|
||
|
News
⇽ Back To News
Why your hiring process is costing you top talent – April Newsletter
With April halfway through, and new budgets out. Businesses need to be thinking hiring plans for the year ahead and how to get ahead of the talent war.
Welcome Back to Faye!
Our candidate resourcer pro Faye is back after maternity leave. We’ve been lucky to find a flexible working arrangement that works for us all and so happy to have Faye back with the team.
Faye says “I am ready to go!! 🤩 I have had the best 10 months and made amazing memories. While I am missing my mini sidekick I know she is having the best time with her Nanny”. So if you have vacancies our team are ready to launch into action!
You don’t have a hiring problem – you have a decision problem.
“The best candidates aren’t being rejected… they’re walking away”
It’s something we’re seeing more and more across the market right now.
On paper, everything looks right:
- Strong employer brand
- Competitive salary
- Solid pipeline of candidates
And yet..roles are still open weeks and months later.
Most businesses assume the problem is finding the right people.
In reality, sometimes the problem is what happens after you find them.
The pattern we keep seeing
The strongest candidates move fast.
Not because they’re desperate, but because they’re in demand.
While you’re:
- Scheduling a second and third stage interview
- Waiting for internal feedback
- Comparing ‘just one more’ candidate
They’re:
- Receiving offers
- Accepting them
- And disappearing from your pipeline
Quietly.
No rejection. No negotiation. Just gone.
The cost no one talks about
Every delayed decisions compounds:
- Your team stay stretched and under pressure
- Hiring managers lose momentum (and patience)
- Standards start to slip out of frustration
- And eventually, you hire reactively not strategically
Or worse, you restart the process entirely.
The myth holding teams back
“We’re just waiting for the right person’. It sounds sensible, it feels responsible. But in this market, it’s often a cover for indecision. Because the ‘perfect’ candidate? They don’t wait around to be discovered. They choose.
What high performing companies do differently
They treat hiring like the business-critical function it is.
They:
- Define what ‘good’ actually looks like before they interview
- Align decisions-makers early
- Move quickly when they see the right signals
- And trust informed judgement over endless comparison
They don’t remove diligence. They remove hesitation.
A simple question worth asking
If your last great candidate accepted another offer…
Where exactly did you lose them?
Was it:
- Speed?
- Clarity?
- Confidence in the decision?
Because that’s where the real problem usually sits.
Want to see where you’re losing people in your process?
For more information or to subscribe to our newsletter.
Call us on 01516015288 or email info@jfrecruitment.co.uk
⇽ Back To News
The Strategy Behind Stronger Hires
Great Feedback on our Webinars
Redundancies are a difficult time for everyone. Yet with our webinars, you can empower your people or yourself during a difficult time because confidence and willpower go a long way in this job market.
Our webinars cover:
- Writing a CV and cover letter
- Optimising your social media
- Applying for jobs and tracking applications
- Interview Preparation
- The Actual Interview
- Post Interview Follow Ups
We can tailor our webinars to your business, and team, so call Claire on 0151 601 5288 or email claire@jfrecruitment.co.uk to discuss further.
Why Retained Recruitment Is a Strategic Advantage, Not Just a Hiring Mode
Most businesses don’t struggle to advertise roles.
They struggle to secure the right people
In competitive markets, especially at senior or specialist level, hiring is no longer an administrative task. It’s a commercial lever. The difference between an average hire and the right hire shows up in revenue, culture, delivery, and long-term growth. That’s where retained recruitment shifts the game. Retained search is not about filling vacancies. It’s about running a structured, targeted campaign to identify, approach, assess, and secure the best talent in the market, not just the most available.
The Strategic Benefits of Retained Recruitment
• Dedicated focus
Your role becomes a priority search, not one of many contingent bets. Time is invested in market mapping, competitor analysis, and proactive outreach.
• Access to passive talent
The strongest performers are rarely scrolling job boards. Retained models allow for discreet, strategic engagement with high-impact individuals who are not actively applying.
• Higher quality shortlists
Instead of volume, you receive a curated selection of thoroughly assessed candidates aligned on capability, motivation, and cultural fit.
• Faster decision-making
A structured search process reduces time lost in misaligned interviews and inconsistent pipelines.
• Reduced risk of mis-hire
Deeper qualification, market benchmarking, and structured assessment protect against costly hiring mistakes.
