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Why Precision People?
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.
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Powder Coater Powder Coater Sheet Metal Fabrication Industry Loughborough LE11 Monday - Friday Morning Shifts (various start times available) Permanent Opportunity Paying up to £13 per hour This is a fantastic opportunity to join our ever growing team located in Loughborough, Leicestershire, commutable from Leicester, Melton Mowbray, Syston, Thurmaston and surrounding areas. The successful candidate will receive up to £13.00 per hour. We have morning shifts available with various optional start times. Benefits Package The following benefits are available to the successful ‘powder coater’Up to £13.00 Per Hour PAYE, depending on experienceFrequent overtime availablePensionHoliday packageThe CompanyThe successful powder coater will be working for an employer who….Recognises talent and gives an equal opportunity to progress and improveOffers full induction training and ongoing supportMaintains a fun working environment The Candidate As the successful powder coater you are likely to have significant experience in the following …Powder Coating on metal componentsPrevious experience working in a engineering environmentA positive mental attitude and high motivation to want to succeedOr transferable skills and the ability to be trained into a skilled Powder CoaterAbout Precision People This powder coater role is posted by Precision Recruitment, specialists in Engineering, Technical, Construction and Sales Recruitment. Operating since 2004, we have placed hundreds of engineers in fantastic new roles. Precision covers the whole spectrum of engineering roles from Welders, Fabricators, CNC Machinists, Panel Wireman up to production managers. We have many engineering roles around the East Midlands including Leicester, Coventry, Derby, Nottingham, Coalville and Northampton so get in touch today. Interested? To apply for the powder coater position, here are your two options: 1. "This is the job for me! When can I start?" - Call now and let’s talk through your experience. Ask for Mitch on 0116 254 5411 between 8.30am - 5.30pm 2. "I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you know Precision People is committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system. Ref: Powder coater INDTEMP Find out more Powder Coater Powder Coater Sheet Metal Fabrication Industry Loughborough LE11 Monday - Friday Morning Shifts (various start times available) Permanent Opportunity Paying up to £13 per hour This is a fantastic opportunity to join our ever growing team located in Loughborough, Leicestershire, commutable from Leicester, Melton Mowbray, Syston, Thurmaston and surrounding areas. The successful candidate will receive up to £13.00 per hour. We have morning shifts available with various optional start times. Benefits Package The following benefits are available to the successful ‘powder coater’Up to £13.00 Per Hour PAYE, depending on experienceFrequent overtime availablePensionHoliday packageThe CompanyThe successful powder coater will be working for an employer who….Recognises talent and gives an equal opportunity to progress and improveOffers full induction training and ongoing supportMaintains a fun working environment The Candidate As the successful powder coater you are likely to have significant experience in the following …Powder Coating on metal componentsPrevious experience working in a engineering environmentA positive mental attitude and high motivation to want to succeedOr transferable skills and the ability to be trained into a skilled Powder CoaterAbout Precision People This powder coater role is posted by Precision Recruitment, specialists in Engineering, Technical, Construction and Sales Recruitment. Operating since 2004, we have placed hundreds of engineers in fantastic new roles. Precision covers the whole spectrum of engineering roles from Welders, Fabricators, CNC Machinists, Panel Wireman up to production managers. We have many engineering roles around the East Midlands including Leicester, Coventry, Derby, Nottingham, Coalville and Northampton so get in touch today. Interested? To apply for the powder coater position, here are your two options: 1. "This is the job for me! When can I start?" - Call now and let’s talk through your experience. Ask for Mitch on 0116 254 5411 between 8.30am - 5.30pm 2. "I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you know Precision People is committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system. Ref: Powder coater INDTEMP Find out more Facilities Maintenance Supervisor FACILITIES MAINTENANCE SUPERVISORELECTRICAL BIAS FACILITIES MAINTENANCE COVERING CENTRAL LONDON W1KUP TO £47,000 STARTING SALARYDAY SHIFTS MON-FRICALL-OUT RATES, HOLIDAY, PENSION My client maintains a number of prestigious, high-end Offices and buildings in Central London. As the Mechanical & Electrical Supervisor you will be assisting in the operation and maintenance of various site’s around Central London, whilst also overseeing works completed by your team at their allocated sites.Commutable from areas including Mayfair, Marylebone, Paddington, Kensington, Westminster, Soho, Shepherd’s Bush and St James Park. The Role of the Facilities Maintenance Supervisor“On the tools” supervisor providing ongoing support to the multi-skilled team of engineers who are covering a combined 30 offices around central LondonCarry out a mechanical and electrical preventative maintenance program on a cluster of 4 buildings to ensure the upkeep of the facilities and building site servicesLiaising with Centre Managers on a day-to-day basis regarding M&E issuesTo ensure that all buildings are maintained to a high standard including maintaining electrical appliances, plumbing and mechanical systems/building utilitiesEnsuring that site health and safety rules are followedDay-to-day planning to ensure that site service SLA’s are adhered toArranging team cover for staff holidays and absenceEnsure that resources are used efficientlyEnsure standards of work are maintained and tasks are completed within the given timescaleHand tools will be provided by the companyThe CandidateMust