Don’t let a great hire fail because of a poor start.
The cost of a failed hire is enormous—not just in recruitment fees but in lost morale, productivity and time. So why do so many businesses treat onboarding as an afterthought?
Handing someone a laptop and a password isn’t onboarding. It’s an administrative task.
🚀 True onboarding delivers long-term success by…
Setting Clear Expectations: A structured 30-60-90 day plan that outlines what success looks like.
Building Connections: Assigning a mentor or “buddy” to help them navigate the social and cultural landscape of your business.
Integrating into the Culture: Purposefully introducing them to key people across different departments, not just their immediate team.
Creating a Feedback Loop: Scheduling regular, informal check-ins to address questions and ensure they feel supported.
Investing in a seamless onboarding experience is the single best way to protect your investment and turn a promising new hire into a long-term, high-performing asset. Don’t skip the important bits.
The most overlooked part of recruitment? The time between “Yes” and Day One.
You’ve found the perfect candidate. The offer is signed. You breathe a sigh of relief. But the journey isn’t over; it’s just begun.
This crucial waiting period is when top talent can be lost to counter-offers or second thoughts. How do you ensure your new recruit feels valued before they even start?
🤝 Build the bridge:
* A welcome call from their manager.
* An invitation to a casual team lunch.
* Sending over some company literature or a welcome pack.
* Sharing an exciting piece of company news.
These small gestures transform the experience from a transaction into a relationship. It shows you’re invested in them as a person, not just a number.
Remember, no one hires for the short term. Start building the foundation for long-term loyalty from the moment they say yes.
It’s not about keywords on a CV or hitting placement targets, it’s about the phone call I just made to a candidate to tell him he got the job.
And in that one call, we didn’t just secure him a new position. We secured him:
🔹 A shorter commute.
🔹 A more strategic career move.
🔹 More time with his newborn child.
Anyone can match a CV to a job description. It takes listening and patience to understand what truly matters to someone.
The right role isn’t always the first one we discuss. The market changes, priorities shift. But we remember the conversations about goals, aspirations, and what “a better life” looks like for you.
When that perfect role finally appears, our job is to connect the dots.
Are you looking for a recruiter who understands that your career is about more than just your job?
If you’re a talented professional, you’ve been there. You’ve polished your CV, you know your industry inside and out, yet you find yourself scrolling through crowded job sites, feeling like just another number. You apply and your application vanishes into a digital black hole.
It’s a frustrating process and we’ll let you in on a secret: it’s just as frustrating for the companies trying to find you.
The truth is, the most career-defining opportunities—the roles that truly match your skills and ambitions—are rarely found on traditional job boards like CV Library or Indeed. Those platforms are built for volume, not value. They are flooded with active applicants, but the game-changing talent is often somewhere else entirely.
The Shift from Application to Connection
At our core, we believe that recruitment isn’t about sifting through applications; it’s about cultivating a community. Our experience is backed by undeniable results: the best, most successful placements come not from a job board but from our trusted network, personal referrals, and above all, from the vibrant professional ecosystem of LinkedIn.
This is our primary focus because it’s where true experts live. It’s where the most sought-after professionals—the ones excelling in their current roles but are passively open to the *perfect* opportunity—are building their reputations.
This is the key distinction. We are building relationships with the people who will define the future of their industry.
Why This Matters to You (and Our Clients)
Our approach is designed to benefit everyone.
For You, the Candidate: When you connect with us, you move from the chaotic open market to an exclusive, curated one. You gain access to a hidden stream of opportunities—some are live and advertised, but many more are “pipeline” roles. These are positions for which our forward-thinking clients are always seeking top-tier talent, even before a formal job description exists.
For Our Clients: This strategy is our commitment to delivering excellence. It’s how we find the candidates they can’t find anywhere else—the high-impact, passive talent that isn’t actively applying but is ready to make a move for a role that offers genuine growth and challenge.
Join a Growing Community of Experts
We’re not just building a business; we’re building a network of the best in the business. Our LinkedIn presence is growing daily, and our exclusive mail-out list is getting longer for one simple reason: professionals like you are realizing that the best way to advance your career is to connect, not just apply.
Don’t let your next career move be decided by an algorithm on a job board. Take control and place yourself where the real opportunities are born.
