FF Focus

What does it feel like to be the Best Small Recruitment Business in the land? Hopefully we’ll get to find out in October when the Global Recruiter Awards happen in London.

Why? Because we’re delighted to announce that Franklin Fitch is one of five shortlisted businesses in the running for the long-standing and industry-respected title of Best Small Recruitment Business.

Commenting on the shortlisting, Steven Ewer said:

“In the month that we are celebrating 10 years of Franklin Fitch, it’s great to get recognition from Global Recruiter on our successes over what has been a challenging year to say the least. Despite all the chaos that has been happening around the world, the team here has stuck together and grown across the board.

Headcount has increased in all our locations, and we’ve moved to bigger spaces in both our Cardiff and Austin offices. Most importantly though, we are pleased to have continued to connect brilliant IT infrastructure talent with companies across Europe and the US, building great partnerships along the way.

This will probably be our last year of being eligible to enter this category so it would be great to sign off with a win. There are some brilliant recruitment businesses shortlisted alongside us – congratulations to them as well. I look forward to hopefully celebrating with everyone in October.”

You can view the Global Recruiter Awards shortlist in its entirety here.

For a long time, organisations have focused their efforts and investments on financial capital rather than their human capital. However, with a lot more studies being conducted and evidence showing the significant impact top talent has on business performance, the focus of organisations has seemed to slowly start shifting.

Knowing the value of talent for companies, there also comes a problem with it; talent is very scarce. A company needs to be outstanding in order to make scarce top talent apprised of their existence. The market is highly competitive; the more an employer understands talent’s needs and core motivations, the easier it will become to attract the exact people wanted and needed. Talent is as varied as the many job opportunities out there, so it is of utmost importance to match the right talent with the right job for long-term success. To do so, talent has to be looked at from all different perspectives such as age, gender or geographical location.

Building a strong EVP is one of the key attributes it takes to attract top talent, establishing an outstanding talent magnet position in the market, and communicating it successfully to the target audience. However most companies face limitations, especially when it comes to finding the best and brightest candidates. Therefore recruitment agencies out there can help them tap into different and broader talent pools. Recruitment needs to be a pro-active process, “employers cannot wait for the new talent to find them; they have to go out and look for it”. (Hillenbrand, 2020, p. 4)

Passive jobseekers make up a great share of talent and therefore have to be actively sourced and reached out to. There are many different possibilities on how to reach out to all the bright and different talent out there. Instead of focusing on only a few talent pools, companies should embrace diversity to fill open positions and take advantage of the effect it has on overall business success.

Recruitment agencies act as a middleman, a third party between the candidate and hiring company. Recruiters usually have a deeper talent pool than the in-house talent acquisition teams, as it is their job to have a large database with potential candidates to reach out to. They also do not wait for active applicants but put themselves out there, actively searching for talent. Hiring a recruitment agency is also time-saving, they take on the pre-screening and selection of potential candidates. It also makes the hiring process more efficient, as good recruiters act in the interest of the client and the candidate and think long-term. They know their market, what the client expects from a candidate and what the candidate will be able to deliver.

In order to attract the right talent, it is not only crucial to understand what talent wants, but also where required talent can be found and ways to make contact. Therefore, understanding the channels that are being used by jobseekers to search and apply for jobs will help to implement the right technology when reaching out to potential candidates, which will also differ from geographic location and age. Some information is more valuable than others for candidates when reading a job description. Recruiters ensure the right information is available upfront to an interview in order to increase the efficiency of the hiring process. The more transparency a candidate can get, the better he or she is able to understand what to expect from their potential future job and employer.

In conclusion, recruiters provide you with an exclusive and specific selection of top talent for your business. If you want to find out how Franklin Fitch can support your recruitment process please reach out to Carmen Hiemisch (c.hiemisch@franklinfitch.com or +49 69 971 94 2913).

Source: Hillenbrand, P. “The people-first approach to business building”, McKinsey Digital, 2020, p. 4

written by Carmen Hiemisch

As recruiters, we get the opportunity to speak to a whole host of hiring managers, each facing their own challenges when looking to bring the best talent on board and grow out their teams. Although even the largest, most resourceful companies are still likely to face their fair share of tests, this article will focus on identifying the key challenges faced by SMEs when hiring for their IT/Infrastructure teams, as well as looking into best practices and new ideas on how to solve them.

I am in contact with a range of SMEs, speaking with hiring manages to get to the bottom of what works, what doesn’t and how they have managed to improve and streamline their recruitment processes. Outlined below are some of the key talking points that arose, which will hopefully provide insight and assist in building a hiring process that works for you.

What to focus on when hiring IT/Infrastructure employees?

Believe it or not, a surprisingly large number of hiring managers found putting too much emphasis on a candidate’s technical capabilities was ineffective in the initial recruitment stage. It was an almost unanimous agreement that on reflection, more focus should have been placed on values fit and working attitude. Bringing in someone that shares the values of the company, as well as having a positive can-do attitude can have a huge impact on SMEs.

Having a team of motivators is a sure way to maintain positivity, overcome challenges and create opportunity for innovation. Someone could be exceptionally talented in terms of technical ability, yet if they aren’t invested and motivated to make things work, they’re probably going to be more of a detriment to the business in the long run. As the saying goes, “one bad apple can spoil the bunch”.