have Building or Facilities Maintenance experience including; electrical wiring, heating, plumbing works, painting and decoratingMust possess an Electrical qualification (City and Guilds, NVQ Level 3 or HNC/HND equivalent)Prior experience in managing, supervising, leading or providing support to a teamWillingness to travel around London-based sites Able to confidently use hand toolsStrong understanding of building health and safety Must be within a 30-40 minute commute of MayfairHappy to work as part of the on-call rota for 1 week in 7Ability to work under own initiative Highly motivatedSuitable job titles could also include Facilities Maintenance Engineer, Building Maintenance Supervisor, Building Services Engineer, Site EngineerPackage DetailsSalary £40,000-£47,000 per annumShifts Monday-Friday 8am-5pmOvertime/call-out rate25 Days Holiday plus Statutory Bank HolidaysCompany PensionInterested? To apply for this Facilities Maintenance Supervisor position, here are your two options:"This is the job for me! When can I start?" - Call 0116 2545411 now and let’s talk through your experience. Ask for Emma Gilmore between 8.30am - 5.30pm."I think I'm right for this position, but I'm not sure I have enough to get an interview" - Click "apply now" so I can read your CV and let you knowPrecision People is committed to keeping our candidates informed and offer a guaranteed response within 7 days when applying through the application system Find out more Sales Manager - South UK SALES MANAGER - (SOUTH UK & SCANDINAVIA)DEFENSE AND SPACE sectorUP TO £85k DOE, Company Car or Allowance, High Uncapped Commission, Phone, Laptop, iPad33 DAYS HOLIDAY (INCLUDING BANK HOLS)If you like being in front of customers working on solutions and closing deals, and have a strong (mechanical or electrical) engineering background then this maybe the role for you.My client have been serving the Aerospace and Defense industry for over 50 years. They are responsible for design-in and sales of Electro-Mechanical components and Electro-Optical devices and have built a solid reputation across European markets.They are looking for a technical minded Sales Manager to grow their existing client base whilst constantly 'HUNTING' for new projects and opportunities. The successful individual will be supported by the European head office for orders, logistics and (SOME) administrative matters. Their technical experts will also provide support in case of complex issues. It is expected for the individual to be up and running effectively from the start following initial training. The deals worked on often go through long design phases and it can take long for proper orders to materialise. However, good programs will keep delivering business year after year with some individuals substantially increasing their income.Covering South of the UK, Person to be ideally located along the M25 corridor or south of this as the role will involve 'ALOT' of travelling so potential applicants must have a full clean driving license.The Role:Search for new clients and opportunities, whilst maintaining existing accountsTechnical knowledge to provide a 'Solution Sales' approach Fully advise customers in the design-in phaseWork with independently and feel confident in your abilities.Extensive travel to customer locationsMinimum Skills / Experience Required: Experience in Aerospace, Defense, or Telecommunications industryMechanical or Electrical engineering backgroundAbility to demonstrate experience and knowledge to educate clientsFull clean driving licenseWork on there own as this is a Work for Home roleThe Package: Salary up to £85k per annum DOEUncapped commission structureCompany Car or Allowance, Phone, LaptopRemote Working33 days holiday, including bank holidaysPensionInterested? To apply for this Sales Manager position, here are your two options:1. "This is the job for me! When can I start?" - Call 0116 2545411 now and let’s talk through your experience. Ask for Harry Sandhu between 8.30am - 5.30pm Find out moreWE 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?
News stories
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January 09, 2023Read More
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 progressionIf 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 environmentThe 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."
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November 22, 2022Read More
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:
- Have a role and responsibilities discussion
- Match your new hire with a peer buddy
- Help your new hire build a social network
- Set up onboarding check-ins once a month for your new hire’s first six month
- Google also does eight things to on board their new hires, which you can adapt to your organisation:
- In-person Training
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
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.
CodeLabsCodelabs 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.
Extensive Resources
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.
On-the-job Training
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.
Mentorship Program
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.
Check-in
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.
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November 01, 2022Read More
Precision Announces Anand Kakkad as Head of Technical.
Building a team from two to six in fourteen months, by empowering and coaching.
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.
Phil added:-
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.
Head to our meet the team page to find out more about us
Recent coverage:-
Business East Midlands Link: https://www.eastmidlandsbusinesslink.co.uk/mag/appointments/precision-people-makes-head-of-technical-promotion/
The Global Recruiter
https://www.theglobalrecruiter.com/anand-kakkad-becomes-head-of-technical-at-precision/
The Leicester Mercury
https://www.business-live.co.uk/enterprise/east-midlands-appointments-and-promotions-25499266
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November 17, 2022Read More
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.
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