Ready to connect with what’s next?
Follow us on LinkedIn: Stay updated with industry insights and see our latest opportunities as they go live.
Sign up for our exclusive mail-out: Get first access to pipeline roles and opportunities that never make it to the open market.
Contact us today: Let’s start a conversation about your career goals. We connect great people with great companies.
Your next opportunity is a conversation away, not an application away. Let’s talk.
Interview preparation is vital as it allows you to showcase your skills and qualifications effectively, understand the company and role better, anticipate questions and articulate your experiences concisely. By preparing thoroughly, you can boost your confidence, demonstrate your interest and suitability for the position and leave a lasting positive impression on the interviewer, thus significantly impacting the outcome of the interview in your favour.
Research the Company:
Researching a company and its culture before an interview is crucial as it helps you understand the company’s values, goals, work environment and expectations. This knowledge allows you to tailor your responses to align with the company’s culture, demonstrate your interest in the role and ask informed questions during the interview. It also helps you assess whether the company is a good fit for you professionally and culturally.
Understand the Job Description:
Thoroughly understanding the job requirements before an interview is essential as it allows you to showcase how your skills and experiences align with what the position demands. This alignment demonstrates to the interviewer that you possess the necessary qualifications and capabilities to excel in the role. By effectively highlighting this match during the interview, you can strengthen your candidacy, increase your chances of being viewed as a strong fit and ultimately secure the job opportunity.
Practice Common Interview Questions:
Role-playing can be a highly effective technique when preparing for an interview as it allows you to simulate the interview experience and practice answering common questions. By role-playing with a friend, family member, or mentor, you can receive feedback on your responses, work on improving your communication skills and increase your confidence in articulating your experiences and qualifications. This practice helps you refine your answers, identify areas for improvement and better prepare for the actual interview scenario.
Prepare Questions to Ask:
Preparing thoughtful questions to ask the interviewer about the role and the company is crucial as it demonstrates your interest, engagement and preparedness. Thoughtful questions can help you gain deeper insights into the company culture, expectations for the role, potential challenges and opportunities for growth. Asking relevant questions also shows that you are proactive, curious and genuinely interested in the position, which can leave a positive impression on the interviewer and help you make a more informed decision about the job opportunity.
Dress and Grooming:
When selecting interview attire, it’s important to consider the company’s culture and industry. For a corporate or formal environment, opt for a tailored suit or a professional outfit in neutral colours. In a more casual or creative setting, business casual attire like slacks and a button-down shirt or a blouse might be more appropriate. Research the company’s dress code and culture to gauge the expected level of formality. When in doubt, it’s generally better to be slightly overdressed than underdressed for an interview.
Follow-Up Plan:
Sending a thank you email after an interview shows appreciation for the opportunity, reiterates your interest in the position and allows you to express gratitude for the interviewer’s time and insights. It also provides a chance to emphasize key points discussed during the interview, showcase your enthusiasm for the role and demonstrate good manners and professionalism. A well-crafted thank you email can leave a positive lasting impression on the interviewer, setting you apart from other candidates and reinforcing your candidacy for the position.
Conclusion:
1. **Research Company and Culture**: Understanding the company and its culture helps tailor your responses and assess if it’s a good fit.
2. **Interview Preparation**: Thorough preparation boosts confidence, showcases skills effectively and leaves a positive impression.
3. **Align Skills with Job Requirements**: Matching your skills with job requirements enhances your candidacy and shows you are a strong fit.
4. **Role-Playing**: Practice with role-play helps simulate the interview experience, refine answers and improve communication skills.
5. **Ask Thoughtful Questions**: Asking relevant questions demonstrates interest, engagement and helps you gain deeper insights.
6. **Appropriate Attire**: Dress according to the company’s culture and industry standards.
7. **Send Thank You Email**: Express gratitude, reiterate interest and reinforce key points discussed during the interview to leave a positive impression.
Further preparation for interviews is crucial as it enhances your chances of success, boosts confidence, showcases your qualifications effectively and sets you apart from other candidates. It is a key step towards securing the job opportunity you desire.
We hope this helps you with your next interview.
Don’t forget to reach out if you have any questions.
SFR has been asked recently, can AI help me write a CV?
