Pedestrians during rush hour

For many of us, the commute to work takes up a large portion of the day and has an impact on our mood and productivity! A late train or a crash on the motorway can really set you off to a bad start, while a quick and enjoyable journey into work can make you feel positive and motivated!

So, what are the perks and pitfalls of the most popular commuting options? Let's take a look at some of the most significant aspects of the commute and put public transport and cars head-to-head to see what comes out on top.

Paying by card

Price

When you're making a journey twice a day, five days a week, you want to know you're getting some bang for your buck. When you add it all up, learning to drive, buying a car, filling it with petrol and forking out for maintenance is likely to cost you more in the long run.

There are a range of discounts available for public transport users, especially if they use season tickets, buy in advance or use a railcard. The costs for public transport users are fairly straight forward in comparison to a typical driver, so in this round public transport wins!

London commuters during rush hour

People

If you've ever graced your local bus or train station, you'll know they can be chaotic at the best of times - never mind during rush hour! For some, the hustle and bustle is a welcome bit of excitement, while for others, the large crowds coupled with the unpredictability of public transport can be completely overwhelming.

When you drive your own car, you can avoid the awkward conversations on the platform, enjoy a bit of peace and quiet or offer a lift to a colleague if you do fancy a bit of company on your way to and from work.

Having your own car gives you freedom pick and choose who you want to travel with, so we'll give this one to car drivers.

Glasses and tablet screen

Activities

One of the benefits of choosing public transport is the additional time to you during your day for activities! Without having to keep your hands on the wheel and your eyes on the road, you can use your commute time to your advantage. Some popular public transport activities include:

  • Reading a book
  • Ordering shopping online
  • Learning a new language

Thanks to aux cables and Bluetooth connections in cars, you can listen to a podcast or your favourite radio show while you commute, but there really are limits to what you can do. So, for that reason, public transport wins this round!

Driving to work by car

Environment

Traditionally, public transport options are more eco-friendly than personal transport and it's clear to see why. One vehicle like a train or bus can carry a number of people to their desired location at once! If all of those individual people drove their own cars to work, they'd use more petrol & produce more emissions.

That being said, the gap between the environmental impact of cars and public transport is starting to close. With more and more electric vehicles on the road, we might be seeing a shift towards more eco-friendly commutes on the roads. With that in mind, we'll have to call this one a tie!

Hopefully, this has helped you decide whether you should travel to work using public transport or by car. If you're someone that doesn't currently have a commute... browse our current job vacancies!

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HRS team at IRP Awards 2019

The 2019 IRP Awards took place in London last night, and it was yet another winning evening for Hyper Recruitment Solutions!

As you may remember, we were named Best Company to Work for (Up to 50 Employees) at last year's event, and so we arrived at the Royal Lancaster Hotel last night hoping to do the double and retain our title.

So...did it happen? We think this tweet from our Managing Director Ricky Martin says it all:

That's right - we're thrilled to say that HRS once again won the Best Company to Work for award! It's a great honour to win this prestigious award twice on the trot, and the perfect way to cap off a year of big achievements for Hyper Recruitment Solutions:

But our success didn't stop there! Senior Recruitment Consultant Georgia Walden also picked up two gongs of her own at the IRP Awards last night: Permanent Consultant of the Year and Recruiter of the Year!

Georgia is an exemplary recruiter, and these aren't the first awards she's won in 2019 either. Back in May, we held our own 2019 HRS Awards, where Georgia was named Consultant of the Year.

Georgia Walden from HRS wins Consultant of the Year award

Here's what Managing Director Ricky Martin had to say about Georgia's latest win:

"Georgia joined HRS as an enthusiastic science graduate with a passion for helping scientists to do great things. Georgia has progressed through our training academy and gone above and beyond to become not only an expert in science recruitment but also a true professional who's making a difference. Well done Georgia, and well done to the rest of the HRS team!"

Ricky Martin and Georgia Walden with awards

Would you like to our life-changing, multi-award-winning team? Visit the HRS Careers page to see our current opportunities!

