Reed provide a tailored service to help you recruit your next employee. So you can be confident you'll find an option to suit your needs, every time. Expert advice on your job description, the salary you should offer and talent attraction strategy A vast range of compliance and screening checks Support with arranging interviews and ensuring follow up Guidance on offer negotiation and counteroffer scenarios Post-placement reviews and candidate check up Great service and excellent choice
Our permanent recruitment services are customer focused and tailored to what you need. We offer you a choice of services so that you can choose the right level of support. Whether you require interview assistance and hosting, candidate skills testing, offer management, or expert advice on the recruitment market and salaries in your local area, we’re here to help.
In addition, our permanent recruitment services come with flexible guarantees of up to nine months, offering you peace of mind when selecting the next professional for your organisation.
Unmatched access to professionals
Reed is the largest family-run recruitment agency in the world. This gives us the reach to assist you in accessing the best talent available on the market. We use both our consultants’ in-depth local knowledge and our access to our large CV database, to locate the candidates you need.
We were the first recruiter to pioneer specialist recruitment services, recognising the different approaches required for different sectors. To date, we’re experts in the 20 sectors worldwide we recruit for and have a network of quality candidates which reflects this expertise.
At Reed, we spend every minute of the day fulfilling our purpose of ‘improving lives through work’. And to do this, we operate by the following values:
When working with us, we provide a first-class service which incorporates all these values, so you can have confidence you’re working with a trusted recruitment partner looking to make a positive difference to both your organisation and the wider community.
We are fair open and honest
We take ownership
We work together
We’re so confident in the service we deliver that our permanent recruitment services come with flexible guarantees of up to nine months, offering you peace of mind when selecting the next professional for your organisation.
Meeting all your recruitment needs
Our unique end-to-end coverage means we can support you with a range of services, beyond that of a typical recruitment agency. Whether you need to hire talent, a range of workforce solutions, consultancy services, professional development support or pre-employment screening – we're here to support all of your needs.
Second interview questions to ask candidates
The second interview may seem like there is a light at the end of the tunnel after weeks of recruitment to find someone for an opening at your business. Your previous interviews have removed candidates who don't fit the role, which leaves only a handful of people, one of whom you most certainly will be working with in the near future. But working out who this person should be is often decided by running a second interview.The second interview is an important comparison task for you and your team and therefore the questions you use need to give you some real insight into the person you may employ. Yet, just as in your first round of interviews, asking the right questions can be crucial in order to understand if a candidate is suitable for the role.Although there are never a fixed set of questions to ask in the second interview, here are our selection of questions for employers to ask which will hopefully allow you to understand a candidate more fully before making a decision on who to hire.Second interview questions to ask candidates:What are your personal long term career goals?The way your candidate answers this question will give you an insight into where they would position themselves within your company in the long term. If they answer directly referencing your business then they are thinking of remaining within the company for the future and will work hard towards achieving their own career goals whilst working hard for the business. It also allows for you to gauge their personality as their honesty will be very important when making a final decision about who to hire.Do you have any questions about the business or the role since your first interview?This gives your candidate the opportunity to ask questions they may not have thought of during the nerve-wracking first interview. This is good for both of you as it allows you to see how much they have prepared for this interview but also gives them the chance to ask the really good questions they probably thought of on the journey home from the first time they met you.What skills do you think are needed for this role?This does not directly ask them what they could offer but questions their ability to comprehend the role and think critically. It then invites them to state the skills they have and how they compare with what they think is needed.Why would you not be suitable for this role?This asks your candidate to think about problem and resolution - how they would overcome any professional issues they may have in the role. How positive they are in answering this question gives you an idea for their own motivation for achievement.What changes would you make at this company?This invites your candidate to analyse the business constructively from the research they may or may not have undertaken prior to the interview. It gives you the opportunity to see how they would deal with negative questions and how they would positively bring about change. Good answers could include more specific training or offering more responsibility to certain members of the team.How soon would you be able to start this role?This is quite a typical question but an important one as the logistics of taking on new staff can be an administrative nightmare. It can be purely comparative as some candidates will be able to start sooner than others. It also shows their commitment to their current roles and how professional they are in their conduct. If they mention leaving their current position without serving notice they may do this to your business as well.Ultimately, good questions are essential in establishing who will be best for your business. Hopefully, having met with a candidate for the second time, you will have a much better understanding of their skills, capabilities and – most importantly – whether or not they would be a good fit for your business.
