We specialise in recruiting high-calibre professionals for your key technical and scientific roles, allowing you to be at the forefront of technological advancements. Commercial Directors & Managers Head of Clinical Diagnostics Operations Managers Clinical Education Cost savings
Each time your direct hiring process is extended or doesn’t work out, your costs increase. By working with us we can save you time and money in the long-run.
We offer a variety of service options to suit all requirements, from staged payments to help manage your cash flow to industry-leading guarantees of up to 12months to give you that added peace of mind.
Candidates only seeking remote working
All applicants that we consider for your roles are fully vetted and undergo an interview process with your Reed specialist consultant. At this stage, we confer with you on any pre-screening questions you require, whether that be about their remote working expectations or whether working on weekends is required.
This helps us ensure all applicants are assessed to your specification before we recommend them for interviews. It also provides transparency between us and the professionals we are speaking to, so no problems arise further along in the process.
At Reed, our consultants work in partnership with you to get a clear understanding of your business and requirements for the role. Combined with access to our extensive professional networks, candidate database and in-depth market knowledge, we ensure that the only candidates you speak to are those who will be a great fit for your position. As well as saving you time and money, this ultimately ensures you hire and retain the right professionals with the required skillset in the geographical location you desire.
There’s nothing worse than going through a thorough process and pinpointing the perfect recruit, only for them to accept another offer. This is regular challenge in the current market, with professionals in high demand. They will often have several offers at any one time, as well as being counter offered by their current employer.
Our experienced consultants always highlight the prospect of counteroffers throughout the engagement process with both you and your prospective employee, and take the time assess their motivations, skills and salary expectations to ensure they are just as committed to the process as you are. We also offer you our years of knowledge and up-to-date insight into your industry, in areas such as the latest benefits and salary benchmarks. You can use this knowledge to create an overall package which stands out against your competitors.
Too many agencies to choose from
As the world’s largest family-run recruitment company, we have been helping to improve lives through work for over 60 years. Our specialist recruiters are well versed in their sectors, they’re aware of the latest market trends, and have the best salary benchmarking information - all vital for finding the best candidates, promptly.
Our specialist recruiters will work in partnership with you and other stakeholders, using their extensive experience to ensure you get the right professionals for the task at hand. Reed’s fair, open and honest attitude to recruitment, market-leading guarantees and practice-led approach mean we can help you solve your people challenges fast.
Brandon offers Permanent recruitment, Executive search, Fixed term recruitment as well as RPO services in a wide range of industry sectors.
Remote onboarding: successfully settle into your new job online
Working remotely is not a new concept, but there are some employees who have never worked from home before. With organisations now looking to remotely onboard new employees, some may find it more challenging than starting a role in an office.This blog will explore the considerations you should make so that you can be an essential member of the team and acclimate quickly to your new role.Home officeOne of the first things to consider is finding a good working environment within your home, with minimal interruptions and maximum concentration. It doesn’t have to be an office of your own, just a place that is yours, that you can leave at the end of the day.Work-life balance is crucial to our mental health, but it’s impossible to completely maintain during the lockdown, so you need to compartmentalise and use indicators that let you know you’re either working or not working i.e. a desk for work use only.TechnologyYour company should send you all the resources you need, including computers, keyboards etc. but you need to prepare your home for the increased and prolonged use of technology. You may need to upgrade your broadband or the capacity of your own computer, for example. Your electricity and internet bills will rise, but there are tax reliefs for that, so look into how you can claim money back for the increased cost.Find out what platforms your team is using and how they want you to share your work or collaborate – then familiarise yourself with these systems and processes. Your routine may depend on that of others going forward. Get acquainted with their system in the first day or two so you can start contributing as quickly as possible without mishaps – this may require seeking out the best person in your team to be ‘on-call’ for any support.CommunicationWhen you’re in an office environment, it’s more likely that you’ll have casual conversations with your new colleagues in the vicinity. Now, you must make an effort to get in contact with them. You will likely have an introductory team meeting over Zoom, MS Teams or other software, but to get to know people better, you should be proactive. Aim to set up meetings with everyone individually, to find out who they are, what their role is, how you can support them – and also a bit about them outside of work.Most new starters, especially if they’re new to the industry, will need a lot of support and your team will expect you to ask for help rather than figure it out alone. Utilise the technology to keep in touch with your manager and colleagues as and when you need to. There will always be someone in your team who can help you out, but you need to ask. Find someone who can help you connect to others you need