following failure of existing, obsolete boilers.
Leading Facilities team including day to day operation and future planning on space and plant replacement projects
Part of SLT explaining site requirements and therefore strategy being implemented
Introduced operation dashboard to monitor key department metrics
Management of all FM contracts and staff on site, maintaining a great place to work while managing a 10% budget reduction
Overall responsibility for Facilities across six buildings covering two science parks
Space/Storage management and rationalisation with limited space on site

Facilities Manager available for work

Mon, 06 Oct 2025 13:36:34 GMT

This candidate brings over 20 years of extensive experience in the field of Facilities Management, showcasing an impressive track record in managing diverse, complex environments. With a strong educational background in Chemistry, complemented by professional qualifications such as CIWFM and NEBOSH certification, they are well-equipped to tackle senior roles in Facilities or Health and Safety management.

Their management acumen is evidenced by their current oversight of a £3.5 million Facilities Management budget and the successful delivery of high-value projects. A notable achievement includes a £2.4 million fit-out project that transformed 20,000 square feet of conferencing space into usable lab and office areas. Their strategic approach includes implementing key performance indicators (KPIs) to optimise supplier management and driving cost efficiencies whilst maintaining service excellence.

Their career history spans across various senior roles where they have demonstrated leadership in Health and Safety, space planning, and refurbishment projects. They have been instrumental in managing multi-site operations, leading large teams, and ensuring compliance with stringent safety standards. Their proficiency in contract negotiation and relationship management further supports organisational goals through seamless delivery of facilities services.

With strong communication and interpersonal skills, this candidate effectively liaises with stakeholders at all levels, cultivating robust customer relations and managing client expectations. Their passion for mentoring underscores their commitment to team development and operational excellence, making them an ideal candidate for a challenging senior role in a dynamic and diverse environment.

Current Salary: £65 000,00 +
Location: South Cambridge

SKILLS

Employment History:

Facilities Management

Delivery of 30,000 sq.ft. of lab and office space to co-locate uk workforce into one single HQ.
Lead on all site Facilities, setting strategy, including use of KPI's, space planning and selection of suppliers and maintenance contracts
Lead on Health and Safety for all site, including writing policy, procedures and training
Replacement of site boilers following failure of existing, obsolete boilers.
Leading Facilities team including day to day operation and future planning on space and plant replacement projects
Part of SLT explaining site requirements and therefore strategy being implemented
Introduced operation dashboard to monitor key department metrics
Management of all FM contracts and staff on site, maintaining a great place to work while managing a 10% budget reduction
Overall responsibility for Facilities across six buildings covering two science parks
Space/Storage management and rationalisation with limited space on site

Shipping and Logistics Coordinator available for work

Wed, 01 Oct 2025 12:49:52 GMT

A seasoned Shipping and Logistics professional with a robust track record in logistics and freight forwarding, this candidate excels in partnering with shippers to optimise shipment planning and execution. Their comprehensive understanding of the supply chain is demonstrated through hands-on experience with vendors, factories, freight forwarders, and shipping lines, ensuring efficient and effective operations. Skilled in fostering collaborative environments and maintaining open communication, they have consistently delivered high levels of customer satisfaction.

In their current role as a Senior Customer Logistics Coordinator, they have successfully managed the release and coordination of shipments, dealing with significant global disruptions such as Brexit, COVID-19, and the Suez Canal crisis. These accomplishments underline their strategic planning and problem-solving abilities. Previously, as a Senior Clearing and Forwarding Import Controller, they led key operations for major clients, optimising documentation processes to avert unnecessary costs and enhance logistics efficiency.

Awarded with honours in Customs Clearing certifications, they possess a solid educational foundation in the field. Proficient in MS Office and various Commercial Customs Programmes, they bring attention to detail, excellent time management, and critical thinking skills to every task. Adaptable, reliable, and a strong team player, they offer valuable expertise to enhance any logistics operation.

Current Salary: £38 000,00 +
Location: North Cambridge

Employment History:

Senior Customer Logistics Coordinator

· Releasing and coordinating shipments with factories / warehouses and freight forwarders while directly corresponding with the VP of Operations and the Customer Logistics Manager.

· Booking courier shipments

· Concentrate on ensuring the monthly shipping targets are achieved whilst monitoring global shipping disruptions including Brexit, COVID, change in shipping line rotations, container equipment shortages, etc. This is achieved by management and co-ordination between customers, suppliers, factories, freight forwarders and shipping lines.

· Responsible for weekly updated shipping forecasts and full documentation requirements to all vendors and stakeholders to ensure stock ordering and stock control is meticulously managed. This being to safeguard sufficient supply whilst maintaining warehousing costs to a minimum.

· Monthly POS reports for US customers.

· Processing customers purchase orders

· Placement of Purchase Orders to suppliers

· Administering the freight forwarding documentation, including specialist shipping documentation - Certificates of Origin, Insurance Certificates

· Full weekly and monthly internal reporting supports the proactive teamwork response to all stakeholders and logistics partners.

Key Achievements:

Strategic shipment pre- and re-planning during the worldwide container shortage and vessel delays, facilitated for continuous seamless shipping
Successfully navigated customer’s shipments during the Suez Canal crisis to ensure that all orders were re-routed and met, or within a week thereof, of target arrival dates
Team collaboration and best practice guidance and advice has ensured that monthly shipping targets have
consistently been achieved during the increasing shipping challenges during COVID

Audit Manager available for work

Fri, 18 Jul 2025 09:02:40 GMT

With over 20 years of experience in audit, regulatory compliance, and team development, this professional excels in coordinating and executing year-end audits for various entities like charities and limited companies. Known for meeting tight deadlines and nurturing junior team members for professional growth.

Current Salary: £50,000
Location: Newmarket

Key Skills:

- Effective time management and prioritization under pressure

- Leading charity and limited company audits

- Staff training and development

- Proficient in accounting software: IRIS, Mercia MWP, Sage, QuickBooks, Xero

- Advanced Excel skills; proficient in Microsoft Word

- Preparation of statutory and consolidated accounts

- Familiar with SORP and Companies Act compliance

- Corporate and deferred tax calculations

Employment History:

Audit Supervisor at Accounting Practice

- Managed a diverse portfolio with turnovers ranging from £1m to £120m

- Conducted audits for educational institutions, charities, care organisations, farms, and international subsidiaries

- Responsibilities include planning audits, overseeing fieldwork, and preparing statutory and group accounts

- Led audit teams both on and off-site, mentored junior members, and managed tax calculations

- Ensured compliance with audit standards and handled client-specific reporting requirements

Management Accountant available for work!

Fri, 04 Jul 2025 13:01:11 GMT

International Sales professional with over 30 years of experience in Sales, Export, and Customer Service across various industries, including Automotive, Construction, Energy, Manufacturing, Oil & Gas, and Marine. Proven success in driving sales growth, expanding market reach, and building long-term relationships with global clients. Skilled in negotiating high-value contracts, leading cross-functional teams, and delivering impactful exhibitions and events in Europe, Asia, and beyond.

Current Salary: £45,000 - £50,000
Location: Newmarket (happy to travel)

Key Skills

Management Accounting & Financial Control
Budgeting, Forecasting & Cashflow Management
Year-End Audit Management & Statutory Reporting
Business Partnering & Board Reporting
Team Leadership & Development
VAT, Payroll (weekly/monthly), CIS
Systems: JD Edwards, Sage, Xero, Navision
Microsoft Excel (Advanced), Word, PowerPoint

Career Summary

Management Accountant / Acting Financial Controller Jul 2024 – Present

Full responsibility for month-end reporting, audit, payroll, VAT, and cashflow
Stepped up to Financial Controller role, reporting directly to the Board
Led budgeting, workforce planning, and operational cost reviews
Oversaw finance for a group of trading, construction, and rental companies
Implemented robust controls, introduced group reporting and budgeting
Secured capital funding, supported property acquisitions, and managed stakeholder reporting
Managed financial reporting for 35 entities including group consolidations
Led a finance team, audits, and budgeting cycles
Supported large capital projects, treasury, internal audit, and compliance
Sole finance lead responsible for all reporting, payroll, and banking
Guided company through financial restructuring (CVA)

Summary

This professional started life off working in Practice and worked as an Auditor before venturing into Industry. They really enjoy working to tight deadlines and are qualified by experience with excellent references.

International Sales Professional looking for their next role

Thu, 27 Mar 2025 16:21:59 GMT

Current Salary: £45,000 - £55,000 +commission
Location: Suffolk (happy to travel)

Skills

· · Sales & Account Management: Export Sales, New Business Development, Key Account Management, International Market Expansion

· Negotiation & Communication: Contract Negotiation, Cross-Cultural Communication, Relationship Building, Customer Retention

· Leadership & Training: Team Management, Mentoring, CRM Training, Seminar Facilitation, Cross-Department Collaboration

· Technical Expertise: Product Knowledge, Technical Sales Support, Data Analysis, Product Presentations

· Exhibition Planning: Planning, Designing, Implementing, and Leading International Trade Shows, Exhibitions, Events, Logistics

· Software Proficiency: Microsoft Office (Word, PowerPoint, Excel), AX, Power BI, CRM Systems

Summary

· Designed and delivered over 5 exhibitions and events per annum across Europe and Asia, increasing brand awareness by 14%.

· Expanded export sales revenue by 12%, penetrating new markets in the US, Turkey, and Singapore.

· Developed a new product line that grew power tools sales into 3 new markets, increasing turnover by over 35% in two years.

· Delivered over 20 training seminars/workshops, enhancing product knowledge and boosting sales performance.

· Launched multiple promotional marketing campaigns, leading to a 22% increase in customer engagement and sales.

Employment History:

· Export Account Manager (9 years): Managed key distributors across Europe, the Far East, and Asia; led market expansion into the US, Turkey, and Japan; drove new business development; maintained relationships with major accounts; delivered product training and technical support; organized trade exhibitions and customer visits; provided detailed reporting on purchasing trends, account performance, and customer feedback.

· International Sales & Customer Service Representative (7 years): Managed key accounts across Europe, the Middle East, and Australasia; supported high-profile clients; developed customized solutions for engine control and safety systems; delivered technical presentations; attended trade exhibitions; created and maintained customer-specific stock codes.

Construction and Facilities Manager looking for their next opportunity

Wed, 26 Mar 2025 12:34:27 GMT

A seasoned Construction and Hotel Facilities Manager with over 20 years of experience in property maintenance and construction. Demonstrates exceptional ability to enhance business and team performance while ensuring high industry standards. Recognized for building strong relationships across all organizational levels and achieving ambitious goals.

Current Salary: £42,000 - £45,000
Location: Cambridge / Suffolk

Skills

· Expertise in Plumbing, Plastering, Tiling, Electrical, Decorating, Carpentry, Dry Lining, Grounds Works, Roofing.

· Maintenance Operations Management.

· Proficient in Microsoft Office and HVAC systems.

Summary

Maintenance Engineer (July 2024 – December 2024)

· Managed building projects, electrical/mechanical systems, and performance across multiple properties.

· Ensured compliance with health, safety, and sustainability standards.

· Established quality procedures and improved property policies.

Maintenance Manager (April 2018 – July 2024)

· Supervised maintenance operations and led a maintenance team.

· Conducted plant equipment procedures and improved energy-saving strategies.

· Achieved Gold certification in Green Tourism through environmental policy implementation.

Construction Project Manager (April 2004 – October 2015)

· Oversaw new construction and refurbishment projects.

· Administered budget controls and liaised with clients during estimating stages.

· Coordinated diverse building operations and monitored certification compliance.

Chief Engineer / Head of Maintenance

· Hands-on management of hotel maintenance teams and systems.

· Implemented preventative maintenance schedules and interior refurbishment projects.

· Maintained compliance with fire, life safety, and energy efficiency regulations.

Education

· City & Guilds in Electrical and Electronic.

· BTEC Level 2 in Construction and the Built Environment (Painting & Decorating).

· City & Guilds in Plumbing

Project Manager from Construction industry looking for their next opportunity

Wed, 26 Mar 2025 12:25:16 GMT

Dave has over 25 years of extensive experience in the building trade, encompassing both practical craftsmanship and comprehensive project management. His background is rooted in carpentry and has evolved to include expertise in site and construction management, showcasing a strong understanding of all facets of the building process. They have a proven track record of successfully managing projects ranging from £20k to £500k, demonstrating proficiency in pre-construction planning, daily operations, client relations, and financial oversight.

Current Salary: £40,000 - £48,000
Location: Cambridge / Suffolk

Skills

Extensive Building Trade Experience: 25+ years in various construction roles, from hands-on work to management.

Project Management: Proven ability to manage projects from inception to completion, including budget management, scheduling, and client communication.
Site Management: Experience in overseeing site operations, ensuring safety, and coordinating subcontractors.
Construction Management: Broad knowledge of construction processes, including pre-construction phases, daily operations, and quality control.
Carpentry Expertise: Strong foundation in carpentry, contributing to a deep understanding of construction techniques.
Client Relations: Excellent communication and interpersonal skills, fostering positive client relationships.
Problem-Solving: Ability to effectively address technical challenges and resolve issues on-site.
Financial Management: Experience in managing project budgets and profit/loss.

Summary

Versatile Construction Knowledge: Experience in a wide range of building projects, including:

Small and large extensions
Loft conversions
Conservatories
Refurbishments
Landscaping (hard and soft)
Plumbing and heating
Electrical work
Bathrooms and tiling
Property maintenance
Complete house builds
Software Proficiency: Excel/Pages, Microsoft software.
Certifications: SMSTS (Site Management Safety Training Scheme) valid until 202

Network Support Engineer available for a new Position!

Wed, 04 Dec 2024 14:05:18 GMT

Are you looking for a Network Support Engineer / Project Manager to join your team? Due to an unfortunate redundancy this professional has become available after 23 years service. If its commitment and stability you are looking for from an employee that is truly customer focussed then this professional is worth exploring. Having joined the organisation in 2001 he has worked with many organisations across Europe and UK and been involved with various installations across multiple sites for FTSE 100 companies.

Current Salary: £60,000
Location: Cambridge / Suffolk

Skills

Primary Focus: Supporting Tier 1/2 engineers in the efficient rollout of Internet circuits, complex activations, and writing configurations.
Responsibilities: Writing and maintaining automated configuration templates, ensuring customer satisfaction, resolving routing issues globally, identifying latency issues, and creating documentation (how-to guides, configuration templates, runbooks).
Technical Expertise: MPLS, Internet circuits, SDWAN (Viptela/Cisco SDWAN, Versa), traditional networks (Cisco, Juniper), managed LAN and wireless, IP Routing, WAN, LAN, VLANs, BGP, EIGRP, OSPF, IPSEC, FlexVPN, QoS, Cisco IOS, Juniper JUNOS, Zscaler.

Summary

Work Experience

October 2003 – November 2023

Hardware Engineer: Cisco hardware builds and configurations, ensuring equipment readiness for shipping.
Internet Dedicated Engineer: Layer 3 configurations, customer activations, standalone and resilient solutions, circuit technologies (E1 lines, Ethernet, DSL).
Implementation Engineer: Managed services installations (Secure gateway IPSEC VPNs, Flex VPN, DMVPN), "shop in a box" product, collaboration with Design Engineers, documentation creation.
Tier 3 Implementation Engineer: SDWAN solutions (Viptela, Cisco SDWAN, Versa), global enterprise network implementations, site type template creation, junior engineer support, customer relationship management.

Get in touch with Rosa on 01223 919 409 or email rosa@exactsourcing.com

COO (ACMA, MBA, MA) based in Cambridge looking for their next opportunity

Tue, 16 Apr 2024 13:18:37 GMT

This COO/CEO is ready to find their next opportunity and comes with a strong financial background and experience of driving growth across the organisation. With a financial qualification from Oxford University, this dynamic and empathetic Executive brings a unique skill set that not only means they have talked the talk but achieved and delivered phenomenal results in complex and challenging markets in their career thus far. They will be a real asset to any organisation ready to drive their business forward.

Current Salary: £150,000 - £250,000 p/annum
Location: Cambridge

Some of their achievements included being instrumental in the growth of the business over several years developing business not just nationally in the UK but internationally including Asia. This involved driving sales growth from £9million to £93million over 8yrs through developing strategic partnerships, national and international growth and getting the right people onboard to assist with the delivery across the world.

Summary of Success so far

Building and scaling successful, productive teams and operations – from 4 to 100 people
Grew company from £15m sales revenue to £93m in 8 years
Led the establishment of new subsidiaries in Europe, Asia and Africa
Developed and implemented a new organisational design for the group
Established new company values and built these into the way of working of the company
Authored two long-term plans, presented to shareholders, management and staff and achieved backing and funding
Created a new business unit to broaden their offering to a focussed market
Created partnerships with group companies to establish new units in Ireland and India
Steered the company through the COVID pandemic, supporting teams to cope with massive growth whilst managing a new way of working
With the approval of the shareholder, headed the formation and execution of a buy-out plan for the business, presenting to and attracting Venture Capital funds, negotiated an agreed deal, built integration plan with VC fund and achieved sign-off from shareholder

Get in touch with Rosa Dos Santos to find out more information about this person on 01223 919409 or email rosa@exactsourcing.com for more information about this particular COO or any others you may be looking to find. Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to make your next move, please contact us for an initial discussion.

Experienced Marketing Campaign Manager with international end-to-end campaign strategy and execution experience. Available for a immediate start

terri@exactsourcing.com — Mon, 25 Mar 2024 15:08:50 GMT

We have an experienced Marketing Campaign Manager with experience in many industries including, Agriculture, Pharma, Construction and Oil & Gas. This person comes with international and UK experience, managing a wide range of end-to-end marketing campaigns and projects. Included in the experience is Event and People Management, Business Development, Analytical and Digital Marketing arena's.

This person is a highly efficient and proactive Marketing Manager and thrives in fast paced and challenging spaces, and can work to fast changing environments and pivot where needed quickly.

Current Salary: £46,000
Location: Newmarket

Skills

Campaign and Project Management
Digital Marketing including VR and 3D Tour Promotion Platform
Strategy and Analysis
CRM Management, implementation and Campaign Management
Sales Training, Business Development & KPI implementation
Budgeting, Cost Savings and Revenue Increase
Brand design
People Management

Summary

To find out more information on this Marketing Campaign Manager please get in touch with Rosa on 01638 661333 or email terri@exactsourcing.com to have an explorative conversation about this person's background if you are looking to appoint someone like this within your organisation.

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to make your next move, please contact us for an initial discussion.

Experienced SAAS Business Development Manager ready for their next challenge!ailable for their next position

Fri, 15 Mar 2024 11:02:57 GMT

We have an experienced Business Development Manager who is looking for their next opportunity with a background of selling IT/SAAS solutions, DevOps, and Cyber security.

They are a proactive self-starter with proven success of managing and growing international territories. They are looking for a salary base of Salary £55-£65k + OTE.

Current Salary: £55,000 - £60,000 +OTE
Location: Cambridge

Skills

They have exceptional organisational skills, initiative, analytical and problem-solving skills with the ability to analyse, interpret and manage data, and a high level of attention to detail, an ability to learn quickly, meet deadlines and adapt easily to new environments or procedures.

They have excellent administrative experience as well as supporting managerial tasks and their professional skills include:

· Maintained fourfold annual pipeline growth while driving a +45% conversion rate, collaborating with the Business Development Team to review warm leads, build relationships, and deliver bespoke solutions.

· Exceeded mid-year targets by 120% by securing new enterprise accounts, which entailed conducting strategic market analysis and innovating tailored solutions.

· Secured $3.5M+ government contract, navigating complex sales cycles and driving substantial revenue growth

· Achieved 133% of sales target, generating $830K+ , while serving as Sr. Business Development Executive

Earned commendation from senior executives for blend of transformational approach to leadership, customer-focused mentality, coaching abilities, and solutions-oriented approach to solving customer problems.

Summary

To find out more information on this Business Development Professional please get in touch with Rosa on 01223 919 409 or email rosa@exactsourcing.com to have an explorative conversation about this person's background if you are looking to appoint someone like this within your organisation.

Finance Administrator Available for their next position

Mon, 11 Mar 2024 15:20:42 GMT

We have met and interviewed a Finance Administrator looking for their next challenge working with a growing business. They are a passionate and reliable professional with considerable experience working in various accounting roles including Payroll and HR.

Current Salary: £31,000 - £34,000
Location: Ely

Skills

They have excellent administrative experience as well as supporting managerial tasks and their professional skills include:

IPP – Payroll Foundation Administration
Payroll Alliance five day practical skills
CIPD – Certificate in Personnel Practices
CIPD – Core Personnel and Development
NEBSM (National Examination Board of Supervisory Management)

Summary

To find out more information on this Finance Administrator please get in touch with Rosa on 01223 919 409 or email rosa@exactsourcing.com to have an explorative conversation about this person's background if you are looking to appoint someone like this within your organisation.

Are you looking for an Audit Senior to join your Practice?

Mon, 04 Mar 2024 14:59:39 GMT

A detail-oriented and forward-thinking Auditor, with extensive experience in performing financial statement audits for small and multinational clients, is now available for a new opportunity!

