How Reed can help you
Reed provide a tailored service to help you recruit your next employee. So you can be confident you'll find an option to suit your needs, every time. Expert advice on your job description, the salary you should offer and talent attraction strategy A vast range of compliance and screening checks Support with arranging interviews and ensuring follow up Guidance on offer negotiation and counteroffer scenarios Post-placement reviews and candidate check up
The Reed difference
Great service and excellent choice
Our permanent recruitment services are customer focused and tailored to what you need. We offer you a choice of services so that you can choose the right level of support. Whether you require interview assistance and hosting, candidate skills testing, offer management, or expert advice on the recruitment market and salaries in your local area, we’re here to help.
In addition, our permanent recruitment services come with flexible guarantees of up to nine months, offering you peace of mind when selecting the next professional for your organisation.
Unmatched access to professionals
Reed is the largest family-run recruitment agency in the world. This gives us the reach to assist you in accessing the best talent available on the market. We use both our consultants’ in-depth local knowledge and our access to our large CV database, to locate the candidates you need.
We were the first recruiter to pioneer specialist recruitment services, recognising the different approaches required for different sectors. To date, we’re experts in the 20 sectors worldwide we recruit for and have a network of quality candidates which reflects this expertise.
At Reed, we spend every minute of the day fulfilling our purpose of ‘improving lives through work’. And to do this, we operate by the following values:
When working with us, we provide a first-class service which incorporates all these values, so you can have confidence you’re working with a trusted recruitment partner looking to make a positive difference to both your organisation and the wider community.
We are fair open and honest
We take ownership
We work together
We’re so confident in the service we deliver that our permanent recruitment services come with flexible guarantees of up to nine months, offering you peace of mind when selecting the next professional for your organisation.
Meeting all your recruitment needs
Our unique end-to-end coverage means we can support you with a range of services, beyond that of a typical recruitment agency. Whether you need to hire talent, a range of workforce solutions, consultancy services, professional development support or pre-employment screening – we're here to support all of your needs.
The power of your personal brand and how to build it
Personal branding is the practice of creating, managing, and influencing your own brand. Everything you want people to know about you is your personal brand. While you can’t control how others perceive you, you can take strides to ensure you highlight the best parts of yourself. It involves taking control of how you present yourself to the world and making sure you are seen in a positive light.The adage ‘It’s not what you know but who you know’ isn’t exactly true – it’s more about who knows you and how they see you. It’s not only professional accolades that help professionals progress in their careers, but who they are as people as well. Just as a company works to promote its business to clients, customers, candidates and employees, to stand out from competitors, individuals can also market themselves to employers and other professional contacts in their network. Your experience, expertise, values, personality and everything that makes you unique can contribute to your personal brand. How to build your personal brandHere are some tips to help get you started and keep up the momentum: 1. Define your target audienceKnowing who you want to reach with your personal brand is essential for success. Research your target audience and consider what kind of content, tone and style of communication will resonate with them. 2. Set yourself apartYour brand must be an honest representation of yourself if you are to highlight your unique skills and traits. Think about the qualities and experiences you can use to set yourself apart and emphasise how you’re different from others. 3. Create a compelling messageWhat values do you stand for as a person? Creating a tagline or mission statement is a great way to articulate your personal brand in a concise, memorable way. Your message should be one of positivity and optimism. 4. Build an online presenceSocial media is essential for building an online presence. Choose the platforms that make the most sense for your target audience and start creating content around your personal brand. You might decide to build your own website as well – some use this as a way of showcasing their portfolio of previous work and their ‘about me’ page. 5. Be a thought leaderSharing your knowledge with others adds value to your social media profiles and people will recognise you as an authoritative voice on a subject and a trustworthy source of information. 6. Be approachableWhile you want to show your professionalism, you don’t want to overdo it by using jargon or words that most people wouldn’t use in everyday conversation. Using language that shows you’re a person and not a corporate robot will help others identify with you. 7. Be consistentIn order to ensure your brand is successful, you need to be consistent. Keep your message and branding consistent across all your platforms and maintain an active presence. This shows your authenticity and builds trust in your audience. 8. Keep up with trendsTo ensure your brand stays relevant and cutting-edge, you must be up to date with trends and know what people are interested in now. Stay abreast of industry news, what your competition is doing and check in regularly with your contacts. 9. Monitor your progressSet goals, track your progress and measure the success of your efforts. Use analytics tools to analyse the data and adjust your tactics accordingly. Everything you do must be intentional and have a purpose. 10. NetworkNetworking is essential to building a successful personal brand. Develop meaningful relationships with your peers in the industry and look for opportunities to collaborate. 11. Take constructive criticismMost people will shy away from criticism they don’t want to hear, but it’s useful for improving your personal brand and adjusting your strategy. Listening to your audience is another way to connect with them and keep learning. Building a strong personal brand takes some work, but it’s worth it in the end, allowing you to unlock new opportunities and set yourself up for success. To find your next opportunity, or the perfect professional to join your team, contact us today.
