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  • May 08, 2019

    Engineering is a vast industry with many facets and areas to specialise in. Having said that, there are also many transferable skills that are useful right across the entire umbrella of engineering. Below we look at the top 10 skills engineers need in 2019. 1. Up to date technical knowledge Technical knowledge and skills are the main skillset recruiters are looking for. It’s important to have the right educational background to set yourself on the right path, but it’s also important to show how far you’ve come since leaving education. Stay at the top of your game by reading industry news, blogs and articles. Consider getting certified in new areas and technologies whenever relevant. 2. Communication Although the bare bones of engineering often happen individually at a desk or computer, these projects always start and end with human discussion. It’s vital to be able to communicate and listen in order to ensure that the project is a success and any issues can be resolved quickly. 3. Leadership Businesses want to know that you aren’t just there for a free ride. That when the going gets tough you are able to step up. Businesses want to hire people who want to be there and want to work their way up and add value to their organisation, leadership is a key quality in the modern world of engineering. 4. Interpersonal Similarly to the last two skills, the ability to bring people together and influence, is of the utmost importance for the modern engineer. Collaboration and teamwork is a key part of many projects and the ability to build rapport in a team can guarantee the success or failure of many projects. 5. Critical reasoning Using the knowledge you’ve acquired throughout education and your career (see skill 1) means that you should have the core understanding needed to see the wood from the trees. Being critical allows you to realise where the value is in a piece of work and evaluate which points are crucial. 6. Creativity The ability to creatively solve problems is key in any profession, engineering is no different. When problems arise and the most obvious solution isn’t possible it’s crucial to be able to solve the task in front of you in whatever way you can. 7. Innovation There will always be a demand to keep making things better, faster or stronger. The very nature of engineering means that engineers are the people who need to deliver this day-in-day-out. Having the desire to innovate and solve problems should be a key skill that engineers strive for. 8. Enthusiasm If you want to work as an engineer, show how much you want it. Having the desire to get up and go is crucial. Showing enthusiasm is a great skill that will help accelerate you in your career. 9. Attention to Detail Being an engineer, accuracy and precision are both vital attributes. In this industry, mistakes can be costly as even the smallest miscalculation can have profound effects. Failure to pay attention to the small stuff can result in huge consequences when it comes to incurring costs or even health and safety. 10. Resilience Finally, resilience is a great skill in any walk of life. The nature of an engineer means that you can be on call 24 hours a day which can be tough. Even in jobs where you don’t find yourself on call they can be equally as demanding in other ways. It’s important to demonstrate that you won’t fall at the first hurdle and can keep going throughout tough times. Take a look at all our latest sheet metal, machining & production and Mechanical & Electrical jobs here. Get to know our engineering team here you can also register your CV here.

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  • April 18, 2019

    At the end of last year, Harriet Potter started in Precision’s Academy. Harriet has gone from strength to strength and has made a flying start to her career in recruitment. In this feature, she offers her perspective on her first few months with the company, as well as giving an insight into what she wished she knew before applying for a job at Precision People. About me  "Since I was young I’ve always been very sporty. I love football and I used to play for Leicester City Ladies team which was an amazing experience. Because of this, I’d consider myself quite a competitive person - something that I believe is really important in recruitment. Initially, I wanted to work in the sports industry but realised that there were so few jobs and none of them seemed like they were a good fit for me. In the end, I started working in retail. I really enjoyed it at first as I’ve always considered myself a people person. I was promoted quite soon after starting there and was recognised as manager of the month which is something that I’m very proud of. After a couple of years working there, I came to the conclusion that it wasn’t very challenging and my competitive edge wasn’t being utilised enough. I’d heard about recruitment from a few friends and  decided to apply for a job with Precision People. My Initial Impressions about Recruitment I had reservations about working in such a professional environment as I didn’t go to university and I know that recruitment is a popular graduate job, but those worries melted away pretty quickly.  As soon as I started working in   recruitment, I quickly realised that   I’d  love it. I wanted a fast-paced   and fun environment but also one   that was rewarding and challenging   and recruitment is just that. I can be   myself and love to speak with   clients as I am definitely a people-   oriented person.  I was also surprised by how much   responsibility I was given early on.   Effectively I’m in charge of my own   ‘desk’, which in some ways is   comparable to running my own   business! I’ve learned so much about my specialist area (Fire Engineers) and my geography skills have improved so much since starting here!  I’m highly money motivated and I love that in recruitment money is a reflection of work. In other office jobs, you have to work extra hours and aren’t necessarily rewarded for it. In recruitment the more you put in the more you get out, both in terms of money and results as the two are directly linked. Something that is just as rewarding as the commission, if not more, is the feeling you get when you place someone. Getting someone a job makes all your hard work worth it. The feeling is something that I can only compare winning a cup in football, not even just a regular game! I made my first placement a couple of weeks ago and had a massive adrenaline rush afterwards. My Initial Impressions about Precision People  I chose Precision for a few reasons but the main one is the academy. A lot of companies offer just 4 weeks of training and I didn’t feel like this was enough for me to learn my trade, especially given a background in sports and retail. Precision’s academy is 6 months long and the support they have given me throughout has been just what I needed. I’m now nearly 4 months in and I feel like I’ll be ready to take the next step soon. Another great feature of working at Precision is their values. They live and operate by five values: passion, listen, encourage, integrity and support. These are all so important in day to day life at Precision, something that really makes them stand out from other recruitment companies just focussed on getting as much money as possible. Horror stories do exist in recruitment, but I haven’t heard about any of these about Precision. People love working here. I think that a lot of the horror stories are from people that aren’t really a good fit for that job or company, it’s important to consider this when applying to any job. Something else that we do at Precision that other companies don’t do is specialise. Other companies tend to take on any job and ask a consultant that doesn’t know that industry to try and fill it, often resulting in pretty poor quality candidates. Although it might seem like a small thing from the outside looking in, it means that you can build much better quality relationships with candidates and companies. Advice to Applicants  As I said before, it’s important to consider if you are the right person to work in recruitment. It is a demanding job and very fast paced so it isn’t for everyone. It doesn’t tend to be a normal 9-5, but working those extra hours really makes it worth it. The highs are absolutely exhilarating! If you’re upbeat and people-oriented then you should definitely think about a career in recruitment. Although it can be tough, finding someone their perfect job is a great thing to do day-to-day and something very meaningful. I’d also recommend looking around at some other recruitment companies as you’ll see how different Precision is and how accommodating we are as a company. Of course, you need to be resilient as not every day is a high. Ultimately the tough days make the good days even better!"  If you’re considering a career in recruitment and have any questions about my experiences, feel free to connect with me on LinkedIn. If you would like to know more about the Precision Academy click here or if you fancy a conversation to see if the Precision Academy might be the right move for you, call Natasha for an initial chat on 0116 254 5411, email natashab@precision-people.uk or connect with Natasha on LinkedIn here or you can apply by clicking here.

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  • March 25, 2019

    Recruitment is an industry of ups and downs. Those of us working in it the industry know that people are what drives us forward, and Precision People is no different. However, what does differentiate us from the rest is our culture. We have a strong set of core values which we are proud to champion: listening, integrity, passion, engagement and support. It’s important for me to ensure that these values are the lifeblood of Precision People at every level. Through these values, we have been able to build our culture, which has lead to a period of continued success for the business. Turning our values into our culture had its challenges but now we are reaping the rewards. What creates a successful culture? One key aspect of creating a successful culture is really understanding what your culture is and how it makes your business unique. Your culture is your competitive advantage. In a world where products and even services can be replicated by competitors, its culture that is your completely unique and sustainable competitive advantage. In the same way that no two people are the same, no two companies are the same. There isn’t a particular type of culture that will make your business X% more profitable, implementing a culture that isn’t your own is likely to have an adverse effect. (Hence why trying to change it should only be in extreme cases). How to understand your culture with your business  To really understand your culture it’s vital to sit down with trusted team members from a variety of levels. The culture at board level may differ to the culture at entry level - it’s important to understand these differences and how they affect your business. Deduce what attributes your successful employees have, do they correlate with your culture? Following on from thinking about what negative traits unsuccessful employees have had. Why did they leave the business? You’d be surprised at how many of these negative traits are cultural. Culture TIp:  “Think about what negative traits unsuccessful employees have had. Why did they leave the business?”   Once you understand what it is that makes your culture unique, the next step is protecting it. Whatever the size of your company it is important to hire people that fit into it, after all, one bad apple can spoil the bunch. How to hire someone according to your culture - 3 killers questions. It’s important to note that finding someone who fits your culture isn’t necessarily someone who will bring a breath of fresh air into your business. Often what you’re really looking for isn’t a someone who fits your culture, but a culture add. The difficulty is to find someone similar enough seamlessly slot into the team, but someone original enough to push the boundaries and bring in some fresh ideas where necessary. ‘Birds of a feather flock together’ Interview questions Knowing the importance of employing people who add to the culture, the difficult bit is working out who matches your requirements. The recruitment process needs to be in place to allow the candidate to showcase what they can do and how they fit these values. The most important way for you to work them out is by asking the right questions at the interview. Question #1: Why do you want to work for us? Why ask it: Although this might seem like a simple question many candidates fall at the first hurdle. This question is an opportunity to see not only if the candidate has put the effort in to research your company, but also see what the candidate prioritises from what their research has shown. What to listen out for: Whether or not the candidate has researched your company. What specifically about your company the candidate has noted and prioritised? Does it sound overly rehearsed or does it come across as genuine?   Question #2: Describe a time when you were tasked with something you didn’t know how to do and how you overcame it. Why ask it: The nature of a new job will entail new challenges and there is always a learning process involved. There will be times when a new employee will be challenged with something new, are they likely to take a risk and try something without guidance or are they more risk in their approach? What to listen out for: How comfortable are they admitting their lack of knowledge? How self-aware do they seem? Do they know their own limitations? Did it take them a long time to think of something? How did they overcome this challenge? Question #3: Tell me about a time when something unfair happened at work. Why ask it: Frustration is something that is likely to happen in any job at some stage. When an employee gets frustrated it can have a profound effect on their colleagues and the business as a whole. The important aspect of this question is seeing how they handled their frustration, were they proactive in going to the source and talking about or did they let it fester and turn into something divisive in the team. What to listen out for: What does the candidate believe is unfair? Did they take into account the accountability for the situation? What effect did they let their frustration have on them? Did they channel it into something productive?    “Hiring people is an art, not a science.” - Howard Schultz, Chairman of Starbucks   Your culture is the most important thing your company has whether your a manufacturing plant, a fabrication business or you distribute construction products - knowing what it is and how to manage it for success is the biggest sustainable competitive advantage your company can have. Blog by Ray Metcalfe, Commercial Director - click here to find out more or connect with Ray on Linkedin. The importance of getting the right people in place is often overlooked. If you would like to talk to our consultants about how they can get the right employees for your business, contact our team on 0116 524 5411 or email hello@precision-people.uk. Once you have the right people in place, keeping them motivated is the next challenge, why not check out our blog on 7 powerful ways to motivate your team.

