We grow our clients' businesses by finding them amazing talent. Based in the Midlands, we have been growing since 2004 and have clients all over the UK and Europe.
Precision People is a specialist search, recruitment and consultancy services organisation, focussed on providing a range of recruitment and people solutions, to a wide spectrum of industry sectors, for client organisations nationwide and beyond.
Recruiting highly qualified candidates for senior-level appointments and executive jobs across the UK, US and Europe. Discover how we can help your business.
Specialists in recruiting Design, Project, Quality and Safety and Maintenance Engineers across the UK.
From Sales Support to Senior Business Development roles, Precision have a very high rate of success in placing the top sales talent across the whole of the UK.
Fast solutions for engineering and manufacturing environments, blue collar and trades, temporary and contract, both East Midlands and UK wide.
WE PUT THE RIGHT PEOPLE, IN THE RIGHT SEATS, FOR THE RIGHT REASONS.
A dynamic talent management and executive search consultancy that provides an integral link between the directors of growing businesses and high achieving candidates. Combining in-depth industry knowledge with the latest in talent resourcing and search methods.
Our team is comprised of specialist recruiters who know their industry inside out, ensuring a deep understanding of the specific skills and experience candidates need in order to fill the unique requirements of your vacancy, whether temporary, contract or permanent.
Learn how to seek, hire and retain amazing talent. The people part of your business is probably where you spend most of your time dealing with difficult situations and having the most headaches. If you want to grow your business, why not hire us to help you?
Whether you're a line manager of an engineering firm or a sales director in charge of twenty sales people – one issue that all managers and senior employers face at the start of a New Year, is keeping your team constantly and consistently motivated.
With the cold and dark mornings still against us, staff are naturally feeling a bit low after the fun and frolicks of Christmas. What can you do to give them a kick start and get them motivated and excited to come to work everyday with a smile on their face?
When your employees feel motivated, they engage more with their work and this in turn has a positive affect on the whole team's output. Happy employees equals happy clients! You have a vested interest in the quality of your team's work, obviously, but you also have a responsibility to contribute towards their job satisfaction.
Of course, every individual will relate to different methods of motivation, but here are seven ways of keeping your team's spirits high:
1. Make them feel valued
People want to feel valued and love to receive praise and recognition for a job well done, especially in front of their peers. Praise can go along way to make them feel like they are part of the team and achieving their goals. From prizes of a bottle of wine for a team member bringing on a new client that week, to vouchers for meals out, it doesn't have to cost you a lot and the options are plentiful.
2. Clear frequent communication
Clear and frequent communication is the key and will boost your team's success. Employees dislike being left in the dark on any issues. Take a look at our how you currently deliver important messages to you team. Are they via email? Or via the office gossip making tea in the kitchen. Are there channels or systems where you could improve? 10 minute weekly catch-ups with employees could potentially nip problems in the bud or address any confusion.
3. Encourage career progression
If an employee sees little room for advancement, they may feel they have nothing to work towards. Create extra responsibilities for staff to expand their experience and put them in better stead for promotions. Provide training and development opportunities and as well as showing employees you're confident in them.
4. Create a positive working environment
The office atmosphere can have a very powerful impact on the way people work. Any conflict or negativity will almost certainly restrict workflow, so make sure you're providing appropriate platforms for employee feedback.
Let them have fun and make the team feel valued. Do you celebrate birthdays or get involved with charity events? Why not raise some money for a good causes whilst staff boosting staff morale.
5. Give them responsibility
An employee who only receives small, menial tasks, will in time become unhappy in their role. Likewise if someone's been overloaded with work they might struggle under the pressure. Try to delegate responsibilities that will add variety to an employee's day.
6. Define their career paths
As well as developing your staff for progression opportunities, it's important to show them where you think they're headed and helping them get there. Regular appraisals and target-setting provide a good setting for this, and are also a good opportunity to review and praise your employees' work.