• Market intelligence
Salary trends, competitor movement, candidate expectations, and brand perception insights become part of the process.
Which Businesses Benefit Most?
Retained recruitment is particularly powerful for:
Scaling SMEs
Growing businesses often lack the internal infrastructure to run complex senior searches. Retained support provides immediate expertise without the fixed cost of building an internal team.
Founder-led or owner-managed companies
Where leadership time is limited, a retained partner can manage the entire search process while protecting brand and reputation in the market.
Businesses making critical hires
Whether it’s a Head of Sales, Operations Director, Finance Leader, or technical specialist, certain roles directly impact performance. These hires warrant a strategic search approach.
Companies entering new markets or launching new divisions
When the hire will shape direction, culture, and commercial success, precision matters.
Organisations without consistent hiring volume
If recruitment is sporadic rather than constant, retaining a specialist partner can be more cost-effective than maintaining a full in-house function.
Why It Matters
Every significant hire shapes more than a job description. It influences performance, culture, leadership capability, and future direction. When the stakes are high, recruitment shouldn’t rely on visibility alone. It should be driven by research, insight, and deliberate engagement with the right people in the market. Retained recruitment provides structure, commitment, and strategic focus. It replaces chance with intent. For businesses that view talent as a competitive advantage rather than an operational task, the approach to hiring becomes part of the growth strategy itself. The question isn’t simply who you hire next.
It’s how you choose to secure them
⇽ Back To News
Redundancy support that makes a real difference
Supporting people through redundancy, with dignity and confidence
Redundancy is never easy. Even when handled with care, it can knock confidence and leave people feeling unsure about what comes next. For employers, it’s one of the toughest responsibilities to manage well.
Our “Get That Job” webinar was created to support people through that exact moment.
Delivered by two experienced recruiters, Joanne and Claire, the session offers clear, practical guidance on how to move forward with confidence. Both Joanne and Claire have been made redundant themselves, so they understand first-hand how challenging this process can be from both the employee and employer perspective.
In our one-hour webinar, we guide participants through:
- Writing a CV and cover letter
- Optimising social media and LinkedIn profiles
- Applying for jobs and tracking applications
- Interview preparation
- The actual interview
- Post-interview follow ups
For organisations navigating redundancy, this webinar is a simple, meaningful way to support people beyond the process itself. For individuals, it provides clarity, reassurance, and practical tools to help them take their next step with confidence.
If you’re looking to reduce the impact of redundancy and support your people in what comes next, our “Get That Job” webinar can be booked for teams or groups and tailored to your organisation’s needs.
Contact us to explore group bookings or tailored sessions.
⇽ Back To News
📣 Team News
Exit Interview – Success
Last year we introduced a new service, offering exit interviews for businesses that don’t have time to conduct them OR want to allow employees the opportunity for an honest and impartial exit from the business.
Which brings the employee closure and the business, an action plan to help reduce future turnover. Creating a culture where people want to stay and flourish.
Our clients are now seeing the results of this, proving when people leave well, businesses grow better.
If you’d like more information on this service, or want to discuss how to effectively structure exit interviews, call Claire on 0151 601 5288 or email claire@jfrecruitment.co.uk
Meet Claire?
Claire is a regular member of Networkin, an online networking group. They meet every other Friday morning 7am – 8.30am. The first meeting back open to visitors is Friday 20th February 2026. If you’d like to attend as Claire’s guest email claire@jfrecruitment.co.uk
Meet Jo?
Jo attends networking on Tuesdays and Thursdays. Every other Tuesday, you’ll find her at Boomerang Networking in Thursby House, Bromborough, 9am-10.30am. On Thursday mornings you’ll find her at BNI Chester at Grosvenor Pulford Hotel. She’s always looking to add to our list of trusted referral partners, so if you’d like to attend as her visitor, email jo@jfrecruitment.co.uk
⇽ Back To News
From HR to IT: Why Hybrid Work is a Game-Changer
With fall upon us, and the darker nights creeping in, people begin taking stock of commute time and hybrid working becomes even more appealing. Hybrid work has transformed from a temporary fix into a powerful long-term strategy. Across head office departments, HR, Finance, IT, Sales & Marketing, and Admin teams are finding new ways to collaborate, innovate, and thrive. The benefits are clear: happier employees, stronger performance, and a real boost in attracting top talent. In this edition, we explore how hybrid work is reshaping the future of head office roles for the better.
