How do recruitment agencies work?
As the world’s largest family-run recruitment company Reed, and other recruitment agencies, play a pivotal role in streamlining the hiring process, offering comprehensive services tailored to the needs of both employers and jobseekers.Often recruitment agencies specialize in recruitment in specific industry sectors – some concentrate on technology recruitment, others specialize in finance recruitment, whereas larger recruitment companies like Reed, hire specialists in each sector and cover 20 different industries all in all – from procurement, to education, tech, accountancy and scientific.Using a recruitment company makes hiring easy. Here’s how working with Reed works:Talk to your local industry expertDiscuss your hiring needs, and goals and refine what your business is looking for in a voice, video call, or face-to-face meeting with your local Reed expert who specializes in recruitment in the sector you are looking to hire in.Review your hand-picked talentOur experts use their local industry networks, access to our database of 22 million CVs worldwide, and the latest sourcing tech, to provide you with a shortlist of potential people for your role(s). You can simply review the applicants and select who you would like to interview.Longest guarantees availableWe will help you onboard your new hire, in fact, we’re so confident in the professionals we place, that we offer up to an 18-month guarantee on your new, permanent hires.What is a recruitment agency?Also known as an employment agency, staffing agency, or recruitment consultancy, a recruitment agency serves one purpose, and that is to connect employers with the job seekers they need for business to flourish.Recruitment agencies have a plethora of other names, while the underlying principles of how they operate often remain the same. Many offer different services and across different industry practices.Here are a few descriptions of recruitment agency operating models.Temporary staffing agenciesThese agencies specialize in providing temporary or contract workers to companies for short-term assignments or projects.Contingency agenciesContingency agencies work on a “no win, no fee” basis. They only receive payment if they successfully place a candidate with the companyRetained recruitment agenciesRetained agencies are paid upfront or in stages throughout the recruitment process. They often handle high-level executive searches or specialized positions.Niche agenciesNiche agencies focus on specific industries, job types, or skill sets. They have in-depth knowledge and networks within their specialized areas.What does a recruitment consultant do?So, what are recruitment consultants? Recruitment consultants, also known as recruiters or headhunters, play a pivotal role in connecting job seekers with employers.Their primary responsibility in working for the above agencies is to source, screen, and match candidates to job vacancies within client companies. This involves understanding client requirements, such as job specifications and company culture, and utilizing various channels like job boards, social media, and networking to attract suitable candidates.Once potential candidates are identified, recruitment consultants conduct interviews, assess qualifications, skills, and experience, and evaluate candidate suitability for specific roles. They also coordinate and schedule interviews between candidates and clients, providing support and guidance to both parties throughout the hiring process.Recruiters often provide advice and assistance to candidates, helping them improve their CVs, prepare for interviews, and negotiate job offers. On the client side, they act as strategic partners, offering insights into the job market, salary trends, and recruitment strategies to attract top talent.Administrative tasks like maintaining candidate databases, managing job postings, and ensuring compliance with employment laws and regulations are also part of their duties.At Reed, as well as matching job seekers with employers, our consultants provide a host of free resources to help clients and candidates navigate each step of their journey. Our free guides, eBooks, tools, and webinars are designed to make the recruitment process smooth and successful, from interviewing right through to pre-employment screening and onboarding.How much do recruitment agencies charge?The cost of recruitment services varies depending on factors such as the type of agency, the level of service required, and the complexity of the position.For permanent roles, staffing agencies will usually charge the employer a percentage of the candidate's base salary, which may be anything from 10% to 30% – the higher end of these percentages are generally for top-earning roles.Likewise, for temporary work, the charge will be a percentage of the candidate's hourly or daily rate and could be up to 30%, depending on the pay scale.It’s worth noting that jobseekers are not required to pay for recruitment agency services, and should certainly question any request for payment. Instead, financial costs are typically managed between the agency and employer, with no interruption to the jobseeker throughout the hiring or onboarding process.The benefits of using a recruitment agencySo, why use a recruitment agency? Using recruitment agencies offers several benefits for employers compared to relying solely on their own recruitment methods. Here are some key advantages:Access to a wide pool of candidates: recruitment agencies typically have extensive databases of candidates across various industries and job roles. This allows employers to access a larger pool of potential employees, at all seniorities, than they might find through their own networks or job postings.Expertise and specialization: recruitment agencies often specialize in specific industries or job roles, giving them valuable expertise in sourcing and evaluating professionals for those positions. This specialization can result in a more efficient and effective recruitment process, as agencies understand the specific skills and qualifications required for different roles.Time and resource savings: outsourcing recruitment to a specialist recruitment agency can save employers time and resources that would otherwise be spent on advertising, screening CVs, conducting interviews, and other administrative tasks. This allows hiring managers to focus their resources on core business activities while the agency handles the recruitment process.Cost-effectiveness: while there is typically