Finding attracting motivated applicants and qualified candidates in a cost-effective and timely manner is the dream scenario for any company looking to acquire new talent.

Sadly, ticking all of those boxes in one fell swoop is far more difficult than it seems on paper. Luckily, help is at hand and it comes to you right here, courtesy of those in the know!

 

best recruitment process

 

How to Achieve the Best Recruitment Process

To help you navigate the road to recruitment without any unnecessary detours, we've put together a list of helpful hints and tips to allow you to achieve the best recruitment process possible.

 

Identify Your Needs

Knowing what want is the key to achieving it, so it's important to have a good idea of what you're looking for before you get started.

Outside of the title your recruiting for, think what the role and responsibilities will entail – your ideal candidate will need to have these in droves.

Next, think about what additional qualities you would like your new acquisition to possess, along with any other ideal attributes.

The old adage of "if you don't ask, you don't get" rings true in recruitment and a structured person spec with essentials and desirables will help you bag the perfect applicant.

 

Advertising Route

There are a wide variety of avenues to go down when it comes to marketing your job vacancy, each with their own pros and cons, so it's worth considering which ways you want to explore.

Advertising your vacancy internally is going to be excellent in terms of time and money spent; however, it naturally excludes the world outside your office walls.

Meanwhile, some recruiters may favour sites like LinkedIn and Facebook, as their chosen method of job marketing. While this may seem logical in today's culture of social media, it doesn't always reach the chosen demo of those actively seeking employment.

Perhaps the best route is the most obvious: hitting the online job boards. Job sites are purpose-built to cater for job seekers and have a ready-made audience waiting for vacancies just like yours to crop up.

Similarly, if your job targets a specialism, you may want to approach an agency that caters specifically for that market of skilled professionals, much like HRS caters heavily to scientists and those within the industry of science.

 

Clear Criteria

When it comes to sifting through the applications, a tall stack of CVs can be a daunting task that's just as time-consuming.

In order to streamline what could be a lengthy process, go back to your initial job ad and remind yourself exactly what and who you are looking for.

Breezing by the person spec to remind yourself will give you a clear idea of the skills and experience your ideal applicant should possess.

Keep your checklist of criteria fresh in mind when going through the CVs to help you efficiently whittle down the field and arrive at your final shortlist of candidates.

 

Prepare for Interview

Just as you would expect a candidate to come to the interview fully-prepared, you too should take the very same approach.

An unprepared interview with very little direction achieves nothing for anyone and can create a bad first impression of your company to the interviewee. Have a solid idea of how you want the interview to progress with key questions and topics in mind.

Similarly, ensure all attendees are on the same page and clued up on what's what. Hauling an unprepped colleague into the meeting room last minute is a waste of everyone's time and can come back to haunt you.

Remember, the recruitment process works both ways. If the candidate doesn't feel your company is the right fit for them, they may not want to pursue the vacancy further even if they are offered the job.

 

For more recruitment advice and tips on achieving an efficient recruitment process, why not drop us a line today? Call now on 0203 225 5120 to speak with one our specialists or get in touch online using the button below.

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Woman working in recruitment

The recruitment industry is often depicted as being an exciting vocational specialism that blends people skills with sales acumen in one HR-centric profession.

Charged with attracting and sourcing the right candidates for the roles available, relationship building is key, both internally and externally, while understanding the needs of both client and candidate is paramount.

With social interactions and travel a key part of the role, it’s no surprise that jobs in recruitment can be highly sought-after. However, while that may be the dream ticket to some, to others, it may also seem a little daunting.

For those considering a career in recruitment, this blog aims to help paint a bigger picture, providing additional details and a peek behind the curtain at what life is like working in recruitment.

 

Working in Recruitment: Pros and Cons

It’s fair to say that recruitment is a fast-paced industry that covers a lot of ground. To help you gain a well-rounded view of the profession and work out if it’s the right career for you, we’ve outlined some of the pros and cons below.