Current Salary: £50k
Location: Cambridge

Skills

- Degree in Accounting

- ACCA

- Managed Staff

- Project Management

- Client Relationships

Summary

They have a strong track record of effective financial statements reviews and analysis, and internal controls and process improvement. A capable team leader, supervising and guiding junior engagement team members to the achievement of team goals and enabling clients to achieve business objectives.

Feel free to get in touch with Carol on 01223 919 409 or email carol@exactsourcing.com to have an explorative conversation about this person's background if you are looking to appoint someone like this within your organisation.

Client Services Manager Available Immediately

Thu, 29 Feb 2024 14:44:03 GMT

Client Services Manager Looking for a new role

An experienced Client Service Manager is now looking for their next role using their skills and operational experience in Pharma and Banking. This professional has great transferrable skills in the Legal Sector and Projects.

Minimum Salary: £26K
Location: Cambridge

Summary

An experienced Client Service Manager is now looking for their next role using their skills and operational experience in Pharma and Banking. Has great transferrable skills in the Legal Sector and Projects.

Skills

- Leading a Team

- Key Account Management

- New business opportunities

- Creation of formal quotations and project proposals

- Key Account KPI Management

- Invoicing for projects

- Project planning

- Creation of procedures and ‘how to guides’

- Training, including conducting the global induction for all new starters

Experienced Logistics professional with Dangerous Goods experience looking for their next role!

Thu, 22 Feb 2024 12:18:52 GMT

Experienced Logistics Coordinator looking for their next opportunity in a growing business. Based on the outskirts of Cambridge, this person has worked with both local and international goods imports and exports and is both IATA and ADR certified.

Current Salary: £28k - £30k

Location: Ourskirts of Cambridge

Skills

• Very adaptable and enthusiastic in learning new skills

• Always striving for better efficiency while maintaining quality

• Experience in customer service, manufacturing, logistics, warehousing, retail, office & field-based roles

• Eye for detail, logical and critical thinker. Technically minded.

• Excellent communication skills with people from all walks of life

• Reliable with strong motivation and being a strong motivator

• An excellent sense of humour

• Exceptional levels of patience to get the most out of people, both colleagues and customers

Summary

Feel free to get in touch with Rosa on 01223 919 409 or email rosa@exactsourcing.com to have an explorative conversation about this person's background if you are looking to appoint someone like this within your organisation.

How can I, as an Employer, conduct an effective interview?

Mon, 27 Nov 2023 13:01:35 GMT

I've been in interview processes where I was left feeling awful and to be honest with you, it really knocked my confidence. I knew I could do the job but I just wasn't the best at the interview process itself, especially when it was in front of a panel. If you want to get the best out of someone within a short space of time, it's about pulling back the layers of that person to really understand their gifts and their gaps and how that could fit into the team and culture you have created or are creating.

To do this in a way that brings someone's authentic self in front of you, you need to make sure that you create an environment and space that allows them to do this which includes thinking about the kind of questions you could ask to encourage truth and connection on an equal level plane.

You will be surprised at how much more effective this approach is in allowing you to unearth some useful information (for or against this person) whilst leaving a positive impression on the person you are meeting.

Essentially this allows the person to feel more comfortable, open, and very importantly, honest throughout the process.

As soon as you start firing closed questions that feel like an interrogation and make the person feel as though they have to be on guard all you will see is someone in a defense mode and in a lot of cases people hide things and really this creates a rift and separation between you and the person you are trying to potentially bring on board.

Although this could be helpful in certain environments nowadays when this happens, you lose the person's interest in working for you!

Here are some key tips for conducting effective interviews:

Prepare Thoroughly: Before the interview, thoroughly research the position, the company, and the interviewee's background. This will help you ask insightful questions and demonstrate your understanding of their qualifications.

Establish Rapport: Create a welcoming and comfortable atmosphere to put the interviewee at ease. Maintain eye contact, smile, and engage in small talk to break the ice.

Ask Open-ended Questions: Instead of asking questions with simple yes/no answers, pose open-ended questions that encourage elaboration and storytelling. This allows you to gain a deeper understanding of their skills, experience, and personality.

Listen Actively: Pay close attention to the interviewee's responses and ask follow-up questions to clarify their points. Active listening demonstrates your engagement and interest in their insights.

Evaluate Non-verbal Cues: While words are important, non-verbal cues can also reveal a lot about the interviewee's confidence, engagement, and overall demeanor. Observe their body language, tone of voice, and facial expressions.

Maintain Fairness: Treat all interviewees with equal respect and avoid making discriminatory or biased remarks. Ensure the interview process is impartial and focused on evaluating their qualifications.

Provide Clear Feedback : After the interview, provide timely and constructive feedback to the interviewee. This helps them understand their strengths and areas for improvement.

Remember, interviews are not just about assessing candidates; they're also an opportunity to showcase your company's culture and values. By conducting interviews with empathy, professionalism, and respect, you can attract top talent and build a strong reputation as an employer.

The post News first appeared on Exact Sourcing .

Management Accountant / Finance Manager ACCA qualified, ready for a new start in Cambridgshire.

Fri, 24 Nov 2023 11:27:56 GMT

ACCA Qualified Management Accountant looking for their next opportunity

Current Salary: £50- £55k
Location: Cambridge

Experienced Accountant looking to use their skills in an organisation in the Cambridgeshire area. They have a wealth of experience of preparing accounts and supporting businesses across the county and would be a valuable asset to a growing business that needs the expertise of someone used to working in a fast paced environment supporting a variety of organisations.

Skills

Finance Director to CEO's & Entrepreneurs Accounting Standards (FRS, IAS, IFRS)

Sage, Xero, Iris, MS Excel and Project Manager (ie Sharepoint)

Prepared Accounts (500 Million+)

Edited chart of Accounts

Summary

Supporting a variety of Limited Companies: Property investors (40M+), building companies (450K+), software (200K+), energy (520M+). Work at clients’ premises along their team/employees.
Balance sheet reconciliations & journals, (e.g. share issues, depreciation, provisions, corporation & deferred tax, payables & receivables, PAYE)
Bank reconciliation, (e.g. online, foreign currency, merchant accounts, Paypal, VISA). Assigning tasks to team members for bookkeeping, Excel analysis, expenses and preparation of VAT returns
Trial balance to prepare month/year end, P&L, statutory accounts and CT600. Comply with UK GAAP/IFRS
Validation of ledgers, Excel sheets & info, (e.g. contact guarantors, check contracts, call logs, invoices, bank payments, system reports, etc.). Appraisal and update of debtors’ recoverability
Development of financial & management reporting function, (e.g. pricing, variance analysis, trends, profitability, P&L commentary, NPV, impairment, budgets and cashflows)
Control processes, (e.g. thresholds for layers of authorisation, inconsistences for errors)
Definition of criteria, (e.g. assumptions, risk & KPIs) for development of financial models for valuing & approving projects and investments
Audit, risk assessment & compliance: Due diligence, know your client, SOX, AMLR, banks collaterals and documents. Advice on corporate, income tax and directors’ responsibilities
Report findings to/negotiate with CEOs, CFOs, investors, pension providers, Companies House, HMRC & auditors, (e.g. KPMG & Baker Tilly International) for accounts preparation and signing off

For more information on this particular person get in touch with Rosa or one of your team on 01223 919 409 or email rosa@exactsourcing.com.

COO with Health Tech background looking for their next opportunity

Fri, 24 Nov 2023 11:13:27 GMT

Commercial COO with a Digital Health Tech background looking for their next opportunity. If you are looking for a leader who has the ability to bring teams together to deliver and manage the commercial offering in a tech environment, then this COO could be worth considering for your business.

Current Salary: £100 - £110k + Bonus
Location: Cambridge

This COO has enjoyed making businesses work by bringing a compelling vision to life and delivering results using strategic, operational and leadership skills. They have developed teams from the ground up, creating saleable products and services, selling them to large organisations and then completing delivery successfully. They have successfully recruited many people to make teams that work and have good engagement at all levels and has built their career within a rapidly scaling digital health business.

Recognised for creating a strong management and operating infrastructure within a complex industry, whilst maintaining great company culture and values through thoughtful and empathetic leadership. This professional COO is open to working in other sectors where their skills could transfer and add value to the organisation.

Skills

Summary of Success so far

Building and scaling successful, productive teams and operations – from 4 to 100 people
Completing £2.4M fund raise
Repeatedly converting research tools into commercial products, and winning first large sale
Establishing, growing and implementing an NHS customer base from scratch, enabling treatment for thousands
Incorporating and mobilising a US division of UK company from scratch
Negotiating and implementing a £M Randomised Controlled Trial with Hong Kong firm

Get in touch with Rosa or one of the team on 01223 919409 or email rosa@exactsourcing.com for more information about this particular COO or any others you may be looking to find. Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to make your next move, please contact us for an initial discussion.

Project Coordinator looking for a next challenge

Thu, 23 Nov 2023 17:23:14 GMT

Project Coordinator looking for a next challenge

Degree Qualified with 5 years project coordination. 4 years of working as a Project Coordinator working in the Telecomms industry. Coordinating and managing project builds with Engineers and Surveyors to deliver projects on time and on budget.

Building networks to a high standard in conjunction with UKPN, OpenReach, Virgin and Vodaphone. Looking for a Project and Coordination role within a similar or different industry with his transferrable skills in both private and public sectors.

Based in Newmarket and willing to travel with salary expectations of £36,000-£40,000

Executive Assistant / PA looking for their next challenge

Mon, 16 Oct 2023 11:57:25 GMT

With over 23 years experience, this PA offers a high level of administrative support to Executive (C-Suite) members, senior employees, and busy teams. She is highly organised and Advanced skills in diary management, travel management, expense tracking, scheduling of meetings and events and processing of high-value purchase orders. She has experinece of working within Clinical, Events, Finance and HR Teams.

Current Salary: £36k-£40k
Location: Newmarket

Skills

- Extensive office administration, organisational and time management skills.

- Willingness to be flexible and prepared to contribute to a company in other duties as required.

- Skilled and experienced at multi-tasking and problem-solving.

- Excellent teamwork ability at all levels, including Executive.

- Highly proficient IT skills including Microsoft work packages, IFS, MyHR, MyIT, SharePoint, NetSuite

Summary

Finding a good right-hand person can make all the difference to your working week and this PA/Executive Assistant has experience of working across multiple industries with exposure to a wide range of tasks.

Having met and interviewed this professional PA/Executive I found them to come across as very efficient, personable, approachable and helpful with such good experience in busy and demanding roles.

A highly experienced and dedicated PA/Executive Assistant with over 23 years of experience supporting C-suite executives, senior employees, and busy teams is seeking new opportunities to utilise their exceptional skills and contribute to a dynamic organisation.

This accomplished professional brings a wealth of expertise in providing high-level administrative support, ensuring seamless operations and maximising productivity. Their strong organisational abilities and impeccable communication skills make them an invaluable asset to any team.

With advanced proficiency in diary management, travel arrangements, expense tracking, meeting and event scheduling, and processing high-value purchase orders, this PA/Executive Assistant is well-versed in handling a wide range of administrative tasks with precision and efficiency.

Their extensive experience working within Clinical, Events, Finance, and HR teams demonstrates their adaptability and versatility, making them a perfect fit for diverse roles and business units.

As a strong team player with unwavering passion and dedication, this PA/Executive Assistant consistently goes above and beyond expectations to ensure the success of their team and organisation.

If you are seeking a warm, friendly, and approachable PA/Executive Assistant with a proven track record of excellence, look no further. This exceptional individual is eager to contribute their expertise and become an integral part of your team. Feel free to get in touch with Rosa on 01638 661333 or email rosa@exactsourcing.com.

HR Manager looking for their next challenge, CIPD Level 7

Fri, 29 Sep 2023 08:08:23 GMT

HR Manager (CIPD Level 7) looking for their next career move, with a degree in Psychology and hands on experience of providing hands on all round HR Support, this professional will be an asset to any organisations.

Current Salary: £42k-£45k
Location: Newmarket (happy to commute)

Skills

HR Management/ Business Partner looking for their next career move. Experience of working in Professional Services and Commercial environments with a background of being responsible for the full employee life cycle from recruitment, performance management, and Employee Relations as well as driving People Strategy.

Summary

A skilled and approachable HR Manager is ready for their next adventure in their career, with a background of working hands-on in growing businesses having to scale, identify and onboard people into the various areas of the business you will be in good hands with this professional as she knows how to navigate challenging and demanding talent pools.

This HR Manager/ Business Partner is so approachable and great at working with short and long-term goals helping to support learning and development internally whilst working with suppliers and partners to help support them in their journey if needed.

If you are looking for a collaborative and supportive HR Manger to organise, streamline and assist in the next phase of your organisation's growth please feel free to get in touch with Rosa on 01638 661333 or email rosa@exactsourcing.com.

Laboratory Operations Manager / Director available for work in Cambridgeshire

Wed, 23 Aug 2023 10:25:04 GMT

Laboratory Operations Manager/Director with a Masters in Biomedical Science looking for their next opportunity. Experience of setting up laboratories internationally and working in clinical trials, having worked in start-ups and scale up he has a good understanding of some of the challenges these environments present.

Current Salary: £65k-£70k
Location: Outskirts of Cambridge

We have met and interviewed an experienced Laboratory Manager/Director with Masters in Biomedical Science with a specialisation in Haematology and Oncology looking for the next opportunity to use their experience and skills in a new challenging role.

Skills

Design, set up of R&D Manufacturing laboratory operations
Compliance and Regulatory
Clinical Trials
Supply Chain Management
Fluent in Japanese, Polish and English

Summary

With a background of working in high profile organisations within laboratory environments in and around the Cambridgeshire and Suffolk area we have 3 strong Managers looking for the next step in their career.

Some of their experience includes:

● Biological Laboratory Management: Proven track record of effectively managing local and international laboratory operations, overseeing day-to-day activities, and optimising workflow to achieve organisational goals. Experienced in resource allocation, budgeting, and equipment maintenance.

● Process Improvement: Skilled in identifying areas for improvement and implementing strategies to enhance laboratory processes, productivity, and efficiency.

● Regulatory Compliance: Thorough understanding of regulatory requirements and standards within the biotechnology industry, including Good Laboratory Practices (GLP), Good Manufacturing Practice (GMP) and Good Clinical Practice (GCP).

● Genetically Modified Organism (GMO) laboratory design, build and management.

● Ensure adherence to safety protocols and maintain documentation for audits.

● Team Leadership: Exceptional leadership abilities, including mentoring and training laboratory staff, fostering a collaborative work environment, and motivating teams to achieve objectives. Strong interpersonal and communication skills.

● Quality Assurance: Proficient in developing and implementing quality control systems, conducting quality audits, and ensuring compliance with standard operating procedures (SOPs) to maintain the accuracy and reliability of laboratory results.

● Technical Expertise: Comprehensive knowledge of human physiology, various laboratory techniques and instruments used in biotechnology research, such as PCR, cell culture, DNA sequencing, and protein purification. Proficient in the setup of laboratory information management systems (LIMS) and data analysis tools.

Feel free to get in touch with us on 01223 919 409, email terri@exactsourcing.com to have an explorative conversation about their backgrounds if you are looking to appoint someone like this within your organisation.

Bookkeeper/Accounts Assistant - Newly Registered

Fri, 07 Jul 2023 13:50:54 GMT

We have a versatile and highly experienced Bookkeeper/Accounts Assistant with practice and industry experience. Proficient in all areas, including data entry, payroll, reconciliations, reporting and tax in addition to Office Management skills.

Current Salary: £30,000
Location: Royston / Cambridge - Remote and Hybrid

We have met and interviewed an experienced Bookkeeper/Accounts Assistant who, following redundancy, is looking for her next role. If you are looking for someone with the ability to run your accounts and or office then please don't hesitate to get in touch.

Skills

· Xero

· Sage 50

· Payroll

· Practice and Industry working experience

Summary

With a background of working as an Accounts Assistant and Bookkeeper over several years, this professional is looking for her next role to use her Bookkeeping skills in a busy and varied role either within a practice or back in industry.

She has a proven ability to handle all aspects of account's administration including data entry, reconciliation, invoicing and reporting.

Experience of working with a variety of accounting software including Sage and Xero.

Feel free to get in touch with us on 01223 919 409 or email terri@exactsourcing.com to have an explorative conversation about their backgrounds if you are looking to appoint someone like this within your organisation.

CSV Engineer with experience of working in Biotech and Pharma industry looking for their next opportunity

Thu, 06 Jul 2023 12:29:56 GMT

Experienced CSV expert with a background of Quality and Document Management within regulatory environments in the Pharma and Biotech industry. Having experience of working in Consultancy, Start up and large corporate businesses has given this CSV Engineer exposure to various working environments and having to adapt to both long and short term projects.

Current Salary: £40k-£45k
Location: Outskirts of Cambridge

We have met and interviewed an experienced Laboratory Manager that is looking to use their skills and knowledge of working within the Scientific industry using their team leadership and planning skills. Based on the outskirts of Cambridge they would be well suited working in Newmarket, Haverhill, Ely, South or North Cambridge.

Skills

Line Management of sample management
Planning and coordination of Laboratory projects
Sample Management and GXP laboratory experience
Good Experience of Regulatory procedures

Summary

Some of their experience includes:

Leading, training and developing a team of Technicians
Planning and coordination of various Laboratory projects
Validation - Instruments and procedures
Identifying root cause analysis / problem solving
Laboratory stock management
Staff training: Instrumentation / documentation guidelines
Customer service focussed - experience of conducting client visits and audit/technical point of contact

Feel free to get in touch with us on 01223 919 409 or email rosa@exactsourcing.com to have an explorative conversation about their backgrounds if you are looking to appoint someone like this within your organisation.

Sales Executive - Newly Registered

Fri, 23 Jun 2023 15:28:13 GMT

We have met and interviewed a Graduate Sales Executive with 7 years experience looking for a new position with a weeks notice. Has a background in Telesales is interested in a Field Sales or Internal Sales position based in Bury St Edmunds commutable to Cambridge.

Current Salary: £25K + OTE
Location: Bury St Edmunds/Cambridge

We have met and interviewed an experienced Sales Executive that is looking for the next step in their career.

Having experience in telesales and worked for a variety of sectors, post recently chemicals and water equipment.

Skills

· Engaging and motivated

· Lead Generation

· Telesales

· Cold-calling

· Closing

· Targets

· Customer Service Skills

· Account Management

Summary

With a background in telesales has worked for various companies prospecting and cold-calling new clients. Account Management and offering great customer service. Looking to make a move into Tech or Scientific Sales and carve a long career

Feel free to get in touch with us on 01223 919 409 or email carol@exactsourcing.com to have an explorative conversation about their backgrounds if you are looking to appoint someone like this within your organisation.

Sales and Business Development Manager - Registered and looking for work

Fri, 23 Jun 2023 15:06:44 GMT

Technology Sales and Business Development Manager looking for her next opportunity - with a strategic and background in B2B Sales and Marketing. Having worked in Technology, Scientific, Education and healthcare sectors, you will find that she will offer a variety of skills and experience to add value to your organisation.

Current Salary: £38k-£45k
Location: Outskirts of Cambridge

We have met and interviewed an experienced Sales and Marketing professional that is looking for the next step in their career.

Having worked across UK, International and European territories. She is a really hard working and conscientious person that enjoys working part of a team or on her own.

Experience

Email campaigns management from start to finish including writing copy and using Digital Marketing to get messaging out
Event Planning and coordination
Of working in start up environments
Of Establishing crm systems
Working as a Brand Ambassador and Marketing Consultant

Summary

Based on the outskirts of Cambridge, this Sales and Marketing professional has a background of working within various industries in a proactive role where Lead Generation was the key focus of their role. Using their varied skills they have so much to offer a business and the good thing is that once you have the key areas that you are wanting to focus on she has the experience and backgound to map out a plan and work hands on to execute the work to get there.

Some of their experience includes:

New Business Development
Networking and developing relationships
Optimising ppc, google adwords
Marketing Consultancy
Lead generation and
Working with technical teams to help grow and develop revenue into the business

Project Coordinator - Newly Registered

Fri, 23 Jun 2023 13:13:16 GMT

Project Coordinator - Available Immediately - Scientific Background

A highly skilled project coordinator with a scientific background offering a new insight into how the management of multiple elements to projects come together.

Terri Turner - June 22, 2023

Current Salary: £30k
Location: Cambridge

Skills

Highly organised
Fantastic attention to detail
Planning & Coordination
Medical, Tech, Biotech

Summary

A background in the scientific world organising the management of studies as well as business support and administration skills they have the ability to delve deep into a project and work to deadlines. With fantastic communication skills and a can-do attitude they will impress upon anyone they meet.

Areas of experience include:

Preparing legal documentation including NDA's
Ordering Equipment
Working closely with Professional bodies
Booking venues, hotels and making travel arrangements
Scheduling meetings
Managing feedback
Processing expenses
Managing staff

If it is a high level project coordinator/Business Support Executive/Senior Administrator you are looking for then please call me on 01223 919409.

Proposals / Project Manager looking for the next role to make their mark!

Fri, 23 Jun 2023 11:49:26 GMT

Experienced Proposal Manager / Project Leader / Scientist with several years of industrial and postdoctoral experience with a PhD degree in Chemistry, from one of the top Universities. This professional is looking to further their experience towards a commercial area and find an interactive and multidisciplinary interface.

