templepm

November Mailer

Tue, 18 Nov 2025 16:22:59 GMT

The Market Is Busy – Are You Ready for 2026?

As we head towards the end of the year, the market remains active even if it feels quieter. Companies are planning early for 2026, reviewing their teams, and securing the right people before the Christmas slowdown. Candidates, too, are taking this time to reflect on their next step.

At TemplePM , we continue to support both clients and candidates with a clear, no-nonsense approach to recruitment. Whether you need a single key hire or a strategic review of your hiring process, we can help.

Our Four Core Services

1. Permanent Recruitment
Clear, consistent, and targeted recruitment built on experience and understanding. We find the right people, not just the available ones.

2. TemplePM Partnership
Our in-house recruitment model helps reduce costs, streamline hiring, and give you the benefit of a dedicated recruiter who knows your business.

3. Executive Search
Over 20 years of experience managing senior and board-level appointments across property, engineering, and professional services in the UK and abroad.

4. Recruitment Training
Bespoke sessions to help your managers interview, assess, and hire more effectively — improving retention and building internal capability.

Exceptional Candidates

This month’s mailer highlights talented professionals across block management, client accounting, and senior leadership. Whether you need a manager who can handle complex portfolios, an accountant with service charge expertise, or a leader to steady the ship, we have candidates ready to step in and add value.

A Note on Communication

We have made it simpler to reach us

�� 0330 133 9663 or 07782311852
�� Email: admin@templepm.com or steve@templepm.com
�� www.templepm.com

Looking Ahead

Recruitment is never just a short-term fix. Let us help you make November the month to future-proof your teams and get ready for 2026.

The TemplePM Team

This Month’s Featured Candidates

1. Senior Block and Property Manager
�� Salary Expectation: £55,000
�� Location: London, Kent, South East
Over fifteen years in residential block management, managing complex portfolios for large corporates and independents. Skilled in service charge budgeting, contractor oversight, fire safety compliance and Section 20 projects. Calm, professional approach with experience managing HRBs and high-profile portfolios.

2. Property Manager (MTPI Qualified)
�� Salary Expectation: £50,000
�� Location: Central London, Hertfordshire, Home Counties
Over ten years’ experience managing RMC and freehold developments. Strong in client liaison, AGM management, compliance and contractor procurement. Experienced with major works and health and safety audits.

3. Associate Director / Estates and Operations Lead (MRICS)
�� Salary Expectation: £75,000
�� Location: London, South East, Midlands
MRICS qualified leader with UK and international experience across property and facilities management. Strong financial and operational oversight, managing large teams, budgets and stakeholder relationships.

4. ATPI Qualified Block Manager
�� Salary Expectation: £48,000
�� Location: Midlands, South West, Remote
Over ten years’ experience across mixed-use and heritage buildings. Excellent understanding of compliance, major works, and resident engagement. Confident with listed properties and major project delivery.

5. Property Accounts and Finance Specialist
�� Salary Expectation: £47,000
�� Location: London, South East
Experienced in service charge accounting, reconciliations and client reporting. Proficient in Qube, Yardi and Tramps. Works well in finance teams supporting property managers and directors.

6. Facilities and Health and Safety Manager
�� Salary Expectation: £55,000
�� Location: South East, Midlands
NEBOSH certified, TechIOSH member, with experience delivering full compliance programmes and large refurbishment projects. Proven ability to deliver measurable cost savings and upgrade works.

7. Assistant or Junior Property Manager
�� Salary Expectation: £32,000
�� Location: Hertfordshire, London, Hybrid
Currently managing 50 estates under supervision, handling service charge queries, contractor works and compliance. TPI Level 2 in progress, excellent progression potential.

8. Property Management Administrator
�� Salary Expectation: £35,000
�� Location: London, Essex, Kent
Focused on resident liaison, inspection support and customer service. Excellent administrative background with experience supporting large management teams.

9. Block Assistant (IOSH Qualified)
�� Salary Expectation: £28,000
�� Location: North West, Hybrid
Experienced in compliance, arrears, and Section 20 administration. IOSH qualified with a solid understanding of risk and safety standards.

10. Block Manager
�� Salary Expectation: £48,000
�� Location: Midlands
Very experienced block manager who would be assist to any team. ATPI and over 15 years block management with 3 companies.

Contact Us

We would be delighted to discuss how these professionals could add value to your business.

�� 0330 133 9663
�� steve@templepm.com | admin@templepm.com
�� www.templepm.com

Topic: Recruitment Training, Learn How to Recruit Not Just Hire

Recruitment is one of the most important skills in any business, yet it is often the one that receives the least attention. Managers are expected to build teams, interview candidates and make fast decisions, but very few are ever shown how to do it properly.

That is where we can help.

After more than twenty years in recruitment we have seen the same problems again and again, unclear job briefs, unstructured interviews, mixed feedback and poor candidate communication. These are not hiring problems, they are training problems.

Recruitment training is not about scripts or corporate theory, it is about understanding how to recognise talent, ask the right questions and make confident, informed decisions that save time and money. Whether you want to improve interview structure, assessment or communication, learning to recruit well changes everything.

If you are tired of the stop start approach to hiring or want to improve how your business attracts and secures people, we can help you and your team learn how to recruit with confidence.