a fee associated with using recruitment agencies, this cost is often outweighed by the savings in time and resources, as well as the potential cost of making a bad hire. Recruitment agencies can help employers find quality, qualified, experienced candidates more quickly, reducing the time to fill open positions and minimizing the impact of vacancies on business operations.Access to passive candidates: recruitment agencies have networks and resources to reach passive candidates who may not be actively seeking new opportunities but could be open to the right offer. This expands the talent pool and increases the likelihood of finding candidates with the desired skills and experience.Screening and vetting candidates: staffing agencies typically offer thorough screening and vetting services to ensure that candidates meet the requirements of the job and are a good fit for the company culture. This reduces the risk of hiring mistakes and increases the likelihood of finding candidates who will succeed in the role.Flexibility and scalability: working with a recruitment agency will also offer you flexible staffing solutions to meet the changing needs of your business, whether you need to scale up your workforce quickly, or find permanent hires. This flexibility can be especially valuable during periods of growth or transition.These benefits make recruitment agencies a valuable resource for employers looking to streamline their recruitment processes and find the best talent for their organizations.How to work with a recruitment agencyWhen considering whether to engage a recruitment agency, you need to weigh up the pros and cons. Firstly, you need to evaluate your hiring needs, including the number of people needed, the specificity of positions to be filled, and any time constraints. If you lack the in-house recruitment expertise or resources for effective hiring or require niche or executive talent, outsourcing to a recruitment agency becomes more appealing.Above all, be ready to provide your chosen agency with information about your organization, its aims and ambitions, culture, people, and strategy. It can help to invite the recruitment consultant to your workplace to meet in person at least once, enabling them to get a feel for the organization and who might best fit.How to find a recruitment agency for youTo find the right agency, you need to conduct thorough research. This involves assessing the agency's reputation, track record, and industry expertise. Reading reviews, seeking recommendations from peers, and examining case studies can provide valuable insights into an agency's capabilities.As an employer, you should consider the agency's recruitment methods and network. A reputable staffing agency should have access to a diverse pool of candidates, including passive candidates who may not be actively seeking employment. The agency's approach to candidate screening, interviewing, and assessment should align with the employer's hiring standards and objectives.Why choose Reed?Reed is a popular choice for many organizations. With our 60+ years of experience in specialist recruitment, we have earned our stripes time and again for successfully placing talented professionals in roles spanning accountancy and finance to technology – recruiting across 20 sectors worldwide.Employers often find themselves inundated with CVs that aren’t suitable for their vacancies, leading to extra pressure on their time and resources. Using our services cancels out this risk as we have access to 22 million candidate CVs across the globe, meaning our teams can often pinpoint suitable matches within days.We know it can be daunting for employers to put their faith in a recruitment agency, especially when it’s their first experience, but we pride ourselves on listening to our clients’ requirements and making sure their needs are met. After all, as a multi-award-winning company, we have a reputation to uphold!Registering with a recruitment agencyOnce you decide to work with a recruitment agency, you need to provide your recruitment partner with essential information to facilitate effective collaboration. This includes a detailed job description outlining key responsibilities, required qualifications, and desired skills – your consultant can help work on this with you. Providing insights into the company culture and values – and a copy of your employee value proposition if you have one – can also help the agency identify those who would be a good fit.Clear communication regarding budget, timeline, and expectations is crucial for a successful partnership. You should also discuss fee structures, including any upfront costs or contingency fees. Here, you should also establish a timeline for the hiring process and set realistic goals in terms of candidate quality and quantity.Lastly, when working with a recruiter, you need to maintain open communication with the agency throughout the hiring process. Regular updates, feedback on candidate submissions, and constructive dialogue can enhance collaboration and ensure alignment between your needs and your agency's efforts.Questions to ask a recruitment agencyYou can assess a recruitment agency's suitability for your company’s needs by examining several key factors.Firstly, evaluate the agency's track record and reputation within their industry. Testimonials, case studies, and online reviews can provide insights into the agency's past successes and client satisfaction levels.Secondly, employers should consider the agency's specialization and expertise in recruiting for their specific roles or industry niche. A recruitment firm with relevant experience is more likely to understand the unique requirements of your vacancies.Before, partnering with a recruitment company, you need to also assess the agency's recruitment process and methodologies. Transparency regarding their sourcing strategies, candidate screening techniques, and quality assurance measures can help establish trust and confidence. Additionally, don’t feel that you can’t enquire about the agency's candidate pool size, diversity initiatives, and time-to-fill metrics to gauge their ability to deliver timely and diverse talent solutions.In terms of information provided by the recruitment agency you are looking to partner with, the recruiter will normally provide you with detailed proposals outlining the services offered, including recruitment strategies, timelines, and fee structures. A good agency, like Reed, will also offer you insights into market trends, salary benchmarks, and talent