Unlike technical skills, mentality can’t be taught. So, when it comes to technical skills vs mentality, let’s call it even. Hitting that perfect balance of technical prowess and personality fit in a new hire is any SME’s dream!

Make your interview process more effective

Giving candidates reasons to buy into the company from the start is crucial for attracting talent (and it only takes 10 minutes). The current market is extremely candidate driven; strong candidates are likely to have multiple other processes going on alongside the opportunity you’re offering. Ten minutes on the phone is all it takes to create a good first impression and make candidates feel like you are valuing their application and are aware that interviews are a two-way street. You are aiming to put your company at the forefront of the candidate’s mind.

Testing technical ability

The interview processes at SMEs are often far more thorough than some of the larger companies I’ve worked with, and why shouldn’t they be? The associated risk of every hire is far greater than in larger and more established companies. Holding some form of technical test, whether it’s an online screen share, or a verbal test in the interview from one of the senior team members is a great way to separate the technically strong from the lesser capable.

There are two big “don’ts” when it comes to testing technical ability. Firstly, jumping straight into a technical interview as a first stage, without previously giving buy-in to the company (yes, this again). This can be hugely off-putting and can give a sense of elitism to your hiring process.

Secondly, putting candidates through a ridiculously long process, just to prove what they’re capable of. The candidate shouldn’t need to be asked the same questions by 4 different people within the organisation. This can give the impression of poor communication and time management within the business, whether this is the case or not. Candidates are often reluctant to commit to such a long process for a job that they ultimately might not land.

One of my clients mentioned the idea of collaboration-based interviews. The way this works is that they get the candidate to participate in a real-life situation. Sit in on a brainstorming session with the team, focusing on how best to overcome a specific, real problem. This way you can test the candidate on how well they collaborate, how confident they are giving their own ideas and how they communicate these ideas to a wider audience. This also gives a positive experience to the candidate as they get a real insight into what it would be like working in the company – and ultimately the team.

Finally, something hugely important for all companies, big or small, is responsiveness and feedback. This is so vital, yet still not on the priority list for many companies. Due to the competitiveness of the industry, candidates can be off the market within a matter of days. If you aren’t providing constructive feedback on profile submissions or interviews within two days maximum and keeping candidates in the loop, assume that your competition is, and expect to be left behind!

How does your tech stack correlate with talent attraction?

I asked each hiring manager: “when choosing your tech stack, do you think about how that correlates with talent attraction and current technical trends for when you’re likely to be growing the team further down the line?” This often prompted the response: “I’d never really thought about it until now”.

Around 90% of the people I spoke to stated that the tech stack was chosen with the sole focus on implementing the best tools for the product, without giving a thought to how their choices would affect the future hiring process. Makes sense! However, keeping talent attraction in mind when discussing technical decisions is no bad thing. This doesn’t mean that you should pick a tool unsuitable for the job just because it’s the “next big thing” but keeping up to date with the latest versions of the tools and technologies that you’re using is likely to appeal to potential candidates when the time comes to grow out the team. Emerging technologies will also keep your product/service scalable as you continue to expand.

Being open to implementing new technologies and offering an element of technical freedom to your IT employees can also be a great way to attract talent, encourage innovation and ensure that your hires have the mindset of continuous development (which is the attitude needed in most successful tech SMEs).

How do you compete with the tech industries “Top Dogs”? And do you need to?

Interestingly, the majority of people I spoke to didn’t feel as though they are competing with large organisations on anywhere near the same level that they are competing with other SME’s. This is due to the belief that the majority of candidates either have the appetite for an SME, or they don’t.

If you have a candidate with their mind set on working in a small, more open environment, how do you attract them to yours? Many thought that it is more effective to focus on offering the candidate intangible benefits such as technical freedom, ownership over projects, the chance to make a real difference on projects and the company as a whole. This would often be more appealing than trying to match the ‘competitive’ financial packages that are being offered elsewhere.

Whilst these benefits will appeal to a “smaller company” minded candidate, it’s important not to use these benefits as leverage to negotiate a lower salary. Underwhelming a candidate with a job offer is a sure-fire way to put them off!

---

If you have any questions, comments, or tried and tested methods for attracting talent to SMEs that haven’t been covered here, please feel free to share.

This week is Mental Health Awareness Week, which focuses on the theme of nature. During the long months of the pandemic, millions of people globally turned to nature as a coping mechanism - with 45% of people reporting that being in green spaces had been vital for their mental health.

There is lots of research to support the role that nature can play in protecting our mental health. This week, the Mental Health Foundation is encouraging those who can to spend some time connecting with nature. 

We care deeply about mental health at Franklin Fitch. Our charity of the year for 2021 is Heads Together, who are fighting the stigma around mental health. We've shared some of the ways in which we are connecting with nature this week, and encourage you to do the same.

Algida Gaidyte: 'I'm going to give my houseplants some extra love this week."

Richard Shayler: 'I'm growing some basil plants"

Charlotte Drury: 'My friend and I are growing spring onions from the end bit of old spring onions that we had in the fridge. They've already shot up after only a couple of weeks.'

Dane Keenan: 'I'm going to make the effort to eat my lunch outside rather than at my desk.'

Konstantin Ehrenberger: 'I'm going to take a picnic to Brickwell Park, where the oldest Oak tree there is over 600 years old.'