Good recruitment is not luck, it is skill, consistency and communication.

Topic: Ever Wanted the Benefits of an In House Recruitment Team Without the Cost

Many businesses want the focus, consistency and cultural understanding that comes from having their own in house recruitment team, but few want the cost, time or risk that comes with building one.

That is where TemplePM Partnership comes in.

✅ No extra HR red tape
✅ No long term overheads or hidden costs
✅ A team that works as part of your business, not just a supplier

Our partnership model gives you all the advantages of an internal recruiter without the commitment of a full time hire. You get dedicated support that flexes with your needs, giving you control, consistency and real market insight.

It works because we take the time to understand your business, your people and your goals. Every shortlist is built around stability, team fit and long term value, not just a CV that meets the basics.

If you have ever thought, we need recruitment that feels internal but without the internal cost, that is exactly what TemplePM Partnership delivers.

�� 0330 133 9663
�� www.templepm.com
�� info@templepm.com

Recruitment Done Differently, Built Around You.

Did You Know

We may be best known as Property Management recruitment specialists , but that does not mean we only find Property Managers. Over the years we have successfully delivered recruitment across a wide range of sectors and roles, both within Property Management and beyond.

Within Property Management

We regularly recruit for roles such as

• Property Accountants at all levels from assistants to heads of accounts
• Estate Managers and Building Managers
• Facilities and Operations Managers
• Health, Safety and Compliance Specialists
• Surveyors from graduate to chartered
• PRS and Build to Rent professionals
• Office and business support staff

Beyond Property Management

Through TemplePM Partnership , we also recruit across many other industries, including

• Engineering and Manufacturing
• Supply Chain and Procurement
• Sales and Business Development
• Customer Service and Aftersales
• Technical and Design

From Managing Directors and Senior Leaders to Supply Chain Assistants and entry level hires, we focus on finding the right person, not just the available one.

Whether you need board level expertise, hands on technical knowledge or strong operational support, we have the experience and network to deliver.

�� 0330 133 9663
�� admin@templepm.com | steve@templepm.com
�� www.templepm.com

Copyright ©2018 TemplePM Recruitment, All rights reserved.

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November 2025

TemplePM November Mailer

The Market Is Busy – Are You Ready for 2026?

Our Four Core Services

1. Permanent Recruitment
Clear, consistent, and targeted recruitment built on experience and understanding. We find the right people, not just the available ones.

2. TemplePM Partnership
Our in-house recruitment model helps reduce costs, streamline hiring, and give you the benefit of a dedicated recruiter who knows your business.

3. Executive Search
Over 20 years of experience managing senior and board-level appointments across property, engineering, and professional services in the UK and abroad.

4. Recruitment Training
Bespoke sessions to help your managers interview, assess, and hire more effectively — improving retention and building internal capability.

Exceptional Candidates

A Note on Communication

We have made it simpler to reach us

�� 0330 133 9663 or 07782311852
�� Email: admin@templepm.com or steve@templepm.com
�� www.templepm.com

Looking Ahead

Recruitment is never just a short-term fix. Let us help you make November the month to future-proof your teams and get ready for 2026.

The TemplePM Team

This Month’s Featured Candidates

Contact Us

We would be delighted to discuss how these professionals could add value to your business.

�� 0330 133 9663
�� steve@templepm.com | admin@templepm.com
�� www.templepm.com

Topic: Recruitment Training, Learn How to Recruit Not Just Hire

That is where we can help.

If you are tired of the stop start approach to hiring or want to improve how your business attracts and secures people, we can help you and your team learn how to recruit with confidence.

Good recruitment is not luck, it is skill, consistency and communication.

Topic: Ever Wanted the Benefits of an In House Recruitment Team Without the Cost

Many businesses want the focus, consistency and cultural understanding that comes from having their own in house recruitment team, but few want the cost, time or risk that comes with building one.

That is where TemplePM Partnership comes in.

✅ No extra HR red tape
✅ No long term overheads or hidden costs
✅ A team that works as part of your business, not just a supplier

If you have ever thought, we need recruitment that feels internal but without the internal cost, that is exactly what TemplePM Partnership delivers.

�� 0330 133 9663
�� www.templepm.com
�� info@templepm.com

Recruitment Done Differently, Built Around You.

Did You Know

Within Property Management

We regularly recruit for roles such as

Beyond Property Management

Through TemplePM Partnership , we also recruit across many other industries, including

• Engineering and Manufacturing
• Supply Chain and Procurement
• Sales and Business Development
• Customer Service and Aftersales
• Technical and Design

From Managing Directors and Senior Leaders to Supply Chain Assistants and entry level hires, we focus on finding the right person, not just the available one.

Whether you need board level expertise, hands on technical knowledge or strong operational support, we have the experience and network to deliver.

�� 0330 133 9663
�� admin@templepm.com | steve@templepm.com
�� www.templepm.com

Copyright ©2018 TemplePM Recruitment, All rights reserved.

Want to change how you receive these emails?

You can update your preferences or unsubscribe from this list .

Recruitment is Changing

Sun, 09 Nov 2025 10:10:41 GMT

2025 is very different to 2021

Recruitment in the UK is changing, are you keeping up?
We’re seeing a real shift in how companies hire and how candidates respond.