availability to help you make informed decisions. Clear communication channels, regular updates, and ongoing support throughout the recruitment process are essential indicators of a reliable and collaborative partnership.Ultimately, by carefully evaluating these factors and leveraging the information provided by the recruitment agency, employers can make an informed decision about whether their services align with their hiring needs and objectives.How do recruitment agencies find candidates?Recruitment agencies employ various methods to find candidates. These strategies often include:Online job boardsRecruitment agencies frequently use job boards such as our sister company Reed.co.uk and LinkedIn, to advertise vacancies and attract potential candidates. These platforms allow recruiters to reach a wide audience and filter applicants based on the agreed criteria.NetworkingBuilding and maintaining a strong network of professionals is crucial for recruitment consultants within recruitment agencies. They often leverage their connections within industries to source suitable candidates through referrals, recommendations, and professional associations.Direct approachesRecruiters actively search for candidates who possess the skills and experience required for specific roles. They may use techniques like headhunting, where they directly approach individuals who match the job criteria, whether they are actively seeking new opportunities or not.Database searchRecruitment agencies maintain extensive databases of candidates who have previously registered with them or applied for roles. They use sophisticated search algorithms to match candidates to current vacancies based on their qualifications, experience, and preferences.Advertising and marketingRecruitment agencies invest in advertising and marketing campaigns to promote their services and attract both clients and candidates. This may involve online advertising, social media campaigns, television, radio, and traditional methods such as print media.Reed stands out from other recruiters in several ways:Longevity and reputation: with over 60 years of experience in the industry, Reed has established itself as a trusted and reputable recruitment agency globally. Its longevity demonstrates a track record of success and reliability.Wide range of specialisms: Reed offers recruitment services across various industries and sectors, catering to a diverse range of clients and candidates. Whether it's finance, health and care, IT, or engineering, Reed has expertise in 20 industry sectors worldwide.Innovative technology: Reed invests in cutting-edge technology and digital platforms to streamline the recruitment process for both clients and candidates. This includes AI-driven candidate matching algorithms, online assessments, and video interviewing tools.Personalized approach: Reed prides itself on delivering personalized service to clients and candidates alike. Recruiters take the time to understand the unique needs and preferences of each individual, ensuring the best possible match for both parties.Commitment to diversity and inclusion: Reed actively promotes diversity and inclusion in the workplace and strives to connect employers with candidates from diverse backgrounds. We recognize the value of a diverse workforce and work towards creating equal opportunities for all.What to expect from a recruitment agencyWhen engaging with a recruitment agency, employers can expect a comprehensive and structured process designed to identify and secure top talent efficiently.The timeframe for completing the recruitment process can vary depending on factors such as the complexity of the role, the availability of candidates, and the specific requirements of the employer. However, a typical timeframe for a permanent role from initial consultation to job offer can range from several weeks to a few months. Whether you are looking to recruit a permanent or interim member of your team, it’s essential to maintain open communication with your agency throughout the process to ensure efficiency and alignment with expectations.Try to be open-minded and allow the recruitment expert to offer their advice on the job market and set realistic targets.What’s the process once you’ve decided to work with a recruitment agency?The following step-by-step guide outlines the typical journey you can expect to take as an employer when working with a recruitment agency:1. Meeting with the recruitment agencyThis is the first step in the process, you will need to meet with your recruiter to discuss your hiring needs, company culture, and specific requirements for the role.During the consultation, your dedicated recruiter will gather detailed information to understand the scope of the position(s) you are hiring for, including qualifications, experience, and any specialized skills required. This meeting can be done over the phone, on a video call, or in person. At some point at the beginning of the process, it’s a good idea for the recruiter to visit your working environment, this will give them a real taste of your organization and allow them to sell the role to prospective candidates as best they can.2. The agency posts the job advertisementThe recruitment agency crafts a compelling job advertisement based on the information provided by you. They will use their expert knowledge and experience to ensure the job ad covers all bases and will be as well received as possible. In most cases a recruiter will encourage you to advertise a salary band with a role as this will increase application numbers significantly.Once, the description/specification is agreed upon, your recruitment specialist will advertise the vacancy using all channels possible and advanced search techniques for maximum exposure, to attract a diverse pool of candidates. These channels should include, job boards, such as Reed.co.uk, LinkedIn, and social media platforms as well as the recruiter’s own network. For really niche roles, or roles where a candidate pool can be sparse, your recruiter will headhunt for talent, this may involve searching in the recruitment agency's own database or using tools such as LinkedIn to search for prospective good matches.3. The recruitment agency will contact the candidatesAs applications for your open position start to come into the consultant through the various channels or candidates who have been headhunted show an interest in the role, your recruiter will assess their CV and set up a call with prospective candidates they believe match the specifications and talk