Carmen Hiemisch: 'I'm cycling to work this week rather than getting public transport.'

Parnian Faqiryar: 'I'll ditch the bus this week in favour of walking to work.'

Luned Jones: 'I'm spending a day at Kew Gardens with family and friends.'

Patrick Griffiths: 'I've been growing apples from the seeds, I even had to re-pot them this week'.

Dominique Lianos: 'Myself and my housemates are growing various herbs that we've already used in our cooking'.

Mona Aboud: 'I plan to take a walk in the forest this week.'

Maike Nenninger: 'I'm going to my parents' place with a protected landscape area for a family walk in the woods.'

Gareth Streefland: 'I'm going surfing in Swansea at the weekend.'

---

How do you plan to connect to nature this week? For resources, tips and more information on Mental Health Awareness Week, please visit the Mental Health Foundation website.

Franklin Fitch is proud to have been awarded a 2-star accreditation from Best Companies, representing "outstanding" levels of employee engagement. 

In addition to the 2-star rating (out of a possible three), Best Companies recognised Franklin Fitch as one of the following:
London's 30 Best Small Companies to Work For 2021
Recruitment's 40 Best Companies to Work For 2021
The UK's 100 Best Small Companies to Work For 2021

We couldn't be prouder of this achievement. We consider our people to be our biggest asset, and knowing that they feel engaged at work is very important to us. Having an engaged workforce encourages people to feel connected to each other and our aims at Franklin Fitch, meaning we all want to work towards a shared goal.

Looking forward, we're already getting started on analysing and implementing the feedback from the Best Companies survey. This data will provide invaluable insights into what we can do to make Franklin Fitch the very best place to work - because that's the standard we're aiming for. 

This feedback comes at a great time for us, as we've got ambitious growth plans moving forward. We want to reach 100 heads by November 2023, and are looking for talented people to join us on this journey. Do you think this might be you? Are you keen to hear more about what it's like to work at Franklin Fitch? Get in touch with us today!

written by Evangeline Hunt

People hear the word "headhunter" or "external recruiter" and immediately take a defensive stance. Yet HR professionals, especially with today's shortage of skilled workers, often rely on the expert knowledge of external recruiters to find suitable candidates for niche vacancies.

In the IT industry, candidates with expert knowledge and skills are needed. Specialist IT recruitment consultants can help, yet the negative stigma surrounding recruiters can make this difficult. So what common ideas about recruiters are true, and which are myths?

Initially, applicants might be unsure whether they want to put their job search in the hands of a recruiter and whether they can trust them – the same can be said for organisations looking to hire. Recruiters are often met with statements such as "we don't need that", "we have our internal recruiter" or even "we already have enough applicants". So where does this initial rejection come from? Below are some of the common misconceptions that we hear about the recruitment industry…

Recruiters ...

1. ... only work with established companies on management roles.

This isn’t true. Time is money, both companies and applicants know that. The selection process - from the initial selection to the interviews - takes time. Not only large companies, but SMEs can benefit from the network and talent pools of recruitment agencies. Recruiters have already established relationships with decision-makers at a variety of companies and organisations, which makes it easier for candidates to get their application seen and heard.

2. ... take a cut of your salary.

This is wrong! The candidates' salary remains untouched, nor is it lowered to compensate for the cost of the recruiter. In fact, recruiters often help candidates negotiate a better salary. Many people simply can't believe it, but it's true - for candidates, working with recruitment agencies is completely free of charge.

3. ... have no idea about the job they’re recruiting in.

More often than not, recruiters specialise in a niche industry that they spend years learning about. At Franklin Fitch, our consultants have in-depth tech and IT training that equips them with the skills needed to fully understand the job spec that they’re hiring for. Our teams stay up-to-date with the latest industry news and developments, which furthers their knowledge and understanding of the IT industry.

4. ... work only to get commission.

Some recruitment agencies indeed work on a commission basis, but that doesn’t mean that money is their only motivator. The goal of every consultant is a long-term partnership with their clients, which can only be achieved after a first-class service has been provided. Adding true value to your client’s team through an excellent hire will foster a solid, long-term relationship. The same applies to the candidates - the satisfaction of all parties is essential for success.

5. ... approach candidates from other companies.

Due to the scarcity of skilled workers in the technology industry, it can be difficult to find qualified individuals for vacant positions. To ensure the best possible shortlist for their client, recruiters often headhunt candidates who are already employed. However, it’s up to the candidate to decide whether or not to apply for the new position. Let's put it this way - recruitment consultants enable further career development and training opportunities for their candidates.

6. ... take forever to get back to you.

This shouldn’t happen, but depending on the company and their application process, it can occur. Rule of thumb: the larger the company, the longer takes the application process. Recruiters keep in touch with their candidates throughout the process and keep them updated on their current application status.

We hope this clarified the most common misunderstandings about recruitment. If you have any questions, feel free to contact us!

If there is one thing that makes me smile in the morning, it’s knowing that I get to spend the day working with a wicked group of people I’m lucky enough to call my colleagues. And hopefully soon, actually see them in the flesh in the office… madness!

Having people at work who you can call your friends has a lot of benefits. Whether it’s someone to eat lunch with, take a screen break with or even sit next to, work feels more fun with friends.