According to the Office for National Statistics, the number of job vacancies in the UK fell by around 63,000 (7.9%) in the quarter to March–May 2025, down to 736,000. At the same time, the supply of available workers is rising, with the worker-supply index reaching its highest level since December 2020.

So what does this mean for employers?

Cost pressures are increasing = you want to reduce spend without losing quality.

Quality of hire matters more than ever = it’s no longer about filling roles but finding the right fit.

Time to hire is critical = the best candidates move quickly.

And too many companies are still reacting instead of planning ahead.
Recruitment today is harder than it was even two or three years ago. Yes, there are plenty of candidates, but can you attract them? Can you keep them?

If you’re spending heavily on recruitment yet still feel like you’re constantly chasing rather than leading, there is a smarter, more strategic way. I have capacity to work with one new client who wants to turn recruitment from a reactive cost into a proactive plan.

Have you ever stopped and really asked yourself – why would someone want to come and work here?

steve@templepm.com — Sun, 27 Jul 2025 10:28:01 GMT

I’m not talking about the standard pitch – “we’re a great team”, “we’re growing”, or “we’ve been around for years”. That’s not enough anymore.

In a candidate-driven market, where skilled professionals have options, you need to stand out. Because from the outside looking in, your business might just look like every other company doing similar work, in a similar way.

So what makes someone say – “I want to work there”?

Let’s break it down:

Salary – Yes, it’s a big driver. You don’t have to be the highest payer, but you do need to be competitive.

Environment – Are you offering flexibility? Is it a positive space to work? Is there a culture of support and development?

Progression – Can people see a future? Are there examples of internal promotion? Or will they be doing the same role for 5 years?

Benefits – Even the basics. Is there free parking? What’s the pension like? Any health support? Bonuses? Training budget?

Reputation – What do candidates say about you after an interview? What do former employees say about you now?

Work-life balance – Are you open to hybrid working? Do people take lunch breaks? Is overtime the norm or the exception?

Holidays & time off – 20 days plus bank holidays isn’t cutting it anymore.
Candidates are looking at 25+ with birthday days off, time in lieu, and proper sick pay.

All of these are questions candidates are actively asking.

It’s a bit like interviewing two candidates – one who ticks the basic box, and another who does the same plus brings extra value, new ideas, and better long-term potential. Who would you hire?

Your business needs to see itself through that lens. Because candidates are already doing it.

It’s not always about the money, but it is always about value.

So, ask yourself, if you were applying for a role at your company today, would you choose you?

How Important is a Job Title?

Fri, 14 Mar 2025 11:42:59 GMT

We recently sent out a poll on LinkedIn to see what you think....

Steve at TemplePM has had many conversations with candidates where it's a make-or-break factor. Some crave the prestige of 'Senior' or 'Manager' titles for validation, whilst others prioritise compensation over labels. Consider a position without managerial responsibilities—earning £50k could signify senior-level pay, regardless of the title.

What motivates you the most?

You shared your thoughts and the results are in.

1% of you believed that your job title matters most.

Whereas 59% felt that your salary is the priority.

Almost not surprisingly, 40% of those responding said it was actually a mix of both that mattered most.

These results were from 325 votes collected on LinkedIn.

Despite the majority confirming what most of us already know, our economy has left us all in a position to make the most from a new role, as long as the price is right!

How Effective is Your Interview Process?

Tue, 21 Jan 2025 13:13:04 GMT

In today's competitive job market, where talent has the luxury of choice, the recruitment process is more than just a means to fill vacancies—it's a critical touchpoint that shapes candidates' perceptions of your business. But how good is your interview process? Have you ever taken a step back to scrutinise it from the candidate's viewpoint?

The Job Advertisement: Your First Impression

Your job advert is often the first interaction a potential employee has with your company. It's crucial that this advert not only outlines the role but also reflects your company's culture and values. Is your advert clear, engaging, and devoid of jargon that might deter qualified candidates? Does it convey what makes your company unique?

Job Description: Setting the Stage

A well-crafted job description does more than list responsibilities; it communicates expectations and paints a picture of what success looks like in the role. Is your JD inviting, or does it resemble a daunting list of demands? Does it reflect modern job roles that might involve cross-functional teamwork or hybrid work environments?

Interview Response Time: The Waiting Game

Candidate experience is significantly influenced by how quickly and effectively you communicate. Long wait times between application and response can signal disorganisation or lack of interest in candidates. How responsive is your team? Are candidates kept in the loop about their application status?

The Interview: A Two-Way Street

The interview process is where candidates gauge if they fit culturally and professionally with your company. But it's also where candidates assess you. Is your interview process smooth, respectful, and insightful? Do you provide feedback, even for those not selected?

Reflecting on Your Process

After candidates interact with your recruitment process, do you ever seek their feedback? This can be an invaluable source of insight into how your process is perceived and where improvements can be made.

Conclusion

Your recruitment process is a mirror held up to your company's ethos. In a landscape where top talent has options, ensuring your process is as polished as your product or service can make all the difference.

Free Assessment Offer: If you're interested in having an expert give you answers to the above and would like us to cast an eye over your recruitment process, we're offering a complimentary assessment. Let's work together to ensure you're not just attracting talent but impressing them from the get-go.