Current Salary: £55k

Location: North Cambridge

We have met and interviewed an experienced Proposals manager/ Project Manager / Scientist who is looking to use their skills and knowledge of working within a growing organisation.

Skills

Writing and implementing proposals
Managing projects and leading client meetings
Leading role in the development and implementation of MAPPs assay (MHC class I and class II) available now for commercial use at Abzena.
Good Experience of Regulatory procedures

Summary

With a background of working in prestigious organisations within laboratory and commercial environments in and around the Cambridgeshire area.

Some of their experience includes:

Responsible for the development of LC-MS/MS methods for in vivo quantitation of analytes and metabolites in pre-clinical and clinical drug development.
Responsible for managing individual projects and parts of cross-group and multiple-site projects. In charge of planning and managing experiments and resources, reviewing the data, preparing presentations and reports and leading client meetings.
Involved in developing and performing cell-based assays and analytical methods to evaluate the potency, purity, identity, product characterisation and stability of proteins and protein conjugates
Responsible for managing the proposal process from RFP receipt to proposal delivery, as the key link between technical SME – BD – Sales teams. In charge of sites and global proposals and amendments delivery.

Can social media harm your job prospects?

Thu, 29 Sep 2022 14:30:00 GMT

Social media is now so influential in our lives that it almost goes without saying that a potential employer will make a beeline for their candidates’ social media feeds to get some inside information on their habits, behaviour and personality. The more they can ascertain about you in advance, the more prepared for the interview they’ll feel, and social media is now a go-to for that research. Given that, if you’re looking to change job or career, and especially if you’re hoping to climb the corporate ladder, it’s important to ensure that your social media feeds don’t let you down.

While social media plays a useful role in allowing us all to connect and share information, it’s also open to abuse, especially at the end of a night of drinking and partying or after a stressful day at work. Before you apply for any position, check your feeds and remove anything contentious because potential employers are likely to be looking at your social media accounts for any signs of the following:

And, of course, they may be checking that you haven’t posted critical remarks about your previous employer(s) as that indicates a lack of tact and professionalism. While it’s advisable to check your feeds for posts that could harm your chances, it’s not necessary to delete your accounts altogether as your potential employer can pick up positive vibes about your character and your pastimes, as well as your opinions on important issues. In other words, positive messaging and intelligent comments on your social media feeds can generate good PR for your personal brand and convey what you’re really like as a person.

Rosa dos Santos, owner of Exact Sourcing, recognises that everything you post on your social media feeds has the potential to affect your prospects of being hired, so it’s important to be selective. ‘Social media is such a big part of our lives nowadays that it’s inconceivable that any applicant won’t have some sort of presence,’ comments Rosa. ‘And in turn that can lead to situations where you post something in haste or in anger and then forget about it, with it only coming to light when an interviewer spots it and asks you about it.

‘Our advice to all our candidates is to take some time to scroll through Facebook, Twitter, Instagram and any other social platforms they use to check that everything’s above board. At the end of the day, the last thing you want is to succeed with your application only for the offer to be withdrawn at the last moment by a diligent employer finding an incriminating post. On the flip side, if your social media accounts show you in a good light, and if potential employers do review them, they may even help you to nail your job interview and secure an offer.’

The post News first appeared on Exact Sourcing .

The top interview dos and don’ts

Tue, 20 Sep 2022 10:47:00 GMT

The job market is super-competitive, with vacancies being snapped up quickly, so if you’re looking to move to a new position, it’s vital to ensure that everything’s working in your favour, and that includes how you conduct yourself at interview. It’s important to be yourself and to give an accurate representation of your skills and abilities, but what exactly will help and hinder your application?

Your attire
If you can, do some research into the company culture to get a feel for how relaxed or formal the working environment is. That way you can ensure that you pitch your attire correctly and avoid turning up either overdressed or looking too casual. If you’re unsure, it’s better to be dressed slightly more formally than to dress down, as that may give the impression that you’re not overly serious about the position you’re applying for.

Your body language
Your research into the company culture and the nature of any communication you’ll have received from the organisation will give you an insight into how formal the business is. This will enable you to set your body language at the correct level, but in general terms it’s important to be confident, sit up straight and make eye contact with your interviewer. Smiling and nodding at the right moment will convey empathy and engagement, while slouching, crossing your arms and avoiding eye contact will create the wrong impression. It’s likely that you’ll experience some nerves in an interview scenario but it’s best to try to project a level of confidence that will reassure the employer that you’re up to the job.

Your answers
It’s worth taking a breath and considering your answer to any question before delivering it. You may be tempted to blurt out an answer in order to pass the baton back to the interviewer but taking your time and giving a measured answer will show that you can remain composed and that you don’t panic under pressure. The interviewer will have a list of areas they want to cover during the interview, so allow them to stay in control and direct the conversation initially. On the flip side, don’t be afraid to ask for clarification if you need to as the interview is a two-way process; the employer is sussing you out, but you’re also there to decide whether the company is the right fit for you too.

Your questions
At some point during the interview a question will pop into your head, so park that for the appropriate moment and make sure you ask it. As mentioned, interviews are there for both parties to evaluate whether they’re right for one another, so you need to ensure that you have enough information to make an informed decision. In addition, asking relevant questions indicates your interest in the company, especially if they demonstrate your knowledge of the industry sector and the company.

Your experience
While you need to convey the depth of your experience, it’s important to avoid waffling and presenting yourself as something you’re not. Before the interview, prepare a mental note of all the experience you have that’s relevant and beneficial to the employer. But conversely, if you’re lacking experience in a certain area, be honest and admit it as that will gain you more respect that trying to massage the truth. Above all, honesty is the best policy here.

Your ability to listen
Many candidates approach their interview like a bull in a china shop, believing that the more they talk, the better they’ll sound. This isn’t the case, as interviewers will be looking at how well you listen and stay focused when information is presented to you. As a result, taking a breath and making sure that you listen to the question carefully will set you in good stead. This will also enable you to answer all the interviewer’s questions in a concise and relevant manner.

Your successes
Don’t be afraid to highlight areas in which you’ve succeeded, both at work and in your social life. Showcasing your previous accomplishments will help to build a picture of your drive and determination to create positive outcomes and will demonstrate how recruiting you will benefit your new employer. However, it’s also crucial to avoid over-emphasising your past achievements as your interviewer will be seeking to understand how this experience will potentially benefit them in the role they’re looking to fill.

Your previous employment
The fact that you’re applying for a new position indicates that all isn’t right with your current employer, whether it’s the company culture, a lack of career progression or the need to relocate. Whatever the reason behind you applying for the new job, avoid overt criticism of your current or previous employer at all costs. It pays to be diplomatic in this area.

Rosa dos Santos, owner of Exact Sourcing, believes that when it comes to your interview technique it’s best to stick to a few simple tactics. ‘When we talk to our candidates about interview technique, we stress that a few simple things can make a huge difference,’ comments Rosa. ‘We encourage them to try to turn the interview into more of a conversation than a question-and-answer session. The more you feel as though you’re conversing with the interviewer, the more engagement there will be. Generating conversation also enables you to relax and convey more of your personality, and that can be hugely influential for anyone hiring. That said, it’s important to read the room and to pitch your body language, your listening skills and your answers at the correct level. Every employer is different but practising your interview technique and developing your skills in this area can only improve your chances of success.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to move to a position, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

What’s the key to successful team management?

Fri, 02 Sep 2022 12:46:00 GMT

It’s commonly agreed that the most valuable asset for any business is its team. Without great people, any business will struggle to survive, let alone grow, so what’s the key to managing a team successfully? Ultimately, managing a team is about bringing out the best in everyone and creating a culture where they want to work together, but it’s also about reward and recognition too. Here are our top ten skills that a successful leader needs to develop:

Communicate
There’s no substitute for effective communication in business, and that’s even more true for a team manager. Whether it’s face-to-face in the office or digitally with your hybrid/remote workers, talking regularly is the best way to engender staff loyalty and confidence. It’s easy to make excuses in this area, but consistent communication really is essential if you’re to retain your best people.

Make decisions
It can be tough, but leadership is all about making decisions, whether it’s on a project or a personnel issue. Your team members will look to you to be decisive and give them clarity, so there’s no option to sit on the fence, even if the decision you make may not sit well with some of the team.

Collaborate
Getting involved was historically viewed as good management, but with the new normal it’s important to learn how to encourage collaboration while also taking a step back and giving your people the freedom to progress. Some of the team may not work in the same way as you do, but that doesn’t mean they’re wrong, and working together can deliver far better results so it’s down to you to create that culture.

Train
Statistics indicate that around one in three new recruits leave their job within the first 12 months. There are, of course, many reasons for this, but a key one is a lack of personal development. As a team manager it’s important to review your Learning and Development strategy and ensure that all team members are given the opportunity to upskill at a pace that works for them. And don’t forget that a high turnover of staff will also cost the business more money, so a settled team is the best way forward.

Manage remotely
The Covid-19 pandemic has led to a shift in demands on team managers. Historically, the bulk – if not all – of your team would be in the office with you all day, every day, which made management easier. Now you may be facing a hybrid or even fully remote team, so you need the skills to manage them effectively, monitor their output and assess their mental health. Communication is at heart of this, but recognition and training and development are also key factors.

Be inclusive
Today’s workforce is more diverse than ever, so a one-size-fits-all approach to team management simply won’t work. Whether it’s gender, ethnicity, sexual orientation, gender identity, religion or age, you’re likely to have team members who have different expectations, values and attitudes, so it’s vital to cater for everyone if you want the team to succeed.

Give feedback
Statistics reveal that businesses that provide regular feedback to team members enjoy 15% lower staff turnover than those that prefer to wait for a formal appraisal. That said, successful managers will evaluate the most effective way to provide feedback for each team member, as well as the regularity with which it should be delivered. It’s likely that some team members will respond positively to an ‘arm round the shoulder’ approach, while others will benefit from more direct – and potentially critical – feedback.

Project manage
As well as managing people, team managers will usually also be responsible for individual projects, so this is a crucial skill. With agile working prevalent, project-based work is on the rise, so you’ll need to demonstrate to your team a willingness to manage schedules and processes.

Show integrity
The best team members are embracing their company’s Corporate Social Responsibility – or CSR – principles, not only for good PR with customers but also to inspire new starters and potential jobseekers. Post-pandemic, embracing social values can have a hugely positive effect on your brand and its appeal to your team.

Lead
It seems obvious, but the best team managers are great leaders, and they also identify leadership potential in their team members. There’s no greater accolade for a team manager than to help your staff to develop their leadership skills and build their career under your tutelage.

For Rosa dos Santos, owner of Exact Sourcing, team management is all about being an all-rounder. ‘Many managers believe that their role is to rule the roost,’ comments Rosa, ‘but at Exact we know that the best managers respect their team, communicate with them and focus on taking each and every member with them on the journey. It’s important to understand that everyone’s an individual and may therefore require a different approach, so having an open mind and being flexible are two really core skills for a team manager.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to develop your team, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

How to find and keep the best employees

Tue, 09 Aug 2022 14:30:00 GMT

The recruitment sector is more competitive than in recent memory, so the importance of finding and keeping the very best candidates is greater than ever. But it’s one thing, of course, to identify the best person for the vacancy you’re advertising; it’s quite another to ensure that they want to stay with you. So what are our top eight tips to ensure you’re ticking both boxes?

1 Create a recruitment strategy
It’s often the case that businesses recruit in a hurry, either to fill a vacancy that’s suddenly become available or as part of an expansion process. In many cases there’s little thinking behind it and a lack of planning can result in a string of failures. So whether you have a dedicated HR function or you work with an external resource such as ourselves, it’s important to devise a recruitment strategy so that your time and money aren’t wasted.

2 Create a positive rewards culture
Offering a competitive salary is clearly vital to attracting a candidate with the right level of skills and experience, but post-Covid it isn’t all about the money. Additional benefits such as a company pension and private healthcare can also be a big influence on candidates’ decision-making, in particular if they’re weighing up two or more job offers.

3 Understand what candidates are looking for
Without doubt you’ll have a good idea of the profile of candidate that you wish to appoint, but what are they looking for? One key element of successful recruitment is to stand back and objectively think about what the person applying for your vacancy is likely to be looking for and to ensure that you’re ticking all the boxes.

4 Don’t be afraid to blow your own trumpet
It’s important to remember that recruitment is a competitive activity – you’re not just fishing in a lake to snare the best candidate as they will no doubt be talking to other potential employers. So take this opportunity to showcase what’s best about your business, whether it’s the culture, the people, the philosophy, or all three. That way you’ll be demonstrating why the role they’re accepting will be more than just a job, but a chance to build their career with you.

5 Be efficient in your recruitment
Research indicates that as many as four in ten new starters who leave their jobs do so within the first year, and that disappointing onboarding and a lack of focus around key tasks and expectations were the primary causes. Shaping an onboarding process that lays out what you expect of the new recruit and what they can expect from you is vital here, as is opening up opportunities for training and career development.

6 Ask your employees’ opinion
Surveying your team is a great way to receive invaluable feedback and to give you insight into how they’re feeling about their role now but also into the future. Are they challenged, motivated and inspired? If they are then there’s more chance that they’ll want to stay.

7 Conduct regular performance reviews
Since Covid, the role of performance management has evolved, especially for businesses that have moved to a hybrid or fully remote model. The annual review is less common now, with businesses moving towards more frequent opportunities for employees to talk about their objectives, goals and overall job satisfaction, so incorporating this into your HR strategy can be beneficial.

8 Embrace reward and recognition
A culture of reward and recognition can also be a key factor in employee retention. The reward doesn’t have to be only financial – although everyone loves a pay rise – as it can also be in the form of highlighting great performance and celebrating that with colleagues. Post-pandemic, employees appear less concerned about their salary and benefits and more about their work-life balance, so ensuring that your staff know that great performance is noticed and appreciated is a powerful way of building loyalty.

Rosa dos Santos, owner of Exact Sourcing, firmly believes that it’s incumbent on employers not only to take care to recruit the right people but to do their best to retain them. ‘Covid 19 has changed the recruitment landscape significantly,’ says Rosa. ‘Candidates are being much more selective now, and employers must react or lose out. Not only do they need to plan their recruitment to give themselves the best chance of attracting and recruiting the very best talent for their needs, but they also need to implement an effective HR strategy that will lead to new recruits wanting to stay. As a successful recruitment agency, we understand the mechanics of bringing staff on board, making them feel as though they’ve landed their dream role and ensuring that that feeling lasts.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to build your team, please call us on 01223 919 409 or complete our enquiry form to learn how we can help.

The post News first appeared on Exact Sourcing .

How do you create a positive candidate experience?

Fri, 29 Jul 2022 07:10:00 GMT

It’s probably a natural assumption to think that, when it comes to a job interview, it’s the candidate who’s under the microscope. But with the increasing number of unfilled vacancies and the willingness of the available workforce to move from one position to another, it’s now the potential employers who are subject to more scrutiny. For anyone looking to recruit in 2022, the key issue to address is how you can create a positive candidate experience throughout the whole process and not only ensure that you appoint the best talent for the role but also that the person you choose will want to stay and build their career with you. Not only that, if you fail to create a good candidate experience it can have a negative impact on your reputation and brand, so it’s important to get it right all the way from the initial advert to the onboarding process.

Your advert
Your candidate(s) will have seen lots of job adverts during their search, so you need to stand out. You also need to ensure that the advert reflects your brand values and that it accentuates the positives, so rather than just listing the requirements of the role, consider giving an overview of the business and using language that’s open and welcoming – this way you have more chance of exciting and enticing the right candidate.

Your website
The first port of call when a candidate sees your advert will probably be your corporate website, so it’s worth reviewing this prior to releasing your advert to ensure that it’s current and provides accurate information. To be told at interview that the website is being updated certainly won’t create the best impression.

Glassdoor
Nowadays people have access to lots of supporting information about your business, so it’s helpful to generate positive reviews on Google, social media and – especially – on Glassdoor. If a candidate sees any negativity around your business and recruitment process they’re probably going to turn to alternative employers.

The application process
It’s only natural to want to gain as much detail as possible about the candidate in order to decide whether to shortlist and interview them, but that doesn’t mean that the process needs to be cumbersome. A CV or application form should give you the information you need to make a decision and you certainly want to avoid alienating great candidates by requesting too much up front.

Communication
People buy people, so effective communication during your recruitment process is vital if you’re to avoid misunderstandings and confusion. Be clear, concise and transparent in your correspondence, and consider picking up the phone rather than always sending an email or sending a text. The way you communicate – and the way you make the candidate feel – will have a big impact on their decision making.

Speed
The recruitment sector is white hot and things move at a great pace, so don’t over-complicate the process. If you’re keen to fill your vacancy, respond straightaway to questions and organise interviews promptly. We’re living in a world of instant communication, so candidates will be expecting things to move quickly when they apply.

The interview
This is your opportunity both to sell the role and to demonstrate how the candidate would fit into the team and realise their potential. The last thing you want at this stage is for the candidate to feel bombarded with questions so be sure to give them scope to showcase their skills and experience while also having the opportunity to learn more about the business they’d be joining.

The offer
Once you’ve selected the best candidate, it’s time to offer them the job. While you may be keen to bring the candidate on board, be mindful that they may still have other interviews as well as other commitments within their current role or with holidays and so on. To avoid any difficulties, be patient and be prepared to work within their timescales as well as your own – that way, they’ll be comfortable with the process and will be less prone to change their mind. Also, it’s a good idea to provide constructive feedback to unsuccessful candidates. It not only helps them in their ongoing search but also reflects well on you as an employer. And you never know – if you’ve created a great impression, they may even decide to re-apply in future.

Rosa dos Santos, owner of Exact Sourcing, believes that employers who are looking to recruit need to put themselves in the candidate’s position before they start. ‘Effective recruitment and retention are critical to the success of any business,’ comments Rosa. ‘Here at Exact we work with our clients to help them understand the fundamentals of the recruitment process starting with the wording of the job advert and running all the way through the interview process and on to the offer and onboarding strategy. Nailing every step won’t just deliver the best candidate for the role, it’ll also go a long way to ensuring that they stay with you.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to add to your team and would welcome some expert assistance, please call us on 01223 919 409 or complete our enquiry form .

The post News first appeared on Exact Sourcing .

How do you manage employees’ anxiety about returning to the office?

Mon, 18 Jul 2022 14:23:00 GMT

With the success of the Covid-19 vaccination programme comes a new challenge for employers: how do you manage the anxiety that some of your team may be experiencing about returning to the office? The move to hybrid or fully remote working required a significant change in mindset from employers and employees alike, and before the vaccine rollout it seemed that this would become the new normal. However, as time has moved on, more and more companies are considering a partial or full return to the office. Mental health is a key consideration in this area, so how do you ensure that every team member is comfortable with your proposed working arrangements, having potentially now become accustomed to working from home or a remote location some or all of the time?

It’s possible that some of your team may simply feel unsafe if they’re returning to work, especially given the rising infection rates, so there may be a need to reassure them as to their physical safety. They may, for example, be living with someone vulnerable and may therefore have been shielding, or they may even be vulnerable themselves. Given this possibility, it’s important to gain an understanding of every employee’s position regarding a return to work, rather than making a blanket decision. In addition, you might wish to explain that nothing is set in stone and that it’s a case of trying your plan and seeing how it works out.

Whether you routinely have company-wide or smaller team meetings, it’s important to remember that gathering in group situations may also be the source of anxiety for some team members. It’s worth considering the option of arranging more one-to-one meetings with potentially anxious staff members to reassure them and gain feedback, rather than assuming that everyone will be open to throwing themselves fully into the ‘old’ way of working.

Whatever their attitude towards the idea of returning to work – and the confidence they have towards being in a team or social environment – everyone now expects employers to provide a Covid-safe workplace. This means regular cleaning, the availability of hand sanitisers and the ability to distance if needed. Many businesses have adopted a hot-desk strategy rather than having allocated desks, and that’s where meticulous cleaning becomes a necessity. And if your staff feel more comfortable wearing a mask in the office, this should be allowed without question.

There’s also the possibility that new starters may have been working remotely and may have never actually met their colleagues, or even their boss, in person. Introducing them into the office environment needs to be handled sensitively as they may be feeling anxious about the first impression they’ll make when meeting face-to-face. In this situation, it may be worthwhile effectively to induct the new starters to help them feel at home in the office.

Anxiety can affect anyone at any level, so it’s important to talk to everyone involved. Remember that less senior and/or experienced members of staff may be more reluctant to speak up. Holding regular team meetings to give everyone a platform to express their opinions and contribute to creating a safe working environment for all can be invaluable. Without going to extremes, it’s also beneficial to check in with everyone individually on a regular basis to ensure that they’re comfortable with the new arrangements. In particular, any changes in attitude and behaviour should be noted, and then action should be taken to provide additional reassurance and support.

There may also be a percentage of the team who have adapted really well to working from home and are benefiting from a better work-life balance. This may create a reluctance to return to the office, so having some flexibility in the implementation of your return to work strategy will help. Some members of staff may have changed their childcare schedules, for example, or may be providing care for an elderly relative, so consider building in some capacity for these arrangements to be retained.