Research taken from the Personality and Social Psychology Review looked into the connection between forming meaningful relationships at work and our health. The data showed that those with strong relationships with their colleagues reported having better health and wellbeing. So if you and your co-workers feel like a community, the more likely you’ll feel physically and mentally healthy at work. Win-win!

This research isn’t alone. Experts agree that friendly colleagues foster a better work environment. “A department, or company, that works well together, has the most success together”, says corporate veteran and author Andy Teach. “When you enjoy working with your colleagues and look forward to interacting with them, everyone benefits.” High morale at work leads to better productivity.

We wanted to conduct our own research into this theory. We asked the question “what do you love most about your current role?” and the results were as follows:

41% - my team/colleagues

25% - the work itself

18% - the benefits/flexibility

16% - the salary

The majority of people surveyed said that their colleagues were their favourite thing about work. This only bolsters the importance of creating and fostering friendships with your colleagues – it’s more than likely that they’ll be your favourite part of going to work!

At Franklin Fitch, our company culture is something we’re proud of. We’re a tight-knit bunch who work collaboratively across our international offices, and that’s the way we like it.

Can you see yourself working with a team like us? If so, get in touch to find out about our hiring plans. 

written by Evangeline Hunt

Before I started in Recruitment, I used to produce TV shows for Channel 4, Discovery and the BBC.

One of my fondest memories was the time I bumped into Paul Daniels in the corridors of the BBC Studios when he was a participant on Strictly. We locked eyes and he immediately asked if I wanted to see a magic trick, even though he was just about to go on stage. 

I said yes (of course) and he produced a deck of cards from his waistcoat pocket (because naturally, Paul never left home without a deck of cards on his person). 

It was refreshing to interact with someone you grew up watching on TV to be exactly as you imagined them to be. Something you most definitely cannot say for every celeb… 

As January draws to a close and the UK remains in a third national lockdown, it's expected that spirits might be a little low. ​Now more than ever it is so important to look after our mental health, which can be challenging when we aren't able to see loved ones.

Even though a lot of people are working from home, it's still important to try to keep your working day as enjoyable as possible. Some people are working longer hours than usual, so it's essential that you're not hating every second of it. Below, we share our top tips on how to stay happy at work. 

Be Organised 

Keep your desk as tidy as possible and manage your time to avoid stress. If you have a plan for your day you will feel prepared and work effectively.  

Stay active 

Exercising at work can be difficult and it isn’t 100% necessary, but research says staying physically active can improve your mood and performance. Even just standing up at your table or walking around for a few minutes every now and then is better than nothing. 

Self-Development 

Take care of your professional development. In today’s working world experience is key, so ask for training opportunities to develop and improve your skills. 

Ask for Feedback 

In order to improve your skills, it's important to look for constructive criticism. If you ask your supervisors for feedback on your performance you might even be praised, which is always a little motivation booster. 

Talk to your colleagues 

Keeping a good relationship with your colleagues will brighten up your mood every day. It also helps you make yourself more comfortable in your workplace.

If you dread coming into work on a Monday morning, perhaps you're not getting the job satisfaction that you deserve in your current role. We have loads of amazing opportunities available, whether you're an IT Infrastructure professional or looking to start a career in recruitment - feel free to get in touch.

Interested in a career in recruitment but feeling overwhelmed with questions? Want to know more about graduate opportunities here at Franklin Fitch?

We sit down with our Academy Manager, Charlotte, to answer some of the most common questions that she gets from graduates seeking a career in recruitment.

How can I get a job in recruitment?

Stick to the basics, so find a company that fits your ideals, apply and prepare really well for the interview.

What are the typical working hours like? Have you ever been asked to work weekends?

Our standard working hours are 8.30am - 6pm and Consultants do work either side of that, depending on workload. I've never been asked to work weekends, but in recruitment, the more you put in, the more you will get out - but it's completely up to you.

How important is your work environment for your success in recruitment?

It's really important, it's just great to collaborate and bounce ideas off different Consultants with different approaches, tends to make you better in the end. Recruitment is full of lots of highs and lows, so it's good to celebrate those or commiserate those with other Consultants.

How does the Academy work?

It's a team set up to equip Consultants that have no recruitment background with the tools they need to then move on to have a successful career in senior teams in recruitment.

Do I need to know all about IT before applying?

Absolutely not. There is technical training as part of your onboarding here and most of our highest performers had no technical understanding before they came into the business and now they're experts, so don't worry.

What does the first week in the Academy look like?

The first week is fairly easy really, it's geared towards you getting to know everyone in the business and it usually ends with a social event on the Friday.

What is the training like at Franklin Fitch?

The training is a long programme that follows you from trainee all the way through to director-level. It's a multiple-strand approach, so we do variations of classroom, theory, workshops, listening sessions and live coaching depending on your learning style and your individual needs at the time.

What are the incentives like?

The incentives are really varied and really fun! We've done everything from Las Vegas, skiing trips, Dublin, watersports, London nights out - so really varied and they tend to be lots of fun.

How quickly can I progress through the business?

Each stage at Franklin Fitch has a structured career path so it's standardised targets that you can hit. So the short answer would be, as soon as you want to but realistically you're looking at your first promotion within 6-8 months.

Can you actually earn the figures that we see on the adverts?

There are some massive figures going around on some of the adverts out there. The short answer is yes, you absolutely can earn those figures in recruitment. We are confident we'd get Consultants there, but we focus on those smaller steps at first, to get you there. The building blocks to get you to that success.