Steve Guests on Beyond Four Walls Podcast

Sun, 03 Nov 2024 09:10:15 GMT

Steve, Managing Director of TemplePM was invited to be a guest on the Jodie Fraser podcast "Beyond Four Walls" to discuss his experiences in the block management industry. With over 20 years of knowledge he has pretty much seen it all and Jodie probes further in her podcast. To hear more about this please see the link:

https://lnkd.in/eyxyZSPz

Helping a new employee

steve@templepm.com — Mon, 06 Feb 2023 12:36:18 GMT

"Onboarding a New Employee: A Guide to a Smooth Start in Your Business

Starting a new job can be both exciting and daunting, especially for a new employee who is just starting out in their career. It's essential for the employer to provide a warm welcome, clear expectations and ongoing support to make the transition as smooth as possible. This not only benefits the employee but also the company as it increases their chances of retaining the employee and improving their productivity.

Here are some steps you can follow to help a new candidate settle in when they join your business:

Prepare an orientation program: A well-planned orientation program can help new employees get up to speed quickly and understand their role, responsibilities and the company culture. The orientation program should include an overview of the company's mission, values, and goals, as well as a tour of the facilities and an introduction to key staff members.
Assign a mentor or buddy: Pairing a new employee with a mentor or buddy who can answer their questions and help them navigate the company can make a huge difference. This person can be a source of support and provide practical advice to help the new employee settle in.
Provide clear job expectations: Clearly communicating expectations from the start helps the new employee understand their role and what is expected of them. This includes their duties, responsibilities, performance goals, and the company's policies and procedures.
Offer ongoing training and development: Ongoing training and development opportunities help new employees to build their skills and grow in their role. Encouraging continuous learning and providing opportunities for professional growth not only benefits the employee but also the company as it ensures they have a well-rounded and knowledgeable team.
Encourage open communication: Encouraging open communication between the new employee and their manager, as well as other staff members, helps to build trust and create a positive work environment. Regular check-ins and feedback sessions can also help to address any concerns or challenges the new employee may be facing.

In conclusion, investing time and resources in supporting new employees when they join your business can help to create a positive work environment and improve employee retention. By following these steps, you can ensure that new candidates settle in quickly and start contributing to your business right away."

Block Manager / Manchester / Up to £36k

Wed, 10 Nov 2021 14:34:10 GMT

Ref: 258

Residential Block Manager / Manchester / Up to £36k

Our client is a specialist in residential property management and due to continued growth in their portfolio they are looking for a Block Manager to join their friendly team of block management specialists. The properties are a mixture of freehold and RMCs which are located in the Manchester area.

Duties to include:

* Providing exceptional levels of service to clients

* Visiting sites and ensuring contractors attend to works

* Preparing and Issuing service charge budgets

* Completing Section 20 Notices

* Liaising with internal accounts and utilising specialist property management software

* Attending AGMs

You will have a keen eye for detail and be used to dealing with clients where service levels are paramount. It is expected that you will already have several years' experience in residential block management and the IRPM qualification is desirable.

To be considered for this role, you must be able to drive and have your own car.

If you would like further information, then please contact Caroline at TemplePM or email caroline@templepm.com. Please note only suitable candidates will be contacted.

TemplePM - Recruitment Specialist within the Property Sector finding positions for Block Managers, Property Managers, Estate Managers and Surveyors. If you feel that you have the right background or would like to deal with someone who knows what you do, then please get in touch with us at TemplePM.

Contact: Caroline Tompkins

Reference: 258

Property Administrator / W London / Up to £27k

Wed, 10 Nov 2021 13:40:23 GMT

Ref: 255

Property Administrator / West London / Up to £27,000 per annum

We are now keen to find an enthusiastic and competent Property Administrator for our client based in Kensington.

Our client is a specialist in residential block & estate management. They are looking for a Property Administrator to provide administrative support in the office.

In this role you will be the first point of contact for customers and therefore great customer service experience is essential.

Duties to include:

Accepting incoming calls and handling customer queries

Providing administrative support to team members

Preparing and sending out documents

Producing letters, legal documents, and general correspondence in line with legislation

Building working relationships with the Property Managers and other departments in the business

To be considered for this position you must have great customer service skills and previous experience in a property management environment is beneficial. You will need a confident and polite telephone manner with excellent communication skills, good attention to detail as well as a competent knowledge of Microsoft Word, Excel, and Outlook. Experience of working as an Administrator is essential.

A friendly and polite approach with a positive 'nothing is too much trouble’ attitude along with oodles of common sense, exceptional time management skills and the ability to work on your own initiative as well as in a team, will all be part of your character.

Please note salary will be commensurate with experience and only suitable candidates will be contacted.

If you would like further information, please speak to Caroline at TemplePM on 01789 470403 or email caroline@templepm.com.

TemplePM - Recruitment Specialists within the Property Sector finding positions for Block Managers, Property Managers, Estate Managers and Surveyors. If you feel that you have the right background or would like to speak with someone who understands what you do, then please speak with us at TemplePM.