So, who better to ask than AI itself? Here is what we learnt.
How can AI help write a cv?
AI can help write a CV by providing templates, suggesting appropriate wording, and offering tips on how to tailor the content to specific job descriptions. Additionally, AI can help by scanning the CV for common errors and providing feedback on how to optimize the document for applicant tracking systems used by many employers.
I want to be specific about my achievements and successes on my cv can AI help?
Absolutely! AI can assist in identifying strong action verbs and impactful language to highlight your achievements and successes on your CV. Additionally, it can provide suggestions on how to quantify your achievements and tailor them to specific industries or roles, making your CV more compelling and targeted.
I want anyone reading my cv to be able to easily identify my key skills, can writing my cv with AI help me?
Yes, writing your CV with the assistance of AI can certainly help you effectively showcase your key skills. AI can offer guidance on formatting, layout, and wording to ensure that your key skills are prominently featured, making it easier for readers to identify and understand your core competencies.
I want my cv to clearly show my values can AI help?
Certainly! AI can assist in incorporating your values into your CV by suggesting language that reflects your principles and beliefs. By providing guidance on how to articulate your values in a professional context, AI can help ensure that your CV effectively communicates the essence of who you are as a professional.
I thrive in fast paced and supportive environment. Can AI help me articulate this?
Absolutely! AI can assist in articulating your preference for a fast-paced and supportive environment by offering language that effectively conveys this sentiment. It can help you craft this preference in a way that resonates with potential employers, showcasing your ability to excel in dynamic and collaborative work settings.
Can AI take my CV and produce a cover note tailored to the job I am applying for?
Yes, AI can take the information from your CV and generate a tailored cover letter for a specific job. By analysing the job description and your CV, it can provide personalized content that aligns with the requirements and highlights your relevant experience and skills for the position.
The challenges of the past few years have been unprecedented, and now the current economic situation in the UK continues to create further instability. We used ‘unprecedented’ a lot during the pandemic, but who would have known that to follow would be Putin’s war, the fuel and energy crisis, death of our Queen Elizabeth II, Government instability, rising interest rates and the highest inflation on record since 1982! All these factors contribute in creating a risk adverse market, but there’s always one or two things that tempt people to consider moving jobs – the first is salary, and second is improved work-life-balance.
What’s happening right now
At SFR we’re being approached by several companies eager to fill positions that have been vacant for a while. The reason for this is they’ve been trying to recruit themselves and have found that the right people just aren’t looking. We’ve found that even as a specialist recruiter it’s more difficult to attract talent at the moment – before we would easily get 5 suitable candidates to put forward, but more recently it’s a challenge to find 2-3 potential candidates.
The reason for above is twofold: 1) passive candidates are happy, content with meeting their targets and bonuses; 2) in an uncertain market people tend to hold on to whatever stability they can in their lives – passive candidates look at the news and decide it’s just not worth the risk – moving jobs is just not on their radar. Putting these 2 factors together, what would encourage people to move jobs right now? It’s difficult for companies to find suitable candidates when they are not even looking, they often need a recruitment agency to reach-out to prospective candidates. But, what else do they need to do?
ATTENTION. Consider if your job vacancy is attractive enough?
In today’s climate, it will take something amazing to encourage candidates to apply. With the rising cost of energy and price inflation it’s a worrying time, but the possibility of earning extra cannot and will not be ignored, also the chance to work closer to home (less commuting time and flexible working) gaining a better work-life-balance. Ask yourself if your vacancy is attractive enough – does it take into account the rise in the cost of living – and is it worth moving for? With these things in mind companies need to revisit the packages they are offering and not just benchmark the same as a competitor, they need to better it. People just won’t move for the same salary and conditions; it has to be worth considering.
Risk Vs Reward – working with a recruitment specialist
Our advice is to weigh up risk versus reward. Moving jobs is always a risk for the candidate – will they like the job? Will they enjoy working at the company? Are they financially stable? Will they get along with their new boss and co-workers? Will they offer flexible working when I need it? At SFR we put both our clients’ and candidates’ needs at the heart of the service we provide. We manage expectations of both the candidate and the client, carrying out that vital ‘middle dialogue’ that helps both parties reach an ‘acceptance’.