them through the role. From this, they will gauge the level of interest from each person and their fit for the job, if they deem them to be a good fit they will book them in for a screening interview.4. The recruitment agency will screen the candidatesA screening interview will usually be conducted face-to-face or via a video call to determine whether a professional is suitable for the role and company. These interviews are much shorter and less formal than job interviews.In a screening interview, your recruiter will:Discuss your role in more depth with the candidate and give them an introduction to your companyAsk the candidate some screening questions to evaluate whether they meet the basic requirements for the roleThe recruiter will also ensure that the role aligns with the candidate's wants, needs, and requirements – helping to reduce the number of dropoutsTake any questions the candidate may have about the role and companyIf a screening interview is successful, your recruiter will send you a shortlist with notes from the screening interview and the CVs of those candidates they think will be best for your open vacancy. From this shortlist, you can then select those candidates you would like to take to the next stage of the recruitment process which is the interview. At this stage, you need to confirm how many stages there will be in your interview process so that your recruiter can communicate this to the candidates.5. Employers interview the candidatesUsing a recruitment agency will save you a significant amount of time, your dedicated recruiter will arrange interviews between you and the chosen professionals from your shortlist, at the most convenient time for you. They will liaise with the candidates to ensure they know where they are going and manage communication efficiently to ensure a smooth process.Recruiters will assist you in planning for the interview, and you could even use Reed’s AI-powered interview question generator tool, free, to create a list of valuable interview questions fast.6. Feedback roundsAfter interviews have taken place, the agency gathers feedback from both the employer and the candidates. This feedback loop allows for informed decision-making and adjustments to the selection criteria if necessary. At this point, the recruiter will organize any second interviews needed and where required provide the candidates with details of any tasks. At every stage, your recruiter will facilitate communication between all parties and address any concerns or questions promptly.7. The candidate receives an official job offerOnce a suitable candidate has been identified, the agency assists with negotiating terms of employment, including salary, benefits, and start date. They act as intermediaries to ensure a fair and satisfactory offer is extended and accepted.Throughout this process, the agency provides support and guidance to you and your candidate, facilitating a seamless transition.8. Maintain communication with your recruitment agencyEven after the offer has been accepted, the recruitment agency you are working with may continue to provide assistance during the onboarding process. This may include coordinating paperwork, conducting background checks, and ensuring a smooth integration into your company culture. Your recruiter will check in with you and your new starter at regular intervals over the first 12 weeks to ensure everything is going well.By following this structured process and leveraging the expertise of a reputable recruitment agency, you can expect to attract top talent and fill critical positions effectively and efficiently.Employer responsibilities for agency workersWhen employers engage with recruitment agencies to hire staff, they share various responsibilities to ensure fair and lawful employment practices. Here are some key responsibilities:Legal complianceEmployers must ensure that the recruitment agency they choose complies with all relevant employment laws, including anti-discrimination legislation, minimum wage requirements, and regulations regarding working hours and conditions.Job description accuracyProviding accurate job descriptions to the recruitment agency is crucial. Employers should clearly outline job requirements, responsibilities, qualifications, and any other pertinent details to ensure that candidates are properly informed about the role.Equal opportunitiesEmployers must ensure that their recruitment process, facilitated by the agency, promotes equal opportunities for all candidates regardless of age, gender, race, disability, religion, or sexual orientation. Discrimination in any form is unlawful and can lead to legal consequences.Verification of candidatesWhile recruitment agencies typically handle candidate screening and verification, employers should still be vigilant in confirming the credentials, qualifications, and work experience of potential hires to ensure they meet the company's standards and job requirements.Communication and feedbackEmployers should maintain open communication with the recruitment agency throughout the hiring process. Providing timely feedback on candidates and collaborating closely with the agency can help streamline the recruitment process and ensure that the employer's needs are effectively met.Contractual obligationsEmployers are responsible for ensuring that employment contracts offered to selected candidates accurately reflect the terms and conditions agreed upon, including salary, benefits, working hours, and any other relevant provisions.Payment of feesEmployers are typically responsible for paying any fees associated with using the recruitment agency's services. These fees may be based on a percentage of the hired candidate's salary or a flat rate, depending on the agreement between the employer and the agency.Feedback and evaluationAfter the recruitment process concludes, employers should provide constructive feedback to the recruitment agency regarding the quality of candidates sourced, the effectiveness of the process, and any areas for improvement.Final thoughtsBy fulfilling these responsibilities, employers can ensure a transparent, ethical, and legally compliant recruitment process when utilizing the services of a recruitment agency.Whether you're an employer looking to build a high-performing team or a jobseeker seeking your next career move, partnering with a reputable recruitment agency can significantly enhance your chances of success in the competitive landscape of today's job market. Get in touch with one of our specialist consultants today.