Contact: Caroline Tompkins

Reference: Ref: 255

Block Manager / Surrey / Up to £40k

Wed, 10 Nov 2021 13:33:03 GMT

Ref: 257

Residential Block Manager / Surrey / Up to £40k

Our client is a specialist in residential property management and due to continued growth in their portfolio they are looking for a Block Manager to join their friendly team of estate management specialists. The properties are a mixture of freehold and RMCs which are located in close proximity to their office in Surrey.

Duties to include:

* Providing exceptional levels of service to clients

* Visiting sites and ensuring contractors attend to works

* Preparing and Issuing service charge budgets

* Completing Section 20 Notices

* Liaising with internal accounts and utilising specialist property management software

* Attending AGMs

To be considered for this role, you must be able to drive and have your own car.

If you would like further information, then please contact Caroline at TemplePM or email caroline@templepm.com. Please note only suitable candidates will be contacted.

Contact: Caroline Tompkins

Reference: 257

Communication Breakdown

Wed, 10 Nov 2021 09:52:54 GMT

Has the way we communicate changed that much?

We are now all in a position to assess the workplace ramifications of lockdown in the UK. The prospect of relaxed rules is within grasp. From a recruitment perspective, the main aspect has been a change in the way people communicate. Here at TemplePM we have noticed an increase in the amount of texting. We have also seen that people clearly adapted to video interviews over lockdown and this could continue due to its recognised time-saving quality.

Whilst there have been some positive outcomes, there have also been some negative ones. We have noticed a pattern with people not turning up on the first day of their new role. There may be a multitude of reasons why this may happen, and we have definitely heard a few whoppers over the years in this industry. However, hearing excuses is actually a sign that the candidate is no longer interested in starting their new role. If we are aware that they are not starting, we can keep our clients informed and work together to resolve any issues.

The ‘lockdown effect’ though is no communication at all. Candidates are simply not turning up on day one and not contacting us, their recruiter, or the client, their new employer. We have been amazed and disheartened to experience this so much of late. What are the reasons for this communication breakdown? We wish we knew. We could speculate that people are less invested in their careers and more interested in creating personal happiness. We could believe that the latest generation of candidates struggle with honesty and prefer to withdraw from the potential support available. Or could it simply be that they do not realise that common courtesy requires necessary people being kept informed?

As a recruitment company we cannot stress enough how valuable communication is between candidates and clients throughout the entire process. We take our role as go-between extremely seriously and would hate to disappoint either party at any stage in the process. We really do just want to help, our motto for recruitment. Deciding not to take a role can happen and will continue to happen but let us always work together to reduce stress and seek solutions for all involved. Communication makes the world go round, apparently, and TemplePM is always here to help, whether it is by text, email, social media messaging or simply a phone call. Please stay in touch.

Building/Estate Manager / N London / Up to £35k

website@sitemodify.com (Website Editor) — Wed, 10 Nov 2021 01:00:00 GMT

Ref: 251

Building/Estate Manager / North London / Up to £35k + Accommodation

We are now keen to find an experienced Residential Estate/ Building Manager.

Our client is a specialist in residential block management and they currently have a requirement for an experienced Building Manager to oversee a sizeable estate in North London. The development comprises of high end apartment and facilities.

Duties to include:

* Providing exceptional levels of service to clients

* Regular inspection of the estate and ensuring contractors attend to works

* Preparing service charge estimates and reviewing the accounts

* Ensuring H&S compliance

* Overseeing section 20 major works projects

* To keep a daily record of visitors to the property

* Ensuring that staff’s work is maintained and completed to the highest possible standard

* Ensuring that CCTV is monitored regularly

You will have a keen eye for detail and be used to dealing with prestige clients where service levels are paramount. It is expected that you will have substantial experience in residential estate management, work proactively and show initiative.

If you would like further information, then please speak to Posy at TemplePM or email posy@templepm.com.

Please note that only suitable applicants will be contacted.

TemplePM - Recruitment Specialists within the Property Sector finding positions for Block Managers, Property Managers, Estate Managers and Surveyors. If you feel that you have the right background or would like to deal with someone who knows what you do, then please contact us at TemplePM.

• Contact: Posy Spencer

• Ref: 251

Living with Dyslexia doesn't have to hold you back!

Wed, 07 Oct 2020 08:51:27 GMT

It's Dyslexia Awareness Week so Steve told us how it's been for him living with Dyslexia...

Here at TemplePM, as the Managing Director, I have first-hand experience of working with dyslexia. Life has been an interesting experience for me, despite enjoying maths growing up, English was so difficult. I was not told I was dyslexic until year 6 in primary school, so up until then I had already accepted that writing and spelling was problematic. After having an official diagnosis, I then received some support, but I viewed this as a negative because that support came in extra sessions during break and lunch when all I wanted to do was play football with my mates! High school was interesting because you start to realise what you may be good at and then learn you’re crap at others. I am hopeful things are different at Schools now, but I’m not sure.

Dyslexia has not prevented me from working and becoming successful in running my own company. I have learnt to adapt and survive with various techniques. Top of my strategies list is ‘delegation’. I am fully aware of my inability to spell, along with the time-consuming task if having to write more than a paragraph. Although technology is helping with spellchecker and Alexa/Siri verbal assistants, it does not prevent me from feeling frequently overwhelmed. Instead of getting stressed with a written task I surround myself with people I know can help. There really is no point struggling to do something over a week that someone else could do in an hour! I fully accept that my dyslexia is not going to improve/change so it is best to persevere with the tools (people) available.