In today’s market we advise companies not to be stuck on a set salary, and we say to candidates be open-minded and focus on moving-forward with their careers within a financially stable company. We could be stuck in this situation a while and it’s not wise to put lives and careers on hold for long. A company that pays a recruiter to find the right experience, will be thinking of the long-term and finding that perfect match is worth the outlay of the recruitment fees.
When using a recruiter such as SFR we can help support candidates throughout the process and can help negotiate on your behalf to make the job move worthwhile. A good recruiter will never force square pegs into round holes, it has to be the right – for the candidate and the company. That is why at SFR we are industry specialists and pride ourselves in getting to know all of our candidates and taking the time to find out what their career aspirations are. When a job opportunity comes in there’s a good chance that we already have a perfect match in mind, but the salary package has to be attractive. Offer only an average package and expect an average candidate – logical right? The best experience is gained by companies being flexible with salary and benefits, an offering more to gain more mentality.
If you need help with recruiting or finding your next job role, get in-touch with SFR Recruitment Solutions. Matthew, Jamie and Lorna are ready to talk through your recruitment dilemmas or career progression aspirations.
We’ve observed lately a significant change in the way companies are undertaking candidate selection during the recruitment process. We’ve seen an obvious shift in the attributes our clients are seeking when recruiting for new roles, and we wondered whether the pandemic is partially responsible for driving this change in approach when it comes to candidate selection.
Employers are seeking certain ‘attitudes and characteristics’ to best fit their roles, not just the usual ‘quick-fix’ method (for example someone who has done the exact same job title previously). Perhaps employers are looking for an injection (no Covid-19 pun intended) of fresh talent and new enthusiasm as an antidote to general post-pandemic ‘return to work’ blues.
Why are Attitude and Character so Important Right Now?
The pandemic has caused employees to react in different ways perhaps resulting in employers re-evaluating their workforce, it has also fast-tracked digitalisation and caused a demand for new roles. Furlough has brought about change and caused some employees to rethink their careers, explore other opportunities and update their skills, for others it has demotivated them and caused resentment towards their employer and/or a general disinterest in work generally.
The dilemma most companies face is should they recruit an experienced person? Someone who demonstrates solid experience, has done a similar role and holds the necessary qualifications – they can ‘hit the ground running’ so to speak, which has its advantages.
Or, do they recruit someone ‘fresh’? When we say ‘fresh’ we do not necessarily mean young, a university leaver or someone new to the sector. Fresh meaning that they may already work in the sector and really like it, however they are ambitious and keen to advance their career or switch role.
It often boils down to what knowledge or talent a company feels it is lacking and needs to buy-in at the time of recruitment.
Here are some examples:
What is Driving this New Way of Recruiting?
Employers are thinking about the long-term, new skills and adaptability. A typical ‘quick fix’ placement may stay with the company approximately 12 months to 3 years, then move on to another competitor, or prove to be valuable and loyal employee staying for many years. It all depends on what the employer’s strategy is to recruit based on ‘experience’ or ‘freshness’, whether they need quick-fix, or if they’re willing to train and develop. It’s about getting the right balance in the team of solid experience and knowledge, and also some fresh talent.
We’re seeing a trend of clients not wanting to recruit a like-for-like job role replacement poached straight from a competitor, but they are looking to adopt a different approach for certain roles. Recruiting someone without experience of a job role should not be considered lightly, as exemplary enthusiasm will only get the candidate so far. Employers need to have in place a support structure for the new recruit including a personal development plan to help them succeed.
The Search for Gold Dust
At SFR Recruitment Solutions we’ve noticed a remarkable change in recruitment briefs seen of late. Clients are asking us to look for ambitious and energetic candidates, someone with demonstrable keenness to grow and develop, someone who is really looking to make their mark and excel within their company.
Finding ‘fresh’ candidates with ‘fire in their bellies’ who have the desired attitude, characteristics and will surely complement the company’s culture and values is like searching for gold dust. It is not something that is easily found just by looking at CVs and, that is why, companies are reaching out to recruitment partners for help.
Ensuring Recruitment Success
The benefit of using a recruitment partner like SFR is that we get to know candidates on a professional and personal level. They tell us more than what is in their CV. By talking to them we find out what their ambitions are, what type of person they really are, the type of companies they really want to work with – what ultimately makes them tick.