-----

If there are any questions that haven't been answered, or you want to find out more about the graduate opportunities that we have at Franklin Fitch, drop Sian a message!

Franklin Fitch are announced as the winner of the Best Recruitment Company to Work For (£5m to £20m) at the TIARA 2020 Recruitment Awards!

After being shortlisted for two awards, it was a huge honour to walk away with the award for Best Recruitment Company to Work For, especially given that we pride ourselves on being people- focused.

The awards evening was held virtually over Zoom, with live acceptance speeches from all of the winners (including our Founder Dave!). We were ecstatic to be recognised for our hard work during what has been a challenging year for everyone. Our people remained at the forefront of our business during the pandemic – they’re our biggest asset, which makes this award particularly special to us.

A few comments from the judges:

“Franklin Fitch showed strong growth through their investment in people and international expansion. The business is clearly people led with a major focus on training and development, with major strides to address diversity.”

We were pleased to be recognised for our work to address diversity within our industry. We’re proud to run our Inclusive Infrastructure campaign, where we actively promote diversity and inclusion in our interaction with candidates and clients, as well as the way we run our business. We are providing a platform for those working within or interested in IT Infrastructure to share their experiences with us and to come up with possible solutions together.

‘Absolutely delighted to be announced as the winner of the Best Recruitment Company to work for 2020 in the TIARA Awards last night, genuinely surprised and humbled by this accolade’, says David Annable, our Founder and Director. ‘I'm very proud of our awesome people, it's their dedication that makes this possible. Supporting our community and seeing our values enacted daily, it is a true pleasure to lead Franklin Fitch.’

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the Best Recruitment Company to Work For then get in touch!

written by Evangeline Hunt

Franklin Fitch is named as the Best IT/Technology Recruitment Agency at the 2020 Recruiter Awards!

After being shortlisted in three categories in this year’s Recruiter Awards, it was a huge honour to walk away with the award for best IT/tech recruitment agency, especially given that we were up against some great companies within the industry.

The awards evening was held virtually, meaning our whole team were able to watch from their desks (be it at home or in our socially distanced office). We were ecstatic to be recognised for our hard work during what has been a challenging time across the whole industry. It’s safe to say that the Franklin Fitch cheers could be heard a mile off!

A few notes from Recruiter Awards regarding our win:

“To give its clients valuable up-to-date information, building on the traditional salary survey, Franklin Fitch released its Market & Skills Report. Sent to more than 19,000 infrastructure professionals in the UK and Germany, with a diverse response across all demographics, the survey looked into the topics and trends affecting its clients on a daily basis, not just around pay rates, but what talent in the IT Infrastructure space was demanding.”

Comments from the judges:

“An excellent understanding of their sector and adding value with data-driven insights (market and skills report). Consultants have to pass a test on sector – Franklin Fitch also trains its staff in skills relevant to the sector. Showed they care and would add value to the process.”

We were pleased to hear of the positive impact of our previous Market and Skills report given that we are in the process of compiling another one to be sent out to tech workers towards the end of the year.

“We are ecstatic to be announced as the winner of best IT/ Technology Recruitment Agency 2020 in the prestigious Recruiter Awards last night,” says David Annable, our Founder and Director. “It's a testament to the whole team's hard work and dedication throughout one of the toughest periods. I'm humbled by this achievement and very proud of our people and community.”

We have ambitious growth plans for our offices across Europe and the US. If you’re interested in joining the best then we’d love to hear from you!

written by Evangeline Hunt

Do you want to be part of something special right from the start? At Franklin Fitch we offer exactly that opportunity as we expand to the US East Coast.

Why the East Coast?

The home of bagels, steak sandwiches, the tallest buildings and the straightest roads – of course it’s the US East Coast.

Two years into starting our Austin-based operations we’re ready to take our US venture to the next step. Covid-19 hit the UK recruitment industry hard yet hiring in the US seems to have been less affected by the pandemic.

A recent Dice report on the state of technology jobs across the US supports the idea of a real hotspot for vacancies on the East Coast which have the potential to be tapped into. From May to June 2020, Boston saw a 39% increase in tech jobs, Pittsburgh saw a 44% increase, Philadelphia saw a 36% increase and Baltimore saw a 34% increase.

In addition to this, job postings within the technology sector increased in Q2 of 2020 compared to Q2 of 2019 – during a pandemic this is quite an achievement. Java Developer jobs increased by 14% from 2019 to 2020 Q2, while Cyber Security jobs increased by 15% in this period.

What we can offer you

To assist with our expansion to the US East Coast we’re looking for our next generation of recruiters. Based in our London HQ, you will be working the East Coast market alongside our already established US team.

Since this is a brand-new venture for our business, we’re offering a unique opportunity to our consultants –autonomy to shape your role from the beginning. Although we have existing clients with East Coast presence we are keen for you to build up your own business within our business.

In addition to this you’ll be able to benefit from our market-leading commission structure as well as our plenteous opportunities for career progression which enable you to fast-track your way up the Franklin Fitch career ladder.

Once we have established our presence in the East Coast we will be looking to open an office there. Have you always wanted the opportunity to work and live abroad? This could be your chance!