How to prepare for a second interview
The second interview can seem like a frustrating hurdle between you and a successful job offer. Yet that all-important second round has a different character altogether; so it's only natural for you to prepare accordingly. With that in mind here's our fool proof guide for how to prepare for interview number two.How a second interview differs from the first…Depending on the organisation and the role you apply for a first interview may have been a box-ticking exercise carried out by HR. Often, it's just to ensure you match the job description and are telling the truth on your CV.Now though is the time to really sell yourself.A second interview is the perfect opportunity to demonstrate your skills, provide tangible evidence of the effects your work had and most importantly to set a shining example that makes you stand out from the other candidates. So, to achieve this…Plan AheadBefore interview day, never assume your second interview is going to be in the same location. Larger businesses can mean multiple offices, so make sure you know where and when you're going. If you're going to be travelling to an unknown area, plan a practice run at a similar time and ensure roadworks and rush hours don't spoil your plans.1) Prepare your clothesYou might want to dress to impress but if you're best shirt is still in the wash from the last interview, you'll want to ensure you have a backup number ready to wear.Yet, just because you passed the first round shouldn't make you complacent with what you wear. Keep smart and professional with an outfit that reflects the sector you're applying for. If you need a little more inspiration in this department, we've got you covered:2) ResearchNo doubt it's going to be someone different interviewing you this time. From technical experts to your new line manager there's a variety of people who might be there to question you. If you can, confirm who they're going to be and research them via LinkedIn beforehand.See what their skillset is, what makes them tick and prepare accordingly. From brushing up on technical knowledge to finding mutual topics of conversation, thorough research can really help you to make a good impression and build rapport with your future employers.3) Review your last interviewBe honest – was there anything you could have done better in your last interview? Maybe you forgot to mention some of your crucial selling points or wish you'd given crisper answers to standard interview questions. Take some time to think back over what was said.If time allows, work on what could be improved, from developing your interview technique to reading up on latest industry developments. Reflecting on your past performance is going to put you in good stead and help you stand out from other candidates.4) Plan your questionA combination of nerves and new environments can leave any interviewee with a blurred memory of what just happened. If there was anything that the interviewer discussed that passed you by or questions you forgot to ask - write them down. Remember them. Whatever method of recall you use be sure to give yourself the ability to ask them.5) Is it the right role?Remember, a second interview is a two way thing. It's the key opportunity for you to ask questions – lot of questions. As well as helping to demonstrate your enthusiasm it allows you to dig deeper into a business. Asking everything from why the vacancy has become available to the vision of the company is going to reveal whether or not the role is right for you.