 

Benefits of Working in Recruitment

The recruitment industry can be a hugely rewarding endeavour, boasting a myriad of perks, incentives and upsides. Here are a few great reasons to consider pursuing a career in recruitment.

 

No Strict Entry Requirements

Unlike an academic profession, you don’t need any specific qualification to pursue a career in the recruitment industry.

While a degree or relevant experience may be advantageous, recruitment jobs don’t involve any formal prerequisites, providing an attractive proposition for a variety of backgrounds.

The non-discriminatory aspect of a recruitment career means it can be just as suitable for a school-leaver as it is a veteran worker looking for a career change.

Provided you boast the necessary sales ability and people skills, along with a healthy drive and ambition for the task at hand, a degree can be completely irrelevant and largely unnecessary.

 

Great Salaries and Scope for Progression

For many candidates, career progression is an important part of working life and developmental prospects can be the difference between taking a role and going elsewhere.

The opportunity to progress professionally is one of the key USPs of recruitment. If you put the work in, you could advance up the ladder in no time.

With that progression naturally comes financial incentive and higher salaries. While this can vary from one agency to the next, the financial rewards can be great.

Trainees typically start at £15-20k, while consultants commonly earn between £22 and 28k/annum. As you progress up the food chain, senior positions and management roles can habitually break the £40k barrier.

Meanwhile, many roles will also offer commission-based salaries with OTE (on-target earnings) in excess of their baseline salary, providing the incentive to work hard and achieve for virtually limitless earning potential.

Additionally, other perks – such as a company car, phone or laptop – can often come included as you advance to more senior roles, while company training and healthy pension schemes are also commonplace.

 

Excitement and Variety

A key selling point of recruitment as an attractive profession has long been its status as an exciting field. A lot of this excitement can be attributed to the variety involved in a typical working day.

From sourcing candidates and arranging interviews through to continued communication and negotiating offers of employment, recruitment can rarely be described as monotonous.

The travel opportunities that come with the job also be very attractive. Trips abroad, high-end lunches and team socials aren’t unusual occurrences in the recruitment industry.

Meanwhile, even client visitations can present a natural way of keeping the working environment fresh and stimulating, providing a welcome change of scenery from the office setting.

Additionally, a career in recruitment can also be extremely rewarding and fulfilling. While the work can be challenging at times, delivering potentially life-changing, positive news to a candidate can be a natural mood-booster.

 

Negatives of Working in Recruitment

Like any industry, recruitment isn’t all rainbows and butterflies. Naturally, there are going to be professional challenges in any vocation and a job in recruitment is no different.

The daily challenges, while rewarding, can also be challenging and necessitate long hours in pursuit of achieving a positive end result. Meanwhile, roles that rely heavily on commission and performance-based incentives can also bring with them a high degree of stress, particularly for workers unfamiliar with high-pressure working environment.

Meanwhile, the positive aspect of social interaction can also just as quickly take a negative turn when it comes to delivering bad news; for example, informing a candidate that they have been unsuccessful following an interview.

 

"Should I Work in Recruitment?"

When it comes to determining if recruitment is the right industry for you, a lot of it can depend on the individual and their personality. A role in recruitment can be the perfect career for one person, while it may be totally the wrong path for someone else.

For example, introverts that enjoy a set routine and a rigidly structured approach to the working day may not translate as well to a recruitment role as a socialite with the gift of the gab who thrives on a varied, fast-paced environment.

Luckily, recruitment is also an industry that is very much sink or swim. Whether you take to it like a duck to water or flounder unceremoniously, it won’t take you long to find out if it’s the right sector for you.

That being said, the benefits can far outweigh the drawbacks for the right candidate and the risk can be well worth the reward. As such, a “no guts, no glory” mentality could pay off big time, while the alternative could leave you forever wondering “what could have been”.

 

For more information on the benefits of working in recruitment and the ins and outs of life in the industry, why not drop us a line? Call now on 0203 225 5120 or get in touch online by clicking the button below.