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  • March 19, 2019

    Harry Pemberton - 8 months on - My first impressions of training in the Academy at Precision People.  Harry Pemberton has been working as a Search Associate at Precision People for the last 8 months. He joined Precision’s bespoke 6-month recruitment training Academy after graduating from university with a degree in Sports Science. Harry is a lover of all things sport and a passionate Leeds United fan. His sporting background is diverse, ranging from athletics to swimming and badminton to football. His years of playing have helped a competitive edge and killer instinct, something which is helping him thrive in his career in recruitment. Why I chose Recruitment  "After graduating university, I wasn’t that sure of what I wanted to do, I initially applied for jobs related to my degree in sports science, fearing that an office environment wasn’t my thing. Although I still feel like I wouldn’t enjoy working in a normal office, Precision is right up my street. As well as being competitive by nature I’m also very people oriented. These two attributes are vital to be successful in the recruitment industry as you spend a lot of time on the phone cultivating relationships with clients." Choosing the Academy  "After deciding to work in recruitment, I applied to various companies and was in the very fortunate position of having multiple offers on the table. After researching the companies and reflecting on the feeling I had when I met with the companies, Precision was my first choice by far. Precision seemed like a much friendlier working environment, everyone seemed welcoming and I got on really well with everyone that I met, and I could be totally myself." What I love about my job Since accepting the job 8 months ago, I can honestly say that Precision has not disappointed! Around the office, there is a family style atmosphere and everyone is  very supportive. My colleagues are genuinely pleased for me and very congratulatory about my successes, whether big or small.   My role is in quite a niche area,  I focus on   technical recruitment in the aerospace and   automotive industries across Europe. I spend   a lot of my time on the phone to Germany as      there is a massive industry  there, I love that   my job has an international element.  The environment  Although it’s cliche to say, there is definitely a work hard, play hard atmosphere in the office. We all make sure to finish on time  every Friday and head out for a drink, as we do on paydays. We also go out for a curry every couple of months. We have quite a few socials which are used as incentives like going to Ladies Day at the races, something that really creates a great team atmosphere in the office. Although I love the social element of working at Precision, another great thing which we do is a lot of charity events. The next one we have coming up is a charity game of tag rugby which I can’t wait to get involved in! My career path After joining the Academy 8 months ago I’ve learned so much - probably more than I realise. The normal path in the academy is to spend a few weeks learning the candidate side of things, what typical career paths are in your chosen industry and trying to understand the ins-and-outs of candidates wants and needs. After that, we move onto the sales side looking more into understanding the positions that companies have and what their requirements are. It’s a great way of learning your trade because you get a full 360 degree understanding of the process.   Within a year of graduating from the academy, I’d like to be in a position where I have a few very good working relationships with companies in need of recruitment and be their ‘go-to guy’ for jobs in my field. Further, in the future, I’d love to lead a division. I’m very fortunate in being able to grow my career with Precision - the more you put in, the more you get out! The challenges  Like any job there are challenges and it’s not all plain sailing. There are frustrating times, especially on days where no one seems to pick up the phone or when another recruiter takes your client. You need to be very resilient to work in recruitment and willing to put the hours in. Why you should apply for a role at Precision There isn’t just one type of person who does well in recruitment and if it tempts you even a little bit you should come to an interview to see if we fit your values (as much as you fitting ours). There are some characteristics that have served me well in my career and I especially think you should apply if you’re any of the following: competitive in your nature; resilient when handling rejection and if you have any sales experience that would serve you very well in this role. At the end of the day you have to be willing to put the work in, recruitment isn’t a normal 9-5 job. Successes aren’t handed to you, but that makes it all the more satisfying when you achieve them. When you work hard the rewards are there and they’re 100% worth it. Whether that be small successes throughout the week or when you get that bonus at the end of the month. It’s not going to be easy, but it’s definitely going to be worth it!"  If you would like to know more about the Precision Academy click here or if you fancy a conversation to see if the Precision Academy might be the right move for you, call Natasha on 0116 254 5411, email natashab@precision-people.uk or connect with Natasha on LinkedIn here. Click to find out more about becoming a Sales Executive and applying! (Spaces are limited!)  

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  • March 12, 2019

    Unfortunately, we are talking about an industry and business service with many inherent flaws. In my opinion, many of the problems we see stem from some fundamental issues that recruiters have wrought upon themselves and customers unwittingly propagate. The paying customers’ perspective Having been a customer myself and in speaking with countless other recruitment customers, I can tell you that their complaints are very consistent. There's a lot of them so I’ll list out the top 10: 1.     They waste my time 2.     They don't tell me the whole truth 3.     They keep hassling me every 5 minutes 4.     Fees are too expensive 5.     Recruiters don’t understand my business or the role 6.     Candidates aren’t even being interviewed before they’re sent to me 7.     They’ve been looking for months and can’t find anyone 8.     Everyone they send to me is terrible 9.     Too many cold calls 10.   I’m sick of junior recruiters who have no idea   The recruiters’ perspective There’s a pretty similar list of gripes here too: 1.     They waste my time 2.     They don't tell me the whole truth 3.     I have to chase them for everything and they never call me back 4.     They cancel roles and they’ve always got 5 other recruiters working the same role 5.     This role is a £40K investment and they won’t even meet with me to talk about their business or the role in detail 6.     Every time I send a candidate they’re “already on our database” or another agency has just sent them 5 minutes before me 7.     They’ve been looking for months but won’t budge on the spec or increase their budget 8.     They don’t give me any feedback on candidates I send them 9.     There’s no customer loyalty and they always step outside the preferred supplier list 10.   I’m sick of ridiculously low “other recruiters” rates And the sad thing here is the true victim of this lack of accountability and partnership – the rather important people – the TALENT! What’s to be done?  It’s tempting to work through each of these issues one by one and talk about solutions but we’d be treating the symptoms, not the core problems. It seems to me that most problems stem from the bounty hunter style pricing model prevalent in the market where the fee is contingent upon success. With this model, the customer has nothing to lose by being non-committal and farming the role out to multiple recruiters. To draw an analogy, this model is like giving your tax return to 5 accountants and telling them that you’ll only pay whoever gets you the quickest result. If you did that, what kind of result would you get? I bet any accountant worth their salt would turn it down instantly and if you were lucky enough to get a few to agree how would they approach the assignment? They’d rush it, they’d probably cut corners so they don’t invest too much time in case they don’t get paid. Just like you, they’d be hedging their bets. So when we do the same thing in recruitment a few important things happen. Because we’re dealing with a number of recruiters this soaks up so much time that it’s too much effort to do a proper job brief. In fact, it’s too much effort to call everyone back or respond to the CVs they’ve sent. We haven’t spent any money so it’s no skin off our nose, right? Then the follow-up calls start and we get fed up pretty quickly. The recruiters know how the game works so they’ll make a call on where your role should sit in their priority list. Most good recruiters will successfully place between 25% to 50% of the roles they work. That means they spend their own time and money on 10 jobs but only get paid for 2.5 to 5 of them (sometimes none). So recruiters usually look at their jobs and think “what can I definitely place?”. This is where the bulk of their time will (should!) be spent. If you’re not a top priority because you don’t return calls or you have too many recruiters working your role, or your fee is too low, or you’ve been looking for ages and you’re not paying enough money… then guess what, you get a half-hearted effort. More importantly, we’re motivating recruiters based on speed, so it’s in their best interests to try to get the best return from the least amount of effort. This encourages what we call a flick and stick, or spray and pray approach. Basically, this means playing the numbers and throwing as many CVs out to as many customers as possible knowing that the law of averages means that something will stick. The scary thing is, this is so entrenched that Recruiter’s KPIs are actually measured and rewarded based on these numbers! I hasten to add not at Precision for this very reason There is a better way! I think the solution is to throw out the contingent fee model. Instead, work with one recruiter and pay them a portion of their fee upfront. This commits both parties to receive a quality result and puts your job firmly at the top of the priority list. It means that the recruiter doesn’t have to cut corners to get you a CV before someone else snags the fee. It means recruiters can afford to take on half the number of jobs because they know they’ll get paid for all of them. It means candidates aren’t getting calls from 5 different recruiters and don’t start thinking “jeez these guys (Client X) must be desperate!”. It also usually means you’ll be able to negotiate a discount because you’ve removed some of the recruiter’s risk. Is this risky for you? Yes, it could be, but in the context of all your recruiting over a number of years, doesn’t it make good business sense to spend time up front picking a good recruiter with good references and a strong track record? Then build a strong, exclusive relationship with them until you get to the point that they know your business better than most of your staff. If they let you down, find another agency. You might have the odd false start but over time you will get much better results and you will absolutely save money. A common misconception I once had a customer say “But I’m buying a product, if I like what’s on your shelf then I’ll pay if I don’t then I won’t”. Sorry, but candidates are most definitely not sitting on a shelf waiting for your call! You’re not buying a product, you’re buying a service. You’re paying for someone to go out to market and represent your business. You’re paying for someone to search high and low, ask for referrals, network extensively and generally do whatever it takes to find you the perfect person. Having said that, the best recruiters invest heavily in their network so they will often be able to recommend someone they’ve already met. But it’s important to recognise, you’re still paying for a service. You’re paying for someone to successfully broker and secure a long term relationship on your behalf that you can then benefit from quickly. Just because they are in the recruiter's network when you ask doesn’t mean a huge amount of time (usually years) of effort hasn’t gone into making that the case. Final thoughts If you spent £40k (on say a piece of Software) in your business, would you spend a lot of time with a vendor to make sure they really understood what you wanted? You bet! Why is a £40k candidate any different? It’s a big investment and very expensive if you get it wrong so it pays to invest the time with quality partners to make sure you get it right. At Precision People, we have built a new suite of models that make this transition easier for clients. One of them, for example, only requires a small proportion up front and then a reduced success fee at the other end which isn’t payable if the Talent comes from an ad as opposed to Search & Networks.  This reduces waste and risk on both sides for a win-win. There is an element of Trust required still sure, but there is in any meaningful relationship in life! Whatever your solution, Clients and Recruiters need to start partnering more and at a deeper level to make sure the ever-growing disconnects that also affect the Talent (And therefore Employment Brands) start to be bridged and turned around. If you want to discuss any of the solutions and ideation around how to make recruitment better for all concerned, please click here or call us on 0116 2545411.