As an experienced recruiter, you will already know the skills, attributes and work ethic required for the job but do you have the ambition to lead a new operation to success? Do you want to make your mark on a new venture? Then give us a shout!

written by Evangeline Hunt

There is no denying that recruitment has been slow recently. And by recently, I mean the past six months. Covid hit our industry hard, but after what feels like an age, we’re starting to see the light at the end of the tunnel.

Companies are starting to hire again which means now is the time for us to put our foot on the gas. But this might feel challenging after so long out of practice. Getting back into the swing of things can feel difficult, especially as we adjust to the so-called ‘new-normal’.

Maintaining productivity is key during this transition period. We all know what it’s like to experience a lull in productivity – it can be frustrating and demotivating. We’re here to give you our favourite productivity hacks to keep you motivated as you put in that grind!

Organise your day into time blocks

Start the day by looking at your to-do list and assigning yourself specific time blocks for each task. If you have to look for candidates today, assign it an hour – then move in. This will make your hour more focussed knowing you have limited time to get it done, and prevents time wasting and procrastination. It can also just make you feel more organised, which in itself can be a motivator.

We all need breaks

We're only human – and all of us need short breaks fairly often. Don’t be hard on yourself by saying you don’t have time. Taking small breaks will ensure that your working time is more productive – which saves time in the long run.  

Reward yourself

As recruiters we like to be rewarded for hitting certain metrics. But this doesn’t have to come from someone else and it doesn’t have to be for big things. It can be as simple as making a cup of tea after your next CV send out, or having a walk around the office after an hour of work. Small targets will make each task feel small itself – winning!

Don’t start the day with admin

Admin can be done any time of the day, and is actually quite a good task to do when you’ve run out of brain power near the end of the day. Instead, start your day with the most challenging tasks – the things that require the most brain power to get through. It’s only natural to get a little tired towards the end of the day, so having something easy rather than challenging to fill your time later on will seem less daunting.

Learn to prioritise

Prioritisation can sort your never-ending to-do list into something that resembles organisation. It goes without saying that the most important things go at the top… but sometimes there is the temptation to start with the easy stuff. Don’t do it!

Get out of the office

Having a change in environment is so important. On your lunch break try to get outside for some fresh air and to stretch your legs. Changing your environment is important when taking breaks – it can be hard to shut off from work at lunch time if you remain in the office. Besides, fresh air is never a bad thing.

Hot drinks

The thing that unites office workers across the world – a love of hot drinks. We’re not suggesting 27 cups of coffee each day, but caffeine can stimulate your brain and help you focus.

If all else fails, try something a bit more structured

Trying something like the Pomodoro Technique can be an easy way of ensuring your day has some structure. This technique encourages you to break your day up into 25 minute chunks of work separated by a five minute break. It’s a firm favourite of many, so it might be worth giving it a go if you’re finding nothing works for you!

-----

What is your favourite productivity hack? If we’ve missed a good one we’d love to hear it!

written by Evangeline Hunt

To pivot, or not to pivot, that is the question: 

“Pivot” must be the business word of the year. In 2020, many businesses have taken stock and considered whether to channel their efforts in a new direction. I understand it, particularly as the current economic landscape and even future outlook is very different to previous years. However, my question is this; if you chose to pivot, at what cost, and should you also reconsider your brand?

We've been clear since inception that our vision is to be a market leading talent provider focused purely on the IT infrastructure market. Naturally we will follow technology trends and advances of the IT infrastructure stack, but we will expand our geographical coverage long before diluting our service offering into other sectors or technology areas. Our Franklin Fitch feet are firmly planted within our niche, we love it, and will not be pivoting anytime soon.

However, if a business does choose to pivot, and hopefully it’s only once, then should that company’s brand identity also change? Surely the original brand was set up for the initial service offering, I wonder how this translates to the new path of said business? From an employee perspective, if decisions are made too hastily, further pivots or a retraction could follow and this creates brand uncertainty and confusion. At some point it could feel like the circus is in town and the whole organisation have spent too long on the Waltzers.

Our people and our time are the two most important facets of our business. I believe it’s paramount that everyone clearly knows our purpose, fully understands it and identifies with it. One pivot can be tricky, numerous pivots can be dangerous. Brand identities can be lost in translation, your all-important people can become disorientated and time will be frittered away.

Leadership is tough right now, pivoting can look appealing, but be mindful, the brand you’ve worked so hard to build, may quickly be lost in the ether.

Pause:

I’d like you to hit pause for just a moment.

Given the opportunity, would you rewind the last 6 months to take another shot at navigating the Coronavirus storm? I wonder which decisions you would make differently and which you’d keep the same. I do not believe many business leaders could have imagined the magnitude or ferocity of the ensuing turmoil caused by this pandemic. Reacting quickly was critical, the stakes were high and potential mistakes costly.

Rewind:

I’m writing this to give an insight into Franklin Fitch’s journey over the first half of 2020. To do this fairly, I need to give perspective, so I’ve shared previous years’ results, our expectations at the beginning of 2020 and our actual results from January to June this year.

I am proud to say that since our inception in 2011, we have grown our group Net Fee Income* (NFI) each and every year. Eight years of successful, sustainable, organic growth, mostly gained through a mix of careful strategic planning, rigorous hiring processes, a “people first” growth mindset, and a great deal of hard work.

