Archives for posts with tag: Employment

Most businesses choose to have one supplier for particular services e.g. they may have one stationary supplier, one facilities management company, one firm of accountants, one catering company etc.  They may regularly review and even change them but they will choose to work mainly with one supplier for one type of work.

Why will they do this?  Often they will get a good price from the supplier as they know there will be volume business, but also the supplier will get to know the business, the people involved, their needs, likes and dislikes.  They should be able to provide a more tailored, relevant and cost effective service to the business. So why when it comes to recruitment do so many businesses send their vacancies out to a huge range of different recruitment firms in what seems to be a scattergun approach?  We often hear from

in-house recruitment and HR staff how they are swamped with agency emails and phone calls to the point where they can’t get their jobs done.  This approach also often leads to a much slower process and in a market where there are skills shortages and high calibre candidates move on very quickly businesses can ill-afford to miss out on good candidates.  Could it be that their recruitment procedures are at the root of the problem?

At MAC Resourcing we believe that a partnership approach is the most effective way to work with our clients.  Apart from the cost savings often by our approach we believe the flexibility of our service can help our clients through the peaks and troughs in recruitment throughout the year, can provide specialist expertise, can use the client’s own brand to attract candidates who might otherwise not respond and allow their internal staff to get back to their own jobs. Our expertise also allows us to provide insight on the selection of candidates which his hugely important yet often overlooked. We can review the recruitment and selection process from start to finish and offer advice and support at each stage making the process smoother, more robust and quicker, benefiting the company and candidates alike.

Recruitment and selection are after all people based processes so why not build business relationships that work and last.

For an initial discussion on how our partnership approach could benefit your business please call 01224 577070 or visit for more information.


It is not so long ago that at least two pre-employment references were taken up on each candidate as a vital part of the recruitment process.  Offers of employment are often still made “subject to satisfactory references” and can be withdrawn if the references are not deemed suitable.

These days, for legal reasons, more and more companies are only willing to provide very basic, factual details in a reference such as dates of employment and job title.  Many companies also have a policy to this effect or have it written into their staff handbook that employees are not allowed to give a reference on behalf of the company. Taking up two of these references can be seen as more of a box-ticking exercise than a useful and informative part of a selection process.

Of course the candidate’s ex-colleagues can provide a personal reference if they want to but are these worth the paper they are written on?  Surely a candidate would only choose someone who likes them and is likely to be positive about them to be a referee?

So, we can get basic details from a previous employer and a gushing description of how fantastic the candidate is from an ex-colleague who is also a friend but how do we really know whether previous employers, colleagues or clients would recommend that individual’s work?

Word of mouth is probably the most common answer, if the candidate has been recommended by someone known to the employer and whose opinion they trust then they are certainly more likely to progress their application.  As the old adage goes it’s not what you know but who you know. Second to this though is online information in other words the recruiter will Google the candidate’s name and see what they find.  A LinkedIn profile is a likely starting point for research – does the candidate’s work history tie in with what is on the CV, are the dates the same, what skills and specialities do they have, and specifically what recommendations do they have?  Be aware though that there is no point having a well-polished LinkedIn profile is you have a Twitter or Facebook profile that gives a completely different picture of you.  Do you have lots of drunken pictures of you on nights out or have you been saying negative things about current or previous employers on your page?  These can all reflect poorly to a potential employer.

We are not suggesting that people should not be active in these social meeting settings but simply that they should err on the side of caution.  If you are job hunting try Googling yourself and double-check the privacy settings on your accounts to ensure that potential employers see just what you want them to.