I accept that my short-term memory is awful! I find lists a huge struggle to repeat because my brain muddles up something that has just been said. You cannot give me a verbal shopping list even if it is just a few items. Trying to order fast food for my family is a painful process which results in the phrase ‘fast food’ being fully abandoned! There is an obvious delay from the listening to the processing to the speaking. If someone tells me an email address over the phone it needs to be given really slowly! My brain chooses to change the order of letters, I simply have no control over it. I can know how to spell a word one day but not the next, it can be baffling sometimes. This may have caused me struggles as a child in classes where writing was the focus of the lesson but as an adult I have learnt to embrace it.

I may have to triple check every email before I send it out, but dyslexia does not prevent me from working. It may delay every process and be frustrating at times, but it should not thwart anybody’s dreams from emerging. I might not be able to write an essay on block management skills, but I can easily give an oral presentation without hesitation. I do not let my dyslexia get in the way of progress. Being able to easily spell and write can be taken for granted by most people but we can not all be perfect at everything. Our strengths and weaknesses can drive us if we choose to accept them and find ways to use/avoid them. Did I write this article? Of course not, but the content is all mine. Being labelled Dyslexic does not have to stop you, success can be your dream too. Find a way!

How can a surgeon can help your team?

Fri, 25 Sep 2020 12:06:11 GMT

How a simple tool can be used effectively for you and your team...

With extra demands on staff due to the current climate and routines changing frequently to accommodate new guidelines, it is easy for jobs to get overlooked or forgotten. When a team isn’t working productively together, it can cause unnecessary stress and worry for its members.

What can you do to make a cohesive working environment? Can you implement a checklist? Often this simple concept is overlooked but it can make such a difference to work and personal life, boosting productivity, keeping employees focused and in turn making everyone happy and boosting morale.

Author and surgeon Atul Gawande wrote a book (The Checklist Manifesto) in using this method and says how using it to break down complex , high pressure tasks, whether following a recipe or investing millions of dollars in a company, can radically improve everything, from airline safety to heart surgery survival rates and can transform how we operate in any field.

Dr Gawande conducted a project with the World Health Organisation to see how a checklist could work during medical surgery and if it could help with lowering infection rates. Although the checklist was relatively simple, it included washing techniques, that if missed could cause infection risks to the patient. Once it was implemented there was a reduction in infection rates within the hospitals using it. Further proving how effective a checklist can be.

So what is the best way to use this basic tool?

• Keep it short

Don’t over complicate the list and keep it to a maximum of 7-9 points. Any longer and it may become overwhelming and lose its focus. Keeping the list short will also keep it relevant to what you are doing, for example if delivering a Section 20 notice, you can make sure all points are covered such as works, reasons etc

• Keep it simple

It doesn’t need to be fancy. Do not lose focus with colours, fonts, decorations etc and keep it uncluttered. Which leads to…

• Use your preferred method

Pen and paper vs notes on your phone, or using your works intranet system? Use whichever works for you and what you will continue to use. If you have a role where you are using your phone for calling clients, as a recruiter or in a sales role then it makes sense that you would use an app on your phone instead of a notepad that you may forget to carry around with you.

• Prioritise

It may seem obvious, but make sure you list your tasks in order of priority. Tick off the most important tasks first and make sure the most urgent points are at the top. That way if you need to add to your list during the day, your biggest priorities do not get lost amongst the newer tasks.

Whilst your team may not be performing heart surgery, using a checklist can be a brilliant tool for both work and home, in all fields. Keeping everyone focused, ensuring all bases are covered and meaning less stress is a win-win situation! You may even find that you will have more free time-bonus!

The Old or New 'Norm'

Thu, 25 Jun 2020 12:50:08 GMT

A post lockdown outlook...

Has the way Property Managers carry out their work changed into a new 'norm'? During lockdown, the block management sector has continued to function to the best of its abilities, whilst social distancing. More Block Managers and Team Leaders have become well-adjusted to working from home as much as possible. Video calling has also become the common form of communication now and an effective way to carry out meetings. Is this going to be the new way of working as we go forward though? Are there some companies that are proving more efficient by eliminating mandatory in-office hours?

It will be interesting to see which companies make long-term changes to the way they operate once the lockdown is fully over. This has to be seen by many companies as an interesting experiment to monitor how they get the best out of their staff despite the new challenges instilled upon them. Companies would not have been able to collate this kind of data had there not been a pandemic. So which companies will use this to their advantage? Making changes is never an easy process whether you are a small or large company, but surely this world event has given them the opportunity to assess its ramifications? Will the company you work for simply return to the old way of working or will you be one of those people embracing a new 'norm'?

Working from Home as a Recruiter

Tue, 31 Mar 2020 12:58:22 GMT

How is one of our recruiters getting on working from home?

With the majority of the UK currently working from home the working day of an office dweller or those who work out and about is somewhat different. Caroline , a recruiter at TemplePM , is working from home and chats about the differences in her day, problems encountered and how working remotely is going.

Lack of commute

My commute is currently walking down the very steep stairs in our cottage. With the glorious sunshine we are blessed with at the moment and the constraint of avoiding all but essential travel, I am missing my daily drive to the office; my mode of transport is a Soft Top Mazda MX5 and I love driving it with the roof down.