Digital burnout: supporting employee wellbeing in the digital age
Digital technology has revolutionised the way we work, communicate, and live. While advancements in digital tools have undoubtedly enhanced productivity and efficiency, the constant presence of the ‘black mirror’ has caused many to become burnt out. Managers have a responsibility to support their employees’ wellbeing, which can have a twofold impact: affecting performance as well as how people feel about their work. If left unchecked, the pressure of overwork can lead to long-term sickness or cause people to look for a new job. Understanding digital burnoutDigital burnout refers to the mental and emotional exhaustion occurring from prolonged exposure to digital devices and online activities. It manifests as feelings of fatigue, anxiety, apathy, and disengagement, ultimately impairing cognitive function and diminishing overall wellbeing. Burnout in general is an extreme form of stress – stress is when your battery is running low; burnout is when it’s gone completely flat. As employees are flooded with incessant notifications, overwhelming workloads, and blurred boundaries between their professional and personal lives, employers must implement strategies to support their workforce. Zoom fatigueRemote workers are at even greater risk of digital burnout, with no opportunity to unplug for coffee breaks with colleagues or in-person meetings that hybrid or office-based workers have. Research published in 2023’s Nature journal, suggests that face-to-face communication is more beneficial than video conferencing because it provides more nuanced personal and social information (body language, voice pitch, gaze, head position etc.) promoting trust between participants. The authors of the report speculated that video calls can cause mental tiredness and anxiety, due to “a focus on appearance, prolonged eye contact, larger faces due to screen size, and the perceived dominance of a communication partner due to low camera position; and a cognitive burden due to a slight technological asynchrony of video calls”. Traditional phone calling can eliminate a lot of these elements, reducing eye strain and anxiety and increasing the focus on the content of the conversation, but face-to-face communication is still the healthiest option. Supporting employees experiencing digital burnoutDespite more than 78% of employers adopting hybrid working, for desk-based roles post pandemic, a recent KPMG CEO Outlook survey found 63% of UK leaders predicted a full return to full-time office working by 2026. Already, many employers, such as Boots, have mandated a full return to the office. But is that the answer? Remote working offers too many benefits to rule it out completely. Employers play a pivotal role in mitigating digital burnout and fostering employee wellbeing while employees work from home. Here are some practical strategies to support your workforce, whether they work remotely, hybridly, or five days a week in an office: Promote work-life balanceEncourage employees to establish clear boundaries between work and personal life. Implement policies such as designated 'unplugged' hours or days, where employees are discouraged from checking work-related communications outside of allotted times. Demonstrate healthy digital habits and boundaries as leaders within the organisation. Encourage managers and executives to model balanced work practices, such as setting clear communication expectations and respecting employees' time off. Digital detox initiativesOrganise digital detox challenges or workshops aimed at promoting mindfulness, stress reduction, and digital wellbeing. Encourage employees to disconnect from digital devices periodically and engage in offline activities to recharge and rejuvenate. The 20-20-20 rule is widely advised to prevent eye strain – looking away from a screen for 20 seconds, 20 feet away, every 20 minutes. Although, some suggest those who work an eight-hour shift should get up from their desks for 5-10 minutes per hour. Communication and educationProvide training and education on digital literacy, time management, and stress management techniques. Equip employees with strategies to effectively manage digital distractions, prioritise tasks, and maintain a healthy work-life balance. At Reed, we host internal and external webinars and training courses as well as providing dedicated courses for our staff. Create a culture of open communication where employees feel comfortable discussing their challenges and seeking support. Check in regularly with team members, offering a listening ear and empathy. Offering flexible work arrangements, such as remote work options or flexible hours empowers employees to manage their schedules, fosters autonomy and reduces the pressure to be constantly connected. ConclusionDigital burnout poses a significant challenge for today’s workforce, but with proactive support and intervention, employers can mitigate its impact and create a culture that prioritises employee wellbeing, therefore safeguarding organisational success. If a new employer is the answer to digital burnout, or you’re just looking for someone new to join your team, contact your nearest Reed office.