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Workplace diversity

If you happen to work in HR, diversity in the workplace is probably a very familiar topic. It’s a legal obligation that’s seen growing visibility over the last two decades.

However, diversity isn’t just a matter for Human Resources. Diversity in the workplace has a profound influence on every part of the working process, from social interaction to quality of work.

A diverse workforce can provide better results in terms of creativity, problem-solving and decision-making, generally resulting in a more productive environment all round. After all, a toolbox full of hammers won’t do much good when it comes to changing a light bulb.

 

Diversity Hiring Laws

The Equality Act 2010 protects people from discrimination in the workplace, theoretically providing a basis that ensures nobody’s personal background or characteristics affect their right to work.

However, according to the Chartered Institute of Personnel and Development (CIPD), “an effective diversity and inclusion strategy goes beyond legal compliance”, and appropriate steps must be taken to ensure a varied working environment.

As such, knowing how to hire more diverse employees while staying safely within the boundaries of diversity hiring laws is a must for any company. Failure to do so could land your business in hot water.

Luckily, we’ve got a few helpful suggestions that will allow you to broaden your field of applicants instantly, helping you achieve a multicultural, multi-talented workforce across the age spectrum.

 

How to Hire More Diverse Employees

While specifically targeting a particular group can lead to accusations of discrimination, ensuring that your recruitment strategy is free from any involuntary prejudice can be a fantastic way to fairly and efficiently level the playing field for everyone.

Here are three effective diversity recruiting strategies that will help you to achieve a balanced response from all manner of candidates, ensuring your field of applicants is as diverse as possible.

 

Requested Info

Whether you consciously realise it or not, the information you collect via job application forms can have a dramatic effect on your perception of each applicant.

Information such as gender and nationality can subconsciously affect your expectations of a candidate and influence your response accordingly. Even names can trigger such biases; anonymous job applications have gained a lot of of traction in recent years as a means of eradicating this issue.

While this may seem a little extreme, there are simple steps that can be taken that garner similar results. To nip this issue in the bud, simply avoid asking for information such as gender, date of birth and nationality within your application forms.

That way, you can completely avoid direct or indirect discrimination by simply not knowing these characteristics, basing your judgement exclusively on the merit of the candidates in question.

 

Tell-Tale Wording

It’s also important to note that the inclusion of certain words in a candidate specification can also give skewed results. As such, it’s important to take care when penning your job descriptions to avoid a slanted verbiage.

For example, requesting “recent graduates” is likely to return applicants in their early to mid-20s, while requesting “experienced candidates” or requiring a minimum of X years’ experience is likely to discourage applicants below a certain age.

While there are always exceptions to these rules, avoiding such potholes could help you to appeal to a wider mix of applicants.

 

Favoured Parties

Though potentially more controversial than the above steps, favouring one party over another in order to achieve a greater balance in the workplace is undoubtedly an effective way to combat the issue of discrimination.

However, this tactic can spark debate, and may be perceived by some as discriminatory in itself.

This approach has drawn criticism from some corners over the years as it does - somewhat ironically - exclude certain parties in order to give more opportunities to a specific group. Nevertheless, it is a legal technique and one that is promoted by the government itself.

According to gov.uk, as an employer, you are allowed to favour a candidate with “protected characteristics” over one without if you feel the former is underrepresented in your workplace / industry. The only proviso is that both candidates must be equally matched in terms of suitability for the role.

 

Challenges of Diversity in the Workplace

While it’s important to have a fair and unbiased recruitment process, recruiting a candidate for the specific purpose of “ticking a box” can be counterproductive for all parties and can foster workplace resentment, as well as potentially reducing the overall quality of the work produced.

For example, hiring an ineffective communicator for a role that predominantly involves communication will likely result in a negative outcome for the company, the customer and the team, which can in turn be demoralising for the worker themselves.

Being fair without inadvertently discriminating against any party is a key part of creating an equal process. If you base your search purely on merit, you should bag yourself a diverse workplace by proxy, and this will ultimately achieve the best results for your business.

Read More: Inappropriate Interview Questions >>

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