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  • 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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  • 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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  • 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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  • ....even if you don't 'get' what Employee Engagement is. What actually is Employee Engagement anyway? Whether youe an Engineering Director who fullys 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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  • 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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  • 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 (I'm not 40 yet ) 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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  • 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, is keeping your team constantly and consistently motivated. With the cold mornings still against us, staff are naturally feeling a bit low. 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 contact our Consultancy team on 0116 524 5433 or email hello@precision-people.uk 

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  • 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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  • 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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  • 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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  • 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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  • 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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  • 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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  • 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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  • 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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  • 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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