Workplace monitoring: guidance for your organisation
In the past, workplace monitoring was relatively simplistic: employers relied on visual supervision and basic timekeeping systems, and the concept of privacy was limited.Fast forward to the digital age. Employee monitoring has reached new levels of sophistication and become common practice for employers seeking to boost productivity, enhance security, and ensure compliance with regulations.Improved productivity and deeper insightsWith the advancement of technology, including GPS tracking, computer monitoring software, and biometric identification systems, surveillance can provide employers with detailed insights into employee activities and performance.One of the key benefits of employee monitoring is the ability to track and improve productivity levels. By monitoring employees' activities, employers can identify inefficiencies, analyse workflow processes, and provide targeted feedback to enhance performance. This data-driven approach allows companies to optimise their operations, allocate resources effectively, and ultimately improve their bottom line.Monitoring can also help employers identify and address issues such as time theft, excessive breaks, and unauthorised activities in the workplace. With real-time monitoring tools, employers can detect irregularities and take corrective actions promptly, therefore improving accountability and integrity among employees.Employee monitoring can also aid in compliance with regulations and industry standards. By keeping a close eye on electronic communications, websites visited, and files accessed, employers can ensure that employees adhere to data protection laws, maintain confidentiality, and comply with company policies. This proactive approach minimises the risk of data breaches and security incidents and also protects the company from potential legal liabilities.Balancing surveillance and ethicsDespite the clear advantages of employee monitoring, it is crucial for organisations to approach this practice with sensitivity and respect for staff privacy. As a matter of course, employers should establish clear policies regarding monitoring practices, communicate openly with employees about the purpose and scope of monitoring, and ensure transparency in the use of monitoring tools.Prioritise the protection of sensitive employee data by implementing robust security measures, restricting access to monitoring data, and complying with data protection regulations such as GDPR. These considerations can ease employees’ minds about any surveillance and even instil appreciation for such measures. After all, workplace security is in everyone’s best interests.Download our best practice guide to employee monitoringOur eBook, ‘Employee monitoring: a guide to best practices’ provides insight into how employers might best integrate employee monitoring into their organisation, and considerations for what the impact may be on employees. With opinion from thought leaders, it addresses everything from pre-employment checks to the tracking tech that might be right your organisation.Looking to hire top talent for your organisation or to find your next dream role? Get in touch with one of our specialist consultants today.
Inspiring the next generation: the benefits of offering internships
The decision to hire interns is not merely a trend, but a strategic must. The opportunities associated with internships can be used to bridge the gap between academic learning and practical application, while also playing a pivotal role in shaping the careers of aspiring professionals.Towards the end of 2023, Google searches for ‘internships’ increased by 22% to 6,000 searches per month, while the social media platform, TikTok, saw four million views for the hashtag #internships, as more and more students look for opportunities to increase their work experience.For businesses, investing in paid internships is a strategic move that goes beyond fulfilling corporate social responsibility. It's an investment in the future workforce, creating a talent pool that may later become full-time employees. According to the 2022 Student Recruitment Survey by the Institute of Student Employers, 82% of respondents reported that they recruit interns – showing that internships shouldn’t just be viewed as a gesture of goodwill, but play a pivotal role in recognizing talent, promoting diversity, and contributing to overall business success.Managed well, an internship can be a viable recruitment option for an organization. But what are the main reasons why businesses should consider running an internship program?Talent developmentBusinesses can use internship programs as a proactive approach to identifying and nurturing professionals for their talent pool. They can create direct connections with emerging talent, providing them with first-hand experience in their respective industries – from engineering and technology to sales and procurement.With skills shortages affecting a large number of sectors, employers that provide a platform for eager individuals to gain paid experience, help ease the pressures many businesses – and professionals – are facing.Innovation and fresh perspectivesInterns can inject new and exciting perspectives and ideas into the workplace, which can see campaigns thrive and strategies become more impactful. By recognizing that diversity fuels creativity, seeking interns who bring unique insights and approaches to problem-solving will help to enhance the overall creativity and adaptability of the organization.Introducing different perspectives into your workplace provides a fresh take on the business as a whole. Even though interns won't be responsible for creating new policies or planning a strategy, their outside opinion may improve existing practices.For example, as more workplaces undergo digital transformation the need for a workforce that is comfortable with various technologically advanced tools has never been more important. Asking for an intern’s feedback on your digital presence and consumer-facing collateral can pinpoint where potential improvements can be made and where new business or custom can be identified.Social responsibility and diversityBusinesses are increasingly