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  • February 19, 2019

    Are you conducting an interview in the near future? Not sure what questions to ask? Here are 15 killer interview questions to help:  1. If you had ten seconds to sell you and your abilities what would you say? 2. What are your weaknesses/ areas for development? What are your strengths? 3. How would you describe a great day at work? 4. How do you react if others around you are demotivated or negative? 5. What would current managers and colleagues say about you? 6. What would you plan to do in the firs three months of this new role and how? 7. What will your referees say about you? 8. What achievement that is not on your CV are you most proud of? 9. What is the biggest mistake you’ve ever made and what did you learn from it? 10. What do you know about our company?  11. Where does the role fit in with your current career ambitions? 12. Can you tell me about a time when you added value to your previous employer’s business? 13. What would it mean to you if you didn’t get the job? 14. What aspect of your last role has involved working with others, what did you enjoy/ what did you not enjoy? 15. How much are you worth? By asking these questions you should gain a very good insight into the candidate. Do you know about hard and soft skills? Read this blog post here: 'Hard & Soft Skills, what you need to know when interviewing." and also '24 Interviews tips to make sure you hire the right candidate." Precision will help your business in all aspects of your interviewing process, including onsite training for line managers, advice, and we can even sit in on interviews to give an unbiased opinion on hires. We have done this for a number of our clients and it has proved very successful, especailly with family businesses who may not be used to interviewing.  If you have a sensitive hire, and you don't want your current staff aware you are conducting interviews, we can help you organise meetings in our purpose built private interview rooms with easy access onsite parking close to Junction 21 of the M1. Click here to see our office. Contact us today for more information on 0116 254 5411 or email hello@precision-people.uk or book a call in our calendar at a time to suit you here.

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  • February 18, 2019

    Judging people within the small window of opportunity that is the interview process is a skill that improves with time and experience. Regardless of the industry you work in or that you made the wrong decision. When recruiting people for key positions within your company, you may well have to make an important decision in a relatively short space of time. A CV can only tell you so much; it is the interview process which often determines the crucial decision. But how do you make the right choice within such a limited space of time? The key is to plan and manage the interview correctly to make the most of the time that you have. This short tips have gone through the initial shortlist process either yourself or by using a reliable recruitment company such as Precision People. Needle in a haystack Choosing the wrong person can cost a business dearly in terms of time, productivity and money. Being able to match the right candidate to the right position is a real skill - developing an instinct for making the correct decision does come with time and experience. However, if you have the responsibility for selecting personnel for your company, there are many simple, practical things you can do to make the process a productive one.  Getting to know the candidate The interview process isn't just about firing questions at the person sitting opposite you. It takes preparation, planning and skill to draw out the best in a nervous candidate within the time limitations of an interview. The key thing to remember is that you are trying to get this person to talk about themselves, what they have done in the past and what they want to do in the future. The more detail you have, the easier it is to make an informed decision. Here are 24 Interview Tips to Make Sure You Hire the Right Candidate. Planning 1. Planning is the foundation of so many things so plan the interview carefully. After all, you only have a short time to gather all the evidence you need, so make the most of the time that you have. Go through CVs thoroughly, make notes and highlight questions. Ensure that you have decided what information you want to get from the  interview and devise a structure that will help you get it. Feedback 2. People behave differently with different people, so ask your receptionist for their feedback. How did the candidate behave in the reception area? Were they polite to you and reading the company  literature or were they talking loudly on their mobile phone to a friend? Ask any of your trusted colleagues who may have come into contact with an interviewee for their thoughts. Privacy  3. Set the scene by preparing the environment for privacy. You need to ensure that you won’t be interrupted so divert your phone and put a notice up on the door ‘interview in progress’ if you need to. Think about how the room will be laid out – will a desk between you create a barrier and how will chairs be arranged to create the atmosphere that you are aiming for? Be punctual  4. Punctuality is important and both a sign of punctuality and  respect so try not to keep the candidate waiting. This will usually only make them more nervous, which in turn means you might not get the best out of them at the interview. Overly nervous people rarely perform at their best. Don't forget to smile!  5. An interview is an intimidating experience for many people. If you want to get to know the candidate, you need to put them at their ease. The best way of doing this is to smile. Smiling goes a long way and usually people will mirror what you do, so sit back, relax - and smile. TIDY 6. You are also trying to create an image of professional impression, so clear your desk and just have the paperwork out that you need in front of you. This way you have what you need at your fingertips. At Ease 7. First impressions count, so start the interview process with a pleasant greeting. Introduce yourself by name and position with a firm dry handshake - don't break their fingers! As you sit down take yoru jacket off if you have one and check your body language. Remember that you are trying to put them at their ease so they will be more forthcoming. Make eye contact 8.Make frequent eye contact- but don’t eye ball the candidate and make them feel uncomfortable! Looking  Looking people in the eye creates a feeling of trust and rapport. Attention 9. Give the candidate non verbal encouragement. Look interested in what they are saying and maybe nod to showthat your attention is with them. Don't keep checking the  time or become too absorbed in your papers – it is very distracting! Read the CV thoroughly again before the interview 10. The CV is an important document. As you are aiming to get to know as much about the candidate as possible, make sure you read through their CV before you start the interview – not half way through. If properly used, this document will greatly enhance the interview process. Try to listen more than you talk 11. Listening is an under valued skill and surprisingly difficult.  However, in an interview, you should aim to listen for roughly 80% of the time and talk around 20% of the time. You want the candidate to open up but if you do all the talking they won’t have the opportunity to demonstrate their skills and personality. Check your body language  12. Check your body language and consider how you appear. Try not to cross your arms or legs as this can look defensive. On the other hand, don’t be too laid back and slouch. You need to lean slightly forwards to show interest. Crossing your legs loosely is fine if it makes you feel happier, especially if you’re wearing a dress or skirt, but if you can ‘point’ at the candidate with your knees or your feet it shows you’re focused right in on them. Non verbal clues  13. Look for non verbal clues by reading their body language. Crossing of arms can make a candidate appear defensive, nervous or negative, whilst touching the face can sometimes imply discomfort, suspicion or a lack of truthfulness. Many candidates will be nervous, so the signs may be subtle, but they are there if you know what to look for. Instant Rapport  14. Breaking the ice. An interview is an artificial situation so if the candidate appears nervous start the interview by chatting something informal, such as their hobbies. Everybody should be able to talk about something that interests them – this way you put the interviewee at ease and create an instant rapport. Take notes  15. Note taking is a difficult thing to get right. You may well need t

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  • December 19, 2018

    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. If you would like to talk to our consultants about ideas to motivate your team further in 2019, contact our team on 0116 524 5411 or email hello@precision-people.uk.  Like this article? Why not read  "7 quick tips to improve your employer branding." Check out our consultancy team here.   

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  • October 09, 2018

    What does the outside world think of your company? Your employer branding and how it is portrayed controls the person that you hire. Here are 7 quick tips: - Look at your website – what does it say about you? Imagine you were a potential candidate, what impression would you gain purely from your site? Do you look like an attractive company to work for? Compare your site to your competitors, who would you choose, why? Keep your social media pages up to date with images of your place of work if it’s appropriate. Also add awards, news, and team days out. Link your main site to your social media pages including your Facebook, Twitter and Instagram pages.  What do your competitors say about themselves – how do you compare? Spend some time researching them on and off line. You can even set up google alerts which will notify you of any changes or news about them.  Survey your staff. Get them to complete a quick questionnaire on what they like and dislike about working for your company, the results may surprise you! You can then use the results when promoting your business to potential candidates. You might find the smallest of things can make the biggest difference. News section on your website. Add relevant news about your industry and keep adding stories. This makes your site look current and up to date, making your company appear knowledgeable and a market leader. Look at your recruitment adverts, - does it make someone want to work for you? How is it actually perceived? Ask colleagues or friends for some honest feedback. How do your current recruiters, internal and external sell your company to the market? What do they say to explain certain key areas that would be important to the candidates? Everyone who comes into contact with your business will have formed an opinion about whether your company is a positive place to work for. Whether they are past and current employees, suppliers or potential new employees. Therefore, your employee branding is very important and must be monitored and maintained to keep it fresh. Precision has a step by step process we follow when working with our clients, including looking at a companies employer brand and how we can work together to improve it. If you would like to have a chat about how we can help your business improve it's employer brand and deliver the candidates you need to make your business grow, contact us today on 0116 254 5411 or email hello@precision-people.uk. 

