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(Left to right: Vicki Reeks, Industrial Manager, Rachel Wilson, Harriette Anderson & Lucy Eaton) 

Many businesses frequently need reliable staff at short notice. Those staff could be packers, drivers, or people staffing the Christmas pop-up bars across the country.

Finding those candidates is a challenge for any recruiter, which is why a business needs an agency that has taken the trouble to understand its needs.

Let’s share the role of the industrial division and how they support others. Sharing their perspective is Rachel Wilson, Senior Industrial Consultant, Lucy Eaton, Industrial Consultant and Harriette Anderson, Industrial Consultant.

TeamJobs’ industrial division believes trusting relationships are the key to what it does. It deals mainly with businesses who need staff in high volume, usually for temporary work.

“One of our clients is a removals company. We sometimes have an hour to source the right candidate, get them there and it’s somebody who you’d be happy sending into somebody’s house,” says Harriette.

The division devotes a lot of time to getting to know its clients. Lucy agrees that the key to success is “building relationships”.

“I operate with the high-volume accounts and we could have one client requiring 50 people a day, with another client the same day needing another 20 people,” she states.

Rachel adds: “You have got to be able to think on your feet. You have to make a decision very carefully and be confident in your decision. We strive to fill those 50 bookings we have for tomorrow. It can be quite stressful and we’re not just about quantity – we want to put good people in.”

Why Recruitment Agencies Need Strong Relationships With Candidates

Trust between client and recruiter is vital, but the arrangement does not work unless the recruitment agency knows its jobs and has a sound relationship with them too.

“You might have two people with the same experience, so fit within the right environment is critical,” says Harriette.

The agency works hard to keep people in regular work. “We can book someone for an interview that’s not going to be for another week, but in the five days before, we can potentially slot them in with different clients to give them experience and paid work,” says Harriette.

Lucy says: “Candidates rely on us. They live week to week and we try our best to make sure they have got work each week.

“There are jobs out there and we do our best to get them a role but also we’re not going to hold them back. If we can’t place them with one of our clients we might advise them ‘I’ve seen a job advertised there, we can’t necessarily place you in that company’. We want them to be able to have a job and come back to us when they leave that job.

“It is about building a long-term relationship with temporary candidates just as much as it is with permanent candidates.”

Rachel adds: “I think because we are passionate about what we do, when we do get an interview for someone, we are actually quite excited about that and I think the candidates can tell.”

How An Agency Team Works Together To Find Candidates

When jobs need to be filled quickly with good people, the relationships inside a recruitment agency is important as well.

Harriette says:“A client might want 20 people and we have to think: How we can allocate 20 people without just doing the normal ‘call the list? It’s recommending a friend or posting on different Facebook sites, different language sites, and actually targeting the candidates we have got, generally thinking outside the box and encouragement to be proactive.”

Lucy adds: “If we have a whole host of jobs to fill, we would all be working together. We’d all come up with ideas. It might be Harriette suggests one route and Rachel says something else and putting those suggestions together will solve the puzzle.”

Harriette states: “We all get along so well inside work and outside. Although we’re always going at a pace, we can always smile at the end of it and in between. We have got that positive energy coming from all of us. We all have the same mindset that we want to do well, we want to help our clients and help the people we register by building relationships.”

How TeamJobs Advises Candidates To Prepare For That Job Vacancy

The jobs that the industrial division offers tend to be called “unskilled” because they don’t require specific qualifications, but that doesn’t mean anybody can do them.

Her advice to job candidates when an opportunity comes up? “Arrive 10 minutes early, make sure you have seen the company website so if the client was to ask questions, they can interact and engage with the conversation rather than it being yes/no answers.

“There are things like prepping questions, so candidates can ask questions back, their strengths and weaknesses and obviously appearance is important to.”

Rachel adds: “We would prep somebody differently for one company than another because we know who’s interviewing them and their character. If it was going to be a man in a three-piece suit we would prep them for that, whereas if it’s going to be the Warehouse Manager who’s going to be interviewing them while walking around the factory, we’d give them different interview prep.”

It’s All About The Relationships

So, excelling in recruiting comes down to building the best relationships with clients and candidates.

Rachel concludes: “Success is in our clients using us solely and coming back to us. For me that’s the biggest thing – we all want clients to come back.

“Being able to achieve a client’s trust for me is key to my happiness. But also, I think we work so well as a team and we’re very happy when each of us succeeds”.

That’s what team work is all about. 

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