On the flipside, some members of staff may be anxious about being penalised if they show some reluctance to return to the office. You’ll most likely become aware of this when you conduct your one-to-one consultations, and it’s something that needs to be addressed quickly and sympathetically. In reality, a happy workforce is a more productive workforce, so avoid a ‘one-size-fits-all’ solution at all costs. There may also be a sense in which reluctant returners are anxious about appearing ‘weak’, so they will need to be reassured that their opinions are both valid and valued.

Ultimately, reducing anxiety and managing a smooth return to the office – if that’s what your strategy is going to be – is all about effective communication. It’s about presenting the strategy and plan in the right way and about ensuring that every member of staff is equal in having their voice heard. Seniority is irrelevant here because everyone is human and can therefore react very differently to the same situation, and this needs to be taken into account. While you and many of your colleagues may be hugely enthusiastic about the big return, that enthusiasm may not be shared by everyone, and their opinions carry equal weight. And buy-in from all levels is crucial if you’re to avoid the impression of coercing anxious people into doing something they’re clearly not comfortable with.

Rosa dos Santos, owner of Exact Sourcing, manages a team of recruitment specialists and believes that communication and flexibility are key when it comes to managing anxiety. ‘Whatever the size of your business and however complex your management structure, when it comes to changing people’s working arrangements it’s vital to take everyone’s opinion into account,’ comments Rosa. ‘Anxiety takes many forms, and returning to work after a long period of hybrid or remote working can be daunting.

‘We’re encouraging clients who are embarking on this journey to begin with an extensive consultation – ideally on an anonymous one-to-one basis – so that they have a complete picture of where everyone stands. That way they can look to implement a strategy that respects people’s concerns and manages their anxiety. As well as ensuring that you have a contented workforce, it’ll also help to maintain – and even increase – productivity and improve staff retention, so it makes perfect business sense.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re planning to return to the office, please feel free to contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

How to climb the corporate ladder

Mon, 11 Jul 2022 09:19:00 GMT

Whether you’re a recent graduate, a millennial in a middle management post or a seasoned campaigner in the latter stages of your working life, it’s likely that two things will be at the heart of your professional motivation: money and career progression. For those approaching retirement, the desire to climb the corporate ladder will probably have receded to some degree, but for younger colleagues, achieving a promotion – and therefore commanding a higher salary – will be uppermost in their minds. It might be a promotion within the same firm, of course, but it might also equally be a move to a new company, a concept that doesn’t faze millennials and young professionals. In fact, long gone are the days of staying with one employer for years, and even decades, as today’s professionals are much more open to the idea of switching companies to progress their career.

The corporate ladder is an interesting phenomenon, as most larger companies operate with a pyramid structure, whereby there are several entry-level positions, but fewer mid-level and even fewer senior level positions available. This structure makes it more likely that a rising star may need to look elsewhere to achieve the promotion they crave. But whichever route you take there are some golden rules to climbing the corporate ladder with success that are worthy of consideration.

Identify and set your goals
One essential aspect of career progression is to have a clear idea of where you’d like to get to, as only then will you be able to plot a path to achieving it. In fact, setting goals applies across the board, whether it’s owning your own property or breaking a certain time in your half marathon. And it’s no different in the work arena. Spend some time thinking about where your aspirations lie – would you be happy with middle management or do you feel you can aim higher? Very rarely is anything achieved overnight, so map out the steps that will take you where you want to go and make a point of celebrating each time you complete one of the milestones.

Setting your short- and long-term goals can be easier if you ask yourself some simple questions, such as:

• Where am I now?
• What have I achieved in the last 12 months?
• Where do my strengths lie?
• What are my weaknesses?
• How can I address them?
• Where do I want to be this time next year?
• Does my boss agree with that assessment?

If you’re not too confident about the goals you should be setting, talk to your family, your friends, your colleagues and even your boss to gain some insight. Moreover, by talking to your manager about your goal setting, you’re also letting them know that you’re keen to progress your career.

Create a plan
As with most things in life, if you fail to plan, you plan to fail, so make sure that you put together a clear plan of how you think you can achieve your goals.

Network
If your career goals are ambitious you’ll need to get your name out there and build your network of contacts. Developing a strong in-person and online network can be invaluable when it comes to seeking out opportunities for progression, so don’t be afraid to talk to people.

Work harder and smarter
Demonstrating that you’re prepared to go the extra mile will potentially help you develop your career where you are and will also set you up should you decide to move on. Going above and beyond, volunteering for high-profile projects and making yourself the go-to person won’t only catch the eye but should also guarantee that you receive a glowing reference when you leave.

Make yourself an asset
A key aspect of climbing the corporate ladder is to become so much more than the person behind the desk. Focus on expanding your knowledge and skills by signing up for any training that’s available, whether that’s at work or outside. Investing in yourself will generate rewards in the future. It can also be beneficial to observe the behaviour of those colleagues who are at the next level and to start thinking like a senior manager. How do they behave? How do they operate? What language do they use? And finally, you’re more likely to succeed in climbing the corporate ladder if you’re a team player, so concentrate on building relationships and contributing wherever you can, even if it’s outside your formal job role.

Owner of Exact Sourcing, Rosa dos Santos, has seen lots of candidates strive to develop their careers and she believes that the fundamentals apply as much today as they ever have done. ‘Young professionals tend to be very ambitious in terms of career progression, but it’s important both to be realistic as to what’s possible and to focus on some key areas in order to be successful,’ comments Rosa. ‘For example, a strategic approach can be helpful. Take time to set your goals and develop a plan for achieving them. Look for opportunities to contribute and to think and act like a colleague who’s more senior than you. Visibility is a big factor, so always strive to be top of mind with the management team and that will stand you in good stead for your next promotion, whether that’s with your current employer or elsewhere.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re keen to climb the corporate ladder and would like some assistance, please contact us for an initial chat.

The post News first appeared on Exact Sourcing .

Why accepting a counter offer can do more harm than good

Mon, 27 Jun 2022 09:40:00 GMT

When you’ve thought long and hard about leaving your current employer and heading for pastures new, it still takes determination to follow through and submit your resignation letter. Not only that, once you’ve informed your boss of your intentions and started to make plans, life can become further complicated if you then receive a counter offer.

In short, a counter offer is a response from your existing employer in response to an offer that’s been made by a potential new employer. While that may sound appealing, a counter offer can be a negative development as it can send a number of conflicting messages.

1 Underlying issue(s)
Accepting a counter offer may satisfy your desire for more money or more responsibility, but there’s no guarantee that the underlying issue(s) that caused you to want to leave have been resolved. There may be a short-term bounce, but it’s likely that the old issue(s) – whether a problem with your working conditions, your hours or your salary – may resurface and result in you leaving shortly afterwards. In addition, in general with a counter offer it’s only the level of salary that tends to change, and throwing money at a problem isn’t always the best solution.

2 Career progression
Evaluating a counter offer is normally a case of weighing up the salary on offer, and not the possibility for developing your career, which can be detrimental to your future progress. You spend considerable time and energy at work, so it’s important to ensure that you’re applying yourself to something that will generate rewards further down the line and that you won’t hit a glass ceiling too soon.

3 Loyalty
Announcing that you’re leaving and then accepting a counter offer to stay doesn’t create a great impression when it comes to loyalty, either with your employer or your colleagues. To some degree, handing in your resignation can harm the trust that exists between you and your boss, so there may be a greater likelihood of career progression with a different company.

4 Job satisfaction
If your resignation was prompted by dissatisfaction with your current job role, is a counter offer really likely to solve this? In reality, the job itself won’t have changed dramatically so you’ll just be being paid more to do a job that you still don’t enjoy. Building a career is all about planning to achieve your long-term goal, and accepting a short-term pay rise to stay where you are isn’t necessarily going to help you achieve it. An interesting statistic is that around 50% of people who accept a counter offer end up leaving for a different job within 12 months.

5 Appreciation
Conversely, it’s possible to interpret a counter offer as indicating that you weren’t fully appreciated until you handed your notice in. By upping your salary, your employer is confirming that that budget was available all the time, but it was only released for you when you decided to leave. Receiving recognition only when you threaten to walk away could even be interpreted as a lack of integrity on the part of the employer too. It can also be helpful to do some research because a counter offer may simply be indicating that you’re weren’t being paid the going rate for the job were doing, and that an alternative employer may be prepared to pay more.

6 Uncertainty
Accepting a counter offer is no guarantee of longevity, which is far from ideal for either party. On the one hand, you’ll still be doing a job that you were prepared to leave and on the other, your employer will be justified in questioning how long you’re planning to stay with them. And should things go downhill for the business, you may be perceived as being more expendable than personnel who have shown more loyalty.

7 Stagnation
While a counter offer may deliver a much-needed – and probably well-deserved – pay rise, it could ultimately cause you to stagnate, especially if your employer believes that they’ve treated you well. In fact, you may fall behind in the queue for future raises, and that can be counterproductive for your prospects.

8 Stalling
Finally, issuing a counter offer can be used by an employer as a stalling tactic in that they understand that upping your salary will keep you on board for a period of time while they proactively seek a replacement who may even accept the position and be happy to work for your previous salary.

For Rosa dos Santos, owner of Exact Sourcing, counter offers appear to be on the rise, which is far from ideal for both employees and employers. ‘Here at Exact we’re seeing a startling rise in the number of candidates who are receiving a counter offer and it’s something of a concern to us,’ comments Rosa. ‘Fundamentally, when a member of staff decides to move on, it’s usually for a number of reasons, so simply increasing their salary isn’t the best solution. We work with our candidates to ensure that they’re changing jobs for the right reasons, but we also spend time with our employers to create a culture of recruiting the best talent and rewarding them accordingly. Ultimately, we believe that a business that reacts to a resignation by issuing a counter offer in an attempt to retain the member of staff isn’t operating effectively because recognition and reward are central to a healthy, sustainable business.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re a candidate looking to change your career path and you’d like some advice, please contact us for an initial chat.

The post News first appeared on Exact Sourcing .

Ten tips for a successful career change

Tue, 07 Jun 2022 11:49:00 GMT

Covid-19 has changed many people’s lives beyond recognition, and the world of work will probably never be the same again. As well evaluating issues such as work-life balance, Covid has also led to many professionals contemplating a career change, most notably while on furlough. Rather than plodding on in a job or career that gave them little satisfaction, they’ve decided to grasp the nettle and switch to something more rewarding. But how do you ensure that the grass definitely is greener and that the new career path will be everything you’re hoping for?

The best advice is to do your research and plan before you take the plunge – that way, you’ll be as ready as you can be for your new career. Here are our top ten tips for success:

1 Prepare
Buy a notebook and start noting down what you like and don’t like about your current position. This will build a picture of what’s important in your next role and, of course, those aspects you want to leave behind. Over the weeks – and possibly months – this will form the basis of what constitutes job satisfaction for you.

2 Be honest
If you’re going to find that dream job, you’ll need to be honest with yourself. Think about your skillset and identify any areas of weakness that you might need to address before applying for the new position.

3 Decide on your preferred industry
The last thing you want to do is jump ship to a new job or career and find that it’s not all it’s cracked up to be. Do your research thoroughly to make sure that the industry you think you’ll enjoy really is the one for you – research costs only your time, and your investment in this area will be well rewarded.

4 Brainstorm career roles
Once you’ve identified the industry you’re aiming for, think about the different roles within that sector and shortlist the ones you feel you’re qualified for. This is an important phase of your career change so it shouldn’t be taken lightly – the last thing you want to do is to switch to a position that doesn’t live up to your expectations.

5 Research your chosen roles
Having narrowed your selection down to a small number of roles within your chosen industry, try to talk to contacts who are already in that field to get their feedback. LinkedIn is a great resource for this – as well as talking to your existing connections, you may be able to connect with other members or join a relevant group to request input.

6 Make a plan
Now that your research is done you’ll have a really good idea of the way forward, but it’s also worthwhile to make a plan of action in terms of what it’ll take to secure the job you’re targeting. Consider things such as upskilling and networking. Do you need to do study for a new qualification, for example? Or would you benefit from joining a couple of networking groups in order to request introductions? As well as writing your plan, ensure that you develop a timeline for activity as that will help you retain your focus.

7 Review your personal brand
Changing career and landing that dream job will rely on a number of factors, not least of which is the quality of your personal brand. Jobhunting is a competitive activity, and there are likely to be multiple applicants for the position you’re applying for. Review your CV, write an engaging covering letter and check your social media feeds, especially LinkedIn. Remember to emphasise areas of your experience that are especially relevant and ensure that basic information – such as your contact details – is up-to-date.

8 Tap into your network
If you find that vacancies within your chosen sector are few and far between, don’t be afraid to ask your network of contacts for help. There’s every chance that among your LinkedIn connections, for example, there’ll be someone who is either in that line of work or who knows somebody who is. They can also keep an eye out for opportunities that may arise.

9 Retrain
Retraining will demonstrate to a potential employer that you’re committed to the role and that you’ve been prepared to educate yourself accordingly. And once you achieve the qualification, remember to update your CV and LinkedIn profile with the new details.

10 Track your applications
However many posts you’re applying for, it’s sensible to keep track of them in a spreadsheet. You can log the company name, the role, the date you applied and the progress you made in the application process. Changing your career can take time, so your spreadsheet will give you an overview of what’s working and what isn’t, and when you do achieve that dream move, looking back at your spreadsheet should give you a real sense of satisfaction at your achievement.

Rosa dos Santos, owner of Exact Sourcing, believes that while a career change can be good for the soul, it also needs to be planned carefully. ‘Here at Exact we speak to lots of candidates who are looking to change career, and the first thing we do is to talk to them about how they’re planning to achieve their goal,’ comments Rosa. ‘It can be risky to ditch your current job in the expectation that you’ll walk straight into a new position in a different industry, as there will probably be a large number of experienced candidates also applying. We work with our candidates to think carefully about every aspect of a career change before giving up the security of their existing role, and we believe that it’s that approach that’s most likely to succeed.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to change career and would like some advice, please contact us for an initial chat.

The post News first appeared on Exact Sourcing .

Why future proofing your business is the key to success

Thu, 26 May 2022 10:31:00 GMT

The world of work is changing faster than ever, and business owners are having to look forward rather than simply focusing on managing the day-to-day. With numerous challenges facing businesses in the light of Brexit, Covid, the Ukraine conflict and rising prices, it’s tempting to become pre-occupied with survival, but progressive businesses are also mindful of the need to future proof their organisations to ensure that they thrive and grow.

One area in which future proofing is critical is in the area of skills, especially if there’s a chance that your organisation may experience a skills gap in the short to medium term. Add to that the growth in flexible working and the availability of automation within certain functions and it’s easy to see how less forward-looking companies are in danger of being left behind. Being faced with a potential skills gap should be something that concerns any business owner and addressing it should be embedded into the recruitment and HR strategy.

The automation of routine tasks is potentially a powerful tool for businesses as it can free up time to spend on delivering an enhanced service or driving the business forward, but it needs to be done without losing the organisation’s true personality. In some senses it’s futile to fight against progress, but there’s still something to be said for the traditional approach – in a world of emails and text messages, it can be reassuring to speak to someone rather than having to navigate an automated system. So while digital transformation can increase efficiency, if it isn’t managed carefully it can also make the business appear impersonal.

In terms of future proofing the talent within the organisation to avoid a skills gap, it’s vital to ensure that throughout the business the right people are in the right positions to embrace changes in technology, the workplace and the marketplace within which you’re operating. Your people strategy should take account of this and should reflect not only the state of play today but also project forward to try to identify which skills will be needed down the line. In effect, it’s about weighing up the skills base you have available currently against the skills you feel will be needed in the future, and any gaps that you identify can then be addressed in your recruitment and HR strategies. As with most things in business, it’s important to be proactive here – waiting until a gap in skills appears in the headlights can leave you behind the curve and effectively playing catch up. And that’s if you can then even find the talent you need at short notice.

Managing a skills gap is also about evaluating where you and your team are as a business and then assessing which of your workforce have the potential to grow. In other words, plugging a skills gap isn’t only about recruiting new people, it’s also about nurturing your current talent and giving them room to develop. Bringing together recruitment, onboarding, HR and training & development into one streamlined process can not only help with identifying and developing the right people to carry your organisation forward, but with retention as your teams will see a clear career path and have goals to work towards.

For Rosa dos Santos, owner of Exact Sourcing, future proofing may be far from an exact science, but attempting to predict the skills that your business may need in five years’ time is good practice. ‘As recruitment specialists, we’re always looking to help our clients on several levels,’ comments Rosa. ‘Of course we’re there to assist with the short-term recruitment of talent to fill immediate vacancies, but we’re also available to work with clients on longer-term planning. We often discuss with clients what their future plans are and the type of candidates they’ll need to ensure they achieve them. Future proofing in terms of the incorporation of new technology and the relevant skills associated with that is a central part of business planning, and we work alongside our clients to make sure they’re equipped for what lies ahead.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to future proof your organisation and would like some advice, please contact us for an initial chat.

The post News first appeared on Exact Sourcing .

Women are building influence at work, and here’s how…

Tue, 10 May 2022 11:19:00 GMT

Historically, women beginning their careers or stepping into their first management position have tended to feel the need to hide their true self and present the face that they believe their employer is expecting from them. This tendency has led to them potentially suppressing their personality and keeping many of their talents hidden in favour of towing the line. Nowadays, however, women leaders are changing their approach and showing their true self in the office and, significantly, in the boardroom.

Among the key principles behind showing your true self are being truthful – however difficult that may be, especially when delivering bad news – and managing in a style that reflects your own values. By adhering to these principles, the likelihood is that your work persona will more closely resemble your true personality. Achieving respect from your peers and direct reports is essential if you’re to succeed in management – irrespective of the level and the sector you’re operating in – and more and more women are finding that consistently presenting your true self is the best route to success.

Fear of failure can be an issue but failing is a great way to learn and it’s also part of the journey – it’s how you respond to failure that defines your leadership style. As a result, it’s certainly not something to be afraid of, but rather to embrace as a stepping stone towards future success, especially if you’re able to demonstrate how the failure has helped inform your strategy or management style. In general, everyone is hard on themselves when they fail, but women tend to give themselves a harder time than men, so it’s important to learn to forgive mistakes and move on.

Another area in which women have tended to be more reticent is in asking questions. A fear of looking inadequate or inexperienced can lead women to hold back, when in reality asking the question may well open up more possibilities of finding a solution or progressing a project. Asking that question will boost your confidence and – in doing so – benefit the company and gain the respect of your fellow workers.

A survey on Leadership Development conducted by Simmons University in 2021 returned some fascinating results, with the overarching findings being that staff who are authentic will:

1 feel better about themselves
2 consistently perform better, and
3 build stronger relationships with their colleagues

Moreover, the study found that 71% of people who felt able to show their authentic self in a professional context felt more confident, while 60% felt more engaged and 46% felt happier. These statistics are revealing, regardless of the sector, but they’re very pertinent in the context of male-dominated industries, where women can feel under pressure to conform to stereotypes. Forward-looking women are embracing the opportunity that this presents and are proving that being your own authentic person won’t hold you back. The opposite in fact, as making an impression can be attributable to something as simple as being yourself. Historically viewed as a negative trait, for example, showing emotion can now engender respect from within the boardroom and on the shop floor. And abandoning strict dress codes in favour of allowing employees to dress according to their true selves and personal style can have a hugely positive effect on morale and teambuilding. In essence, presenting your true self at work will contribute to a working environment that’s built on the key pillars of productivity, mutual respect, implicit trust and, as a result, success, growth and profit.

Rosa dos Santos, owner of Exact Sourcing, believes that candidates at all levels – and especially women – should never shy away from presenting their true selves in interviews and at work. ‘When we match candidates to positions, we encourage them to present themselves in the best possible light,’ says Rosa. ‘That means not only tailoring their experience and personal messaging to the vacancy they’re applying for, but also conveying their true personality in order to differentiate themselves from the other applicants. We believe that that applies to any level of position and within any industry, but in particular to female candidates who can sometimes feel more inclined to suppress their authentic selves in order to conform, and in doing so lose any point of differentiation.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking for a new position and would like some help and advice, please contact us for an initial chat.

The post News first appeared on Exact Sourcing .

Why are employers are now prioritising graduates’ work ethic over previous experience?

Thu, 28 Apr 2022 13:19:00 GMT

Recruiting graduates is a great way to bring fresh blood and new ideas into a business, but it also carries a degree of responsibility as you are effectively helping the candidate launch their career. It’s crucial, therefore, that you select well – not only for the benefit of your organisation but also for the graduate – as that will give you all the best outcome. So what’s the priority when looking to recruit a graduate to the team? Work experience and outside interests would seem to be important but, according to the findings of a recent survey conducted by Anne Corder Recruitment, it’s work ethic that actually scores the highest.

In fact, nearly 70% of businesses that responded stated that they would look for evidence of a good work ethic ahead of anything else when they were filling a graduate role. Transferable skills also ranked highly, while none of the respondents actually highlighted work experience as being a key factor. As we emerge from the Covid pandemic, the lack of emphasis on experience is encouraging as graduate candidates will potentially have found it difficult to find and hold down a consistent job in the last two years. Along with the rest of the population, graduates who did actually manage to find employment may have been either on furlough or working remotely. Whatever the situation, though, it’s still possible for graduates to show commitment, ambition, enthusiasm and initiative by introducing new ideas, hitting targets and going above and beyond wherever possible.