📣 Team News
Charity Golf Day
Jo attended a recent Charity Golf Day held at Aldersey Green in aid of Vision Support Charity, the day raised a total of £1365 for the charity, which will help them continue their mission to support and empower people with vision impairment.
Meet Claire?
Claire has recently joined an online networking group called NetworkIn, they meet every other Friday morning at 7am online. The next meetings are 3rd & 17th October 2025. If you’d like to attend as a visitor completely free of charge as Claire’s guest, email claire@jfrecruitment.co.uk
Meet Jo?
Jo attends BNI Chester who meet every Thursday morning at Rowton Hall in Chester. She’s always looking to add to our list of trusted referral partners, so if you’d like to attend completely free as her visitor, email jo@jfrecruitment.co.uk
How Head Office Roles Are Adapting to Hybrid Work
Hybrid work isn’t just a trend—it’s become the norm across head office functions like HR, Finance, IT, Sales & Marketing, and Admin.It’s helping organisations thrive and employees flourish in new and meaningful ways. Here’s why:
- Harmony Between Home & Office Unlocks Happiness& Productivity
A recent UK study of over 1,000 workers found that 75% of hybrid employees experience less fatigue and stress, while 86% savour the extra time freed up by skipping commutes. That contributes to 74% feeling more productive and 76% more motivated overall. The Guardian.
This clarity and energy translate across departments—from HR managing sensitive documents to IT teams needing focused time for systems work,to Sales & Marketing collaborating creatively in the office. Hybrid is proving impactful everywhere.
- Hybrid Is Here to Stay—Across Sectors
CIPD data shows 83% of UK organisations now have some form of hybrid working, with 35% requiring two office days and 33% requiring three. cipd.org
In contact centres—home to many back-office and support functions—71% of advisers work at least some of the time from home, and this is expected to remain robust through 2027. HR review | HR News, Opinion & Advice.
- Flexibility = Talent Magnet
Hybrid work isn’t just good for current teams—it’s pivotal for building future ones. One study found 83% of people are more likely to apply for jobs advertised as flexible, and 39% would consider leaving if flexibility wasn’t an option, especially millennials. Zoom
As a recruiter for head office roles, offering (or even just advocating) hybrid policies can boost your appeal across HR, Finance, IT, and beyond.
- Standard Chartered Leads with Trust
Bill Winters, CEO of Standard Chartered, champions flexibility—letting employees choose when to come in, modeling hybrid work himself and visiting the office about four days a week. He believes in trusting professionals to manage their schedules, and it’s working. Business Insider
- Better Well-Being, Smarter Business
ONS data highlights how hybrid workers save an average of56 minutes per day in commuting—and gain 24 extra minutes for rest and15 more minutes for exercise. Wikipedia
So HR teams, for example, gain more clarity and energy to attract and care for people. Accounts teams perform with sharper focus. And Sales and Marketing folks arrive fresher, bringing their A-game to collaboration.
- A Unified Approach Across Departments
- HR: Coaches new starters virtually and meets in person for cultural alignment.
- Finance / Accounts: Completes detailed tasks at home, collaborating in-office for audit and strategy.
- IT: Manages support remotely, reserves on-site time for hands-on infrastructure tasks
- Sales & Marketing: Innovates remotely, collaborates in-studio or in-office for campaigns.
- Admin Support: Handles coordination and scheduling from anywhere—at home or in the office.
Every department stays connected, energized, and efficient, not despite hybrid work, but because of it.
Lets Be Real!
Hybrid work is more than a setup, it’s a competitive advantage. It elevates productivity, wellbeing, recruitment, and departmental cohesion. As a recruiter in financial services and head office roles, you’re uniquely positioned to champion this model, connecting candidates and employers around flexibility, trust, and performance.
Want to talk how hybrid can work for you? Call us on 01516015288.
CANDIDATE SPOTLIGHT
HR Manager – Chester/Ellesmere Port/Deeside – £50-55k
- CIPD Level 7 Pending
- Generalist HR Manager
- Standalone or with a small team
- Set up policies and guide change
- Strategic thinker
- Excellent communicator
To hear more about our candidate, contact Claire on 01516015288 or email claire@jfrecruitment.co.uk
Last Three Vacancies Filled
- HR Advisor – Wirral – £38k
- Claims Handler – Liverpool – £32k
- Administrator – Wirral – £28k
Just for LOLS
Jobs of the Future (That Might Exist Sooner Than You Think…)
Digital Detox Therapist
Someone to help you put the screen down, or lock it away!