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  • September 17, 2018

    Why Do Some People Achieve Their Goals in New Jobs and Others Do Not? Statistics indicate a worrying trend that many people fail in new jobs despite the initial promise they show in their interviews. Businesses take a gamble every time a new employee is hired even with apparently good interviewing, selection and training policies. Understanding the main reasons why new employees are dismissed can help you avoid this happening to you. The only comprehensive study of employee failure is by Leadership IQ. Their report found that: • 46% (just under half) of all newly hired employees fail within 18 months and only 19% achieve unequivocal success. • Most surprisingly this research shows that when new hires fail 89% of these are for reasons relating to attitude. Contrary to popular expectation, the primary reason for failure is not a lack of technical skills. When assessing hiring failures it is found that people don’t underperform because they lack technical skills. People underperform because they lack soft skills.  What Are Soft Skills? Soft skills can be acquired but cannot be specifically taught or evaluated. Examples of soft skills are: Strong and professional communication skills Time management Organisational skills Reliability, sense of responsibility and job commitment Motivation and teamwork While hard skills are necessary for any position, soft skills are crucial in the successful utilisation of hard skills in achieving employment goals. Most employers value mind set or the ability to think critically and make logical decisions. These skills shape how you respond to situations. Many employers set great store by employees who are determined, dependable, innovative, and collaborative. Soft skills are subjective and are associated with personal attributes and character. Soft skills are often described as people skills or interpersonal skills revealing how one relates and interacts with other people. What Are Hard Skills? While, in contrast, soft skills are a complete collection of our social, communication and self-management ability that enable us to work and integrate into a work place. Soft skills are the capabilities that enhance or emphasise the hard skills. It is not that technical skills are unimportant; just that they are much easier to assess and that is why attitude (mindset) is the most important predictor of a new hire’s success or failure. Hard skills are specific technical skills based, and these are teachable. Some examples of hard skills are: • Academic qualification such as a degree • Proficiency in computer programming • Customer Service experience • Speaking a foreign language • Operating a type of machinery Most companies do a good job of judging candidates’ technical skills. Some conduct day-long interviews focused on complex manufacturing methods, project management skills, and data analysis. Then, in the last half an hour, the interviewer will ask some non technical questions, often as an afterthought. Hard skills are usually related to professional knowledge, tools or techniques that allow us to work within our profession. Most Interviewers Find Soft Skills Difficult To Assess Some of these could be: Repeatedly completing high-quality work on time Persuading others to consider different technical points of view Coaching and being coached on technical and non-technical matters Working successfully for a variety of managers, each with their own individual style Remaining flexible enough to handle rapidly changing design requirements, yet still hitting deadlines Making tough decisions with limited information and often dealing with ambiguity Challenging conventional wisdom and authority Helping team members who are struggling Taking over without being told that a project is in trouble Managing multiple projects to a timeline Meeting budget restraints and their implications Prioritising with little direction. Most companies find that these all-important questions are not asked, and, with hindsight soft skills are almost always to blame for a person failing to deliver. When asked what makes the best manager in their business, it’s usually that their soft skills make the real difference. If soft skills are not discussed, you could easily find that some candidates with extraordinary soft skills have been excluded because they didn’t meet the company’s benchmark for technical standards. These are the people who could have become your best managers. To assess the area of soft skills, the role has to be reviewed in order to list the soft skills relevant to reduce the probability of job failure or under performance. How To Identify Candidates’ Soft Skills Some headlines that could be assessed are: Planning - How do you work out what your top priorities are? Initiative - Describe the most recent situation where you found you had a work related problem. What did you do to resolve it? Communication - Have you ever given instructions that someone didn’t follow? If so, why do you think that happened? Integrity - Have you had to deal with a coworker who wasn’t pulling his or her weight? If so, what did you do about it? Leadership - Did you ever need co-operation from a group over which you had little authority? If so, how effective were you? Persuasiveness - What strategies have you found work best when trying to sway someone to your point of view? Sales - Describe the main types of people you target. What approach do you use for each group? At Precision we have embedded soft skill assessments into our client hiring processes by identifying the non-technical skills required for a position. These non-technical skills and assessments are integrated into the interview process. The interviewer introduces the measurement of non-technical skills early in the interview process, rather than leaving this critical area to the end. By using this strategy, potentially great hires wouldn’t be inadvertently excluded. One of the best ways to tell if applicants have the skills to perform specific tasks is to directly ask how they’ve used those skills in the past. To find out more please contact us for an informal discussion of how you can lower your hiring failure rate and make a real difference to your business on 0116 254 5411 today. 

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  • September 06, 2018

    Precision People, the specialist recruitment consultants in the sectors of Engineering, Technical, and Sales recruitment and operating for over fourteen years, are going from strength to strength with the recent creation of a bespoke training academy. The Precision Academy, consists of a 6-month training course based within a purpose-built room, includes a structured plan of training & activities to give trainees all the necessary skills, knowledge and experience to launch a successful career in the recruitment industry. Supported along the way by a trainer and an additional external trainer who visits once a week.   Trainee Recruitment Consultant, Vanessa commented:-      “Having not previously worked in recruitment, Precision Academy has been seamlessly paving the way for me to transition into a full 360 recruitment role through a well-thought-out, step-by-step approach. In addition to receiving one-to-one training support on a daily basis through on-the-job learning, we also have assigned days that we spend studying industry best practices with a recruitment specialist in an interactive, classroom-style, learning approach. Having been in training for just over two months, I have already made many successful candidate placements, have a growing client base of my own, and am now being supported by management in carving out my niche area of recruitment expertise.” Training & Recruitment Manager Natasha commented:- “The Academy has been an amazing success so far, and I am incredibly proud of all of our trainees who’ve come a long way since starting, just a few months ago. Their determination and focused attitude have allowed them to make great progress, already making placements and receiving commision. I have personally found the experience rewarding, learning new things every day about how the industry is changing.”   Trainee, Vanessa concluded: “Above all, I admire Precision's values and how we are encouraged to never compromise on integrity or quality in business. I also really enjoy the emphasis placed on mindset and goal-setting in recruitment - it's great to see all the employees pin pictures of their personal goals to the sides of their desks to keep motivation and focus levels high!”   Managing Director, Phil Walker commented: “We have designed the Academy with the help of some of the most experienced recruiters and trainers in the US and UK. We’ve put together a robust, quality driven training system that is akin to how the professional environments of law would grow their talent. The six-month program is theoretical and practical applications of best practice that is way ahead of most of the ‘same old’ ways of doing things used by our competitors. We have centred the hiring process on the person’s ability to learn, understand and achieve the critical parts of being a professional recruiter, not what they have done in a previous job or how experienced they are. The whole company has embraced the new academy team, raising our overall standards and success in all areas of the business.”   Precision is currently interviewing for the next three people to offer academy places to this year, so if this sound like the right career for you or someone you know, please make contact as soon as possible, the new team of hires will be starting early October. If you are interested, this is the perfect opportunity if you are starting your career or are thinking of making a change.  Get in touch by contacting Natasha Bates, Recruitment Manager on 0116 254 5411. This press release was recently published in Recruitment International.  Click here to find out more about the academy.  

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  • July 10, 2018

    As an engineering recruitment agency, we are always looking for new and innovative ways to adapt our approach so that we can secure the right fit for our candidates. In most markets, there are ever-evolving practices that incorporate changing technologies, laws and social parameters and to stay ahead of the competition agencies like ours must adapt to these. So, what are the top 3 recruitment trends of 2018 that our engineering recruitment agency and employers should be considering this year? Skills Driving Salaries Over the recent years, average salaries have flatlined. However, this is predicted to change due to inflation coupled with current extremely high employment rates. Good news for engineers; the biggest rise is expected in the qualified and technical markets! But with Brexit uncertainty and a weakened pound to contend with, comes a reduction in the supply of labour in the industry, so if you’re struggling to attract talent, you’ll need to be ready to increase your offerings to secure the best candidates. New Jobs – New Way of Thinking Increasing specialisation in engineering markets, new job titles pop up and our engineering recruitment consultancy must use different approaches to secure the best people. With these new titles comes new tools and channels within the market at an almost daily rate, so it’s important to understand what actually works. By staying in the know with moving markets and adapting thought processes to hiring and retaining staff, employers and recruiters alike can keep up with the changing times and use this to influence their candidate selections. Technology Needs Talent With technology advancing at a jaw-dropping pace, it’s not uncommon for employers, candidates and recruiters to worry about how intelligent machinery could impact their respective industries- especially engineering firms. As machine capabilities grow, to reap the benefits of them one thing is for sure, human intelligence is still a must. As with the above, new job titles will be created for those manning such technology so ensuring your candidates are technologically adept and forward thinking, as well as reassuring them of their value, is vital in retaining strong staff. Call us on 0116 254 5411 or email info@precision-people.uk Engineering Recruitment Consultant | Precision People  

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  • June 29, 2018

    Senior Recruitment consultant Natalie Chapman, who specialises in placing Sales & Management talent into the Construction and Building products sector, this week, celebrated 10 years at Precision People. To mark the occasion, Natalie was presented with a card signed by all the team, a personalised cake, balloons and a gift, whilst everyone celebrated with a glass of fizz and listened to Recruitment Director Phil give a heartfelt speech of his first memories of Natalie, joining Precision when their were five members of staff and based on Western Boulevard in 2007.   Precision is now based on the Meridian Business Park with over twenty five staff and growing. Natalie commented on her ten year’s service: “I am sure all my fellow recruiters in Leicester will agree, reaching ten years at one company is something very rare in our industry, and something to be celebrated. I can honestly say that year on year I have grown as a consultant, learning new skills and most importantly, how to recruit using all the tools available and best practice to add value to our candidate and client relationships." Recruitment Director, Phil Walker commented: “Nat joined Precision when we were just finding our feet as a business and has been on the long and hard journey of Precision becoming a multi million pound turnover business. It's rare for a person to stay so long in an industry known for job hopping but, Nat has always fitted the culture of hard work, putting the right people in the right seats and for the right reasons. The team at Precision look up to Nat as one of the most committed to doing a fantastic job of being a recruiter, as well as being continually highest achieving.” Natalie concluded:- "As a company, we use proven processes to make sure we ‘get it right’. We listen to our client’s needs before offering them a solution. The same applies with our candidates, we understand their drivers and what they want from their next move. This is one of the many factors why I have worked at Precision for ten years. Personally, I feel that Precision People has allowed me to give my two daughters the life I have always hoped for. I would like to say a big thank you to Precision for making me look forward to Mondays every week for the last 10 years!” Precision People are currently seeking to hire a Logistics and Supply chain recruitment consultant and a Recruitment Consultant for the Construction & Building Products market to join our amazing team of over twenty five talented people. Please contact Natalie Chapman, Recruitment Co-ordinator on 0116 254 5411 or email natalie@precision-people.uk. Click here to learn more about joining our team of amazing talent. Notes to Editors: Precision People is an established specialist Recruitment business providing recruitment services in three key areas under three sub brands;- Precision Search - specialising in management and director level search within the manufacturing and logistics sectors. Precision Recruitment, specialising in engineering, technical construction and sales roles across the UK. Precision Consultancy - bespoke recruitment training packages for businesses to improve their return on investment before or after hiring talent. Founded by Director Phil Walker in 2004, the growing team of twenty five itself on it’s passion and integrity to listen to its clients and deliver tailor made solutions. Precision People is based on the Meridian Business Park near the M1 Junction 21 in Leicester and operates nationwide and also in the US. Precision People are Members of Apsco (Association of Professional Staffing Companies) and were finalists in 2009 and 2014 in the Leicester Mercury Business Awards.

