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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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  • 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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  • Keep this article safe and make your next Monday morning meeting your best yet (and your teams!) You're back at your office or business on another Monday. Your team wishes it was still Saturday. They're staring down five long days until it's finally Friday again. And it's your job to make sure that they meet sales, customer service, operational, or any other goals for the week. Here's 10 things you can say to your team that will make this week productive and fun. 1. "How's everyone doing?" When your team knows (not thinks; don't fake it) that you genuinely care about them, they will be much more interested in helping you meet your goals for the week. Show you care. It's pretty easy and goes far. 2. "Here's what we did well last week" Show appreciation for and reflect on what went well last week. What goals did the team hit? What big (or small) accomplishments did they achieve last week? Your team will appreciate that you noticed, and they'll get a reminder of what it feels like to do well and be recognized for it. Tell them what went well last week. 3. "Here's how we can make this week better" Keep a positive tone. They all know that not everything was spectacular last week. Make clear where the team needs to improve this week and exactly what they must do to make that happen. 4. "This is why we need to be awesome this week" People are purpose-driven. Purpose, however, doesn't have to mean ending hunger or creating world peace. Sometimes it just means having a simple, rational reason for doing what you are asking. As leaders, it's easy to forget that we usually have more information and a deeper understanding of the business than those we lead. A very simple explanation of why we must hit the revenue target or any other goals goes a very long way in encouraging your team. 5. "This is how that thing will affect you. Yes you, Jim" Take #4 another level further. Specify how it will affect individual team members. Will it contribute to Adele's profit share? Will it affect John's bonus? Will it make Amy's job easier in the future? Will it create fewer angry customer calls for Natalie to deal with? While your team wants to contribute to larger goals, they also want to know, on a practical level, how the heck these goals affect them individually. 6. "We can't do this without you" It's true. If you could do it without your team, you wouldn't have them. Let them know. Let them know you need them and, more importantly, that you know you need them. It requires a bit of humility and a bit of appreciation and, if you've also done a good job conveying #1, this will further encourage your team to reach your goals for the week. 7. "Here's how I'm going to support you" A huge and frequently overlooked part of a leader's job is to provide support to those they lead. Your team will feel supported and empowered if you tell them very clearly what you are going to do to help them meet the goals you have created for them. 8. "This is exactly what I need from you this week" Now that you've outlined how you are going to contribute to the week's goals, you have earned the right to tell your team exactly what they must do to contribute to these goals. You have shown them that you appreciate them, that you need them, that you've got their back and that they have a personal stake in it. Now you can ask what you need from them. 9. "What questions do you have?" Don not say "do you have any questions?" When you ask if there are questions, it implies that you think that you have explained it perfectly and that there are only questions because people aren't smart enough to comprehend the perfectly-crafted prose you have just delivered. No matter what your intent, it's important to understand that everyone has their own set of filters that they run everything through. By asking "What questions do you have?" you automatically assume there will be questions, making you seem so much more human. 10. "Here is how to reach me if you need me" You've already covered everything that you expect to come up, but there are always unexpected issues, problems or situations that may require your attention or help. Reassure your team that if anything unexpected comes up, you'll be there and here is how and when they can engage you. You protect your valuable time by setting certain times, methods, or channels through which your team contacts you. The work your team does is largely a function of your leadership. Start each week off with these ten things to improve your team's productivity and get more done each week. Imagine the compounding effects if you were to do this every week. If you need to motivate or improve your employee engagement, Precision Consultancy can help.  Contact us today on 0116 254 5433 or email hello@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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