🌱 Fun Fact
Bubble wrap was originally created to be wallpaper
⇽ Back To News
🧭 Quarterly Snapshot: Team News and Market Update!
As we move into the second half of the year, we’re seeing some significant shifts across the head office recruitment landscape in the North West. Whether you’re planning to hire permanent staff, bring in temporary cover, or onboard contractors for specialist projects, here’s what you need to know.
📣 Team News
| Baby News!
You may remember our lovely Faye went on maternity leave, and we’re so happy to report she’s had a beautiful baby girl. Both mum and baby are healthy and enjoying bonding! |
Meet Claire?
Claire has recently joined an online networking group called NetworkIn, they meet every other Friday morning at 7am online. The next meetings are 8th and 22nd August 2025. If you’d like to attend as a visitor completely free of charge as Claire’s guest, email claire@jfrecruitment.co.uk
Testimonial Tears
We received a lovely testimonial from Darren Jamieson after we helped his daughter find a temporary job for the summer. Brought Jo to tears, featured Jo and Darren presenting the accolade at an event.
Meet Jo?
Jo attends BNI Chester who meet every Thursday morning at Rowton Hall in Chester. She’s always looking to add to our list of trusted referral partners, so if you’d like to attend completely free as her visitor, email jo@jfrecruitment.co.uk
|
|||||||||||||||||||||||||||||||||||||||||||
👩💻 Role Demand by FunctionHere’s where we’re seeing the strongest activity this quarter:
⚠️ Candidate Shortages & ExpectationsCandidate availability remains tight in key areas, especially:
Additionally, candidate expectations continue to evolve:
💷 Salary Movement Snapshot (North West Averages)
Note: Rates can vary depending on sector, location (Manchester vs. wider North West), and contract length. 🔍 What This Means for Employers
If you’re planning to hire , whether it’s a maternity cover, a full-time addition, or a short-term project role, we’re here to support you with up-to-date market knowledge, pre-vetted talent, and flexible recruitment solutions across the North West. 📞 Ready to talk?Get in touch to discuss current availability or salary benchmarking for a specific role. 01516015288. CANDIDATE SPOTLIGHTOperational Manager – Wrexham – £35-40k
To hear more about our candidate contact Claire on 0151 601 5288 or email claire@jfrecruitment.co.uk Last Three Vacancies Filled
Just for LOLSJobs of the Future (That Might Exist Sooner Than You Think…) Emoji Translator 🌱 Fun Fact |
⇽ Back To News
The Exit Interview
🧭 The Strategic Power of Exit Interviews
Insightful exits = smarter hires.
When someone leaves your business, they take with them experiences, opinions, and feedback that if captured properly can help you:
• Hire better replacements
• Improve onboarding
• Fix management or culture issues
• Prevent future turnover
❓ Exit Interviews: The Right Questions Matter
A quick “why are you leaving?” isn’t enough. To truly learn, you need thoughtful, open-ended questions like:
- What initially attracted you to this role—and did it meet your expectations?
- What do you think we could have done better to support your development or wellbeing?
- How would you describe the company culture to someone new?
- What advice would you give to the person taking over your role?
- Was there a specific moment or factor that influenced your decision to leave?
Answers to these can uncover hidden issues, recurring themes, and missed opportunities.
🎯 Link Exit Insights to Recruitment Strategy
When you consistently review exit interview data, patterns emerge, and that’s recruitment gold.
You can use it to:
• Rewrite job descriptions to better reflect reality
• Improve onboarding where people felt underprepared
• Coach managers or tweak team dynamics
• Refine your employer brand to attract better-fit candidates
💼 How We Can Help
At JF Recruitment, we don’t just help you fill roles, we help you understand why they need filling.
Our Strategic Recruitment Consulting includes:
• Complete your exit interview (often people feel more comfortable speaking to an external person)
- Reviewing exit interview feedback
- Aligning it with future recruitment goals
- Helping you build a proactive talent management plan
- Replacing departing staff with smarter, faster hires
📊 Why It Matters
📉 70% of leavers say they’d consider staying if changes were made earlier
📈 Companies who act on exit feedback reduce future turnover by 30%
💸 Saving even one bad hire can mean £20,000+ back in your budget
📞 Ready to Rethink Talent Strategy?