We considerably reduce the search time for our clients by finding them excellent candidates to interview. At SFR as well as really knowing our sector, we also work closely with our clients, listening to them and taking down a precise brief. Our clients have the advantage through using us that they can interview 2-3 exceptional candidates and not waste their valuable time on doing all the legwork required in finding them and interviewing unsuitable candidates. At SFR we don’t hard sell our registered candidates because it’s easy for us, we work hard to find the perfect candidate, after all, it’s what we’re employed to do and best at. Whether you’re looking for a quick fix, career advancer or role switcher we can help you find them. Likewise, if you think you may have the right attitude and character for one of our current roles – see our vacancies here – get in-touch.
Here at SFR Recruitment Solutions, we’re employment specialists for the Architectural Ironmongery, Doors, Access Control and Window & Door Hardware industries.
For organisations with no dedicated recruitment or talent-sourcing function, it is often a necessity to reach out for an external recruitment partner to help with finding the best people. But with significant fees associated with recruitment and a lot riding on hiring decisions from a business point of view, it is important to choose a recruitment partner that best suits your culture and needs. Below we have outlined our Top 6 Tips on how to identify the right recruitment partner.
1- Are they in your space?
Lets begin with the basics. Rather than calling the first business that pops into your head or the multinational business that markets their services in every space. Make sure that the recruitment business you choose to partner with is working in your space. An award-winning agency recruiting for marketing superstars won’t necessarily have such a great network of IT professionals for instance. Or do you want somebody that knows your product inside out? If this is the case then you should research and find the recruitment business that operates in your industry and that understands the challenges of your market, maybe has an understanding of the technical qualities of your product and speaks daily to the type of individuals that you might want to recruit. Whatever the case may be, our tip is, get specific and do your research.
2- What are their screening methods?
If you are recruiting for customer or client-facing roles such as project management or Business Development, the candidates’ communication skills can be equally as, if not more important than what is on their CV.
For this reason, many companies in these industries enlist the help of recruiters so that they can take some of the guesswork out of an interview and will pre-screen candidates for softer skills before submitting to the client. If this is a reason that you are looking for external help, make sure that pre-screening candidates, whether in-person or by phone, is part of their process.
3- Do you agree on the process?
Different recruitment businesses work in different ways and to different timelines. Before committing to one or even a couple of businesses it is essential to find out about their ways of working and whether this aligns with your internal process.
For instance, how do they submit candidates? Is it through a portal or by email? Every company has processes and procedures that are individual to them, so it is important to ensure that your chosen partners process mirrors yours as much as possible to allow for seamless recruitment.
4- Do your cultures align?
You’ll be working very closely with your chosen businesses, partnering to develop attractive job specs and adverts, regularly providing feedback to make sure there’s a pipeline of the best candidates, so it’s absolutely key that your cultures and outlook match and that you like the consultants.
You’ll be much better placed to have frank and sometimes difficult conversations if you gel well with your recruitment partner, and having a similar outlook on what makes a good candidate from a communication point of view means the consultant is able to screen for the types of soft skills that you yourself look for in interview. Remember, your recruitment partner should be an extension of your management team and so hold similar viewpoints on recruitment matters.
5- Are they coming up with the goods?
The recruitment business you have chosen to partner with might say all the right things and align with your company culture but are they highlighting the right candidates? Are they working to your agreed timelines?
Are they eventually successful in placing the right candidate? If not, they might not be the right partner for you. It may be useful for you to choose two recruitment businesses to work with in the beginning. Maybe one performs better than the other, you can always reward this business with exclusivity on the next project.
In most industries, it is now all but essential to work with a recruitment partner to help with complex and ever-changing recruitment needs, so it’s important to treat them as you would any key supplier.
Having a hands on approach could be key to your recruitment partner consistently adding value to your organisation.
6- Do they come well recommended?
Well, this might seem like an obvious thing to say when partnering with any supplier, but do they come well recommended? Do they could have good reviews and testimonials from past and existing clients? The best case scenario here is that you see that an industry friend has left a glowing recommendation. Most of this information can be found on their company website. Client feedback is so important, it shows their consistency, professionalism, and evidence that they deliver.