to know in the organisation.ExpectationsWhen anyone starts a job, you must first learn what your boss and team expect of you, and what you should expect from them in turn. Part of getting to know your team and their roles is learning what you will need from each other. You might find that your boss is checking on you a lot to begin with, but that will lessen over time as you build their trust by meeting or exceeding their expectations.Ask if there is anything you need to learn more about and aim to build your skills as you work – there are so many online resources and courses to choose from, it’s good to ask for some recommendations. Gaining relevant skills will benefit your team as well as yourself.Soft skillsCommunication is one of the most common soft skills that employers look for – others such as flexibility, resilience and time management are also highly desirable, especially during the lockdown. Having a good attitude, being eager to learn, and offering to do more to support your team will help you stand out as a valuable team member.Part of being proactive is having your own opinions and ideas, and sharing them in order to help the team. This may take a while to get right if you’re just getting the hang of things, so no one will expect perfect solutions right away – but if you do have an idea, don’t be afraid to share it because it may spark others’ creativity. The worst that can happen is they say no. It’s better to make mistakes and ask questions at the beginning so that you can learn and grow.You may be working from home for a long time, so make as much effort as you can to stay professional, stay connected, and make a good impression.If you’re still searching for your next remote role, or a talented candidate to share this information with, contact any Reed office via phone or email.
Top 10 competency-based interview questions to find the perfect candidate
This list of competency-based questions encourage interviewees to use real-life examples in their answers. You get to understand how a candidate made a decision, and see the outcome of their actions.Our top ten list of competency-based interview questions will help you recruit the skills your team needs.1. What are your greatest strengths?This is a classic interview question, and with good reason.It’s a chance for your candidate to prove they have the right skills for the role. Keep the job description in mind to see whether the interviewee understands how their skills relate to the role.Remember you’re looking for transferable skills, not proof that they’ve done the role before.2. What will your skills and ideas bring to this company?This competency-based question is an opportunity to see which of your candidates stand out from the crowd.A good candidate will show an understanding of your company goals within their answer. A great candidate will offer practical examples of how their skills can help you achieve that vision.3. What have you achieved elsewhere?Confidence is key in this competency-based question. It gives your candidate an opportunity to talk about previous successes and experiences that relate to your vacancy.Make sure the achievements you take away from their answers are work-related and relevant to what you’re looking for.4. How have you improved in the last year?Candidates can tie themselves up in knots trying to disguise their weaknesses. This competency-based interview question is a chance to show a willingness to learn from their mistakes.It’s also an opportunity to test the candidate’s level of self-awareness and desire to develop."Competency-based interview questions ask for real-life examples to show a candidate’s skills."5. Tell me about a time you supported a member of your team who was strugglingThis competency-based question will test your candidate’s ability to show compassion towards their colleagues without losing sight of their own objectives.Those further along in their career should be able to reference training or mentoring that not only helped their co-worker but also improved team performance.6. Give an example of a time you’ve had to improvise to achieve your goalIn other words: “Can you think on your feet?” It is increasingly important to be able to react to unexpected situations.The candidate’s answer should highlight their ability to keep their cool and perform in a scenario they haven’t prepared for.7. What was the last big decision you had to make?The answer to this question should be a window into your candidate’s decision-making process and whether their reasoning is appropriate for your role.This is a competency-based question designed to highlight how an interviewee makes decisions. Do they use logical reasoning? Gut intuition? However they manage big decisions, does their approach match what you’re looking for?8. Tell me about a time you dealt with a difficult personAll candidates should be able to reference an experience of working with a challenging colleague. Look for them to approach this question with honesty and a clear example of working through the experience.Rather than passing blame, there should be a recognition of the part they have played in the situation, and how they might tackle it differently next time.It’s essential to get a sense of how candidates would fit and thrive within your company culture.9. What was the last thing you taught?You’ve asked the interviewee about their skills, but can they show a capability for teaching others about these skills?This question isn’t restricted to managerial or senior roles, and should be asked whenever you’re looking for a candidate who will add value to your team.10. Why are you a good fit for this company?The key to this competency-based question is whether the candidate can explain how their transferable skills would fit your role. This tests both an awareness of their own abilities and an understanding of what you are looking for in a new employee.The candidate should be able to confidently explain why they want to work for your company, and convince you that they would fit your team culture.If you’re interested in learning more about interviews, please contact your local recruitment specialist.
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.