In addition, as a graduate you can also swing recruitment decisions in your favour by taking some simple actions:

• Review your CV to ensure that it’s accurate, up-to-date and includes an email address for potential employers to contact you on. Keep it simple, don’t waffle and avoid overstating your experience as that can find you out eventually. Finally, read it through to check for any spelling errors or inaccuracies
• Prepare thoroughly for your interview. If it’s face to face, make sure you dress appropriately, and if it’s on Zoom it’s a good idea to create a simple background and ensure there are no distractions. Spending time on researching the business can also be beneficial
• Ask appropriate questions as this will demonstrate to the interviewer that you’re genuinely interested in the role and the company
• Be yourself – whether it’s in person or on Zoom, the interview is your opportunity for you to allow your personality to shine through and to differentiate yourself from all the other candidates
• Take advantage of social media , and especially LinkedIn, to showcase your knowledge and talents, and, by the same token, avoid posting anything controversial to any of your channels
• Include some positive achievements. And if you don’t have any meaningful work experience, mention highlights such as volunteering, Duke of Edinburgh Award, sports and any roles you may have held at university, for example

Rosa dos Santos, owner of Exact Sourcing, has seen thousands of CVs and worked with hundreds of graduates during her career and she believes that finding that perfect first job is all about demonstrating that you have a positive work ethic. ‘Here at Exact we work with both employers and candidates to ensure that we achieve the perfect match,’ says Rosa. ‘Post-Covid, we’re learning that employers are now much more focused on a candidate’s attitude to work than on their previous experience. That’s not to say that they don’t take experience into account, but rather that it’s not the be all and end all. Demonstrating that you have a positive attitude and that you have the drive to succeed is far more important, and that’s something we stress to all our graduate candidates. Getting your first job can be a very exciting step forward, but only if you and the company that recruits you are well aligned, and as a recruitment agency that’s our ultimate goal.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re a graduate looking to launch your career and would like some help and advice, please contact us for an initial chat.

The post News first appeared on Exact Sourcing .

Why is mental health a top priority for employers?

Thu, 21 Apr 2022 09:30:00 GMT

It’s commonly accepted that your overall wellbeing is built on four main pillars: mental, physical, social and financial health. While issues with the last three are potentially relatively easy to spot and to address, the first pillar – mental health – is a far more complex phenomenon. The Covid-19 pandemic has impacted the world of work like nothing that has gone before it, and one of the longest-lasting effects is likely to be on employees’ mental health.

Research recently published Towergate Health & Protection indicated that just over 85% of employers believed that their members of staff have needed higher levels of support around health and wellbeing since the pandemic struck. In addition, four in ten employers confirmed that the mental health of their staff was now of more concern to them than it was prior to Covid-19.

The way we work has changed, with many companies opting to adopt a hybrid or fully remote model, and that has created unforeseen issues around mental health and general wellbeing. Towergate’s research revealed just how significant mental health has become since the pandemic:

• 17% of employers are now more worried about their employees’ financial health
• 13% are now more concerned about their social health, especially in terms of feelings of isolation due to remote working
• 36% of employers believe that their workforce now need more support with their physical wellbeing, but
• 53% of employers report that their staff are seeking greater support around their mental health

While mental health issues can affect a business of any size, it does appear that there’s more prevalence in larger companies, where employee welfare has historically not been taken as seriously. This is backed up by the statistic that just under half of employers with more than 250 members of staff confirmed that they were now more worried about their employees’ mental health than they were pre-Covid. This figure drops to 37% for small to medium enterprises. A sizeable majority (74%) of the larger businesses also said that their workforce would like to receive more mental health support since the pandemic. This number fell to 37% among SMEs. Introducing mental health support and achieving employee engagement can be daunting, but there are a few simple steps to follow:

• Consult with your staff – they’ll know best the kind of support they’d value, so why not ask them by creating a questionnaire or arranging a series of brainstorming meetings?
• Be prepared to change – the world of work is constantly evolving, so keep an open mind as to the solutions you can put in place
• Communicate with your employees – mental health provision isn’t just a box ticking exercise; it’s fundamental to the wellbeing of your staff and your business, so make sure everyone knows what’s available to them
• Help staff gain access to specialists – the pandemic has seen a rise in the number of virtual GPs and health professionals, so share contact details with your teams

For Rosa dos Santos, owner of Exact Sourcing, employers have a duty of care to look after their employees’ mental health, and now more so than ever. ‘As we emerge from the pandemic, we believe that the businesses that thrive will be the ones who not only say they take mental health seriously but who back that up with action,’ says Rosa. ‘Our aim for all our clients and our candidates is to ensure that they’re a good match. We want candidates to find the job and career path that’s right for them and we want our clients to feel confident that they’re recruiting the best talent for their business. Ultimately, however, the pandemic has taught us that quality of life and overall wellbeing are so important, so employers really do need to ensure that they’re offering the best mental health provision that they can if they want to attract and retain the best members of staff.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to build your team and would like some help and advice, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

How do I find my dream job?

Wed, 06 Apr 2022 10:14:00 GMT

Whether you’re just starting out, already building your career or fancying a change of direction, it’s never too late to land your dream job. But how do you go about identifying what that dream job might be? Not only that, once you’ve decided what it is, how do you secure it?

Let’s face it, it’s not unusual to have huge aspirations in the early stages of your career, given that at that stage the world really is your oyster. Many more experienced professionals have stuck with jobs that don’t suit them, don’t deliver the lifestyle they desire or fail to inspire them on a daily basis, so it’s common for them to be craving a change but not knowing what the best option might be. And in the light of the pandemic it appears that many of us have re-evaluated what we really want from work and our career.

Our top six tips to help you identify and pursue that dream job are as follows:

1 Focus on your strengths
You may not know what job you really want – let alone which career path might suit you best – but that doesn’t necessarily mean that you can’t identify your core skills and strengths. Listing your strengths is a great way to begin building a picture of your dream job, so enlist the help of friends, family or colleagues if you’re struggling to write down what you’re good at. At this stage, don’t discount anything. Fundamentally, any skill is relevant because you’re creating a skillset that will then influence the direction you take.

2 Look back before you look forward
If you’re in the throes of your career, it’s important to revisit previous employment to evaluate what you’ve learnt, both in terms of experience and in terms of what suited you and what didn’t. The last thing you want to do is to change job or career, only to find yourself in another cul-de-sac, so consider carefully what you’ve done in the past as it can have a positive influence on your future. In addition, thinking about your past employment will also enable you to reflect on what you enjoyed and what you achieved so that you can try to replicate those in your next role.

3 Ask around
When you’re considering a change of job or career, it’s tempting to try to work everything out for yourself, but that can be counter-productive. Research is really important, and who better to ask for advice and feedback than the people who already know you? They’re likely to be open and honest as regards their employment and may also offer their opinions as to which career they think might be perfect for you. Social media, and especially LinkedIn, can also help you here, as you can join relevant groups to gain a better understanding of certain industries and the jobs available within them.

4 Education, education, education
Your dream job is likely to require you to upskill to some degree, so it can be beneficial to commit to taking an online course, attending workshops or even reading around the subject. This level of commitment will impress interviewers and demonstrate your commitment to the new career you’ve chosen. And should the worst-case scenario come to pass and you end up staying in your current role, you may be able to leverage your new skill(s) to secure a promotion and pay rise…

5 Think about your ideal work environment
Your personality will dictate the working environment that suits you best, whether it’s lively and competitive or serene and collaborative. You’ll also know more than anyone whether you work better under your own steam or as part of a close-knit team, and that will influence the type of dream job you’re looking for, especially as we all come to terms with the new normal and hybrid working. Aside from the environment and the level of teamworking, the working day will also be a big factor. Consider whether you’re suited by the regularity of a 9-5 occupation, or whether you’d prefer flexibility and fluidity whereby you can set your working hours to fit in with your lifestyle. And, finally, evaluate the potential for advancement. Is there the opportunity for career progression, for example, or is that not really important to you?

6 Don’t worry, be happy
Ultimately, your dream job is likely to be one that makes you happy, so there’s no reason not to target a sector and/or position that you’ll love. One way of shortlisting possibilities is to ask yourself which jobs you’d actually do for free, as those are probably the ones that would bring you the greatest satisfaction. And if you can land your dream job in a sector you love, you’re more likely to go above and beyond, which in turn may be rewarded with a pay rise and/or promotion.

Rosa dos Santos, owner of Exact Sourcing, believes that Covid-19 has changed the world of work for good, with the result that people of all ages are taking stock and assessing where they are now and where they want to go careerwise. ‘Here at Exact Sourcing we’re seeing lots of candidates at varying stages of their careers who are thinking very carefully about their next move,’ comments Rosa. ‘It appears that the pandemic has led everyone to step back and look at their personal and professional situation, and to no longer accept the status quo. Whether it’s enjoying life or seeking out that dream job, settling for a job that isn’t fulfilling no longer seems to be an option. For us, it’s all about working with our clients and candidates to ensure that we achieve the best match-ups to ensure that, wherever possible, our clients have strong teams and our candidates are placed in their dream positions.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking for a change of career and would like some help and advice, please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

The top 12 questions to ask during a Sales & Marketing interview

Thu, 31 Mar 2022 09:44:00 GMT

Recruiting new talent is challenging, irrespective of the role you’re trying to fill, but in many ways adding to your Sales & Marketing team can present the biggest test. As well as defining the role to ensure that you and the candidate know exactly what will be expected, it’s crucial to use the interview process to build a shortlist of the very best applicants. And that interview will only be productive if you’ve identified the best questions to ask, not only to gauge the candidate’s experience and ambitions, but also to evaluate how they react under pressure.

Our top 12 questions to include in a Sales & Marketing interview are as follows:

1 What have you learned about our company to date?
This question is useful because it’ll show that the candidate has done their homework and informed themselves about the business they’re hoping to join. If you receive a vague or unsatisfactory answer, it may be time for you to look elsewhere.

2 Why do you work in Sales & Marketing?
This question helps to get to the root of why the candidate loves the Sales & Marketing arena and, especially, why your sector inspires them. It also allows you to understand how the candidate would bring their personality to bear when promoting your business and/or closing a deal.

3 Can you give me an example of a major success you’ve had?
Needless to say, the best answer to this question would be that there are too many to choose from, but realistically the example you’re given will shed light both on their achievements and on the level of success they aspire to. Drive and motivation are key to any Sales & Marketing role, so you should have high expectations when you ask this question.

4 How do you stay motivated when working remotely?
This question is clearly only relevant if you are operating a remote or hybrid model, but it can be informative to learn what drives the individual and how they self-motivate. In essence, you’ll want to know whether the candidate thrives in this new normal way of working, whether they’ve forced themselves to make it work or whether they still find it difficult to self-start and self-regulate.

5 Why are you looking for a new role?
This is a great question as it gives the candidate the freedom to show you a positive outlook and to impress on you their future ambitions. Whether the candidate focuses on what’s wrong with their current role or on how they want to grow and develop will give you a good indication of their attitude and the likelihood that they will stay and build a career.

6 Why are you interested in working for us?
This question can tease out the level of preparation and homework the candidate has done, but it also gives a clear indication of their communication skills. If the answer flows and is polished, then you’ll know that the applicant will have prepared well.

7 Can you take me through your CV?
This question will test the candidate’s ability to prioritise key information and to summarise succinctly – both important skills in any Sales & Marketing role. The key points they emphasise will also be revealing. Do they focus on highlights within their career to date or do they also value personal achievements, maybe within a sporting, live entertainment, musical or volunteering context?

8 How soon can you start?
You clearly have a role to fill, so you need to know how quickly the right candidate can be available to start, but it’s also helpful to understand how serious they are about the role, and whether they might be looking to take some time off in between.

9 When have you failed?
This question can be something of a curve ball but can nevertheless yield very revealing answers. As an employer, you’ll most likely be looking to appoint a Sales & Marketing professional who is dynamic, innovative and ambitious to take your business forward. But there’s also an argument for finding someone who is humble and boasts a level of self-awareness. Honesty and transparency in the answer to this question can reassure you that you’re not sitting opposite the perfect candidate for whom nothing has ever gone wrong.

10 Who was your best manager so far, and why?
This question is useful because it allows the candidate to showcase the qualities in the manager to which they responded well and which helped to bring the best out of them. Whether it’s that they gave the candidate freedom to grow, handed them more responsibility, backed their instincts or listened and understood when things went less well, the answer will be enlightening.

11 What technology are you using to support your Sales & Marketing activities?
This question has two aspects. Firstly, you’ll want to be confident that the candidate is comfortable using the vast array of technology that’s available for Sales & Marketing professionals nowadays. And secondly, you may find that the candidate has researched and uncovered new technology that could benefit your organisation as a whole.

12 Why should we offer you the job?
This question is a great way to wrap things up because you’ll already have formed a good idea as to whether this candidate is one for the shortlist, and now you can allow them to rubberstamp your inclination. In addition, it gives the candidate the opportunity to demonstrate that they’ve been listening to you and that they’ve picked up on the most important aspects of the role and the values that you hold dear.

As well as the questions above, you may also consider asking the following:

• What sort of management style do you enjoy most?
• Tell me about your sales process and the sort of clients you’ve engaged with
• What was your average order value and how long was the typical sales cycle?
• What sort of targets were you working to and how did you perform against them?

For Rosa dos Santos, owner of Exact Sourcing, interviewing Sales & Marketing candidates requires a combination of subtlety and direct questioning. ‘The chances are that any candidate who’s applying for a Sales & Marketing role will come out with all guns blazing, but that doesn’t mean they’re necessarily the best applicant or the one that’s right for your company,’ says Rosa. ‘As a result, we believe that it’s beneficial to throw some unexpected questions into the mix to see how the candidate can think on their feet and answer concisely. In any interview it’s important to dig beneath the surface and ensure that the candidate genuinely has the skills, experience and temperament not only to do the job but also to fit in with your company culture.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to add to your team, please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

How to build your personal brand on LinkedIn

Fri, 25 Feb 2022 18:09:00 GMT

We all know that professionals at all levels – and especially those in sales and marketing roles – understand the need to create the right impression, and as a result spend time and energy on developing a powerful LinkedIn presence. But in reality, LinkedIn can be a great asset for anyone wanting to climb the career ladder, and especially if you’re looking to change jobs. Enabling your interviewer to peruse your LinkedIn profile and get a feel for your experience, your personality and the content you’re adding and sharing can be invaluable. There’s certainly no need to feel embarrassed about shouting about your successes and endorsements as they will demonstrate how you would be able to contribute to the company’s future.

But where do you start when it comes to creating a strong LinkedIn profile?

Profile picture
Your choice of profile picture will speak volumes about you. Remember that LinkedIn is a professional platform, so it’s best to keep it simple, and recent. Go for a headshot, wear the sort of clothes you’d normally wear to work, and smile.

Background photo
As it’s your other visual opportunity, you can use your background photo to convey what makes you tick and what’s important to you.

Headline
You can expand the headline in your profile beyond a simple job title to include key words around what you do currently, and this can give potential employers a good insight.

Summary
Rather making your summary simply a list of previous employment, why not use it to tell your story? That’s guaranteed to make it more engaging and memorable.

Clichés
You may be tempted to cram your profile with management speak, but that can actually turn a potential employer off. Our advice is to avoid it and to be yourself!

Network
A LinkedIn profile with minimal connections doesn’t look good, so it’s worth investing some time in researching and connecting with key contacts. If you meet someone new and decide to stay in touch, invite them to connect.

Skills and skills assessments
Make sure that your profile includes your key skills, but don’t be tempted to create a long list – longer doesn’t necessarily mean better! You might also like to take a skills assessment as that will allow you to demonstrate your skills and to display a Verified Skills badge on your profile. Research suggests that having verified skills can improve your chances of being offered the position by up to 30%.

Endorsements and recommendations
Endorsements are powerful, so be prepared to endorse your contacts and request them from other connections. For key contacts, it can be helpful to request that they go one step further and recommend you – for a prospective employer, even a handful of recommendations will indicate that your contribution has been valued.

LinkedIn Learning
LinkedIn Learning allows you to complete courses and provide updates on your profile, and it’s no secret that employers everywhere will value a commitment to continuing professional development.

Sharing and commenting
Raising your profile on LinkedIn takes time, but you can accelerate the process by sharing and commenting on your connections’ posts.

Influencers
Selecting a few relevant influencers to follow can also have a positive impact on your profile as it will help to populate your feed with exciting content, some or all of which you can share and comment on.

As Rosa dos Santos, owner of Exact Sourcing, observes, landing your dream job can be tough, so it’s important to have everything working in your favour, not least your LinkedIn profile. ‘Several factors will influence your interviewer when they’re deciding whether they should offer you the job or not,’ comments Rosa. ‘They’ll be weighing up your demeanour, your body language and your answers to key questions, but they’ll also most likely have taken a look at your LinkedIn profile to do some background research. Given that, and the fact that LinkedIn can provide a shopwindow for your skills, experience and opinions, we encourage all our candidates to spend some time improving and honing their profile as you never know who might be taking a look.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to take the next step in your career and would welcome some advice, please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

How to build rapport with your interviewees

Tue, 15 Feb 2022 13:11:00 GMT

It’s a common misconception that in an interview scenario it’s the interviewee who is under pressure to perform and win the interviewer round to the point at which they’ll be offered the job. In reality, however, an interview is a two-way street, and with more than one million vacancies currently available across the UK, you could argue that the power has actually shifted to the interviewee in some senses. The onus is now on the interviewer to build rapport with each candidate, highlight the benefits of working within their organisation and, ultimately, convince the interviewee that theirs is the best choice for their next career move. But how do you build rapport with a complete stranger in such a short space of time?

Prepare
As well as ensuring that you think in advance about the language – both verbal and body – that you’ll use to make your interviewee feel comfortable in your presence, it’s helpful to review their CV, LinkedIn profile and educational background thoroughly to give you the best insight into what makes them tick. That way you’ll be able to drop references in to the interview, and that’ll show that you’ve taken the time to prepare for it rather than chosen to follow a templated formula.

Offer a drink
However many interviews you’d had in your career, it’s still a daunting proposition and one which can – and probably should – generate a few butterflies. Offering a drink is a helpful way to break the ice and can give both of you some breathing space. It also allows for some small talk to start the conversation and it demonstrates that you’re not in a rush.

Be positive
Smiling and making eye contact are good ways to engage your interviewee and to help them develop a level of confidence in you and the organisation. Asking simple kick-off questions such as ‘How has your day been so far?’ and/or ‘Did you have a good journey?’ can settle the nerves and allow the candidate to open up a little.

Give space
Rather than holding the interview in a small office, try to meet in a larger space that can allow you both to breathe. It can be helpful to remove what might be seen as a barrier between you – a desk for example – so maybe select a meeting room so that you can avoid the candidate feeling under the spotlight.

Ask interesting questions
In any interview, it’s important to stand out, and that’s as true for the interviewer as it is for the interviewee. One way that you can differentiate yourself as an employer is to ask each question and then patiently wait for the answer rather than pre-judging what the response might be or – even worse – jumping back in before the candidate has finished answering.

Talk about the company
Interviewees are potentially making the decision as to whether to join your organisation based on a few factors – reputation, brand image, office location and design – but the most persuasive factor is likely to be how you portray the business during the interview. You can build rapport by talking about the company’s history, where it is now and the plans for the future, and by emphasising that you’d love them to be part of the journey.

Allow questions
Even the least prepared candidate is likely to have a question or two, so be sure to allow time for those to be asked – and answered – in full. If you don’t have the answer to hand, commit to following up by email. Rapport can be lost in the blink of an eye if you don’t allow questions, or you gloss over a question you can’t answer.

Set out the next steps
Conclude the interview by explaining not only what will happen next, whether it’s a second interview or a decision, and the communication method you’ll use. Most importantly, however, stress that should the candidate have any queries in the meantime they can call or email you directly.

Rosa dos Santos, owner of Exact Sourcing, believes that employers can make recruiting harder for themselves by failing to focus on engaging and building rapport with their candidates. ‘In our experience, when it comes to interviews it’s common for employers to think only of how they are going to select the best candidates from a pile of CVs rather than addressing the issue of building rapport with each interviewee to make them want to join,’ says Rosa. ‘Clearly it will be important to ensure that the person who receives the job offer has the correct qualifications, experience and personality for the position. But if you haven’t attempted to build a rapport in that very first meeting there’s every chance they may decide not to accept the offer, and then you may well have let the best candidate slip through your fingers. It’s not rocket science, but it’s often overlooked, so we encourage all our clients to think carefully about how best to build rapport with their interviewees.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’d like to discuss how to structure your interviews and build rapport with your candidates, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

What’s the secret to nailing your interview?

Tue, 01 Feb 2022 11:50:00 GMT

There’s no escaping the fact that attending a job interview at any level can be daunting. The likelihood is that you’ll be entering an environment with which you’re completely unfamiliar and that you’ll be interviewed by at least one person you’ve never met. Given this, it’s important to ensure that you have everything going in your favour. Arriving punctually, dressing smartly, conveying positive body language and smiling are all a given, but one interview skill that’s often overlooked is listening.