7. Employee surveys
An effective way of finding out how employees really feel in their role, is an anonymous employee survey. The findings of the survey may highlight issues you were not aware of and help you to identify changes you need to make. Keep staff informed by displaying the monthly results where they can be clearly seen.
Staff appraisals are an official route to find out how employees are feeling, although you may find they might be less willing to talk directly to you. Another way to gain people's views is to have a suggestion box, where people can drop in their new ideas.
It really pays to frequently monitor how your staff are feeling and create different avenues for them to give their honest feedback. This will also be of benefit to your business when you next hire, as you clearly demonstrate to potential new staff the various methods in which you motivate your employees.
Like this article? Why not read "7 quick tips to improve your employer branding."
On-boarding, the process of conveys your organisational brand values, explains your people and professional culture, highlights organisational expectations and performance and provides the tools for the employee to be successfully placed into his or her position. Therefore, as an in employer it’s important to get this part right if you want employee longevity and loyalty.
Onboarding isn’t just the first step in hiring of collecting the relevant human resources, payroll and benefits forms. It’s a lot more than that. The onboarding process follows the employee lifecycle from first step of orientation through to mentoring and development of their first month to the completion of their first year.
What’s the process?
Google found that new hire time to productivity can be improved by a full month by just a simple reminder alert email sent to the employer or recruiter the Sunday before the new hire starts. Tasks that should be included in the email alert are:
Google, provides their new hires with a two-week in person training and orientation program that explains all things organisational and the ‘need to know’ functions of the organisation and job. Your organisation may not be able to provide such a lengthy in-person training period, but some in-person training is better than none, and it helps you as an employer establish rapport.
Thorough Introduction to Company Culture
Google offers a class which help develop new hires to the norms and practices of the existing employees. The purpose of this, is to implement a way of learning into the new hire which reflects the way in which the organisation works and ensures the new hire is productive in his or her new employment.
Checklists help new hires to understand what is expected in the first week to the completion of their first year. It is a lot less daunting for new hires if they’re given a checklists as they don’t feel pressured to memorises systems, practices, and events in the first week.
Codelabs are a great way for engineers to get up to speed through hands-on tutorials. They aren’t just for new hires, but can be used by the most experienced engineers to refresh their knowledge.
No doubt there is a language to your industry so everyone is speaking the same language, just like Google – so a company-wide glossary and handbook is provided for reference. A similar resource but be useful for your industry in getting your new hire up to speed on the terminology, or every-day goings on of your company so they can fit in smoothly.
Without a doubt, whatever your organisation is, on-the-job training provides a good introduction to the field and provides greater realism of application when in the real world of work.
Assigning a new hire to a mentor who is successful within the company and can act as a trustworthy role model. The mentor can initially act as a friendly face which welcomes the new hire to the company and show them the facilities. This mentor can also be a point of call for questions or queries for the new hire if they don’t feel confident to ask a supervisor or manager. More importantly, it provides a friendly welcoming for the new hire to feel more comfortable in their new place of work.
Google employee send weekly snippets entailing what they did that week and take part in a self-assessment and set goals at the end of every quarter. The purpose of this, is to demonstrate the productivity of the new hires week or so forth and to high their achievements. As an employer, you may not follow this exactly, but it is recommended to have frequent check-ins with your employers to see what they’re achieving, how they’re progressing and whether there are any queries.
Follow those simple steps to ensure that your hiring process is smooth and efficient, whilst also improving your chances at retaining loyal, trust Worthing and hard working employees.
Precision People are pleased to announce the promotion of Anand Kakkad to Head of Technical.
Anand joined Precision, based in Leicester and operating since 2004, in September 2018 as a Team Leader of the Maintenance division. Within fourteen months he built the team from two to six consultants, taking new recruits into high performers, and as a result, was promoted to Divisional Manager of the Technical Perm team.
Director Phil Walker commented:-
Anand manages the team how most Managers don't; which is by empowering, leading, and coaching, whilst working the hard yards himself. He also takes the time to have an interest in his people's success and well-being. This makes him the most successful manager Precision has seen.