investing in corporate social responsibility and the benefits that come with having a diverse workforce.Running an internship program allows companies to contribute to ongoing social initiatives by providing valuable opportunities to individuals who may face barriers to entry into the workforce. Employers who actively seek out interns from various demographics can demonstrate their commitment to fairness, equality, and social responsibility – heightening their appeal to professionals looking for 'good' companies to work for.It’s important to maintain a community-focused approach, ensuring you ‘give back’ by offering young talent the opportunity to thrive and succeed in an internship – helping enhance their career prospects and your reputation at the same time.Brand image enhancementIn a world where reputation means everything, any opportunity to be seen as an employer of choice can be vital to a successful talent acquisition strategy. Internship programs play a pivotal role in shaping the perception of a company among potential new employees, as well as customers and other stakeholders.Businesses that actively engage in internships can showcase their commitment to investing in professional development, graduate opportunities, and career changes – creating a positive brand image. This in turn attracts people seeking meaningful opportunities for growth and career progression.Helping the next generationThere’s a bigger picture to internship programs. Many individuals, especially recent graduates, may face challenges when embarking on a new career path. Those lucky enough to win internships will reap the benefits that come from the experience, not just in adding to their CV, but in self-confidence gained from developing knowledge of their chosen profession, all while making valuable contacts.Internships ultimately improve future employability and give a head start to those keen to learn sought-after skills in their field, whether that’s invoice management and purchasing in accountancy, or content strategies and communication plans in marketing.Having interns can potentially help to identify future leaders among your junior employees. When overseeing an intern’s day-to-day activities, some junior employees may demonstrate exceptional management and leadership traits. Once these skills have been identified, you may consider investing in these employees further and upskilling them for future leadership opportunities.Businesses that offer internships are not just investing in short-term support but are strategically building a foundation for long-term success. An internship is still one of the best ways for professionals to gain that all-important work experience, highlighting the importance a robust internship program plays in growing and expanding the workforce.Looking to hire experienced professionals to join your team? Contact one of our specialist consultants today.
The biotech boom: considerations for sustained sector growth
In recent years, the World has witnessed a remarkable resurgence in the biotech sector.This surge is reshaping the landscape of life sciences –growing from USD 366.7 billion in 2022 to USD 412.2 billion in 2023. Recent developments in biotech innovation address some of the world’s most pressing challenges, from human health to environmental degradation, to food security.Biotech growth in the worldScientists are making great leaps in gene-editing technology – heralding a new era of possibilities in enhancing cell research and, ultimately, curing infectious diseases.One exciting venture is the Synthetic Yeast Genome Project, the creation of synthetic versions of all the organism’s chromosomes. This breakthrough has paved the way for designer yeasts with metabolic pathways tailored to make biofuels from diverse materials.This example shows the sector has come a long way – creating a strong foothold for innovation. There will always be challenges. These challenges include the need for strong financial support, top research institutions, a thriving startup environment, and skilled scientists and researchers.Biotech companies in Cambridge, Oxford, and London are using advanced technology to solve important scientific problems, leading to new job opportunities.Developing a highly skilled industryLet’s look at two key job roles needed to continue the sector’s growth.Molecular biologists, especially those with expertise in cell line engineering, are crucial for the development of robust and reliable cell models that are essential for drug discovery, therapeutic protein production, and understanding complex biological processes. Their ability to manipulate and optimize cell lines can significantly accelerate research and development timelines.Specialist bioinformaticians play a pivotal role in managing and interpreting the vast amounts of data generated by modern biotechnological processes. Their skills in data analysis, algorithm development, and computational biology are indispensable for translating raw data into meaningful insights, thus driving innovation and progress in the field.Together, these experts contribute to the cutting-edge advancements that define the biotech industry and are needed to keep businesses on an upward trajectory.Gene-editing leading the wayAt the forefront of this biotech revolution is gene-editing technology, which holds immense promise in curing infections and revolutionizing cell research. Nobel prize-winning CRISPR tech, in particular, has emerged as a powerful tool for precisely modifying genes, offering unprecedented opportunities to address genetic diseases and develop new theories around treatment.Gene editing’s impact on infection treatment is profound. It offers the potential to drive out persistent viral infections like the aforementioned HIV, presenting new options in the fight to find cures. Its role in combating the Covid-19 pandemic also highlights the versatility and promise of gene-editing as an antiviral modality.By precisely targeting and disabling viral genes, researchers are paving the way for advanced treatments that could render once-deadly infections manageable or even curable.The power of investmentWhile the potential of gene-editing technology and other biotech