The chart above illustrates our H1 results for the previous 5 years. Using 2015 as our baseline, the year on year compound H1 growth rates are:

2016: 43% increase

2017: 47% increase

2018: 39% increase

2019: 42% increase

Thus, from 2015 to 2019, I’m pleased to say our H1 results have produced an average compound growth rate of 43%. So, when forecasting our growth expectations for 2020, we didn’t deviate far from the norm (dotted purple line on the chart). Since our forecast in December, it’s been a whirlwind, the game has certainly changed.

The solid purple line on the chart plots our actual H1 2020 results. This year for the first time ever, we have tracked behind the previous years’ H1 results. In fact, by the end of June 2020, we tracked behind our 2019 results by 12% and tracked behind our original H1 forecast by approximately 55%. Whilst the latter number is worryingly large on first view, it is completely understandable when considering the severity and pace at which Coronavirus’ effects were felt across Germany, the UK and the US.

When reflecting on the above I have many thoughts and feelings. My first thought is always with our people and the wider physical and mental impact of this period. We continually search for ways to support and lead our people to excellence inside and outside of work. Guiding the leaders and team members through this has easily been the biggest challenge I’ve ever had to face.

How successful we have been is difficult to know at this point. We believe we’ve made good decisions with the information available, but only time will truly tell.

Play:

I’m hoping that my transparency here can give other leaders comfort and confidence when considering their company and team performances. I am sad that we will very likely lose our impeccable record for year on year growth, but I am proud of the efforts of our people, their work rate, focus and resilience enduring this relentless downpour.

I believe we need to pull together in times of hardship, not forget the bigger picture, whilst working daily on the more granular tasks and targets.

According to our recent datasets, the choppy waters are beginning to calm and we are hopeful for a few sunnier days in H2. We are consistently reviewing the course we chart and are diligent in our decisions and movements, hopefully plain sailing is not too far away again.

Fast Forward. Bonus track coming….

I’m sure most of us would like to fast forward this entire year, but unfortunately time is one thing we cannot control. I would be interested to hear your views and opinions on the above. If comfortable, feel free to share your results or simply your feelings. I wish everyone luck over the coming months, it’ll be Christmas before we know it!

-------------------------------------------------------

*NFI is a term often used in the recruitment sector and can be used as a metric to measure success/ growth. Of course, there are many other important metrics.

Personal brand has been a buzzword for some time now. So does that make it an actual ‘thing’?

In reality it’s just a snazzy word for your reputation. Everyone has a reputation whether online or offline – some people are known for being experts in a particular field, others are known for having a humorous approach to how they communicate and in other cases it’s a combination of several things. It really is who you are.

Having a solid and respected personal brand is beneficial at the best of times, but in this almost exclusively digital world, it could be the difference between nabbing your dream job and not. Being able to showcase your personality and allowing people to “get to know” before they meet you can be a huge advantage.

As much as we’d like it to, coronavirus isn’t going anywhere in the foreseeable future. The result is a hugely competitive job market and increasing rates of unemployment. While this might seem bleak, your personal brand could be your biggest tool for ensuring you stand out. If you are an expert in something (and everyone is an expert in their chosen career, right?) or feel passionate about a topic, trend or issue you can use your personal brand to showcase yourself.

On that note, we’re here to give you three tips on how to build a successful personal brand.

1. Social media is your best friend

This might go without saying, but LinkedIn is the perfect space to be able to show your level of expertise and knowledge. Write articles, make videos, record podcasts, host a virtual workshop, engage with content from others, have an opinion – you get the idea.

If you’re an IT infrastructure professional, make sure your content is focussed on this space alone. You don’t want to be known as someone who has an opinion on everything, but you do want to be known as someone who has an opinion on all things IT infrastructure – you want to be that guy. But don’t be robotic, be you, make sure your personality shines through.

When recruiters/hiring managers are looking over job applications, LinkedIn is likely to be one of the first places they’re going to look to verify your level of expertise. Do you claim to be an expert in cloud migration? If you’ve recently written, shared or engaged with an article about it, that’s a pretty good indication that you know what you’re talking about.  

Doing the above is a great way to virtually network. Given that we can’t network in person yet, engaging with others online and adding value to their conversations is a great way to get your name out there and maximise your connections. You don’t always need to be the conversation starter but you should try and be involved in them. You never know who might have the next job opportunity for you!

2. Show that you’re adaptable

Coronavirus has changed everyone’s working life in one way or another. For many it was as drastic as losing their job, for others it was adapting to working from home. However it was that you were affected, you want to show that you rose to the challenge and came out on top. With the uncertainty of the future, employers will be looking for someone who can deal with the changing way of the world, so showing you’re adaptable should be a key trait of your personal brand. In that sense as when, showing vulnerability is not a bad thing, people are able to relate to it and will buy into you a lot more.

So how do you do this? You’ve got a few options. Include a section on your CV/resume on how you responded to coronavirus. Write a short post on LinkedIn. Mention it when you have job interviews.

And if you struggled to adapt to the changing way of the world, then it’s all a learning curve. Think about what you could have done differently, and how you can use this moving forward. Self-reflection is essential for development and growth, while also showing you can be genuine and honest with yourself.

3. Don’t be afraid of failure

As humans, we want to avoid failure as much as possible – that’s natural. But the reality is that in order to push yourself one step ahead of the crowd, you’re going to fail a few times.

Most successes don’t come first time around – there’s a lot of trial and error involved. Take any successful brand/person/business and all of them will have stories of trying things that didn’t work.