Sustainable IT: how tech can harness ESG principles to build a greener future
While technology plays a positive role in helping businesses cut emissions and reduce their energy consumption, it also has unintended negative impacts. For example, a positive outcome of the growing use of cloud technology is that data centre energy consumption is reduced, but then the negative consequence is the vast infrastructures of the public cloud service providers that also need to be powered, as well as the private and hybrid clouds operated by businesses. A recent report by global tech company Capgemini revealed IT accounts for around 3% of global CO2 emissions. However, the report is optimistic the tech sector has the potential to cut 9.7 times as much carbon emissions as it emits by 2030, but this will only be achieved by businesses prioritising sustainable technology. And in today’s digital age, with more and more organisations investing in digital transformation, it’s vital companies consider the negative impact IT is having and look at ways to use tech more sustainably. What is sustainable IT? Sustainable tech, or green tech, refers to the efforts made to positively contribute to the environment through the design and production, use, and disposal of technology. It also encompasses the activities used to develop hardware, such as responsible mining of finite rare minerals, and water conservation. The purpose of sustainable tech is to protect the environment and conserve the earth’s natural resources for future generations. There are myriad benefits to investing in sustainable tech. Firstly, and most importantly, it will reduce your emissions and limit your impact on the environment, but the Capgemini Research Institute’s survey of 1,000 organisations worldwide found those who implemented sustainable IT practices also saw greater ESG scores, improved brand image, better customer satisfaction, and financial savings. Harnessing ESG principles to make tech greener As the world is relying more heavily on technology, green tech should be included in your company’s ESG strategy and be a top priority. Here is how ESG principles relate to sustainable tech: Environmental Businesses have been heavily focussed on improving their environmental impact over the past few years. And while the use of the technology can help reduce environmental impact (such as remote and hybrid working cutting down on car emissions and reducing energy consumption in offices) there are other considerations businesses need to be aware of when it comes to the negative environmental impact of technology. The definition of sustainability according to the United Nations is: “meeting the needs of the present without compromising the ability of future generations to meet their own needs.” But the minerals that are mined to create tech devices are finite and are already leading to deforestation and water pollution. If humans continue to deplete the earth’s natural resources at this rate, then it is not sustainable for future generations. In addition, global e-waste is forecasted to grow to over 74 million metric tons by 2030. Tech devices use substances like mercury, chlorofluorocarbons (CFCs), and brominated flame retardants (BFRs), all of which can create a toxic environment when disposed of at landfills. All of these need to be considered when purchasing tech equipment if you want to meet the environmental aspect of your ESG strategy. Social The social aspect of ESG refers to how companies foster people and culture, approach diversity and inclusion, and their impact on the community. When it comes to technology, the community aspect is a great place to start. Donating old or unused technology is one way to make your IT more sustainable. Whether you are donating this to schools, other businesses, or community centres, recycling devices can limit landfill waste and help those in your area. Corporate governance Before implementing a sustainable tech initiative, it’s vital you have an effective governance process that can support the strategy. All stakeholders need to be on board with the strategy, and effective governance should be applied to ensure objectives are met, and the business is running in such a way that will support the initiatives. This includes business leaders making ethical decisions about the company’s sustainability practices, being held accountable, and the way in which they communicate and engage with the wider business about their sustainability goals. Ways to make your tech more sustainable Prior to launching or renewing a sustainable IT initiative, you first need to evaluate what you have in place in terms of IT infrastructure and determine where improvements can be made. However, if you are unsure where to start, here are some ways you could make your tech more sustainable: Work alongside procurement teams to reduce embedded carbon in devices and purchase equipment made from recycled materials Minimise your e-waste by improving disposal of tech equipment Consider hybrid working where possible to reduce energy consumption of large office buildings and make sure employees have the software and tools to effectively collaborate virtually Consider migrating applications and data to a greener public cloud Extend products’ shelf life by fixing and repairing instead of just buying new Invest in ESG management software that collects data and enables you to track, manage, and report on areas such as energy consumption, water usage, waste generation, greenhouse gas emissions, workplace safely and compliance metrics Improve efficiency of devices to reduce energy consumption and prolong devices’ battery life by reducing exposure to high temperatures, keeping it at 100% charge for long periods, and avoiding fast charging unless urgently needed Run cloud cost optimisations to reduce waste clutters in cloud usage Ultimately, technology has the capacity to improve the environment and reduce carbon emissions, but there are still consequences. In order to be a truly sustainable organisation, you need to consider the impact your tech is having and find ways to make it more sustainable as we all work together to build a greener future. Looking to recruit the next great tech professional for your team? Get in touch with us today.