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  • June 29, 2018

    Precision People is delighted to announce a new charity partnership with the fantastic Rainbows Children’s Hospice after a company vote was held. Precision People joins the charity’s business club who's other members include Next, Intelligent Energy and Available Car. The charity provides the only East-Midland’s hospice for children and young people, providing life-limited children and their families care and support. Rainbows incredible team of people helps relieve symptoms, improve the quality of life, support parents and siblings through their bereavements, and care for children until the end.  Tom Stanyard, Corporate Partnership Fundraiser commented:-  “We’re delighted that Precision has chosen to support Rainbows and everyone is really looking forward to working with the team. With only a little-guaranteed funding each year we’re almost entirely reliant on supporters like Precision, who help make sure that Rainbows is here for life-limited children, young people and their families across the East Midlands that we provide vital care and support for.” Jo Walker, Marketing Director commented:- "The Precision team voted to support local charity Rainbow's this year. We're hoping to raise lots of money by giving £10 for every candidate we place in a new permanent job plus also getting involved in extra fundraising days throughout the year including the 5K family Bubblerush in September. Rainbow's carry out amazing work for life-limited children and we're proud to help."  To find out more about Rainbows and the fantastic work that they do, please click here. Contact us on 0116 254 5411 or email hello@precision-people.uk 

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  • June 29, 2018

    ....even if you don't 'get' what Employee Engagement is. What actually is Employee Engagement anyway? Whether you're an Engineering Director who fully understands the concept of employee engagement or think you simply just don't have time for it whilst running a busy engineering firm, either way, Employee Engagement is a term used increasingly within not only large business but also SME's. In a nutshell, it: "is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day, committed to their organisation's goals and values, motivated to contribute to organisational success, with an enhanced sense of their own well-being."*  Here are 13 tips you can implement to increase your staff's happiness.  1. Clarifying goals and objectives from the outset with each staff member is imperative. If they understand what their job role is, they will be far happier. A lot of employee dissatisfaction comes from not clearly defining what each person's role is and what duties fall within their role. 2. Why not hold a weekly meeting promoting the biggest achievements of the week? If this is tricky timewise, send an email to everyone at the end of the week. This will inform the staff of the highs of the week, ready to start work on Monday from a positive angle.  3. Social events are a great way for staff to interact and build relationships outside of the shop floor in a more relaxed environment. Whether it's a quick drink after work each month on pay day, to lunches with the Managers when targets are met, right through to big Christmas Parties, off-site events build stronger teams and people in different departments get to interact when they otherwise may not outside of the working environment. 'Fuel motivation and have an employee of the month' 4. Have an 'employee of the month' and get everyone to vote for their colleagues. Give the winner a certificate and a prize and announce it in front of the teams. People like to be recognised for a doing a great job in front of their peers whilst fueling motivation. 5. Extra day's off, duvet days, or afternoon's off. Whatever your business calls them - being able to earn an extra day off is a fantastic incentive which will vastly appeal to some staff. Plus you have the added bonus it doesn't cost your business any cash. Letting staff have their birthday off ( or maybe the day after, if they like to celebrate) is a thoughtful gesture. 'Encourage an open door policy - or maybe an anonymous suggestion box' 6. Create an environment where you encourage people to speak up and know that they will not be judged or criticised. By having an open door policy staff are more likely to speak their mind and who knows, some fantastic ideas may come from them. 7. Encourage health, fitness and good eating habits in the workplace. This can be small gestures from providing fresh fruit for staff to have access to throughout the day, fresh filtered water, to gym memberships. If you can't stretch to whole gym memberships perhaps talk to a local gym and agree on a group discount? 8. Being mindful of staff and their stress levels are also increasingly important. Organise a meditation group or bring in massage therapists for the afternoon, are all gestures that could reduce your staff's anxiety and keep stress levels to a minimum. 9. Celebrate work anniversaries - 'Jim, you've been here how long? Congratulations here's a bottle of bubbly." Also looks great posted on your social media pages too. 'Support a local charity' 10. Nominate a local charity and come up with ideas of how you can support them by raising funds. Perhaps choose a local charity that you can build a relationship with. A local homeless charity, food bank or hospice. Ask staff to vote for a charity they feel they would like to support. 11. Arrange for an ice-cream van to turn up at your premises - who doesn't love ice-cream? 12.Holding an awards night is a fantastic way to recognise staff for their efforts throughout the year. You can be creative with the categories as you like and even get your staff to vote for each other. You can hold it at your place of work or go all out and hire somewhere and turn it into a real party! 13. Simply saying 'Thank you' sounds obvious but goes along way. Saying thank you for a job well done should never be underestimated. Keeping your employees engaged is key to a content and productive workforce where ideas thrive and staff are genuinely happy in their work environment. If you would like more information on Employee Engagement contact Precision Consultancy on 0116 254 5411 or email hello@precision-people.uk   * Source: Engage for Success  http://engageforsuccess.org/what-is-employee-engagement Like this article? Why not read 'Precision People add Commercial Director to assist with growth plans.'

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  • June 29, 2018

    Precision Recruitment is now Precision People, offering new services for a wider range of sectors Precision Recruitment has re-structured it's business in line with a changing engineering market. Precision People, the new group brand has introduced three levels of service to help their expanding customer base. Precision Search, for higher level senior appointments within manufacturing and logistics, Precision Recruitment, for businesses seeking engineering, technical and sales talent, and Precision Consultancy for bespoke recruitment training packages. The move to segment its markets comes in response to key challenges that its locally based engineering clients face in hiring talent, in the midlands, to work in a global market. Leicester is the heartland of the Midlands and its requirement for engineering talent is set to increase for a wide range of industry sectors as companies compete for increasingly rarer skills. "Last year we launched our Senior Level Appointments brand, Precision Search, which has grown by over 60%. After working closely with a number of our clients, it became apparent that they needed help, not just with the search and selection, but with other areas of the talent acquisition process" says Phil Walker, CEO and Founder of Precision People. Walker explains "We're already getting involved with a more consultative and holistic approach to finding talent. It is the way we differentiate and win our business. By providing a broader service offering under specific brands we make our service more understandable to our clients". Precision People has already hired specialist recruiters and consultancy staff with experience in other sectors, bringing in the additional expertise to deliver the new services. Their mission is for a one stop talent acquisition and managed service, that delivers from shop floor to C Level, for engineering based companies, whether that is for skills in designing, developing and making products; for sales people to sell those products, or for the management talent to make this happen. For more information contact Jo Walker on 0116 254 5411 or email jo@precision-people.uk  

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  • November 15, 2018

    "Hi, I’m Reena; full time Mummy to two gorgeous little boys and a successful recruitment/HR professional.  Prior to starting my new career with the Precision People as an Executive Resourcer, my life was all about changing nappies, cooking tasty baby meals and lots of giggles. Watching my little boys grow and being able to see all there firsts meant the world, going back to work seemed such a distant memory. I was on maternity leave for almost 14 months and the time spent at home was amazing but I soon started to miss the recruitment world. How can I spend the most amazing time with my baby boys, still see all their firsts and be as successful as I was before? I think this is a question most mummies ponder over time and time again. I contacted lots of agencies and explained my background but I got the feeling I had to give up being a mummy and go back to work full time. A few weeks passed and I eventually went back to work with my old employer. The travelling started to have an impact financially and the hours meant I wasn’t able to do my previous role. I needed a role which gave me the flexibility, work life balance and success I had before. Whilst updating my facebook status at the weekend (as you do!) I found an advert for the Precision People,  it said that they were looking for people to join their team. I contacted them the next day and told them my story and here I am! Part time Consultant and Full time Mummy! The two best jobs a mum could ask for.  Having the best of both worlds means I’m now able to earn the same as when I was full time but also support my young family. I’m so pleased to work for an employer that truly understands how to utilise your key strengths and skills whilst having that ‘Mummy Work Life Balance."  Click here to find out what it is like working at Precision People. or find out more abut the Academy here. Fancy a an informal chat? Call Commercial Director Ray Metcalfe on 0116 254 5411 or email raym@precisionrecruitment.co.uk         

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  • June 29, 2018

    I'm not a prude, really I'm not. But, after some very recent research I carried out on linkedin viewing recruitment consultant's profiles and their company branding (I'm in marketing – we're re-branding) there was one common theme that I came across over and over again. Young(er) ladies in recruitment who have ditched the professional photo for more, shall we say 'flesh on show' shots? Beach shots with bikini tops on, photos of and let's be honest ALOT of boob / leg/ or both on show. Now, I think there are few questions that need to be raised by this. Linkedin is a professional business networking site. Would you turn up to a business meeting in your bikini top? Probably not, bit chilly and you'd feel quite silly. So is it ok to look like this on your Linkedin profile? Recruitment is a hard game, I totally understand that. I watch and listen as our team of consultants (both male and female ) work tirelessly contacting candidates to find the right fit for our clients. And I understand that it's sometimes hard convincing potential candidates to connect with you on Linkedin – even if you have THE most amazing job for them. But surely ladies, you're good enough at your job regardless not to have to resort to boob flashing photos to get people to connect with you? And if the candidates do connect with you, what subliminal messages are you sending out to them? "I'm desperate enough to want to connect with you, I'll use my cleavage to do it?" Think about your personal branding and what messages you're giving out. It says if you're having to resort to boob shots, it's probably not a great job, so people won't connect with you anyway. Recruitment has a bad reputation as it is, and I think these tactics probably only fuel that. And what about the recruitment companies allowing their consultants to have these type of images? What sort of branding message does that give out? "We're cool with flesh shots of ladies" It's all bit 1970's, Carry On Camping for me. If you look at some of the profiles, you would have thought you're on a dating website, not a business networking site. Should men in recruitment follow suit with the same approach? Are we to have speedo shots for the chaps soon? Because that would be deemed pretty creepy. "Here's a picture of me in my speedos – I'd like to add you to my network" – er no ta. If you want to climb the recruitment ladder and recruit for more senior roles as you gain more experience – do you think these tactics will still work? Do you see really experienced high fee earning women recruiters, relying on their linkedin profiles featuring low cut tops to gain their reputation and their connections.Nope. What if other fields of work adopted the same approach? Sarah the Senior Systems Analyst or Michelle the Communications Consultant wearing bikini tops. It would look rather out of place. So come on ladies, button up your tops (a little) and hold your heads up high – save your bikini shots for facebook. You're good at your job and you account for just over half of the recruitment industry. If you can't get people to connect with you, then they probably aren't worth connecting with. If you'd like to talk to some professional consultants who really know their stuff, call us for a chat today on 0116 254 5411 or email hello@precision-people.uk This article was posted on Linkedin and read by over 95,000 people. Click here to see the feedback it received.

