Fill Your Next Vacancy With Autumn Recruitment Offer – Three Qualified Candidates For Just £475
Star Employment Services are celebrating the start of Autumn with a special recruitment offer. It can be tough to find your ideal candidate later in the year but for just £475 our REC Gold audited team can give your candidate search maximum impact.
We pride ourselves on taking the hard work out of recruitment, and firmly believe that finding qualified candidates shouldn’t break the bank. Find out more about our special recruitment offer of three qualified candidates for just £475 here.
What is the offer?
This special recruitment offer will provide you with three qualified candidates, for just £475.
Our expert REC Gold Audited team will get your vacancy noticed across all major and local job networks plus print and social media. We’ll then shortlist the applicants so you don’t have to trawl through hundreds of unfiltered CVs, providing you with three qualified candidates – all for just £475!
What is included?
For just £475 our expert team will advertise your vacancy across all the major job networks, our own local job boards, in print and on social media. You’ll also get a dedicated account manager, a resourcer to help fill your vacancy and find you your ideal candidate, PLUS you’ll get our guaranteed to fill promise.
How does it work?
Step 1: Send us your vacancy
Send our expert team your vacancy. We’ll then turn it into an attractive job advert, optimised to get your vacancy noticed in print & online to find you your ideal candidate.
Step 2: Our team advertise your vacancy
We’ll save you time by using the latest recruitment technology to advertise your vacancy across all major job boards. Your job will also be promoted in print, on social media and our own local job boards.
Step 3: We shortlist applicants
Unlike many agencies we don’t just promote your vacancy. Instead of sending you the unfiltered applications to trawl through, we shortlist the applicants providing you with qualified candidates.
Star Employment Services has been named as one of the top recruitment agencies in the UK for its ethics and commitment to professional standards.
This means that you can be safe in the knowledge that you, your brand and potential candidates will receive the highest level of service and professionalism from our expert team.
Star Employment Services & MNA Recruitment Merge To Offer One Stop Shop For Recruitment
A leading regional publisher has combined its comprehensive job offers under one brand to offer tailored recruitment packages.
Star Employment Services, from the Midland News Association, will be the all-encompassing brand for jobs and will include the previous MNA Recruitment offering.
Situated in the Express & Star offices in Wolverhampton, the agency services are now streamlined to be a one stop shop offer for all recruitment needs, but with a personal approach.
Star Employment is promoting both fixed fee recruitment packages or a bespoke managed service, taking the hard work out of recruitment. The expert team will handpick applicants, providing the best qualified candidates, as well as getting a vacancy noticed across different platforms.
Focus can be made on print and online, and will use both the employment agency and smart search tools. Jobs will appear on the Shropshire Star and Express & Star websites, plus daily newspapers, as well as magazines, weekly editions and the Star Employment jobs board.
Currently, there are more than 25,000 agencies in the UK and Star Employment are one of only 51 agencies to have the gold audit status. The audit provides confirmation that the agency is conducting its business ethically, in accordance with the legal requirements and with the REC code.
Star Employment Services operations manager Kylee Russon said: “Star Employment Services definitely do take the hard work out of recruitment.
“A business will send our expert team a vacancy. We will then turn it into an attractive job advert, optimised to get your vacancy noticed in print and online to find your ideal candidate.
“We’ll save you time by using the latest recruitment technology to advertise your vacancy across all major job boards. Your job will also be promoted on social media and our own local job boards.”
A new September offer is being launched, with the agency promising three qualified candidates for £475. This ties into a campaign of outdoor and radio advertising which is being used to spread the word. Find out more about this offer here.
Recruitment director Lee Smith said: “Unlike many agencies we won’t just promote your vacancy. Instead of sending you the unfiltered applications to trawl through, we shortlist the applicants and provide you with the qualified candidates.
“We are looking forward to putting our streamlined services and bespoke packages into practice.”
Star Employment Services uses the slogan ‘Spend less. Save Time. Hire Better.’
The agency, which was launched in January 2013, is owned by the Midland News Association, publisher of the Express & Star and Shropshire Star.
For many businesses, whether to use a recruitment agency for their hiring process is a big decision to make. In this day and age however, sourcing and appointing the right candidates to work for your business can be hard. A lot of local businesses take the view that using job boards, internal recruitment teams and social networking can fill vacancies. As the recruitment industry continues to grow, agencies are offering an important route for sourcing the best talent.