There’s a temptation to do your research and prepare answers for the questions you anticipate you’ll be asked, and that’s fine. Where you can fall down, however, is in not taking a deep breath during the interview and focusing on listening to the question the interviewer is actually asking, rather than answering the question you thought you heard. Clearly your answers need to be effective, concise and relevant, but they will only make an impression if they show that you’ve understood the question and not jumped in in your enthusiasm.

In essence, listening can be just as important as answering, especially given that the interviewer won’t just be judging you on the quality of your answers, but on your composure and ability to react and respond. Listening well will also enable you to build a rapport with the interviewer and genuinely to engage in a two-way dialogue. There’s nothing worse than trotting out clichés, because any interviewer will see straight through them and probably conclude that your offering to their organisation may be routine and uninspiring. To stand out, it’s important to try to ensure you understand the question and then offer an answer that’s different to everyone else’s.

Obviously, an interview is an opportunity for the interviewer and the candidate to sound each other out. Fundamentally, however, the interviewer will most likely be wanting to assess three things:

1 Can you do the job you’re applying for?
The answer to this will depend on a number of things: your skills, your experience, your knowledge, what you’ve achieved, your ability to learn and – if relevant – your ability to withstand any physical demands of the role.

2 Will you do the job you’re applying for?
The interviewer will be assessing your level of enthusiasm for the role, your attitude, your work ethic and your level of energy and commitment.

3 Will you fit in?
In this area the interviewer will be looking for signals as to how you communicate, how you approach work, the values you hold dear, your outside interests and your overall appearance.

The likelihood is that any question the interviewer asks will relate to one of those three areas, so bear that in mind while you’re listening to the question. Take a moment to process the question and to prepare an answer that will inform and entertain. Your interviewer may already have asked the same question to several other candidates so make sure that yours is the answer they’ll remember.

Given that less than 10% of any conversation is conveyed in the words that are used, it’s vital to pick up on other triggers using all your senses. Pay attention to the interviewer’s tone of voice, their facial expressions and overall body language as they can give you an insight into what they’re hoping to hear from you. One handy technique is actually to place yourself in the interviewer’s position and give the answer you’d be hoping to receive.

For Rosa dos Santos, owner of Exact Sourcing, active listening can be priceless in any interview situation. ‘Active listening will enable you to stand out and even engage the interviewer,’ says Rosa. ‘After all, anyone conducting an interview will remember the candidate that was able to differentiate themselves, and who even had the courage to engage them in a genuinely two-way conversation rather than just going through the motions and stating the obvious. They will also be able to spot answers that were pre-prepared and don’t really relate to the questions that were actually asked. Listening is a real skill, especially during an interview situation when you might feel under pressure, but a cool head and an ability to listen and answer succinctly can be a real advantage.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’d like to discuss how top prepare for your next interview, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

How do you bridge the age gap in your team?

Fri, 21 Jan 2022 15:48:00 GMT

However small your team, there’s a strong likelihood that within it you will have a mix of generations, so it’s really important to bridge the age gap to ensure harmony. Leaving the effects of the pandemic aside for a moment, the world of work is changing, and at its heart are up to four ‘generations’, commonly referred to as Baby Boomers, Generation X, Millennials and Generation Z. As well as having different interests and tastes, these generations will tend to have different priorities around work, and especially work:life balance.

They may well share your company’s vision, values and goals, but on a personal level there’s a chance that they may have different ethics, personal values and ambitions. On a practical level, the different generations are also likely to have different preferences around working from home and coming in to the office, as well as working independently or as part of a team. And fundamentally it’s down to the business owner to create a work and office experience that suits everyone. So how can you bridge the age gap that will inevitably exist within your team?

Technology
Technology can be a blessing and a curse. Heightened by the pandemic and the need for effective home- and remote working, businesses have increasingly embraced the benefits of new technology and cloud-based software. While that may sit very comfortably with Generation Z – and even be demanded by them – our other three generations may struggle to embrace change. It’s important to establish effective communication channels, and maybe even identify a few super users, to ensure that your more mature workers don’t feel isolated and end up being left behind.

Training
Learning together is a great way to build relationships and bridge an age gap. Older team members can bring experience and maturity to the table, while the younger members of the team can potentially challenge pre-conceptions and identify ways to improve. Embedding training in the onboarding process and inspiring all generations with the desire to learn and improve can only benefit the business and bring everyone together. A mentoring system can be a valuable way of cascading knowledge down the generations and ensuring that good practice is embedded into your company’s culture across the board.

Flexibility
Covid-19 has changed the world of work forever, and flexibility is the buzz-word of the New Normal. Many companies are opting for a hybrid model, with staff dividing their time between working in the office, from home or from third-party locations, and it’s essential to understand how each member of staff would like to structure their working week. Instinctively, you might expect that the older generations may prefer to come into the office as that’s what they’ve always done, and that Generation Z, who are completely at home with the technology that comes with remote working, might prefer to stay at home. But this shouldn’t be the assumption, as Baby Boomers may be fed up with the daily commute while the younger members of the team may enjoy the social aspect of collaborating in the office.

Individualism
Allied to flexibility is the recognition that everyone is different. Avoiding preconceptions and treating all your team members – regardless of their age and seniority within the business – as individuals is a great way to help them feel valued. It’s sometimes suggested that different generations are at loggerheads in areas such as fashion, musical tastes and political views, but celebrating people’s uniqueness and valuing their individuality is a great way to bring teams together. The pandemic appears to have heightened people’s tolerance and understanding that no two people are identical, and that can be translated into your working environment.

Respect
Mutual respect is a cornerstone of any successful team, so enabling employees to bond outside work and learn more about each other can be beneficial. Recognition can also play a big part here, so why not celebrate your wins collectively? Ultimately, everyone has something to offer, and their input is potentially invaluable, so bringing everyone together to understand each other is crucial in teambuilding.

Rosa dos Santos, owner of Exact Sourcing, feels that bridging the age gap within your business is key to taking it forward. ‘Here at Exact we have a lovely blend of individuals within our team and we’ve worked hard to ensure that everyone gels together,’ comments Rosa. ‘It isn’t always easy to achieve, but forgetting to treat everyone as an individual is a sure fire way to destroy your team. Acknowledging that different generations have different tastes, views and expectations is hugely positive, and developing a culture of mutual respect not only ensures that yours is a pleasant place to work but also that everyone will be pulling together in the same direction.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’d like to discuss how best to develop your team, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

How do you create the perfect recruitment strategy?

Thu, 06 Jan 2022 16:51:00 GMT

The new year tends to be a busy time in recruitment, with employers having spent the Christmas break reviewing their business and identifying where their teams need supplementing, and candidates maybe looking for a fresh challenge. So if you’re considering identifying and attracting strong applicants to join you, it makes sense to have an effective and well-thought-out recruitment strategy. Here are our tips for the components that will make your recruitment strategy work:

Interview people quickly – as soon as applications come through, arrange the interview, even if it’s on the phone, as delaying may lead to you losing them to an alternative employer

Keep an open mind on CVs – we recommend taking your time to review all CVs thoroughly and to avoid writing them off too rapidly

Don’t draw out the interview process – if you’d like the candidates to meet multiple people within the business, try to arrange those meetings for the same day to avoid any unnecessary delays

Get the contracts and offers out smartly – this will help with decision-making and should reduce the risk of them receiving a head-turning offer from elsewhere

Keep in touch – if the candidate returns the contact, be sure to keep in touch with them before they start, especially if they have to serve a long notice period. In addition, it may be a good idea to get them back onsite to visit again before they start, because the more they feel part of their new team the better they’ll begin their career with you

Reviews on Google and Glassdoor – asking for – and receiving – reviews on Google and Glassdoor can reassure candidates that they are making the right choice for their career and can raise your profile generally. Like it or not, this is the way of the world and it may help to positively influence people’s thoughts on your business, especially if they’re comparing you to other organisations

Benefits – it’s never easy to create the perfect benefits package, but there’s no doubt that attractive packages do help to seal the deal

Remote working / hybrid working – we’re seeing and hearing from both clients and candidates that they’re expecting not to spend every day in the office, whether it’s a case of fully remote or hybrid working. What is certain is that candidates now want and expect flexibility regarding their working patterns

Social media – social media is an excellent platform for you to showcase your business and what it’s like to work within it, as well as the kind of facilities you have on site. Videos of people in the team talking about what they most enjoy about working there is a great idea too. Also, if you have wonderful onsite facilities, such as a gorgeous outdoor space, a canteen, a learning area or a gym, it’s worth promoting those too

Mentoring programme – starting work with a new employer can be daunting, so having a mentoring programme in place is a great way to instil confidence in your candidate that you’re not just going to parachute them in and allow them to sink or swim

Owner of Exact Sourcing, Rosa dos Santos, believes that employers who take recruitment seriously and create a winning strategy are more likely to attract and retain the best candidates. ‘We encourage our clients to try to put themselves in their candidates’ position and think about why they would want to join,’ says Rosa. ‘Gone are the days when high-quality candidates come flooding to your door. The key to successful recruitment is not just presenting your business in the best light, but also demonstrating that you understand the softer side. Providing a great salary and excellent benefits is important, but it’s also crucial to communicate well, right from the start. The more efficient and communicative you are, the more the candidate will feel that yours is a brilliant place to work.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’d like to discuss creating a recruitment strategy to build your team, please contact us for an initial discussion.

The post News first appeared on Exact Sourcing .

Why is it important to make your employees feel appreciated?

Tue, 21 Dec 2021 12:10:00 GMT

Ensuring that your employees feel valued and appreciated is fundamental to creating a happy and efficient workforce, but it’s not just about money, it’s also about being considerate. Thanking your people for the work they do and the results they achieve is actually more likely to benefit your business in the longer term than showering them with bonuses and gifts. The key is to nurture your people so that they want to excel and drive your business forward because there’s mutual respect rather than simply to do it for the money. Making your employees feel appreciated can have benefits on many levels, including:

Trust
If your employees understand that you value their strategic input and creative ideas, they’re more likely to trust you and your leadership, and therefore to go the extra mile to contribute. If you constantly shoot them down, then morale will suffer and your people will potentially revert to just going through the motions.

Productivity
Employees who know that you value their contribution will tend to work harder and push themselves as they realise that that is most beneficial for the business.

Feelgood factor
Praising and thanking your staff is guaranteed to boost morale and engender a feeling of team spirit and success. It’s widely known that a happy workforce is a more productive one, so the more you can do to show genuine appreciation, the more your staff will be invested in taking your business forward.

Retention
A rapid turnover of personnel can be damaging to any business, irrespective of its size, and making sure that staff feel appreciated is one way of ensuring that they will want to stay with you. Job satisfaction will increase and the likelihood of key people having their heads turned by your competitors will be reduced. Research has confirmed that employees who feel valued will not only stay longer but also recommend you to their peers.

Reputation
If you’re able to build a reputation as an employer who values your staff, you’ll be better placed to attract high-quality candidates when you’re recruiting. Not only that, customers and suppliers will be motivated to work with you as you’ll have established your company as a great place to work. Our 12 top tips for making sure that your people feel valued are as follows:

1. Pay well and offer a generous holiday package
2. Ensure your employees have work that lies within their skillset but allows them to shine
3. Encourage them to maintain a healthy work:life balance
4. Focus on recognition, but negotiate the rewards
5. Celebrate achievements, however large of small they might be
6. Create an individual training and progression plan
7. Promote from within
8. Consider offering a bonus scheme
9. Allocate time to talk or grab a coffee
10. Schedule company events away from the office to promote teambuilding
11. Note down birthdays, anniversaries and special milestones, and celebrate them accordingly
12. Encourage staff to provide feedback to demonstrate that you value their opinion

For Rosa dos Santos, owner of Exact Sourcing, your people are your greatest asset, so taking the time to understand them and ensure they feel valued is good business practice. ‘As a recruitment agency in Cambridge, we deal with a wide range of fantastic clients and we encourage all of them to focus on staff retention,’ comments Rosa. ‘We believe that the best way of achieving this is to recognise and reward your staff, not just by paying them well and giving them brilliant benefits, but also by demonstrating some soft skills. A simple thank you can go a long way, as can demonstrating that you have your employees’ best interests at heart. We’re all different, so it’s crucial to learn and appreciate what motivates each and every member of staff and then to create an environment that allows them to shine.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’re looking to attract and retain the best people, please contact us for a chat.

The post News first appeared on Exact Sourcing .

Can listening to music at work improve your wellbeing?

Wed, 15 Dec 2021 10:44:00 GMT

Historically, there has been much debate about whether playing music at work is a positive influence or a distraction that reduces work rate and efficiency. Now, though, a study of more than 2,000 UK workers has revealed that in excess of 50% of workers believe that listening to music at work can improve their wellbeing and increase their productivity. The survey also analysed data from Spotify to examine how a wide spectrum of workers, including those undertaking manual work and those employed in construction, interact with music while they’re at work.

The study found that one half of employees reported listening to music while working more now than they did pre-pandemic, although some of that may be due to longer periods of working from home. That said, office workers felt that music at work definitely enhanced their mood and their effectiveness, and the results were consistent from across a range of different sectors, such as construction, property, design, creative arts, engineering, manufacturing, finance, banking, accountancy and healthcare.

Positive signs
Interestingly, 54% of the respondents said that listening to music at work helped to improve their mental health and happiness, with 56% confirming that it lifted their general mood and 66% claiming that it increased their ability to focus and work more quickly. A significant number (44% of males and 42% of females) also attributed a reduction in boredom to having music playing.

A generational thing?
The benefits of music were most apparent in younger people, with the overwhelming majority of those aged between 18 and 24 – 95% – saying that music helped them maintain their focus and work faster. This reduced to 67% in the 35 to 44 age range, to 25% in those aged between 25 and 35 and to just 12% in the 55 and above range.

Choose your genre
Predictably perhaps, pop music proved to be the most popular genre across the board, with rock and then classical music following up, although rock came out top with construction workers. The healthcare sector was the only one where workers preferred to listen to music out loud, with all other respondents favouring headphones. In an open-plan office setting, gaining consensus on what to play and when can be tricky, which is potentially why personal headphones are preferred, but if agreement can be reached then music can also bring colleagues together and create a feeling of teamwork.

For Rosa dos Santos, owner of Exact Sourcing, music can be a very positive addition to the office environment. ‘Here at Exact we are huge fans of music at work,’ comments Rosa. ‘As well as lightening the mood and creating a pleasant ambience, we’ve found that having music play has also increased our focus and effectiveness. Working in complete silence can actually be distracting and can result in your mind wandering, while background music can help you concentrate. We like to think that our offices are relaxed environments where our colleagues enjoy coming to work, and we feel that music can contribute to that. And as a result we regularly have conversations with our clients encouraging them to consider allowing music within their offices to see what a difference it can make.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’re looking to grow your team and would welcome some professional insight, please contact us for a chat.

The post News first appeared on Exact Sourcing .

Hiring in 2021/2022 – recruitment is all about timing right now

Fri, 03 Dec 2021 10:22:00 GMT

The days of having a lot of time to think about making someone an offer are a thing of the past now, because if you wait too long, that person that you really want to bring on board will no longer be available.

The way the market is at the moment, if you have someone that you feel is a good fit for your business, it’s best to make a decision really quickly. There may, of course, be a process that you have to go through and you may also want to be able to make comparisons, but the longer it takes you to snap them up or make a decision, the higher the chances of them attending other interviews and being offered another post elsewhere.

So what can you do to affect a good outcome for you?

• Build rapport – in our experience, candidates talk a lot about how they felt when they met the people and how they want to work for people that they like and can connect with.

• Ask open questions – find out what is important to the person you’re looking to bring on board and discuss what they’re looking for in their next role. Frustratingly, this step can sometimes be omitted but in reality people like to talk about themselves and they like the feeling of being heard. So if you’re asking them about them and their work history and what they like and dislike and you’re showing genuine interest in the person you have in front of you, it will be noticed and will be the start of a good working relationship.

• Bring them onsite – they will want to know who they’re going to be working with and even where they’ll be sitting so they can visualise being part of the team. The team environment is important and can really sell an opportunity.

• Long notice period – we would suggest actually getting them to come in to see the team or arrange a virtual team meeting before their start date.

• Benefits – what do you have that’s being offered that could potentially be of interest to people?

• Good holidays – most people are offering a minimum of 22, but 25 days is actually a very common holiday allowance so we would encourage you to look at this if you are still only offering 20 days.

• Flexible working – this is definitely high on people’s list of important factors. Hybrid working is certainly here to stay, and with more and more employers offering this as a feature of their work, if you aren’t offering it then you will be potentially losing out on people who are being given that option by other organisations.

For Rosa dos Santos, owner of Exact Sourcing, there’s an art to hiring successfully. ‘In our many years in the industry we’ve worked with clients with varying levels of skills and experience when it comes to hiring,’ comments Rosa. ‘Because you’re dealing with people, hiring can be somewhat unpredictable, but we do believe that by sticking to some tried and tested rules, you can give yourself the best possible chance of a successful outcome. Above all, it’s important to develop a strong relationship with your candidate as soon as you can – people buy people, and you’re looking for your potential employee to engage with you and feel comfortable and confident that they’ll fit in. Salary and benefits are clearly important, but Covid-19 has taught us that being happy at work and at home is paramount.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’re looking to recruit a new member to your team and would welcome some advice, please contact us .

The post News first appeared on Exact Sourcing .

So what are employers really looking for in interviews?

Tue, 16 Nov 2021 13:04:00 GMT

As a candidate turning up for a job interview, it can be tempting to assume that your potential employer will be looking to you to ‘sell’ yourself to them, but in fact an interview is also the perfect opportunity for you to decide whether the role and the company are right for you. That said, the better prepared you are, and the broader your understanding of what interviewers are really looking for, the more likely you are to make an impression and – ultimately – to be offered the job.

In our experience, many candidates will attend an interview convinced that the employer will be desperate to learn more about their experience, educational background and current skillset, but in reality that is only part of the picture. In fact, much of what the interviewer will be keen to uncover lies beyond your ability to fulfil the criteria laid out in the job description.

They will of course be assessing how you answer the questions they pose, how you come across and how they believe you would fit into their organisation. Your attitude and level of composure will give them a genuine insight into your personality, and that is one of the key things they will be evaluating.

They’re also likely to be assessing how well prepared you are. Have you done your research and looked into what the company does and its ethos? You’ll probably have done some research when submitting your application and writing your covering letter, but it’s helpful to have some facts – and possibly figures – at your fingertips to quote when answering questions. Above all, it’s important to demonstrate to the interviewer that you’re interested in working for them and that you’ve gone the extra mile to stand out from the other applicants.

Being able to answer questions in a composed manner and without appearing flustered will show that you’ve prepared well and aren’t hoping to ‘wing’ it. Try to convey what drives you. What are your goals? And where do your ambitions lie? Of course it’s vital not to come across as arrogant or unrealistic in your expectations, but interviewers are generally impressed with a clear vision and a plan of how to achieve it.

As well as projecting forward, it’s also helpful to make the most of your experience and the route you’ve taken to arrive where you are today. Showing that you’re passionate about developing your career is a definite plus, as is conveying the passion that you have for achieving your goals.

Aside from your CV and covering letter, in general an interview is the only tool at your prospective employer’s disposal to assess your strengths and weaknesses. Don’t be afraid to highlight what you believe to be your core strengths and how you believe they would benefit the company, but also speak about areas where you still feel you can improve. Being humble and acknowledging that you still have things to learn can be a real positive – no-one likes a ‘know-it-all’, after all.

Talk about your successes, and don’t just limit this to the professional arena. Highlight your education and mention any extra-curricular achievements, whether in sport, music or on the stage. This will all help to portray you as a rounded character with outside interests.

Give examples of soft skills, which will help the interviewer to imagine you fitting into their team and working well with colleagues. Show them how you solve problems, work under your own initiative and achieve the right results. Demonstrating an appetite for learning is also beneficial, as is the ability to adapt to a changing environment. There’s every chance that your new employer will operate slightly differently to your previous one, so being open to changing the way you work will be a big plus point. And if you have evidence of leadership and its associated qualities, that will leave a lasting impression with any interviewer.

Body language will also be a factor in the impression that an interviewer forms of you. Remember to make eye contact, sit upright and smile. There’s every chance that you’ll be nervous, so take a few deep breaths and treat each question on its own merit, and remember to listen carefully before jumping in with your answer.

Try to understand the culture of the company and arrive dressed appropriately. This can be tricky to get right, so it can be preferable to err on the side of caution and dress formally – wearing a suit and looking slightly out of place is far better than turning up in ripped jeans when everyone else is suited and booted…

However, the most important thing that an employer will be wanting to understand is what you’re really like. You may have the most outstanding educational background and the most dazzling career history, but if you’re not the right fit, it will always end in tears. So the best advice we can give is just to be you. Don’t oversell, don’t overpromise – just be yourself. And if you can convey that with confidence and maturity, that will score much more highly than any academic or professional qualification.

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’re preparing for your next interview and would welcome some objective advice, please contact us for a chat.

The post News first appeared on Exact Sourcing .