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  • June 29, 2018

    Leicester based recruitment consultancy Precision People has added Ray Metcalfe as Commercial Director to its expanding management team. Ray joins the Precision People team after working for thirteen years as Operations Director at Encore Personnel, where he played an integral part in building technical and engineering divisions across the UK. Precision People's Founder, Phil Walker said:- "Appointing Ray last Autumn as Commercial Director marks a significant point in the five-year business plan to expand the company further, particularly our contract division. Over the last few year's the team have become experts at permanent recruitment and have built strong vertical markets in our key areas of engineering, technical and sales. With our contracting division taking off and with Ray's leadership, we will be the largest single site recruiters in the Midlands by 2019, with 48 recruiters across 7 specialist areas. Back in 2004 Ray at Encore and I at Precision were direct competitors, servicing the Leicester market with blue collar engineers and have seen our careers take shape to where they are today. A chance conversation regarding a reference found us with a similar mindset and life goals, this gave us the confidence that by building teams of excellent recruiters, trained and with the best tools, that we can out-perform the market. Ray and I both bring a wealth of knowledge to form a formidable partnership, whilst playing to each other strengths in areas of the business." Ray's starting point was to bring in a team-focused structure, thus allowing us as a business to expand our market specialisms and reach for our clients and candidates. Firstly, in a supportive and progressive role to help everyone achieve success and by internally hiring and managing our team based on our company values. Secondly empowering Precision's existing team to take a fresh lead in the business growth areas. This results in a like-minded motivated team of people with a clear road map to achieve their short and long-term goals." Commercial Director Ray commented: "It's all about the people, our intelligent recruitment process matches skills and behaviours to the job role, supporting people to flouri sh, this coupled with the expenditure on technology helps Precision not only support clients recruit key personnel but attract and retain the top talent in the marketplace."      Director, Phil Walker concluded: "The future is exciting and will offer our growing team and other ambitious recruitment professionals looking to join us an opportunity to share in the success. I believe Precision to be at the forefront of "search" process and recruitment technology. That coupled with a supportive and empowering management style, Recruiters can flourish as an expert in their field" If you are interested in a career at Precision People, contact Ray Metcalfe on 0116 2545411 or email raym@precision-people.uk Notes to Editors Precision People is an established specialist Recruitment business providing recruitment services in three key areas under three sub-brands;- Precision Search - specialising in management and director level search within manufacturing, food and logistics sectors. Precision Recruitment, specialising in engineering, technical and sales roles across the UK Precision Consultancy - bespoke recruitment training packages for businesses to improve their return on investment before or after hiring talent Founded by Director Phil Walker in 2004, the growing team of 23 prides itself on its passion and integrity to listen to its clients and deliver tailor-made solutions. Precision People is based on the Meridian Business Park near the M1 Junction 21 in Leicester and operates nationwide. Precision People are Members of Apsco (Association of Professional Staffing Companies.) and were finalists in 2009 and 2014 in the Leicester Mercury Business Awards.

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  • June 29, 2018

    The tsunami that should not ignore the human factor The Internet of Things is changing the way manufacturing industries operate. With massive advances in technology such as robotics, cloud computing, 3 D printing and automation, this fourth industrial revolution is having an impact on workforce communications and engagement. For each new innovation, there is a potential impact on engaging the workforce, from shop floor to manager, and manager to manager. Staff engagement has never been more important. While technologists are keen to point out the opportunity costs and offsets in technology investments, an area they always fail to factor in is how they will keep the workforce motivated and loyal as new devices, processes and task replacement bites in. Technology can free up a manager's time but rarely does it replace the management of people in addressing their needs as a collective workforce. Managers in busy plants deal with materials, tight schedules and customer deliveries and while staff can benefit from using mobile devices and apps, being available and solving problems in real time should be factored into the whole workforce engagement strategy. The secret lies in harnessing the power of technology to the power of people. Dovetailing advancement into human face to face contact, essential for workforce communications and engagement. Creating a culture of engagement A more engaged workforce can increase productivity by 22% (Harvard study). Creating a culture of engagement through establishing the values of a company is one way to do this. If these are being used and lived by it gives employees a better understanding of where the company is heading and how they fit into the business. Most people go to work to achieve and make progress, they feel happy when they know they are growing and contributing to the bigger picture. To do this an employer needs to convey to them they are doing a good job. Creating the right environment Engaged shop floor staff will be less likely to look elsewhere. Employees not only want to feel valued, they want to feel they have control over their lives and a good work life balance. Employees need to feel that their contribution counts. One way to do this is to create an environment where ideas are collected and discussed. Is there a shared value of continuous improvement and growth? Feedback? Do they feel part of the team and valued? Employees want full communication and to be kept informed. To keep employees engaged, it's all about communication, transparency and sharing company information. How this is conveyed to your staff is also an important driver. They want to know if the company is hitting production targets, and if so by how much and if the company is doing well overall. Technology is an enabler but it takes manager intervention to make effective communications happen. Managers need no longer be constrained to their office desks but are now able to interact on shop floor level. The Internet of Things is changing the way things are done for engineering and manufacturing industries on an unprecedented scale. This seismic wave is unstoppable but the disruption and displacement it causes to processes and tasks should not ignore the human factor of engagement. Ignore at your peril, both from the experience factor which can make a manufacturing firm more diversified, and a recruitment cost factor. Click here to read: How every Engineering Director can increase staff happiness. Contact us on 0116 254 5411 or email us at hello@precision-people.uk  

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  • June 29, 2018

    I must be honest, Recruitment never appealed to me, my background is Events Management, infact when I decided that I wanted a change in career, I was offered a job in recruitment (not at Precision) and immediately I turned it down. My impression of recruitment was sat at a desk making 100+ outbound calls to people who really didn't want to talk to recruiters! My idea of hell!!! "I had my own opinions on recruitment companies" I had my own opinions on recruitment companies, part of my duties as an Events Manager was in house recruitment, so I knew too well how annoying and unprofessional some recruiters can be. However one day in early 2014 I answered my phone to Nat, I had, had some dealings with Nat in my previous job and knew what a great professional recruiter she was. She was always very honest which in my eyes is something a good recruiter should always be.  After my initial conversation with Nat I thought I owed it to her and myself to at least go and have a conversation with the Directors. This was one of the best decisions I ever made. They were honest and open with me, they told me from the start that it wouldn't be an easy ride and it hasn't been in places. However due to the in-depth training and help from colleagues and management alike I can now honestly say I LOVE MY JOB. Yes there are fantastic financial rewards working for Precision People, but for me one of the most rewarding things about this job is helping others to achieve their full potential or get back into work. I never thought that my Events Management skills could be transferable to recruiting however I have learnt that in this highly focused customer environment my skills benefit both candidates and clients alike. I would strongly advise anybody to at least take the time to come in and have a chat with the Directors, I am living testimony to that. Want to find out more about working with amazing talent? Click here, check out our facebook and Instagram pages here. Work for us! Click here For a confidential chat with Commercial Director Ray Metcalfe or Natalie Chapman call  0116 254 5411 or email raym@precision-people.co.uk.

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  • June 29, 2018

    You've probably figured out that keeping your roofing products sales team and account managers happy is crucial to achieving great results. But how do you do this? You don't need to spend a lot of money or time, but, by giving your team attention and ensuring they feel valued, they're more likely to be motivated to make sales which will reflect well on you and the business. Whether you're a branch manager whose team's focus is new business or your team is more account management focussed, here are 8 useful tips to ensure you have a happy sales team selling roofing products across the country. 1. Set measurable and achievable goals and targets Working towards both a team and individual targets is a great motivator for your team. It will help guide them in their work and keep them on track. Have sales figures displayed around the office so your team know whether they are near to achieving their goals. Set weekly, monthly and quarterly goals to see the bigger picture. Make sure you pay attention to everything going on in your team. If you're not hitting targets, you need to know why and quickly so you can identify issues and turn the situation around. 2. Show your appreciation When a member of your team is performing well, it's important to reward them and give them praise. You can do this both privately and publicly, as it will motivate the rest of the team to perform better (but don't have favourites). Provide rewards, celebrate milestones and most easily, just say 'thank you'. It'is an easy and cheap way to make your team feel valued. It's also important to communicate if a client has been particularly happy with a team member's work, and to communicate this back to the team member. 3. There is no 'I' in 'team'- get savvy on your language! It is easy to caught out doing this, so watch out! By saying 'we' instead of 'I', 'us' instead of 'me', etc. when talking about your team will make everyone feel included and recognised as part of the team. Try to get into the practise of doing this by not only using this language at work and when speaking to your team, but when speaking to anyone about your work. It also shows other people that you care about your team, which will reflect well on you. 4. Remember, a sale can involve more than one person Recognise at times that although one person may be making most of the sales it doesn't mean that the rest of your team aren't working. Check who is working behind the scenes and remember to give them praise too. If your roofing products sales team are working hard and someone else appears to be getting all the credit this might create tension, they may feel devalued, and not feel inclined to help others with tasks in the future. 5. Have an open door policy You will probably want communication between you and your team to be strong. One of the best ways to do this is to have an open door policy, which creates a sense of transparency and openness. Your team will feel that they can speak to you more often and honesty increases trust. This will also help everyone to have a good understanding of the company they're working for. By knowing what their return on investment is, and how beneficial a sale is to the company it will make a sales team feel that they are contributing to the business. 6. Keep the small gestures coming People tend to be happy when they see others happy at work. As soon as tension is created in your team, it may affect motivation and morale. You can keep everyone happy by doing little things, buy nice biscuits for the office, or show a clip from a comedy movie in your next sales meeting. You don't need to spend a lot of money, just think about what perks your team might enjoy. 7. Recommend your best roofing sales talent for a promotion If a vacancy opens up in the company and some of your team have been working particularly well, recommend them for a position higher up. This ensures they feel valued and their hard work is recognised. Similarly, if a team member wants more responsibility, providing they are working well currently, give them a bit more responsibility. 8. Anyone for go karting, laser quest or a pint down the pub? Research has shown that members of a team who get along well and spend time together are likely to work well together. So, it's vital to spend a bit of time with your team outside office hours. There are loads of ways to do this, go for a drink after work, organise lunch at a restaurant, or go to the gym together. Be as creative as you like! Just make sure your team will enjoy what you've organised. This way you will also learn more about your team, and giving them recognition will make them feel valued. It's important to remember that everyone is unique and members of your team will prefer to be rewarded in different ways. Roofing salespeople often find financial incentives most effective, however, this does not apply to everyone, try to personalise all rewards and work out what excites your staff. Whether your team are out in the field selling trims and flashing or office based selling cladding products, by following these tips, your team should feel motivated, valued and that all their efforts are being recognised. This should produce some great results and aid business growth by having a productive and happy team dynamic. Looking for a new salesperson within building products click here to meet our dedicated consultant. Maybe your thinking about a new sales role, click here to read our latest sales jobs from around the UK.  Fancy a chat? Call Construction & Building Products consultant Natalie Chapman on 0116 2545411, email natalie@precision-people.uk today.