The best recruiters will have their finger on the pulse of their specialist markets, and can give the hiring team insight in to what is happening. They should know the available talent, where they are and how to reach out to them, salary rates, career expectations, available skill-sets and current hiring complexities. Paying for a recruitment agency will mean the hard work is focused upon with 100 percent attention to detail, using the best resources available.
It can be a tough task finding the right candidates for your vacancies. The people you want may not be actively searching or applying, or may already have a relationship with trusted recruitment specialists. A good agency will know where to find these people even if they are not job hunting, and will be able to reach them.
Businesses who pay for agency expertise are also valuing their time. You will only see candidates who have been pre-selected and match all the criteria that you are looking for. These candidates will be worthy of consideration and interview. Therefore paying for a filtering process as part of agency expertise can be crucial in selecting the right person in the shortest amount of time.
Star Employment Services is an agency with recruitment expertise with the highest gold Standard awarded by the REC Businesses can take advantage of the benefits by using the services and take the pressure off of themselves. We provide an outstanding recruitment service to clients. This entails offering the most bespoke, timesaving and cost efficient recruitment process available.
Confused about how the levy affects your business? Here’s your guide to the apprenticeship levy
With nearly a quarter of business owners unsure about what the apprenticeship levy means for their business and how they can access funding, MNA Recruitment have put together your guide to the apprenticeship levy.
Why not join us 13th Feb for our free apprenticeship levy workshop at the Express & Star.
What is the apprenticeship levy?
The apprenticeship levy is a term that is used throughout the employment sector. Despite this, you may not be familiar with what it means.
By definition, an apprentice is someone who is learning. A levy is a fee or a tax to be paid.
The apprenticeship levy is therefore a tax on UK employers to fund new apprenticeships. It was introduced in April 2017.
It is a payment that will be collected from large employers in both the public and the private sectors. The payment is paid to the HMRC and the levy will be charged at a rate of 0.5% of an employer’s payroll.
Each employer gets an allowance of £15,000 to offset against the amount they owe.
Businesses with a wage bill of more than £3 million will be required to pay the fee.
The objective of the levy is to inspire employers to provide apprenticeship programmes. The additional funds will also improve the quality and quantity of apprenticeships.
Businesses who paid into the levy can access the the fund for training within their workplace.
Apprenticeship Experiences – Rebekah
Although information is provided by businesses and the Government, understanding apprenticeships can be tricky. The best way to get your head around the concept is to hear from people who have undertaken the learning programmes themselves. First hand experience can be more engaging and insightful than a textbook style description.
Apprenticeships are taken very seriously at MNA Recruitment.
Rebekah Rowley is currently undertaking a level 2 apprenticeship in business administration. She began in September 2017 and is expected to complete her course in September 2018.
Rebekah said: “I decided to do an apprenticeship to not just gain a qualification, but also to gain experience at the same time.
“My apprenticeship entails supporting MNA Recruitment with various administration tasks such as. This includes uploading job adverts online, managing social media accounts, enhancing and landing pages for the Express & Star website.
“I also deal with customer customer queries, book linage adverts and create spreadsheets to keep track of job applications for all customers.”
Part of Rebekah’s apprenticeship involves learning how to complete mini smarts, which entails advertising on behalf of a customer. The role is varied. One day she could be sending CVs out, the next she could be attending job fairs to market the company and interact with customers.
“Apprenticeships create opportunities with a business,” said Rebekah.
“Once completing your apprenticeship, if you can do the job and there availability then the company may offer training. You gain experience that other businesses may look for.
“There are no negatives within my role, however the wages for apprenticeships are considerably lower than a full time wage. Hopefully the experience will put me in a good situation for the future.
“I found the apprenticeship on the government website and applied that way. A typical day is busy and full of jobs to do, however it is very enjoyable.
“After the completion of my apprenticeship I will gain an NVQ in Level 2 Business Administration.”
Apprenticeship Experiences – Ellie
Like Rebekah, Ellie Taylor took on an an apprenticeship with MNA Recruitment. She began her journey in October 2016, and completed her NVQ Level 2 in Business Administration a year later. Ellie was then promoted to branch resourcer.
Ellie said: “I decided to do an apprenticeship because I have gained a qualification and new skills. There is the possibility of a career at the end of it
“During my course, I had to have discussions and practically show my assessor various things. This included meeting and greeting visitors and dealing with admin. I had to discuss regulations in the workplace.
“The apprenticeship pushed me to take on tasks I had never done before. This was interviewing candidates and dealing with clients. It allows me to progress into more senior roles and take on more responsibilities.