The best questions to ask in interviews

Mon, 25 Oct 2021 11:03:00 GMT

Conducting an interview – especially if you’re relatively new to it – can be a daunting experience for an employer, sometimes even more so than for a candidate. For Rosa dos Santos, founder of Newmarket-based Exact Sourcing, it’s a case of balancing the need to probe the candidate to understand their level of skills and experience with the desire to tease out enough information to ensure that they’ll fit into the team and embrace your company’s ethos. ‘Here at Exact Sourcing we’ve conducted hundreds if not thousands of interviews, and we’ve sat in on many more with our clients,’ says Rosa. ‘In that time we’ve learned a lot about what makes interviews effective and the pitfalls that can lead to you appointing the wrong person.

‘Overall, we’d say that the key things for the interviewer are to sell the opportunity, describe what you’re looking for and explain how you’re looking to build the business, which in turn represents a fantastic opportunity for the right candidate. Not only that, it’s critical to make sure that the candidate feels comfortable while you’re gathering the information that you need from them to ensure that they’re up to the job and that you can work well together.

‘We also encourage interviewers to go beyond the bigger picture and focus on the detail, both in terms of the specific requirements of the role itself, but also regarding the candidate’s previous experience. By doing that you’ll avoid any nasty surprises further down the line, with either you realising that the candidate’s skillset isn’t matched to the role, or the candidate deciding that the role isn’t right for them after all.

‘What follows isn’t an exhaustive list, but covering some or all of these questions should ensure that you build an informative picture of each candidate and enable you to make an informed decision as to who to appoint.’

Key questions to ask
• Please can you tell me about yourself?
• Please can you tell me about your previous experience?
• What interested you about the role you’re applying for?
• What motivates you?
• What’s the most important thing you’re looking for from your next project or career/role?
• What would you say you’re best at?
• What is/are your weakness(es)?
• What are your short- and long-term goals?
• What would a nightmare job be for you?
• Looking back over your career history, what was your favourite role and which company was your favourite, and why?
• What sort of management style do you like and how do you work best?

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’re looking to build your team and would like help in identifying, attracting and appointing the best candidate(s), please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

What are the benefits of hiring an apprentice?

Tue, 05 Oct 2021 09:57:00 GMT

For any business, hiring the right staff is key to developing a successful and productive workforce but training staff takes time and commitment. Many businesses are now finding that taking on an apprentice is a great way of growing talent as well as enhancing the skills and motivation of their employees.

There are many benefits to taking on an apprentice and a recent government survey found that 86% of employers said that taking an apprentice had helped them develop skills relevant to their organisation. 74% also said that apprenticeships had improved productivity along with 74% of employers who felt that apprenticeships improved the quality of the product or service that they were offering.

An apprenticeship is a system of training which involves an individual carrying out on-the-job training alongside studying with a training provider. 80% of their training is in the workplace with the remaining 20% taking place away from their day-to-day job. This could be in the form of taught lessons, job shadowing, mentoring or internal training courses.

An apprentice can offer many benefits to your organisation and team, including:

• Generating new skills – An apprentice will be learning new skills and developing their knowledge of the industry, which can be skills other members of the team can benefit from.
• Improved staff retention – Hiring an apprentice or retraining staff through an apprenticeship can improve overall staff satisfaction and retention because they will feel that you are investing in them and their future.
• Creating a culture of lifelong learning – The system of learning both on and off the job becomes a way of working which can continue once the apprenticeship has finished.
• Tailored to your business – Apprenticeships can be tailored to specific job roles, which makes them flexible to the needs of your business. You can train a new employee to think and act in the interests of your business right from the start.
• Funding is available – Help is available from the government to pay for training and assessment. The amount that you receive will depend on whether you pay the apprenticeship levy or not. If you do not pay the levy, you will pay 5% towards the cost of training and assessing your apprentice, with the government paying the rest. You could also be eligible for extra funding, depending on both your and your apprentice’s circumstances.

As Rosa dos Santos, owner of Exact Sourcing explains, it is not just traditional industries or larger organisations that are going down the apprenticeship route as small businesses are also finding that it’s a useful way to recruit and train new staff. ‘Apprenticeships now cover in excess of 170 industries and 1,500 job roles, right up to degree level so they are an excellent way of adding to your workforce,’ says Rosa. ‘An apprentice doesn’t have to be a completely new person that joins your company as it could be a fantastic way to upskill an existing employee. Keeping up with new advances can be difficult for any business, but apprenticeships can provide you with the skilled workers that you need for the future of your business. Whatever sector you’re in, there are so many benefits that employing an apprentice can bring to your business.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, also serving Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you are looking to expand your staff or are considering taking on an apprentice and would like more information, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

Why talent optimisation is key in the hybrid workplace

Thu, 09 Sep 2021 15:23:00 GMT

It’s always been said that your people are your organisation’s most valuable asset, and that mantra has come into even greater focus in the last 18 months. Understanding your employees, listening to their preferences and realising what makes them tick has become a key skill for HR departments and senior management teams in all sectors.

During the pandemic, many businesses placed increased demands on their workforce, often asking them to do more for less, or to switch from an office-based existence to remote home working, without thinking about the short- and longer-term impact. And many of these businesses are now experiencing the fallout, with what has been dubbed ‘the great resignation’ taking hold. It’s been a challenging period, with everyone to some degree having to adapt to measures such as increased sanitisation, social distancing and remote working, and they have changed the way we live our lives at all levels. But it’s now clear that the businesses that are thriving are the ones that have prioritised empathy and employee engagement, and that have increased their understanding of behavioural data.

So now, as we seek to return to relative normality, the business world is faced with another unique challenge: the evolving hybrid workplace. And with this comes the requirement for talent optimisation practices, which are more important than ever.

The essence of talent optimisation is to nurture your people, and to ensure that they’re not only engaged, but also inspired, because they’re fundamental to creating cohesive, super-productive teams. In reality, team leaders need to analyse what causes staff to become disengaged and burnt out, and that can be achieved by balancing behavioural data with workplace diversity.

Accenture recently reported that, when surveyed, 83% of workers said they’d prefer to operate in a flexible model moving forward, in other words one which permits them to work remotely for at least a quarter of the time. Interestingly, the same study revealed that nearly two thirds of high-growth companies are already set up for hybrid working, and that nearly 70% of ‘no-growth’ businesses were still focused on deciding where their people will work.

In this New Normal, it’s apparent that flexibility generates growth, and talent optimisation can deliver that flexibility by bringing business and people strategies into line. Handled correctly, people data can be very powerful here, as it can unlock huge potential within the office and outside too. The more we learn about ourselves – what drives us, what frightens us, and what we really need to be happy and productive – the better direction our lives can go in. Whether you’re still recruiting over Zoom or Teams, or you continue to struggle with remote onboarding, understanding the talent at your disposal is massive.

To hold disengagement at bay, it’s important to be aware of how differently people work and respond in a hybrid environment. This might include working out:

• who your most extrovert employees are
• who requires more detailed information and resources shared with them in advance
• which methods of communication individual employees prefer and respond best to
• whether simple changes such as drawing up an agenda for remote meetings makes them more productive
• whether some of the team enjoy shooting the breeze for a few minutes before the official meeting begins

As Rosa dos Santos, owner of Exact Sourcing, confirms, it doesn’t matter whether you’ve already adopted a hybrid working model or you’re remaining entirely office-based for the foreseeable future, talent optimisation will be key to your organisation’s success. ‘As leaders, your senior management team need to consider the variety of ways in which your staff members will react to the new ways of working which Covid has generated,’ says Rosa. ‘We’re big fans of behavioural data, as we believe that demonstrating an understanding of how different people react is a great way of generating trust. And in that sense it interconnects with the science that informs the talent optimisation discipline by offering valuable insights for any leadership team wishing to better understand and maximise the potential of their people. The risk of burnout and disengagement is a very real one, and if Covid has done anything, it’s certainly led to more employees deciding to quit rather than suffering in a role that no longer suits them.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to embrace hybrid working and would like to understand how talent optimisation can benefit your business, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

Vacancies hit one million in the UK

Fri, 27 Aug 2021 10:35:00 GMT

The latest research published by the UK government’s Office for National Statistics makes interesting reading for businesses everywhere.

Some signs are good, and do point to a definite recovery in the labour market, with the number of payroll employees rising by 182,000 to 18.9 million in July 2021. While encouraging, that is still 201,000 below the levels before Covid-19 took hold. Overall, since the onset of the pandemic, the rate of employment has decreased, while unemployment has been on the rise.

That said, the employment rate actually increased to 75.1% – a rise of 0.3% – between April and June this year, while the unemployment rate dropped by 0.2% to 4.7%. In addition, the redundancy rate also decreased during that period and has now returned to pre-pandemic levels.

There was also growth in the experimental single month vacancy estimates and Adzuna online job adverts, both of which continued to exceed their pre-Covid levels in July 2021. In fact, single-month vacancy estimates topped one million for the first time.

For Rosa dos Santos, owner of Exact Sourcing, the rise in vacancies represents both a challenge and an opportunity. ‘Here at Exact, we are flat out working both with our clients to source the best talent for their vacancies and with our candidates to ensure they are placed in the most appropriate positions,’ says Rosa. ‘Clearly, the fact that vacancies across the UK hit one million would indicate that there is plenty of choice for candidates, but for us it is all about being selective and taking the right position not just for now, but for your future development.

‘And likewise for our clients it is also a case of being rigorous in their selection processes. The pandemic has caused a huge shift in our attitude to work and the nature of employment, and employers are having to adapt too. But that doesn’t mean compromising when it comes to recruitment, and that’s where we come in. We work with clients at the start of the process to shape the job description and identify the core skills that are needed, and we then help them throughout the recruitment process by screening applicants and presenting only those who we feel will fulfil all the requirements.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you have a vacancy to fill and you’re keen to recruit the best candidate, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

Wellbeing heads the employee agenda

Fri, 20 Aug 2021 10:47:00 GMT

There’s no doubt that the Covid-19 pandemic has created unprecedented challenges for businesses, irrespective of their sector. On a practical level there have been changes in manufacturing, service delivery and procurement, but it is in the HR and recruitment spheres where perhaps the greatest adjustments have been required.

With staff on furlough, teams working remotely from home and seemingly endless months of uncertainty, the issue of wellbeing and mental health has come to the fore. The so-called ‘New Normal’ was inevitably going to have an impact both on employers and employees as we all adapt to a different way of working, but its effects are running deeper than anyone expected at the outset. For example, a recent survey revealed that 54% of companies reported that increased stress and potential burnout represent their biggest wellbeing challenge.

In reality, the ‘New Normal’ will be different for every business and – at a micro level – for each member of staff, as we all have our own preferences, likes and dislikes. And that makes things difficult for employers, especially if remote workers are remaining at home and only coming in to the office very occasionally, possibly for meetings. That said, this can present a huge opportunity for employers to work with their staff members to drill down and truly understand what wellbeing means to each individual.

As Rosa dos Santos, owner of Exact Sourcing, explains, coming through the pandemic has demonstrated the need for employers to focus on employees as individuals rather than as a collective. ‘Over the last 16 months we’ve been talking to all our clients to ensure they are correctly resourced and equipped to survive what has been a uniquely challenging time,’ comments Rosa. ‘One thing that has been very apparent is how important it is to really understand each and every member of staff as well as their requirements, and that starts with ensuring that you have recruited well. With our help, our clients are ensuring that they have the right people in the right positions at the right time.

‘But that is only the start, especially now the Covid restrictions are being eased. We believe that now is the time to re-evaluate what “normal” means. The best way to do this is to engage with staff members, listen to their concerns and their expectations of what the office and working day will now look like, and to create an environment in which they will not only feel comfortable and motivated but which will inspire them to stay. Regular reviews can help with this as they give the employee the opportunity to feed back and request changes, and they can also help to maintain the level of trust that was built up over the various lockdowns. It can be helpful for senior management to develop a strategy for wellbeing as it now lies at the very heart of business planning. It’s not just about asking how someone is, it’s about creating an entire environment that supports and nurtures them whether they’re in the office or working remotely.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you are looking to recruit and retain the best staff members for your business, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

How to attract and retain the best staff

Tue, 03 Aug 2021 14:09:00 GMT

Regardless of the type of business or the size of the company, there is one thing they all have in common – the desire to attract and retain the best staff. Paying good wages was once enough to attract candidates of the highest calibre, but nowadays a generous salary alone is not enough, with potential candidates looking for a lot more than money and benefits. But as a business, what can you do to attract and, more importantly, hold onto their best employees?

There are a number of ways that businesses can attract the best staff to their company, and here we look at some of the methods that might just work well for you.

Build a company that everyone is proud to work for
It might sound obvious, but companies who treat their employees well are often the ones that people are keen to work for. Have fair policies that are applied consistently and benefits that will attract the calibre of employee you want to keep. If you treat people well, they will want to work for you.

Kindness works
Employees will always ask whether the company cares about them, and showing kindness is always a positive when it comes to recruiting and retaining the best talent. A great company will always work hard to find ways to display kindness to its workers.

Develop a mentor mindset
Most of our experiences of work come from the relationship we have with our boss, so try to ensure that they are more of a mentor than a manager. Managers will tend to focus on compliance and conformity whereas mentors care more about the journey the company is taking together and the individuals who will help them get there.

Improve the perks
Employee benefits play a huge role in the retention of staff, so it’s important to offer something that increases overall job satisfaction and makes their day-to-day job a bit more enjoyable. Knowing your staff and what motivates them is key in this area.

Don’t hold back on promotions
Make it clear that hard work and dedication won’t go unnoticed, and that promotion is always a possibility. Many employees are looking for ways to move up the career ladder, so make it clear that their next step could be taken within your business.

Offer as much freedom as possible
If you know your employees’ strengths and believe they can perform tasks without external help, then let them get on with it. Good staff work best when they’re given the freedom to do their job, so avoid micromanaging wherever possible.

Input and ideas
Employees appreciate being asked for their input and sharing ideas but if you ask for this, make sure you act upon them where appropriate too.

Create a fair and equal workplace
Retaining your best staff isn’t solely about how you treat them, it’s also about how they see you treating other employees too. To keep morale high, ensure that you treat everyone fairly and equally, thus creating a better atmosphere in which to work.

For Rosa dos Santos, owner of Exact Sourcing, retaining good staff is key to building and sustaining a successful business. ‘We all know that having the best employees is so important in terms of running a happy and successful business, but in today’s competitive job market, in can be difficult to hang on to them,’ comments Rosa. ‘Gone are the days when we could just offer them more money to stay because good people are now looking beyond their payslip to find other things that give them job satisfaction and to develop a sense of loyalty. As employers it is up to us to find the right incentives to encourage our top employees stay with us for longer. Listening to our staff and getting to know them as individuals is really important, as is making them feel valued and part of the team.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, also serving Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to add to your team and need to find the ideal candidate, please do contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

As furlough winds down, what does the future hold?

Tue, 27 Jul 2021 14:16:00 GMT

During the four weeks from the end of April 2021 to the end of May 2021, in excess of one million workers came off furlough, coinciding with non-essential retail, pubs and restaurants starting to open up again. Wind back to the end of February 2021, and that figure increases to 2.4 million, with the same number remaining fully or flexi-furloughed, compared to a mid-pandemic high of 9 million.

The impending end of furlough – which will be withdrawn completely in September – is a sign of recovery, with staff being reintroduced into the workplace and contributing to a bounce back of local and national economies. In addition, the number of employees on payroll has reached its highest level since April 2020, reflecting an improvement in business and consumer confidence and higher-than-expected growth in the wider economy. As we move towards the phasing out of furlough at the end of September, employers are having to contribute more towards the salaries of their furloughed staff, and this will rise to 20% in August and September, just before the scheme closes. Overall, a staggering £25bn has so far been claimed to support for the self employed, while as many as 350,000 properties have paid no business rates for 15 months. To help with the transition further, more than nine in ten businesses will be eligible to enjoy a 66% reduction in business rates bills until March 2022.

For Rosa dos Santos, owner of Exact Sourcing, the furlough scheme has been a lifesaver, but businesses need to ensure they are geared up for its removal. ‘Many of our clients have taken advantage of the furlough scheme during the pandemic,’ comments Rosa. ‘However, it’s important to ensure that as a business you are prepared for when that support is withdrawn. We recommend that you start by determining who you need back and when you need them. This will give you a good indication of which roles are most needed. It’s also vital to communicate with your staff, giving them as much notice as possible as to what the future looks like.

‘There’s no doubt that furlough has provided essential support to businesses of all sizes across the UK, but that in turn means that its withdrawal could lead to a range of issues regarding HR and recruitment. As the shape of many businesses has been altered by Covid, certain roles within the organisation may have changed or – worst case – become redundant. But on the flip side, it may be that new roles may need to be created to respond to the “new normal”. Whatever the situation, here at Exact Sourcing we’re on hand to help our clients navigate the post-Covid waters.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you currently have employees on furlough and are concerned about how to ensure you have the correct staffing levels when the scheme comes to an end, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

How to create the perfect CV

Tue, 13 Jul 2021 14:27:00 GMT

Your CV is an essential part of your job seeking armoury, so it’s vital to get it right. It’s tempting to spend hours and hours deliberating over every word and to include the smallest detail from the mists of time. Here at Exact, however, we recommend that you follow a tried and trusted formula and keep it short but sweet. The last thing a potential employer is going to want to do is to trawl through page after page of information about you, especially if yours is one of many they’ve received for the role. The ideal CV will give sufficient detail to pique their interest but only just enough to want them to meet you to learn more.

In addition, the best way to differentiate yourself from the other candidates is to ensure that your CV is well presented and immaculately proofread, and that it contains at least one piece of experience or an interest that is out of the ordinary. This may be a professional qualification or accomplishment, or an unusual hobby, possibly that you pursue to a high level. Whatever it is, presenting something a little bit different will show your potential employer that there’s something about you.

For Rosa dos Santos, owner of Exact Sourcing, your CV is your shop window, so it’s important to take it seriously and keep it updated. ‘As a recruitment agency in Cambridge and Newmarket, we are dealing with high-quality candidates all the time,’ comments Rosa. ‘One of the first thing we do is to review their CV and give constructive feedback. Whatever the economic climate, you need everything working in your favour if you’re trying to secure an interview, and your CV can be your biggest asset. Our mantra is to keep it simple, check all the details and try to stand out.’

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Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking for a new position and would like some tailored assistance, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

Is a hybrid working model right for you?

Mon, 28 Jun 2021 11:47:00 GMT

The Covid pandemic has prompted many employers to reconsider their working structures with a large number taking a more flexible approach to returning to the office. Some employers might be making a full return, while others will continue to work remotely from home and some even considering a mix of the two. This hybrid approach is a model that has been adopted by some well-known companies, such as Spotify and BP, but it is an approach that needs to be considered carefully before making any decisions as to whether it is right for your company.

If you are considering implementing a hybrid approach to working, it’s important to take into consideration a range of factors before making the final decision. Firstly, you will need to establish what is meant by a hybrid approach and think about just how flexible you want this to be. These are our top tips for establishing flexible working arrangements successfully:

Have a clear definition of ‘hybrid working’
Are you going to set clear expectations of how much time/which days people are expected to spend in the office and at home? Will you adopt split working patterns or a rota for who is in the office, and when?

Will hybrid working be available for all employees?
You will have to decide whether this flexible style of working is suitable for all roles or whether some roles will be exempt from your hybrid working model. There may be certain job types that cannot be performed at home, so you will need to make your expectations clear.

How flexible do you want the arrangement to be?
Do you want your staff to stick to their contracted hours or is there some flexibility in this? In some situations, you might wish to agree a schedule ,whereas for others you might give them total flexibility in the hours that they work.

How will staff apply to work flexibly?
Any change as to where an employee is required to work will create the need for a statutory flexible working request under section 80F of the Employment Rights Act 1996. You must ensure that you comply with the statutory procedure which enforces strict time limits with the decision-making process, allowing the employee to appeal the decision if they don’t get exactly what they requested.

Rosa dos Santos, owner of Exact Sourcing, believes that there are a lot of considerations to be taken into account before deciding to adopt a hybrid working strategy. “Hybrid working is not necessarily an approach that will suit everybody, nor is it suited to every role within a business,’ says Rosa. ‘Employers need to look at all roles and decide on an individual basis whether hybrid working is feasible. It can also be difficult to say that a flexible working arrangement will suit everybody who carries out one particular role as some people may need more face-to-face supervision or may not be as self-motivated as others and would therefore struggle to carry out their role successfully from home. Employers also need to consider what impact flexible working arrangements will have on other colleagues – will they be able to carry out their role effectively, for example? Hybrid working is a relatively new model, so needs to be thought through carefully before adopting it for your own business. That said, it is an arrangement that can work incredibly well, providing everything has been considered beforehand. It is also useful to include your employees in any discussions and seek their point of view before making the final decision.”

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, also serving Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to expand your staff or migrate to a hybrid working model, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

The key to successful onboarding

Tue, 15 Jun 2021 09:25:00 GMT

It’s not unusual for businesses to create an onboarding process that focuses on what they need from the new member of staff, but in our experience it’s preferable – and more effective – to approach it from your new starter’s perspective. Instead of drawing up a list of which forms need completing, what the IT and HR departments require and how the new starter will best be fitted into the existing structure, why not take a step back and think about your new recruit? Clearly the paperwork is important, but consideration given to the following questions will pay dividends:

• How can we make our new starter feel welcome?
• How can we help them feel included straightaway?
• How can we bring them up to speed as quickly as possible?
• How can we empower them and enable them to make a telling contribution?
• How can we ensure they understand what we expect of them?