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  • June 29, 2018

    25.9 million working days were lost in 2015/16, due to work-related illness. On average each person suffering took around 16 days off, caused by stress, depression or anxiety. Has this affected anyone in your sales team? And what effect did it have on your business overall? And, more importantly, what steps can you take to minimise this happening in the future. The 'right to disconnect' gives employees a legal right to ignore work-related emails outside of their normal working hours, intended to encourage employees to take a proper break. This new law has taken effect in France (no surprises there!) at the beginning of the year. While it is unlikely that the same law will be adopted in the UK, it's an important issue which you should think about within your business. Is it considered normal and expected for your sales team to answer emails and phone calls at home? Why (ideally) you shouldn't email your sales staff outside of office hours Let them get some sleep! The main objective of 'disconnection' is to protect the health and wellbeing of your sales team by ensuring they get enough rest. This means when they leave work they can rest fully, rather than checking emails or taking calls on days off or outside working hours. A stressed sales team can lead to illness and time off Switching off from work helps to reduce work-related stress, which is proven to increase productivity in the long run. Work-related stress has increased significantly in recent years and as an employer, you need to be concerned about the long-term impacts of this on your employees. Some companies have already made changes by using an out-of-office system. This means when people take their holidays, they are restricted from accessing their work emails. Switching off and coming away from work issues, will give you a different perspective and make it easier to solve issues once you come back to them with a clearer head. Why sometimes you may have no choice, (or little control) "Morning dear - oh you're already on your phone!" Many people use their phone as their alarm and grab it to check social media and emails the second they get up. You have no control over how your staff act outside the office and therefore cannot make sure they are getting adequate resting time. They are grown ups after all and they have a choice. But, by being mindful not to send instructions to your sales team outside of working hours, you are able to manage this to some extent. Motivated sales people will take calls anytime of the day (or night) Let's be honest, if you have motivated salespeople with clients they care about and a job they like, they will take calls at any time of the day (or night!) if they believe that it will close a deal, secure their commission, meet a monthly target or keep their client happy. Whhhhhat no wifi? One way to really stress a salesperson out is for them to visit a holiday destination where there is no wifi. Motivated and focused sales people are far better checking their emails for ten to fifteen minutes each day, rather than stressing and worrying about what they are missing. (It also makes life calmer for members of their family they're travelling with.) If you really do have to email staff whilst they are on holiday, keep it to a minimum. Big v's small businesses In smaller and medium size companies answering emails and calls out of office hours might be expected and part of the culture in order for the business to run profitably. If your sales team are motivated and happy in their jobs, taking the odd call and answering a few important emails shouldn't be a huge angst to them, as long as it doesn't completely take over their evenings and weekends. This can also work both ways - agreeing on a sales team member's flexi time so they can attend their son Jeremy's school play about the Great Fire of London. I asked a few team members in the office what they thought about the 'right to disconnect' and received various responses: - "For me as a part time employee, I think this is bad. I rely on looking at my work emails on days off to monitor emails. There have been times that I have needed to make calls/ respond to emails on my days off to ensure placements are made." "I think it's a bit weird. Either have access to work emails out of hours or don't! We all have a choice whether or not to have them appear on our iPhones on the weekend/eves. If you choose to have access and something comes up that can't wait you should be prepared to deal with it or forward it on to someone who can. If you really don't want to see work emails out of work hours then stick out of office on and don't have access on your phone!" "I do feel it is positive that employees are being given the opportunity to "switch off" so to speak when at home, with ever increasing pressures, as human beings we are always SO BUSY! However, this new legislation should be used with caution. This could be the difference to "getting that account" and/or keeping it. The businesses/industries do not all run Monday to Friday and issues do occur, I believe that common sense should prevail and each individual should use their own initiative to determine what emails (issues) can wait till they are back in the office on Monday, or need immediate action to prevent further catastrophe." 4 Tips to help your sales team 'switch-off' and reduce stress If you send an email to your sales team out of office hours, state whether it is urgent or whether it can wait until the morning/ after the weekend or when they come back from holiday. Create a culture in the office of solving any small issues arising first, before having to contact team members on their days off, as a last resort. Create a structured and documented 'hand over' system to other team members, when one of your sales team goes on holiday. Make sure all the team are briefed fully and are aware of any potential issues that may arise. This will prevent or minimise problems coming to the surface whilst they are away. When staff take holidays - encourage the rest of the team NOT to contact them unless extremely necessary. Although the full 'right to disconnect' policy is unlikely to be introduced in the UK, it is important that you, as an employer, don't ignore the issue of work-related stress and take the appropriate actions to minimise it and encourage a healthy work/life balance and therefore a happy and productive sales team. If you would like to chat about increasing your sales team call the team on 0116 2545411 or email hello@precision-people.uk  Natalie Chapman is senior sale consultant and specialises in placing Sales people in the Construction & Building Products sector. Check out our current sales jobs here or email natalie@precisionrecruitment.co.uk with your CV. Found this interesting? Why not read this article about counter offers: 'Is the Counter Offer more like an unfaithful marriage?"  

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  • June 29, 2018

    Like most things, there is a right way and a wrong way to go about things. But, how do you find the RIGHT temporary contractors? In this article, the top 5 fatal business mistakes engineering professionals are continually making are revealed. Mistake One Choosing the agency that keeps calling you, thinking that they'll be able to offer you the right temporary engineering staff for your business. Just because they keep calling does not mean they are the right choice for you. How You Can Avoid This Identify a specialist consultancy that has expert knowledge in your specific engineering sector. You need to be able to speak to knowledgeable consultants who understand exactly what you require. This will save you valuable time because once they have taken a detailed job specification from you; they will be able to deliver you the right candidate first time.   Mistake Two Hiring temporary staff that turn out not to have the correct skills for the job. How annoying and what a waste of your time. You've tried to train them and it's clear that they just haven't got the right training on your machines for the type of work needed. You can avoid this Use a straightforward four or five MUST HAVE tick list for the work you need doing. An external recruiter should ask you this at a minimum and should LISTEN and UNDERSTAND what you are saying and know why it is important. Mistake Three Hiring temporary staff that hasn't been pre-referenced before you trust them to do the job. Oh dear, more of your time wasted. The temporary staff you've been supplied with will turn out to be totally unsuitable. Always get references on the people that you take on, even if it is for a short time period. By checking out temporary worker's backgrounds with previous production managers, and how well they have worked with other engineers and contractors in the past, any issues likely to happen can be avoided Mistake Four Not hiring locally sourced people. Hiring temporary engineering staff that live a long distance away is a short-term fix that is likely to cause you issues. If problems arise, the further away contractors live, the more likely they are not to complete the assignment. How to Avoid This Always try to use local temporary staff where possible. By using a specialist engineering recruiter that has access to a large database of engineering talent across the country, will ensure that you get the best there is at the time in your local area.   Mistake Five Hiring temporary staff that don't turn up on time and don't communicate if they're running late or need time off. Great, you need the work sent out to your client and they aren't in. How to Avoid This By using a consultancy that consistently and constantly liaises with its temporary workers, minimises the confusion, and reduces the chances of temporary engineering staff not turning up for work. If you would like to have a chat about hiring experienced and reliable contractors, then talk to one of our engineering team today.  Call us on 0116 254 5411 or email info@precision-people.uk

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  • September 11, 2017

    Do you think you're a great boss or manager? Are you good at rallying your troops and getting them on board with new ideas? Or do they run for the hills? Here are 4 proven useful tips to make you a great boss. 1. They ask a lot of questions Great bosses constantly ask their employees questions, to get them thinking more and help them and the business grow. While experience has value, people can't learn when that wisdom is presented on a platter or forced down their throat. That's why great bosses ask questions that will spark, in the employee's own mind, the thought processes that will make that employee successful. 2. They are mavericks When managers depend upon their "common sense" to solve problems, they seldom assess whether their hunches actually paid off. As a result, the same problems keep cropping up month after month, year after year. Great managers think outside the box and break the rules to get results. Great bosses also know their employees and their employee's interests, and manage according to those interests. In other words, getting the best from your team requires applied psychology rather than common sense. 3. They don't manage the bottom line. The "bottom line"–your quarterly or yearly numbers–only tells the story of what's happened in the past and to manage by it is like looking at last year's holiday snaps before deciding where to book your holiday this year. It tells you what has happened – but not what is going to happen in the future. Really great bosses know that the only way to get good numbers in the future is to keep your attention on what's going on right now in your market and industry and the activities that your employees are undertaking to take advantage of the present reality. What are they doing right now which will get results? 4. Great bosses put the employees first (even before the client) When managers preach and practice the longstanding theory to put the customer first, they overlook their employees, who are the people actually responsible for creating and nurturing the customer experience. Customers can immediately sense when the employees of the firms from which they buy are miserable, overworked, or under trained. When's the last time you walked into a shop to overhear staff moaning and looking stressed out? It's not a comfortable environment. Truly great bosses concentrate on making certain that their employees are happy, healthy and can do the work To find out how Precision Search can help your business with your next senior hire, contact Phil Walker, Recruitment Director on 0116 254 5488 or email phil@precisionsearch.uk