Top 10 soft skills you need to work in finance
When searching for a role in finance, it's often not what you know, but what you can offer. Job hunters have long been told to list, and give prominence to, technical skills on their CVs, but finance sector employers are increasingly looking for candidates with interpersonal abilities known as ‘soft skills'. Demonstrating these 10 characteristics will help candidates prove their value in the workplace.10 soft skills to help you prove your value in the workplace.1. CommunicationEarlier this year, analysis by LinkedIn showed that 57.9% of new hires who changed jobs in 2014-15 listed communication as one of their strong suits. Good communicators are in demand across a range of industries, and they're vital in fields that require employees to explain their specialist knowledge to others. An aptitude for number crunching won't get you far in finance if you can't justify and explain your calculations.2. NegotiationWhether you're closing a deal or managing expectations, it's important to know how to fight your corner without ruffling any feathers. An aptitude for negotiation will allow finance professionals to reach an agreement that benefits all parties. Failure to compromise effectively can create frustration and damage interpersonal relationships or, at worst, result in loss of revenue for a business. Having a demonstrable knack for negotiation will put you ahead in any financial enterprise.3. InfluencingFinance professionals must be prepared to explain how their objectives are mutually beneficial and anticipate objections. If, for instance, an investment banker wants to sell off a stake in a joint venture, he or she must be able to show how this will benefit the bank – even if some colleagues disagree.4. Critical thinkingA critical thinker objectively analyses or conceptualises a situation from a balanced perspective. Often, customers and clients will look to financial professionals to rationally evaluate a scenario – be it a ledger or the performance of a stock. In fast-paced business environments, a poorly thought-out decision can cost a company time and money. So the ability to make critically-informed choices is crucial for modern finance professionals.5. FlexibilityFlexible employees are capable of weathering change and staying productive in high-pressure situations. Good stockbrokers provide the most dramatic example of this: their day-to-day work revolves around coping with constant fluctuation and determining the best course of action. However, cultivating a flexible mindset also means being able to see through the eyes of others and understand their motivations. A flexible finance professional will always ask: "Why might someone think this way?"6. ResilienceResilience refers to one's ability to bounce back after facing adversity. While this is an important skill in any workplace, it's especially important in high-pressure situations. Being able to cope with changing circumstances, having confidence in your ability to deliver and thinking carefully about what you're trying to achieve can prove valuable – particularly in financial roles.7. CollaborationIt's no secret that top-level financiers are on the lookout for team players. A recent survey by Adaptive Insights showed that 70% of chief financial officers considered collaboration to be their top priority for 2016. In the financial sector, it has become increasingly common to work across multiple teams and geographies to achieve a shared goal. Someone who approaches group-working scenarios with an open mind and a willingness to listen will benefit any team.8. Problem solvingEffective problem solvers identify the issue at hand, weigh up their options quickly and make a firm decision about the best course of action. Those who excel at problem solving can really drive an organisation forward and will earn the respect of their colleagues by offering meaningful input in even the toughest situations.9. DedicationDedication is fierce commitment without the expectation of returns. Rather than becoming overwhelmed by a single task, dedicated workers will devote themselves from start to finish. Discipline, hard work and acceptance of delayed gratification are key ingredients in developing the dedication mindset.10. EmpathyIt's a common misconception that roles focused on data and numbers require a detached approach – empathy should never be undervalued in finance. Clients often seek financial advice during stressful life events, and dealing with someone who has suffered a loss requires a different approach from a couple seeking their first mortgage.An empathetic person shows that he or she cares. In displaying understanding, finance professionals will also build trust in their relationships with co-workers and clients.It's not enough to simply tell an employer you have the soft skills they're looking for. Instead, strive to demonstrate your skillset by offering up examples from previous job roles and highlighting talents you've developed outside of the workplace. Remember, employers are always seeking the right personality for the job – not just a list of positions and qualifications.How to identify your own skills:Reflect on your reactions to tense situations at work and compare them to those of managers and co-workers you admire.Prepare answers to interview questions that screen for soft skills, such as those about workplace experience in problem solving and collaboration.Ask current or past colleagues to evaluate your strengths and weaknesses. They may be able to offer insights you hadn't previously considered.Consider your strengths in relation to the job you want to apply for so you can be confident about the criteria you already fulfil and areas that you can develop on the job.How to acquire new skills:Make a conscious effort to improve your soft skills every day – remember, they're attributes to develop, not innate qualities.Take up skill-building hobbies in your leisure time. Something as simple as a cooking class might prepare you to prioritise tasks and work under pressure.Ask for help and feedback from colleagues and senior staff in your workplace.Enrol in a course designed to build soft skills, such as those offered by Reed.