The best way to answer these questions and implement a structure that delivers on all levels is to put yourself in the candidate’s shoes. That can be easier said than done, but we believe that there are five fundamentals that every new starter wants, irrespective of the stage they’re in their career.

1 A clear and coherent onboarding structure
Everyone’s a little anxious and unsure when they start a new job, and it can be overwhelming to fathom out exactly what’s expected of you in the first few weeks in the role. Creating and sharing a three-month onboarding process will set a framework for your new starter, not just for day one, but for their early weeks in post. Avoid focusing purely on admin and paperwork by laying out ways in which they can learn, develop and achieve success. This might be by scheduling meetings with key colleagues and departments, booking relevant training courses and setting up review conversations. The checklist can also work the other way by providing you, the line manager, with a clear list of things that need to be put in place to help the starter hit the ground running. These might include practical things such as a mobile phone, an email address and private health cover, but may also cover off personnel issues too.

2 An understanding of how they fit into the organisation and the role they will play
After a while, it’s virtually impossible to think back to when you started in your role and identify the things you didn’t know when you first joined. For example, your organisation might have a shiny new five-year strategic plan, or it might have innovated and adapted, so whatever is current will be relevant to your new starter. The likelihood is that they’ll need to become familiar with a wealth of information, so making that process as seamless of possible will be beneficial to both parties. All in all, however, it’s important to ensure that the information they receive is relevant to them and their job role as this will help them focus on how they will be contributing. Your onboarding may include corporate literature, senior management videos and an explanation of the company’s vision and values.

3 Encouragement to connect and build networks
Building a bond with their new team members can help not only to settle a new starter, but also to inspire them to start contributing. Depending on the size of the business and the number of team members, a ‘Meet the team’ communication can be invaluable. This might include the names, jobtitles, head shots, roles and responsibilities of the team, and also some fun facts about them. This can be enhanced with meet ups for coffee, lunches and even drinks after work – both in person and online – as these are all great ways to break the ice.

4 Encouragement to ‘be themselves’
It’s a natural instinct to start a new job and crave immediate acceptance. Let’s face it, who doesn’t want to feel included and valued? Giving your new starter reassurance that they are a core part of the team will make them believe that the organisation they’re joining is one where they really can develop and grow. Your onboarding might include questions around whether your new recruit has any special requirements; for example, in the physical make-up of their working area. Understanding these and taking care of them from the earliest opportunity – and ideally before their first day – will create an inclusive atmosphere and will enable your new starter to slot in with a minimum of fuss.

5 Encouragement to ask questions and gain feedback
Effective two-way communication before your new joiner starts, and in those crucial first few months, will also play a significant part in driving engagement, retention and performance. To achieve this, build opportunities for planned interactions between each new starter and their buddy and line manager into your onboarding process. Not only that, regular feedback sessions with managers will help to ensure that everything stays on course, identify any training needs and set a path for the starter’s personal development. Holding Q&A sessions can elicit helpful answers which not only enable you to react, but also to refine and improve your onboarding process so that it becomes more efficient and effective.

For Rosa dos Santos, owner of Exact Sourcing, onboarding is an area that employers ignore at their peril. ‘Here at Exact we pride ourselves on working with our clients to secure the services of the best candidate for the role they are filling,’ comments Rosa. ‘Once that is achieved, however, the onus is on the employer to follow an onboarding process to integrate that candidate into their workforce and to enable them to become a model member of staff. Within our team we have extensive experience of successful onboarding, so we’d encourage anyone thinking of recruiting to tap into our knowledge base.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to add to your team and need to find the ideal candidate, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

You’ve graduated, but what next?

Fri, 04 Jun 2021 15:38:00 GMT

So you’ve finished your Finals and enjoyed your graduation parties, but what does the future hold?

The chances are that you’ll be looking for work, but how do you decide which career path to take? And it’s likely that you’ll have chosen to study a subject you enjoyed or were directed towards a certain course based on your academic history. There’s little point in studying a subject that you don’t like, so this makes total sense on one level, but it can also be a bit of a hindrance when you reach the end of your third year with no real idea of what’s next for you.

Being at University will have given you purpose, a mission. You’ll no doubt have met some great people along the way and learnt lots of new skills, but now the choices out there can seem extremely daunting. Before you knew it, your degree course is over, and you feel as if you need to start exploring your options and making some serious choices.

The first thing to note is that there’s no need to panic. Many of us don’t actually find out what our dream job is until years after graduating, although in some cases the right job can fall into place straightaway. It’s important to remember that you’re right at the start of your journey and as a result you’re probably not even sure what your ideal role might be or what your career options are. So where do you start?

Over the years we’ve met so many graduates who were feeling exactly how you may be right now, so don’t worry: you’re not alone and it’s completely normal. A good place to start is by asking yourself a few questions. If this proves difficult, simply find someone who you trust and get them to ask you. They may even have a few ways to help you uncover the answers. These questions can include:

• What do I enjoy?
• What do I find comes naturally to me?
• What am I really good at? (Don’t worry if you haven’t worked before, but if you have just think about the role that you did, even if it was stacking shelves at Tesco)
• What am I not so good at?
• Is there anyone doing a job I really like the look of, and what is it about that role that appeals to me? (Take a look around you, and talk to your friends, your family, their parents and people you have met along the way)
• What would be a dream day?
• What would a nightmare job look like?
• What would my employer / lecturer say about me?

As Rosa dos Santos, owner of Exact Sourcing, observes, meeting with recruiters and exploring options – even if they are temporary roles – is a great way to get a feel for the kind of career options that might work for you. ‘At Exact we recognise that it doesn’t matter how big or small the role that you’re targeting is, it’s vital to leave a great impression, as you just never know who you will meet again one day and whether they may even consider you for an alternative position,’ says Rosa. ‘There’s no cost to you to register with a recruitment agency as we are usually remunerated by the employer that recruits you. Look for an agency such as ours that will take the time to meet you – even if it’s currently via video – as we know that we are all exposed to so many different options yet there is a chance that we may even suggest a position that you never even knew existed! I think I’m a prime example, actually. At the start of my career I’d never dreamt of getting into recruitment. The reason I’m here now is that someone took the time to interview me and to understand the skills I was able to bring to the sector before giving me a chance. And the same could happen to you, so next time you receive a phone call from a recruitment consultant, take the time to answer their questions and build that relationship with them as you never know which doors they’ll be able to open for you.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re a graduate and you’re unsure of how to progress your career, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

What’s the key to recruiting sales people?

Thu, 27 May 2021 13:24:00 GMT

Recruiting sales staff can be a daunting process for any organisation, but it’s especially nerve-wracking for those business which are appointing a sales professional for the first time. Any sales person is likely to be able to sell themselves at interview, but it doesn’t automatically follow that they will be a good fit for your business and/or your clients. In addition, we only know what we know, so if you haven’t previously recruited a sales team and you’re now at that stage, here are Rosa’s tips and tricks to help you find the right candidate:

The CV isn’t the be-all and end-all
Our years of experience in the recruitment industry have taught us that the best sales people don’t always have the best CVs and that poaching a sales rep from your closest competitor isn’t necessarily the best tactic. While it may seem obvious to attract someone who is clearly doing well for one of your competitors, we recommend treading carefully here as they may not be the best candidate for you or your business. And should you receive what looks like an amazing CV, don’t make the mistake of arranging to interview the applicant and then start selling the job to them.

Think about your culture
Appointing the right kind of people to your team at any level is really vital to creating that dream culture to which you aspire, and this should not be compromised by making the wrong decision and appointing a sales person who simply doesn’t fit.

Get to know your candidate
When we’re interviewing, our sole objective is to get to know the person behind the CV, what makes them tick and what’s important to them. We need to try to ascertain what they enjoy doing, how they like to be managed and what their long-term goals are, as we believe the answers to these questions provide a real insight into the candidate’s character and likely contribution to the team ethic of the business.

Be thorough
Even if within five minutes of meeting someone you feel that they are perfect for the job, make sure that you ask all the questions you’ve prepared and just reserve judgement until the end of the interview. That isn’t to say that you shouldn’t get excited about the candidate. Far from it, in fact. We just urge all our clients to make sure they invest the time in really getting under the skin of the applicant and assess what their key drivers are. This is important for a number of reasons:

• it demonstrates to the prospective employee that you really care about their background and what they have achieved, and we’ve yet to meet a sales person who didn’t enjoy talking about their achievements

• it gives them the opportunity to talk, which is helpful in building up a rapport and level of trust between you

• the more you allow the candidate to talk, the more you will unearth about them

Kick the relationship off the right way, right from the start
We believe that the key to a successful recruitment outcome is to start building mutual respect and trust right even at the interview stage, so we recommend that you avoid interrogation and instead focus on encouraging conversation. Bombarding the applicant with questions can lead to shorter, more defensive answers, which is little help in deciding whether they’re a good fit for your business. It also potentially gives the wrong impression of you and your business, and may even result in you losing out on the best candidate.

Don’t be afraid to challenge them
In our experience, sales people like a challenge, so don’t shy away from putting them on the spot to see how they react. At all costs, avoid talking at them for the whole hour as that won’t enable you to learn anything about who they are, what they’ve achieved, what motivates them and why they’re leaving their current role.

Engage with a Talent Partner
And finally, in our view there’s no substitute for engaging with a Talent Partner, and especially one that has experience in sales recruitment. At Exact we’re fully invested in our clients’ success and can add so much value throughout the process, which will potentially save you a lot of time and heartache along the way.

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to recruit your first sales person or add to your existing team, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

What are the rules for EU citizens working in the UK?

Fri, 07 May 2021 11:17:00 GMT

If you’re planning to hire an EU national or if you’re an EU national looking to work in the UK, the following rules now apply regarding Settled Status.

If you arrived in the UK after 31 December 2020 it will become mandatory to evidence your EU Settlement Scheme status after 30 June 2021. If you already have Settled or Pre-settled Status, you can choose to use that status to prove your right to work now (instead of your passport or national identity card).

Who should apply?
In the majority of cases, you need to apply for Settled Status if:

This means you need to apply even if you:

It is important to note that if you have children, you need to apply for them separately.

If you’re an EU, EEA or Swiss citizen and you have a family member who is an eligible person of Northern Ireland, you may be able to choose which way you apply.

Who else can apply?
You can apply to join your EU, EEA or Swiss family member if they started living in the UK before 31 December 2020. You also may be able to apply if you’re not an EU, EEA or Swiss citizen, but:

Who doesn’t need to apply?
You don’t need to apply if you have:

You cannot apply if you have British citizenship.

If you’re an EU, EEA or Swiss citizen and you moved to the UK before it joined the EU, you only need to apply if you don’t have indefinite leave to remain. If you do have indefinite leave to remain, you’ll usually have a stamp in your passport or a letter from the Home Office saying this.

Rosa dos Santos, owner of Exact Sourcing, believes that her team are perfectly placed to match EU candidates with UK employers providing all the recruitment boxes have been ticked. ‘Based as we are in Cambridge and Newmarket, we often work with candidates from the EU, as well as client businesses who like to recruit overseas talent,’ says Rosa. ‘Following Brexit, the process has become more complicated, but candidates are certainly able to achieve Settled Status, if required, and employers can ensure that they are abiding by the latest legislation.

‘It’s important for candidates in this position to know that they need to register online before the end of July 2021, even if they have been working in the UK for years. A candidate we were placing recently had worked in the UK for the same company for five years and still had an EU passport, but because they’d been here for so long they didn’t realise that they also had to register their details online.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re an EU national looking to work in the UK or you’re looking to recruit an EU citizen to your team, why not contact us for an initial conversation?

The post News first appeared on Exact Sourcing .

How do you avoid counter offers?

Fri, 23 Apr 2021 09:02:00 GMT

As employers, many of us will have been in the position that we’ve made a job offer to what we believe is the perfect candidate but two days later they come back to us to say that they’ve been offered a better role internally or more money with their current employers.

This kind of thing is actually more common than you might think. Most people don’t intend to hand in their notice just to be able to engineer a pay rise. Sometimes it will just happen and they will be shocked and not sure how to handle it, and in some cases they might decide that it’s ‘better the devil you know’ so they might opt to stay put. It’s important to remember that their current employers will have got to know them well and are in a strong position to use that existing relationship to try to convince them to stay. In reality, the cost to any business of losing a member of staff goes beyond the actual salary, especially when you factor in the training and development that may have been provided and the fees associated with recruiting. If you find that you’re competing with a counter offer, it can be worth matching the salary.

However, this isn’t helpful if you are the one looking to hire a new member of staff. So, what can you do about this? We believe that there are three fundamentals here:

For Rosa dos Santos, owner of Exact Sourcing, while they might be inconvenient, counter offers shouldn’t scupper your recruitment and are often avoidable. ‘As an established recruitment agency we’ve come across almost every scenario you could imagine,’ says Rosa. ‘Cambridge, in particular, is a very active market with thousands of talented and highly qualified candidates so it’s not unusual for them to receive counter offers when they think about moving jobs. We see it is our role to try to reduce the likelihood of a counter offer occurring by preparing candidates for the act of leaving. We also constantly encourage employers to create a fantastic impression of their business so that the candidate feels inspired to join and is less likely to have their head turned by an alternative, higher offer. It’s a two-way street, and we aim to connect motivated candidates with dynamic employers to create a win-win scenario.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket, and we also serve Ely, Bury St Edmunds, Haverhill, Royston and Sawston. If you’re looking to attract the best candidate for your new vacancy or to engage an experienced recruiter team, please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

When recruiting, you are your brand

Thu, 08 Apr 2021 16:04:00 GMT

On the face of it, conducting interviews is relatively straightforward, yet there are so many different approaches. In our experience, one aspect of the recruitment process that is often overlooked is the opportunity it provides to demonstrate to candidates that your business is a fantastic place to work. Positively conveying this is a brilliant way of building brand awareness and of enabling you to secure the best people for your organisation.

When you’re preparing for a round of interviews, make sure that the recruitment process from start to finish showcases your business as a great place to work. These days, candidates are likely to be well prepared, so it’s going to take more than a fruit bowl, a cold drink and/or a skinny latte to persuade them that your team is the one they simply have to join. Focus on conveying professionalism, organisation, empathy, curiosity, genuine interest and a degree of humour, and the candidate is likely to feel at home and to take a way a positive impression of your brand.

After all, if Covid-19 has highlighted anything, it’s definitely that people are now reflecting on what’s really important to them – not just right now in their day-to-day job, but also how that fits around their lifestyle and how they want their future to look. And they want to work with people they can get to know, like and trust.

We speak to candidates all the time, and what we’re hearing is that their decision-making is based on a short list of key criteria. If your business doesn’t tick most of those, then it doesn’t matter what you say as they are unlikely to accept the role. Top of the list are job satisfaction, worklife balance and how considerate the potential employers appear to be.

When it comes to recruitment, the impression your brand conveys starts right from the beginning with the efficiency with which the interview is arranged. Other significant factors include the questions the candidate is being asked, whether they think they are being listened to and whether they feel that a level of trust and rapport is being built within a short space of time. At first it may not appear obvious, but the more professional and considerate you appear as an employer, the better the perception of your branding and the higher the chances of the candidate choosing to take the position.

The idea of a ‘build rapport interview’ can divide opinion, but the feedback we receive from career seekers is that many of them rate their experience at interview stage and the ‘feeling’ they get at interview as two of the most important factors on which they base their decision. It’s really important to ask good open questions to ascertain whether someone is right for you, but it’s equally important not to leave the candidate feeling so disconnected that they have feelings of doubt in their mind about you and your business.

As Rosa dos Santos, owner of Exact Sourcing, confirms, recruitment is now more of a two-way street than it has ever been. ‘In our experience, gone are the days when it was only the candidate who needed to sell themselves during an interview,’ says Rosa. ‘Increasingly, businesses are under pressure to stand out from the crowd and accentuate the positives. Ultimately, if the candidate is right for you then you want them to accept your offer, but if they aren’t quite right you still want them to be talking about your organisation in a positive way. With background information at their fingertips 24/7, candidates are able to research the opportunity and their potential employer, so they’re coming in to the process armed with more knowledge than in the past. It’s therefore up to the recruiter to live up to the hype and sell themselves to the candidate.

‘If you’re engaging a recruitment agency, make sure that they know your business – the best aspects of your organisation, the benefits of working with you and why people stay. Recruitment agencies give you the opportunity to develop external partners who are speaking to professionals who are looking to change their role each and every day, so they can really be a valuable source of great talent for your business. They can also act as excellent brand ambassadors to widen your reach in the business community.’

The post News first appeared on Exact Sourcing .

How to ace your interview – Zoom or no Zoom

Fri, 26 Mar 2021 14:34:00 GMT

When you’re thinking about getting ready for an interview – whether it’s on video (Teams/ Zoom) or face-to-face – it’s crucial that you prepare.

You need to make sure that you come across in an authentic manner, so it’s not necessary to rehearse all the answers as you really want to establish a genuine connection with the interviewer. The best way of doing this is to build that rapport in a two- or three-way conversation. And this can be achieved if you practise and feel comfortable and confident with what you’ve done in your past and where you’d like to go in the future. Even if you don’t know the exact direction you wish to take, just to be able to speak with confidence about it is a huge plus.

When businesses are deciding whether they should recruit you, they’ll usually be thinking three things:

In the same way, you’ll probably be asking yourself three questions:

So if you have an interview lined up, where do you start?
Well, a good place to start is by researching the company’s website as this will give you an insight into who they are and what they do. From there, you can ensure that you have a good idea of the role they are looking to fill and the skills that are required. This will enable you to highlight the key areas in which you’ve done something similar in your previous roles. It’s worth noting these down to make sure you don’t overlook them in the interview.

Some typical interview questions that may arise and that you should prepare for include the following:

The interviewer may ask all, some or none of these questions, but it’s helpful to give some thought as to how you’d answer them if they did crop up.

‘Can you tell me more about yourself?’ is a tricky question that may well be asked, so it’s a good idea to think of a few answers to this one. They won’t be looking for War and Peace, as they’ll be keen to get a snapshot overview of who you are, what you’ve done and where you see yourself heading.

It’s also helpful to have prepared some questions to ask the interviewer, and this order can work well:

By doing this you’re demonstrating three things:

If it’s a virtual interview, always dress as though you’re attending a formal face-to-face interview. It really does make a huge difference not just to the employer that you’ll be meeting but also to yourself and how you’ll feel about the way you’re representing yourself. Don’t avoid eye contact – make sure that you’re looking straight at the camera and responding to the interviewer directly. It’s common to have your camera on a separate device, but you risk losing that ‘face-to-face’ connection if it’s not facing the right way. It’s also helpful to make sure that you have sufficient lighting and – ideally – a clutter-free backdrop or even a virtual background.

To boost your confidence even further, why not do a dummy run with a friend or relative so they can provide some constructive feedback? It’ll also allow you to become more familiar with the medium.

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. If you’re looking for your next career move and would welcome the assistance of an experienced recruiter team, please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

Our response to Covid-19

Thu, 18 Mar 2021 14:29:00 GMT

Covid-19 has had a huge impact on our working lives, and here at Exact Sourcing we’ve had to respond to the ever-changing situation to enable us to continue to support our clients and candidates.

Our current opening hours are 08.45 to 17.30 Monday to Thursday and 08.45 to 17.00 on Fridays.

For the most part our team continues to work remotely, although some days are spent in the office with appropriate social distancing and Covid-19 secure practices in place.

In terms of registrations and screening, traditionally we have always interviewed face to face either in Cambridge or Newmarket, but we found that more and more people were finding it difficult to take time out of their day to do this. As a result, we started migrating over to video calls in 2019 to help us ensure that we were able to see everyone we were representing. We were therefore in a strong position when Covid-19 arrived, seamlessly moving everything online and we’ve been using virtual interviewing ever since. All interviews are now taking place via Zoom or other video platforms, and it’s worked like a dream!

As Exact Sourcing owner Rosa dos Santos points out, Covid-19 has required businesses to be flexible, but there are definitely positives to be taken from the pandemic. ‘As a recruitment agency in Cambridge and Newmarket, we have always been conscious of any changes in the recruitment market,’ says Rosa. ‘There is a definite increase in the levels of skill being required, especially within the technical and scientific sectors and those businesses that supply into them. We are seeing a number of great new opportunities come through and we are ensuring that high-quality candidates are primed and ready to take advantage of them.

‘For our own business, we have always focused on delivering a bespoke service to our corporate clients so that they know they can trust us only to put forward candidates who will be right for their organisational culture. And our personalised support to all our candidates ensures that they are in the best possible position to take a role that will not only give them real job satisfaction but also help them develop their career.

‘There’s no doubt that Covid-19 has been challenging, but we’ve made sure that we’ve adapted to each scenario and continued to service our clients and candidates throughout the pandemic.’

Exact Sourcing is a recruitment agency in Cambridge and Newmarket. Whether you’re a business owner looking for a reliable recruitment partner or a candidate looking to make your next career move, please contact us for an initial conversation.

The post News first appeared on Exact Sourcing .

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