Walt Disney experienced countless failures throughout his career, but instead of getting him down, he learnt from it. ‘It is good to have a failure while you’re young because it teaches you so much’ says Disney. ‘For one thing, it makes you aware that such a thing can happen to anybody, and once you’ve lived through the worst, you’re never quite as vulnerable afterwards.”

We worry about what people may think but those that are able to get past that hurdle of fear will connect with those who they want to start building relationships with. The others don’t really matter.

And surely, the only thing worst than failing is never trying in the first place?

----------

Do you think you’ve got an awesome personal brand? We’d love to see it! If you need help building your own personal brand, or have any other ideas on ways to do this, feel free to get in touch.

written by Evangeline Hunt

With redundancies happening across the board due to the current pandemic, it can be even more difficult than normal to make your application stand out in a hugely competitive market. Not to mention the frustration of not getting a response (even when you are promised one).

‘I’ve never seen it so competitive out there’, says Practice Manager Simon Nicholls. ‘With that many people applying for the same role it’s impossible as a recruiter to review all of the candidates, and similarly impossible to get attention as a candidate’.

Despite this, there are things that you can do to make it as easy as possible to make your application stand out. Simon shares his advice below.

1) Make sure the role is a perfect fit for you

It’s common for people to apply to anything and everything when job hunting. This not only wastes your time, but also the recruiter/hiring manager who has to go through the applications. If your profile doesn’t match the job description, you won’t get the job – simple as! With this in mind, you do want to challenge yourself to a role that you know you can do, but requires some brain power and is engaging. Some people suggest your profile needs to match 80% of the job description – this isn’t an exact science and varies every time but might be worth keeping in mind.

2) Apply to the role on the job board/LinkedIn etc

This might sound like it’s a given, but you’d be surprised how many people call/email to say they’re interested in a job but haven’t actually applied yet. Job applications can be tough, so try not to procrastinate and get it done. You’ll be in a much better position after you’ve applied to the role.

3) Track down the recruiter on LinkedIn and send an InMail & Email. This InMail/Email should include a very short overview of your suitability e.g.

"Hi Simon. I've just applied for the ROLE in LOCATION. I feel I am a good fit for the following reasons:
- The rate/salary is in line with my expectations
- I am based near to the location (description)
- I have experience in X, Y and Z and companies A,B and C
- I am immediately available for interviews and starting
Please let me know if we could discuss this role further."

4) Follow up with a call (but at the same time don’t spam call)

It’s all about getting your name heard! (and having the application to back it up…)

-----------------

This may not be a sure-fire guide to get your application viewed by decision-makers, but it can sure help. If you have any more suggestions or questions regarding this topic feel free to get in touch!

written by Evangeline Hunt

With unemployment figures rising across the globe, companies run the risk of taking their eye off the ball when it comes to paying attention to the experience that people who are looking at, or indeed applying to opportunities and engaging with businesses.

Even if you’re not actively recruiting at the moment you need to focus on candidates whether they are active or passive. A proactive approach to candidate experience in the current climate will pay dividends down the line.

We take a look at three areas all businesses should continue to invest in and pay particular thought to regarding candidate experience.

Walk in their shoes

It is a tough time for many people at the moment but if we are working in businesses then we need to understand that many people are either not working or seriously want to consider their career options.

Before you dismiss speculative applications, reject messages on LinkedIn (both direct and from recruiters) or ignore social media messages, take a moment. Many people are not purposely trying to waste your time, they don’t know the ins and outs of your business so appreciate their point of view.

Emphatic approaches and processes will position companies as an employer of choice even more so in the ‘new world’.

Communicate

Some things never change. If you have “live” roles and people apply, then you simply have to listen and communicate on a regular basis. People want to understand the process from applying to roles all of the way through to interview and offer stage.

Many of these processes have changed, maybe indefinitely, so this is even more important now.

Recruitment is often a process of rejection. People know this but they want to be told. This doesn’t necessarily mean a dissertation on every application, that’s unrealistic, but ignoring is rude.

Have you been transparent? Does your website explain the recruitment process with clear timescales to manage expectations? Do you have email templates to facilitate communication? Could you pre-record videos from hiring managers that updates on applications?

Oh, if you don’t have live roles and there are still some floating about online then you should take them down. There is nothing worse than presenting an opportunity that simply does not exist.

Technology

We have spoken previously about interviews moving online but this is only one aspect of the candidate experience where technology plays an important part. We’ve forever heard of clunky ATS (Applicant Tracking Systems) that frustrate applicants.

There is no better time to review the experience of your candidates across all technology touchpoints. Are you using a chatbot on your Facebook page? Have you looked at using AI in the screening stage of recruitment? Is the way you do video interviewing secure enough?

Technology’s role in candidate experience cannot be understated. Choice and accessibility are absolutely essential, so you need to ensure that everything you use (and offer) is fit for purpose.

Here at Franklin Fitch, we speak with businesses and advise them on candidate experience. We have the benefit as recruiters to experience the processes across a wide range of companies and industries. The common theme is that the ones who invest time and effort in CX secure and retain the best talent on the market.

In the current climate, it would be remiss to think that it will be “easy” to pick up talent and bad candidate experience can be damaging in both the short and medium-term.

If you’d like to speak to us about our thoughts on best practice of candidate experience, please get in touch.