Starting work

Keeping the Monday to Friday routine is important to me, so I aim to be at my “desk” and ready by 9.00am as usual. However, the first thing I do both home and in the office is make a mug of tea!

I am not really set up for working at home, so my “desk” is any available space and has to be mobile due to sharing the cottage with my Chap who is also working from home.

Video calls

Throughout the day, Steve (MD at TemplePM ) and I are in almost constant contact via Skype; he can see my every move so no chance of me skiving off to watch daytime TV! It is actually working rather well as it feels a bit like we are in the office together.

Phone calls

I am in contact with clients and candidates via phone and email; most are working from home and some are finding themselves being furloughed, so will have more time to speak with me!

The landline in the office diverts to Steve’s mobile so I can’t pick up all calls directly at the moment, which is frustrating and I’m trying to limit giving out my personal mobile number. As this situation looks set to continue for a while this is an area we need to sort out to make things easier.

Funny things

Skyping from home with Steve one day last week, I had to work from the bedroom as my Chap was on a Zoom group call from the sitting room. I was sitting on the bed and realised my teddy bear (yes, I still have him) was in the background behind me!

How are you finding it?

It is all working well so far, but I need to be stricter with myself to take a break at lunchtime. I need to get outside to get a hit of Vitamin D and take advantage of the currently “permitted” daily exercise outdoors.

Skype is working well so that I still feel connected with Steve and aware of where we are at business wise. Importantly, the office “banter” is still there!

Would you be interested in working from home in the future?

Working from home is going well so far. It is also proving a good rehearsal as I am facing total knee replacement surgery at some point and will not be able to drive for a few weeks afterwards.

I like the structure of going to the office and enjoy working in the company of my colleagues. Steve and I work closely with each other and it is easier to keep track of where we are at in the recruitment process when we are both in the office together.

Skills and Qualifications

Sun, 10 Nov 2019 15:12:52 GMT

How much emphasis have you put on skills and qualifications on your CV?

Here at TemplePM, we are reading through so many CVs, that we become experts at skimming for the essentials. Your employment history is obviously crucial so making sure the information is clear and concise is paramount. However, don't under value the skills and qualifications sections. Throughout your working careers, you may attend all sorts of training courses that you might deem irrelevant when applying for a particular job, so decide to leave it off your CV. This is not necessarily the best choice, because merely attending courses shows your dedication to improving yourself. Surely every client wants to be reassured by this attribute?

The qualifications that are now more readily available within the property industry are becoming more of a desirable requirement. More of our clients are now stipulating that having the recognised varying levels of IRPM qualifications is a must for all applicants. Writing on your CV that you are working towards these exams is also important, so don't leave this off just because you haven't yet qualified! We would recommend that putting your school/college/University qualifications on your CV is also necessary to demonstrate your educational achievements. Be proud of the qualifications you have!

A lot of CVs we see have a very minimal skills section and it doesn't need to be massive! Quality over quantity here is vital. Computer skills are now a given but should still be declared. Other life skills can add to the character displayed in your CV; do you help with local charities, coach a kid's football team, regularly feed the homeless, attend chess championships? These things can make the difference for a client choosing whether to give you their time or not. It can tell them a lot about you, which is what the CV is for if you want to get a foot in a new door! Make your CV the best it can be in all sections. Remember to celebrate you and what you have achieved in all aspects of your life!

If you need any help with your CV, simply ask a member of the team on 01789 470403!

Why you should use a Recruiter!

Mon, 28 Oct 2019 15:53:22 GMT

Applying for a new job can have its associated nightmares... How can a recruiter ease your pain?

Applying for a new job has its associated nightmares, including; time-consuming, searching for the right types of roles, the need to be very organised if applying for several positions and also being flexible for interviews. If you are already in a full-time role then this might prove tricky to juggle along with your daily life challenges. How will a recruitment company ease your pain?

Clients use recruiters to make their life easier. They advertise their available positions with a recruiter to make sure only the 'right' people apply and to avoid time-wasters. Clients and recruiters will have built up a good working knowledge of each other over time. This is why they put their trust in the recruiter to sift through all applications to find the much sought after '5 Headed Giraffe'. The recruiter cannot send over a candidate who only has 2 heads that match, they really need to have 4 heads, with a potential to resolve the fifth once in position, or simply have all 5 heads from the start.

The process to check all '5 heads' begins with analysing your CV. Does it clearly display your qualifications and employment history? Is it neat and in a recognisable format? Before sending it out to any companies a recruiter must carry out the whole thought process of whether you and the potential employer make a perfect match, a skill that comes with experience. It involves having a good chat with you to determine your personality and clarify any queries in relation to your CV. This is also an opportunity to seek out what you are hoping to gain from a new role, your '5 Headed Giraffe' (hours/salary/holidays etc). This is an essential part of the recruitment process so making time for the conversation is vital. Did you know that your CV should not be sent out to any companies without your authorisation?

The recruiter acts as a great go-between to organise interviews. There can often be a lot of to-ing and fro-ing in finding a suitable slot, which might not be the case when applying without a recruiter. Time can be quite precious for both client and candidate and the recruiter endeavours to make this perfect for both. The recruiter will then inform you about the people and company that you are going to be interviewed by. This does not mean you shouldn't do your own research but it should at least give you some idea of what the company is expecting from you.