innovations is undeniable, the discussion will once again turn to investment to keep advancing research. As the boundaries of scientific innovation are pushed, extensive life sciences funding can drive several positive outcomes, including:Research and development: increased investment enables biotech companies to accelerate their research and development efforts. Scientists can explore novel therapies, diagnostics, and technologies that address critical health and environmental challenges.Clinical trials: funding supports clinical trials, allowing promising treatments to advance from the lab to real-world applications. These trials are essential for validating safety and effectiveness.Job creation: a thriving biotech sector creates jobs across various disciplines, including research, manufacturing, engineering, and product development. Employment opportunities contribute to economic stability.It’s worth noting that once investment is secured, there needs to be substantial collaboration between academics, industry leaders, and personnel at regulatory bodies to help steer towards scientific breakthroughs, economic prosperity, and global influence.Looking aheadHarnessing the collective expertise and skill of the biotech community could lead to an opportunity to redefine cell research and provide universal access to life-saving treatments. This means that policymakers hoping to boost the biotech industry need to listen to the wants and needs of the sector, including the importance of R&D tax credits for research-intensive startups, the ongoing availability of patient capital, and the need for funding and facilities that can be scaled up when necessary.Looking for your next hire or considering your next career move in the scientific space? Contact our specialist consultants today.
Transformative talent: how career changers can enrich organisations at any age
Career changes can help reignite passion for work and are a courageous step at any stage of life. Whatever rung of the corporate ladder an individual has reached, daring to push beyond their comfort zone into a new industry or type of role should be viewed positively by employers. Many workers are looking to fulfil ambitions their original career path couldn’t offer, and after years of experience in a particular sector may be ready to sidestep into something new.One of the key advantages career changers bring to the table is a wealth of experience gained from diverse industries. Unlike individuals who have followed a linear career trajectory, those who transition between professions bring a multifaceted perspective that can prove invaluable in problem solving, decision-making, and innovation. Their skills and knowledge, acquired over time, can help shape how a team works and even contribute to organisational culture. For example, ex-forces personnel can strengthen communication, discipline, teamwork and leadership in business. Here are some other common attributes of those who change their career: ResilienceCareer changers inherently possess the often-overlooked skills of resilience and adaptability. Navigating the complexities of change, be it industry shifts, new technologies, or different organisational cultures, is second nature to those who have successfully made a career transition. This adaptability enhances personal growth and helps employers who rely on teams rolling with operational changes. Resilience under pressure can ultimately save an organisation – whether through an understanding of the nuances of crisis communications or in making board-level decisions. Diversity of thoughtCareer changers, with their varied backgrounds and experiences, inject fresh ideas and approaches to the workplace. This diversity of thought can widen the outlook of a team, influencing new business partnerships, ways of working, as well as cultivating innovation. Diversity and inclusion are fundamental to business practice, but many leaders in today’s tech-oriented workplaces are relying on the generation most immersed in digital tools and practices to run the show, discounting those with other capabilities and aptitudes. Soft skillsTransferable skills learned across different sectors/industries can be highly beneficial in business, but soft skills are invaluable. Our recent research highlights a new focus among employers to prioritise soft skills over experience in the wake of candidate shortages– good news for career changers who have had years to hone expertise in negotiation, influencing and problem solving. Organisations should take steps to challenge age-related stereotypes and welcome those seeking new career journeys. Aside from strength of character, their experience may cover everything from public speaking, networking, customer service to management skills. How to attract career changers to your organisationWhile the benefits of career changers are evident, it is essential to address the prevalent issue of age bias in the hiring process. The majority of career changers will be people with many years of experience behind them – making their perceived ‘fit’ into a team of younger people a potential issue for millennial leaders/hiring managers. A more relaxed approach to role requirements in job adverts can capture the interest of a wider range of people – after all, technical skills can be quickly learned but emotional intelligence, the confidence to experiment, and strategic thinking are harder assets to find. Promote stories of career changers who’ve made a difference to your organisation – add case studies and videos to your careers site of employees who found their way into their dream role from other industries. Invite them to become employee ambassadors, attending industry and careers events to help with recruitment. Most professionals looking for a different challenge are set on doing meaningful work, rather than trying to climb the corporate ladder or embellish their CVs. Someone who shows genuine passion for an industry or role, regardless of experience, could be your best hire this year. Looking to hire experienced professionals for your team? Our experts recruit across 20 sectors and are ready to help you find your next perfect hire. Contact one of our specialist consultants today.