Seven strategies to ensure your tech recruitment process is inclusive for all
Inclusivity, and diversifying your workforce, are the best ways to organically expand your talent pool and increase the longevity of your employees. Here are some of the key dos and don'ts of inclusive recruitment:What is inclusion and diversity? “Without inclusion, diversity is doomed to fail.” Devi Virdi, Group Head of Diversity and Inclusion at Centrica. Inclusion is the act, and diversity is the result. Inclusion and diversity (I&D) is now recognised as an essential part of business. It’s not just a tick-box exercise or a ‘nice to have’. Once your company adopts an inclusive culture, the more diverse your company will become. Diversifying your workforce has many positive outcomes, such as better employee wellbeing, productivity, and longevity. Creating an environment where people can bring their full selves to work can significantly increase employee attraction and retention because people will recognise your company or team as a place where they can love Mondays. There is also a strong business case for it, which is often overlooked. In the UK, for example, according to inclusion and diversity champion INvolve and the Centre for Economics and Business Research, discriminatory pay practices cost the economy £127 billion in lost output every year. That means, there is a high return on investment in inclusion training and preventing discrimination and closing pay gaps.Seven steps to an inclusive recruitment process Rethink your fundamental requirements There are certain roles for which neurodivergent people would be perfect, like data analytics roles, but the barriers to entry include requiring “excellent interpersonal skills” or being a “team player.” In this case, professionals with conditions like autism are far less likely to apply for those roles because they do not believe this applies to them, despite being more likely to have the focus and skills needed than a neurotypical person. Employers must rethink what the fundamental requirements for the job are and consider whether your advert reflects this. Develop grassroots talent Does the perfect candidate really need a degree or five years’ experience, or could you find someone with the right mindset and potential and train them with the skills you need? Or, if someone has the right skills and experience, but their soft skills are lacking, they may benefit from a mentor to build their confidence. Watch your language For employers to receive more applications and make the process accessible to everyone, you must be conscious of the language you use in your job adverts. Using inclusive language is an easy way to indicate that everyone is welcome to apply and be considered, if they believe they are the right fit for a role. Gender neutrality is a simple way to ensure you don’t limit your talent pool and unintentionally alienate suitable candidates. One way to avoid this is to use online tools to eliminate gender-coded language from your person specifications, job descriptions and adverts which often go unnoticed. Remove barriers to entry The placement of your job adverts is an often-overlooked consideration. Those who place their ads in tech magazines that require paid subscriptions might be excluding groups from lower economic backgrounds, for example. Employers must also ensure that their application forms are inclusive of all genders, sexualities, ethnicities etc. by including an “Other” or “I’d rather not say” option, to give them space to tell you who they are if they wish to. It must be optional, or you could end up forcing someone to come ‘out’ prematurely. Create a diverse interview panel The first impression of your team takes place at interview and a lack of diversity could impact a professional’s decision to accept your job offer. It would benefit employers to think about how diverse their hiring panel is and do their best to represent the variety of people in their company. Conversely, you must not over-correct and cherry-pick the same few people to be the ‘face of diversity’ or to hire certain people just to fill a quota in your company – no one wants to be tokenised or seen as a ‘diversity hire’. Ask the right questions Some employers don’t know what they legally can and can’t say, or ask, in a job interview. Training should be provided to each hiring manager to ensure they understand the dos and don’ts of interviewing. Generally, an interview question is illegal and discriminatory if you couldn’t ask everyone the same question. One example that comes to mind is asking a woman if she is pregnant or thinking of having a baby one day. You couldn’t possibly ask the same question to a cisgender male candidate, which makes it discriminatory to ask of women. Asking everyone the same core set of questions will give your interview a good basis for objectivity. Negate any bias Everyone has their biases, but these should not influence your hiring decisions. Business leaders should ensure their hiring managers receive sufficient training in unconscious bias so they can identify their own biases and make more informed hiring decisions. Working with a recruiter such as Reed, where CVs are anonymised before being sent over to you can also help here. It means you can make a decision on potential employees without being swayed by certain information available on their CV.