This year, under his leadership, the Technical team of Permanent & Contract recruitment has created six promotions, progressing two Senior Recruiters into Managing Consultants and building a team with them.
Anand commented: -
After working at three different recruitment companies, I can firmly say at Precision People, we do things differently. Every business strategy is about people development and achieving individual and business goals together as a family.
The next steps and progression are at the forefront of every conversation with our recruiters and managers. Without the support of Precision People as a whole, and my record-breaking team, none of this would be possible.
At Precision, we hold progression at the top of our people development, every consultant has clear steps with measurables to get to the next level in their career, reviewed with them every month.
With a record-breaking year this year, we are well on course to grow the team by double within the next three years to forty people, to achieve that we need to have the right culture that champions progression. Those that make it into the management roles needed will benefit hugely both in their career and personally with rewards that are unique to Precision.
The Global Recruiter
The Leicester Mercury
Are you struggling to find the right kind of candidates for your senior or director level positions? Do you know who you want, but just can’t seem to secure the hire? Issues like these could be down to a number of factors, including stale self-promoting job adverts and poor engagement with your hiring process. If you find that you recognise one or more of the following red flags, it’s time to consult with a professional executive search firm.
1. Your job adverts don’t talk the talk
It’s all well and good having a conventional advert - candidate requirements, role responsibilities, expected salary etc. - in fact nowadays they form the backbone of almost all conventional recruitment campaigns. All a bit 1980s to be honest. The problem is that even when these adverts are hosted on sites like Jobsite and Indeed, how can you be sure they’re speaking to the right people? A lot of clients enlist the help of our talent resourcing specialists when their job adverts either aren’t gaining a response or are attracting the wrong calibre of candidates altogether. By adopting a method that attracts the right people whilst adding some "yes" gates we connect with the right people in a way to gain their confidence in calling.
2. You just don’t know where to look
When you’re recruiting for a senior position within your company, either managerial or directorial, the chances are that your ideal candidate will probably fall into the passive category of job seekers, meaning they’re happy in their current role.
As opposed to standard recruitment circumstances, this often means that there isn't a ‘bank’ of candidates with the relevant experience ready to apply. Executive search firms make use of a wealth of referrals within your industry to identify and target the key figures occupying senior positions. As these candidates aren’t normally active job seekers, they don’t typically respond to marketing or job adverts, which is why the integral expertise and connections of professional talent resourcing firm gets the results you need.
3. You’re struggling to secure the candidates you really want to hire
Even if you’ve managed to accurately identify and contact the appropriate candidates for your open senior management positions, you’ll quickly realise that convincing them to leave their current job is a wholly different battle in itself. You can leave yourself in a position that will be based on monetary reward rather than be a career opportunity. That method is very costly and one of the weakest methods to hire, it's based on cash rather than commitment. This also makes it easy for the person to be counter offered, which we know is likely for senior hires that control the success of a company or division.
Obviously, as a senior member of an existing company, they probably enjoy a number of financial benefits and privileges that come with the position - so how can your company compete? As professional executive search consultants, sales and marketing is a large part of our skill set; we specialise in first assessing whether the person would be interested in having a conversation about your potential opportunity, never selling your position to the candidate until we know that your need is their ambition.
When we are on the same page with the candidate we can them align them with what you could offer, of course, if they are successful in the hiring process. We then know if your offer package is truly valued by them.
When it comes to managerial recruitment, spending a lot of time and resources trying to source candidates internally can often come to outweigh the financial investment incurred by consulting with an executive search firm.
Whilst you are trawling LinkedIn no one is steering your company to success, whilst outsourcing to a junior manager is an option, it's less likely that a potential senior hire will show interest.
Our talent resourcing team specialise in streamlining the process of recruiting for senior manufacturing positions, identifying and shortlisting the appropriate candidates and presenting you with THE top talent to grow your business.