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  • September 11, 2017

    Discover these seven little known tips especially for engineers to help boost your career. There's more to being a successful engineer than being good at maths and science. Regardless of whether you graduated recently or 20 years ago, there are tips and strategies you can employ to increase your chances of career advancement, some of which might be surprising. So let's take a look at some of these tips that all engineers can use to assure themselves that their careers remain on the right path. 1. Get to learn the bigger picture. This one might surprise many of you, but the reality is that engineering firms are increasingly seeking out engineers who can think like business people. They want engineers who have been involved with strategy and planning and know their way around a balance sheet and income statements. All engineers need to understand how the total costs to produce your company's products affect business decisions.   2. Think outside the box. In this case, the "box" is your respective discipline. You might have gone to college to study mechanical engineering, but many of today's complex products contain software and embedded electronics so there will be times when design issues will confront you that fall outside of your technical discipline. Learn the basics of other relevant disciplines, such as electronic and software design.   3. Become a team player. Collaborative design is a part of reality for today's product development efforts and design teams have now been expanded to include more and more people, many of which are outside of engineering. All these disciplines must come together to resolve complex issues and formulate solutions to bring products to market. As a result, communication and other "soft" skills are as important as technical expertise. 4. Be an innovator and come up with new ideas Innovation in new products is what sets successful companies apart from their competitors. Always be open to new ideas, even if they come from sources outside your group. Beware of the "Not-Invented-Here" bias that exists at some companies. Companies will reward engineers who encourage innovative ideas, regardless of where they originated. 5. Be an active alum Keep in touch with your alma mater by offering to participate in technical societies to increase your networking reach and writing technical papers and/or organising technical sessions at association conferences to enhance both your experience and your company's reputation. 6. Always keep learning skills  This is crucial as the tools used to do product design and analysis are constantly changing and improving. Stay ahead of the curve and seek out new assignments and opportunities to learn new technologies, sign up for training programs and make the most of company-paid educational benefits. Also, if possible, attend events put on by professional organizations, such as the American Society of Civil Engineers or the American Society of Mechanical Engineers. 7. Work on your "soft" skills. All forms of communication–written and verbal–are critical to advancement in engineering. If you're an engineer who wants to eventually advance into a management role, you'll need to be comfortable talking to customers, giving presentations and working with outside suppliers, agencies, etc. So developing these "soft" skills is vital. Toastmasters International, a non-profit organisation, is a great place to get your feet wet in public speaking.  To learn more about hard & soft skills download this free whitepaper here. Want to talk further about how Precision People can help your business contact us on 0116 254 5411 or email hello@precisionrecruitment.co.uk

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  • September 11, 2017

    What every engineer should discover about body language - 7 tips  Body language it's something so important, yet we give it very little thought to, especially at work, whether on the shopfloor or the office. Body language actually accounts for over 55% of the overall message, with tone of voice 38% and the words you speak, just 7%. So being aware of your body language is one of the most subtle, yet important things to master at work. If you're not in tune with what your posture, facial expressions, and other nonverbal cues, you could be revealing your true feelings to your fellow work colleagues and engineers, which means potentially you could be setting yourself up failure. Here are 7 powerful tips to help you in your workplace: 1. Want to sound authoritative? Keep your voice down Before a speech or important telephone call, allow your voice to relax into its optimal pitch by keeping your lips together and making the sounds "um hum, um hum, um hum." Instead, when stating your opinion, use the authoritative arc, in which your voice starts on one note, rises in pitch through the sentence and drops back down at the end. 2. Feelings little nervous? Assume a power pose to boost your confidence Research at Harvard and Columbia Business Schools shows that simply holding your body in expansive, "high-power" poses (leaning back with hands behind the head and feet up on a desk, or standing with legs and arms stretched wide open) for as little as two minutes stimulates higher levels of testosterone—the hormone linked to power and dominance—and lower levels of cortisol, a stress hormone. Try this when you're feeling tentative but want to appear confident. In addition to causing hormonal shifts in both males and females, these poses lead to increased feelings of power and a higher tolerance for risk. The study also found that people are more often influenced by how they feel about you than by what you're saying. 3. To increase participation, look like you're listening If you want people to speak up, don't multitask while they do. Avoid the temptation to check your text messages, check your watch, or check out how the other participants are reacting. Instead, focus on those who are speaking by turning your head and torso to face them directly and by making eye contact. Leaning forward, nodding, and tilting your head are other nonverbal ways to show you're engaged and paying attention. It's important to hear people. It's just as important to make sure they know you are listening. 4. To encourage collaboration, remove barriers Physical obstructions are especially detrimental to collaborative efforts. Take away anything that blocks your view or forms a barrier between you and the rest of the team. Even during a coffee break, be aware that you may create a barrier by holding your cup and saucer in a way that seems deliberately to block your body or distance you from others. A senior executive told me he could evaluate his team's comfort by how high they held their coffee cups. It was his observation that the more insecure individuals felt, the higher they held their coffee. People with their hands held at waist level were more comfortable than those with hands chest high. 5. Want to improve your speech? Use your hands Brain imaging has shown that a region called Broca's area, which is important for speech production, is active not only when we're talking, but when we wave our hands. Since gesture is integrally linked to speech, gesturing as we talk can actually power up our thinking. Experiment with this and you'll find that the physical act of gesturing helps you form clearer thoughts and speak in tighter sentences with more declarative language. 6. Want to stimulate good feelings? then smile! A genuine smile not only stimulates your own sense of well-being, it also tells those around you that you are approachable, cooperative, and trustworthy. A genuine smile comes on slowly, crinkles the eyes, lights up the face, and fades away slowly. Most importantly, smiling directly influences how other people respond to you. When you smile at someone, they almost always smile in return. And, because facial expressions trigger corresponding feelings, the smile you get back actually changes that person's emotional state in a positive way. 7. Trying to get to the bottom of an issue? to learn the truth, watch people's feet When people try to control their body language, they focus primarily on facial expressions, body postures, and hand/arm gestures. Since the legs and feet are left unrehearsed, they are also where the truth can most often be found. Under stress, people will often display nervousness and anxiety through increased foot movements. Feet will fidget, shuffle, and wind around each other or around the furniture. Feet will stretch and curl to relieve tension, or even kick out in a miniaturized attempt to run away. Studies show that observers have greater success judging a person's real emotional state when they can see the entire body. You may not know it, but instinctively you've been reacting to foot gestures all your life. Keep these 7 tips in mind, the next time you're talking to your fellow engineering colleagues to see what their body language is really saying and also be aware of what your body language is revealing to other people. This article is written by Phil Walker, Recruitment Director at Precision Recruitment. Precision are specialist recruiters in the fields of engineering, technical and sales recruitment operating in the Midlands with positions nationwide. Looking for a new engineering or technical role? Check out our latest roles right here. Call us on 0116 254 5411 or email your cv to info@precisionrecruitment.co.uk.

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  • September 11, 2017

    Insider tips from specialist lift & escalator recruitment consultants.  Are you a lift or escalator engineer thinking about a new job in 2017? Then read on to discover some useful tips to help you secure your next job. There are a number of ways that you as an engineer, can enhance your opportunities of rising into your dream job this year (sorry! Had to get at least one pun in there). 1. Firstly, an NVQ level 3 is now becoming more of a mandatory requirement for most lift companies when getting your foot in the door. Having this will dramatically increase your chances of a new job or a promotion Unfortunately, if you're an engineer who entered the industry several years ago when qualifications weren't compulsory, you may be facing the struggles and frustration of a lack of job opportunities, despite having many years of experience and knowledge behind you. So, if your company offers you the opportunity to fund the qualification or you're able to fund it yourself, this is a MUST. You will broaden your horizons and be offered far more job service roles, especially from the larger firms. Tip: If you haven't got your NVQ level 3 - try approaching smaller lift and escalator firms who sometimes don't insist on this qualification. 2. Reputation is key. The escalator and lift industry is a tight network, in other words, everybody knows everyone! Be known for being dependable, hardworking and cooperative, this is likely to impact your promotion and future job opportunities. You don't want a reputation for someone who bends the rules or puts work colleagues in danger, this will undoubtedly tarnish your reputation and word is likely to spread quickly! 3. Are you a people person? If you have the ability to interact with a wide variety of people with a range of personalities and the capability to manage a team of engineers efficiently, you're likely to be a valuable asset to the company. You won't be so favourable if you have a tendency to rely on others, are a watcher rather than a doer and listener rather than a speaker. 4. Show commitment to your job role As a lift engineer, you'll need to be flexible in your work hours. It's a hard industry being on call for breakdowns or emergency jobs working overtime to get jobs done, however, if you're able to work around the clock, you will show that commitment and passion to your job which is a favourable quality. You don't want to be known as that person that always pulls a 'sickie', procrastinates on the job, or is forever moaning. Employers will brand you unreliable and not dependable. 5. Gain a broad coverage of product and equipment knowledge Your promotion or new job will draw ever closer if you show a willingness to expand your knowledge and skill sets. With a greater span of both, you're able to complete more tasks, take on jobs which require a greater skill level and teach others. If you are offered courses to attend - take the opportunity! 6. Employers and recruitment consultants are not fond of jumpers If you have moved jobs several times in the last few years, this may not look favourable compared with someone who has been with the same lift or escalator company for over five or six years, for example. If you have genuine reasons as to why you left then explain them in detail to your recruitment consultant. Changes out of your control are not a problem when talked over. If the roles were more junior, it is more accepted that you may be only employed in the job for one or two years, as you gain experience and grow. 7. Have you got the customer service skills to take you far? Be polite, pleasant and punctual when dealing with customers, it will make the customers experience with you and the company you represent enjoyable and memorable. You will also increase your chances of receiving positive feedback which can help motivate yourself, improve your performance, and most importantly, puts you in a favourable light with your employer. 8. Make your interests known Your boss won't necessarily consider you for a promotion if he doesn't know you're interested in a new position. If you make your goals known, your employer is likely to pay more attention to you and recognise your efforts and hard work. You may even be given more complex tasks and greater responsibilities where you can demonstrate your potential. 9. Have the right attitude Be the kind of person with a 'glass half full' mentality who focuses on the positives, and has solutions to problems. Immerse your positive attitude into your day to day job responsibilities to see an overall improvement in your performance at work. Your attitude may also encourage your colleagues to adopt a similar positive outlook, creating a better atmosphere and working environment. Be the go-to person and 'step up' when problems arise. 10. Find a specialist recruitment consultant Contacting a recruitment consultant who is a specialist within the lift and escalator industry will vastly increase your chances of landing a new service engineering job. They can identify the best companies for you to work for and liaise with them on your behalf with regards to salaries and benefits. This is far better than posting your CV on various jobs board. Find out more about our specialist lift & escaltor recruitment consultant by clicking here. Fancy a chat? Call 0116 2545411 or email Lindseyb@precisionrecruitment.co.uk 

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