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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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  • 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

    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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  • 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 (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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  • 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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  • 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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