If recruitment still feels reactive, exit interviews might be your secret weapon.
Let’s talk about how we can help you turn farewells into forward motion.
⇽ Back To News
Exciting News!! Award Nomination – Help us Win!
Super excited to announce we’re been shortlisted for not one category but two in this years Liverpool Chamber Innovation in Business Awards 2024.
I’d love if you could spare a minute to vote for us – https://lnkd.in/eVbdN-7h
Our categories are Talent Development and Business of the Year Under 30 Employees.
These awards mean so much as 25% of the result is public vote, so your vote for us really matters.
Thank you so much!
⇽ Back To News
Optimise Your Onboarding Strategy
Ways to improve and optimise your onboarding strategy
To ensure new employees fully immerse themselves into your business culture, and engage with their new role, it is important to provide a seamless and friendly onboarding process. By taking these recommended steps, you can ensure that things move efficiently, from the job offer stage to induction.
1. Keep in touch
To ensure your candidate is receiving the right support, keep in touch. Let them know you are happy to help them with any queries, or support with notice periods or counter offers. We often suggest that you give the candidate a call within 48 hours to inform them of how happy you are that they are coming on board, and perhaps offer for them to visit the office beforehand to meet the team. This will help them transition fluidly to become an engaged part of your team.
2. Send the offer letter
The best way to secure the candidates commitment early on, and engage them straight away, is to not delay in sending the offer letter. Our advice is always to email the candidate on the day the offer is made outlining confirmation of the offer. Let them know that a written offer is on the way, either via post, email or both. Ensure that this is with them as soon as possible.
3. Induction and Introduction
On the first day of employment, give a tour of the office or building so that the new employee can feel at ease and become familiar with their workspace. If they are working remotely, set up a team video call to welcome them, perhaps including a short ‘get to know you’ session. Ensure the employee has access to thorough training, whether this is a formal induction, a video, or one to one mentoring. Depending on the role they have been hired for, decide when their duties officially begin, and have someone available to them to answer any questions they might have, and if possible, offer some one-to-one mentoring.
It is estimated that 60% of UK workers experience imposter syndrome connected to their work accomplishments. This can often be triggered by a new role, or increased responsibility at work, which is why it is key to implement a successful onboarding strategy. By practising the methods shown above, not only are candidates more likely to engage and flourish in their new role, but also reduce feelings of inadequacy and self-doubt. Some other methods to help combat feelings of imposter syndrome include:
- Recognising you are experiencing imposter syndrome is the first step to combating it. Identify your unhealthy thinking patterns, and use cognitive behavioural therapy methods to challenge negative thoughts.
- Asking for support when you need it is a sign of strength,not weakness. Struggling in silence can be very isolating in the workplace, so be sure to speak out to avoid a build up of work and worry.
- Try to refrain from negative self-talk, instead regarding learning experiences as growth instead of shortfall.
In addition to recognising feelings of self-doubt within yourself, there are also steps you can take as an employer to become more aware:
- If you can, encourage a healthy work/life balance for employees. By creating a safe and nurturing work environment, colleagues will feel more comfortable opening up about vulnerabilities, and maintaining a healthy balance will reduce risks of employees overworking and burning out.
- By adopting mentoring and coaching practices, you can help those new to the workforce to feel supported by more experienced colleagues.
- By keeping an eye on new colleagues who seem to be struggling, you can combat the early signs of imposter syndrome. Look for warning signs, such as withdrawal from team interactions, in order to support and address the issue.
CANDIDATE SPOTLIGHT
HR Lead- Chester/North Wales- £75-80K
-
Employee Relations
-
Training, Performance Management
-
E-Support/ Wellbeing
-
Policy Creation and Management
-
Recruitment and Onboarding
-
Talent Management
-
Tribunals
Top 3 Vacancies Filled This Month
-
Business Development/ Account Manager – Wirral – £35k
-
HR Advisor – Chester – £32k
-
Office Manager/ Secretary – Wirral – £38k
Just for LOLS
Jobs we’re glad aren’t a thing anymore…
Hacker
We wish we could tell you that hackers (computer hackers, that is!) no longer exist, but unfortunately, these working men were more handy with trees than HPs. Hackers were known as woodcutters, and were axed, yet again, due to technological advancements.
Fun Fact
Someone who suffers from “anatidaephobia” believes that somewhere, somehow a duck or goose is constantly watching them