Ellie found her apprenticeship through, Nova Training. She then attended an interview for her place.
She describes a typical day as being busy. Ellie enjoys learning new things and taking on different challenges.
Apprenticeship Levy Workshop
MNA Recruitment is holding a workshop all about how to make the most of apprenticeships.
Held on Tuesday February 13, the event will look at the way businesses can use the apprenticeship levy effectively. This will help to develop work forces and meet future staffing needs.
“Making the most of apprenticeships” is taking place at the Express & Star offices in Queen Street, Wolverhampton. From 9:30am until 12:30pm, the workshop is by invitation only. Lindsey Flynn, from our partners Well Associates will be giving a talk and running the workshop.
Lindsey has both a BA and a Masters degree from Oxford University. She also scooped the Express & Star Business Person of the Year award in 2017. Lindsey now leads the consultancy area of Well Associates. She directs the consultancy support on major national and regional programmes. Additionally, she provides the specialist insight to management training. This helps organisations to access funding.
The workshop is running is part of MNA Recruitment’s January campaign.
Director of recruitment services Lee Smith said: “The workshop will focus upon how businesses can use the apprenticeship levy.
“We will look at future staffing needs and development strategies.
“MNA Recruitment is a new combined offer in a competitive market. This year started with a campaign to raise awareness.
Marketing executive Natalie Coughlan said: “Our brief was to make people aware of the MNA’s jobs services.
“The apprenticeship workshop will help employers understand the concept.”
Recruiters are always trying new ways of finding the right person, with technology now playing an increasing part
As usage of social media grows, it opens up more opportunities for companies to use the likes of Facebook and Twitter to identify candidates who may be able to fill vacancies.
German banking group Deutsche Bank has decided to recruit the best graduates by using social media rather than traditional methods.
Germany’s biggest bank now spend time monitoring sites such as Twitter and Linked In to find the right candidate for a career in finance among promising millennials, the generation now coming through universities who have grown up in the digital age.
It launched a programme late last year to monitor the online activity of university students to identify those who might be a good fit but would not apply through traditional channels such as on-campus recruitment drives.
In the first two weeks they identified 250 people with potential, who were then encouraged to take part in the bank’s UK graduate recruitment programme.
With 317 million users on Twitter and 450 million Linked In users I don’t blame the banking giant for taking this route.
However, social media does not always tell a recruiter everything they need to know to make an informed decision.
The person you identify may be over sharing. It is easy for people on social media to exaggerate what they do for a living, or how exciting their personal life is.
It is very easy to talk yourself up on social media but it is equally as easy to talk yourself down. Just because someone isn’t posting about their achievements at work every five minutes does not mean they are climbing the ladder in their business.
So if you are recruiting via social media you may overlook someone due to their lack of online activity, which is why traditional methods, such as recruitment agencies, are always best practice.
The start of 2017 will have brought a host of New Year’s resolutions, with work appearing high up on many people’s lists
Like cutting down on alcohol or introducing a new fitness regime, January is a time when minds turn to finding a new job or even changing career.
Any business recruiting can generally expect a large response as people seek out somewhere new to work.
However, this surge in interest poses a challenge for recruiters as there will often be dozens of applications sent in when there is only one job on offer.
Given that many employers in the engineering industry report a skills shortage, how do employers overcome this challenge and land the right candidate?
For me, there has to be a balance between utilising skilled staff and training new workers to become established in the industry.
Apprenticeships are certainly one option. They are a means for someone to gain experience on the job next to an experienced worker while also working towards a qualification within the chosen skill set.
Also, working on short term contracts via agencies is a way for people to gain experience that can be easily transferable across other businesses.
Gone are the days when temporary work should be classed as employment for people that cannot get a permanent position.
Instead they are a way of showing flexibility and reliability. Employees can work over a shorter period to prove their worth for a permanent position.
For recruiters facing a flurry of January applications, it is worth considering the following:
Why is the candidate looking to leave their current role? You need to be sure the person is serious about moving and are not just suffering from short term January blues.
Are they looking for your job or just any job? Recruiters can gauge a candidate’s commitment by establishing how much research they have put into their potential new employer.
What aspirations do they have and why have they applied for this position? This may seem a standard question but we are often surprised by how many people put themselves forward just to see how far they can get.
All of these questions could appear obvious but that is the point.
If someone gives you a standard answer to these questions then, regardless of whether it is January or not, you should ask yourself whether they are just paying lip service.
It is far better to be thorough than to appoint a New Year candidate whose commitment is gone before the clocks go forward.
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