If successful at interview, the recruiter will then manage the entire job offer process. This includes making sure both sides agree with the offer before anything is accepted. Without a recruiter this negotiating phase can become extremely awkward. The recruiter filters the discussion and makes sure the placement, for both client and candidate, starts positively. It is in the clients' and candidates' best interests to want the new role to last, so the entire recruitment process needs to go really smoothly to achieve this. Can this be successfully done without a recruiter?

You would think that is the last thing the recruiter does, but here at TemplePM we make sure you are still happy once in your new role with a follow up call some time later. Believing you and the role were right for each other is one thing but hearing all about it makes the whole process worth it!

How creative should you be with your CV?

website@sitemodify.com (Website Editor) — Tue, 03 Sep 2019 14:59:33 GMT

Should you make your CV stand out from the crowd with colours and graphics?

In a day and age with social media, and creativity, where people are told to celebrate individuality, should this transpire to your CV as well?

When it comes to applying for job roles, you may be tempted to ‘sex up’ your CV in order for it to stand out from all the other applicants or to catch the employer’s eye, but is this a good idea and will it help?

It was a question posed by Jaclyn Thornburn from ARMA last week on Linkedin after an article of the same question. In the industry that ARMA regulates and TemplePM specialises in, Block Management, the idea of being creative with your CV, adding graphics, colours etc. probably wouldn’t make sense or help distinguish you for the right reasons.

Our MD, Steve Grimsley , made the practical point that most companies still print out CVs and wouldn’t want to use up ink on colourful unneeded graphics. Also, it’s important to note that a lot of information could be missed or hidden between colours, font changes etc. This is information that could have made the difference between getting an interview or not. Whilst it’s important to move with market trends, most clients do not want to see a colourful resume, but want to be able to quickly skim over and pinpoint important information necessary to them, without being drawn to bitmojis!

Steve has worked within recruitment for over 15 years and in that time CVs haven’t really changed, and we don’t foresee change in our industry either. As a recruitment agency who sees lots of CVs daily, we spend a lot of time editing resumes into our house format, as other agencies would also do meaning we would be cutting out all the effort you have put in, to make ready, what is purely just an information profile.

Of course, if you are working within the arts, or a design industry, then it may be very welcome, by being able to instantly show an example of skills and individualism. An interior design company commented on the same Linkedin post, stating that they would appreciate someone being creative and thoughtful with the appearance of their CV, but that the content is still key.

Online CVs and digital resumes are also becoming more of a thing. Linkedin is a great tool at being able to find out a person’s employment history, interests, and personality. Will the social business networking site negate the need for a CV? Possibly, as it enables a paperless easy way for employers to search, but that’s only possible if a candidate is actually on the site, and also if they show up in searches, with the correct details.

If you need help with your CV, or would like us to look yours over, email us at admin@templepm.com

Why is there a shortage of candidates in the Block Management industry?

Mon, 19 Aug 2019 13:22:24 GMT

Block management is a relatively unknown term to those not in or aware of the industry. So how do we raise awareness of an industry and entice candidates for employers?

If I were to walk along the street and ask several members of the public ‘What do you know about block management?’ the chances are they would never have heard of it. Unless you live in a house or apartment with a service charge attached, block management, or leasehold management is a phrase generally unknown to those who do not work in, or have links to, the property industry. A quick Google search tells me that block management is the ‘…process of managing the communal areas of residential properties …’It is the ‘Chandler Bing from Friends job’- no one is quite sure what it is a Block Manager actually does! It may, therefore, also be an unknown term to those that have just left sixth form or university. It’s only in the past few years that we have seen undergraduate degrees popping up such as ‘Real Estate’ or ‘Property Development’ which may give students an insider knowledge into the world of block management. Most students wanting a career within the housing sector opt for surveying degrees and become members of RICS (Royal Institution of Chartered Surveyors) or will find a job within a high street estate agent.

When a block management company is looking for a candidate, it can be difficult to find a candidate meeting the specification. With no natural feed into the industry, a lot of candidates may have work experience within the property sector, such as lettings and Chartered Surveyors, but not specifically block management. A lot of potential candidates we speak to have seen a recruitment advert online seeking a Block Manager and are drawn to the salary but without the necessary experience within the [block management] field, and previous work within different sectors, salary expectations are much lower. This makes horizontal movement from other property related careers less desirable. Over 90% of the candidates we speak with didn’t set out to be a Block Manager. They have mostly fallen into the role from another property job further proving there to be no direct link into the industry.

Candidates need further information in order to know that block management is an opportunity for a viable career. This starts within high school, college and also university, sowing the seed for the future of the industry. This then leads onto courses where they learn about the sector and the IRPM qualifications. Whose responsibility is this? ARMA , the IRPM , block management companies or us, as recruiters? Everyone within the industry needs to take some responsibility. There are now some companies starting to offer graduate schemes but more needs to be done to persuade students that the industry is for them, via career fairs, work experience and industry led talks and even social media.

I am sure this is a subject which you have all talked about and will continue to discuss in the future. We have to make sure that when a person at school says I want to be a ………., a Block Manager is up there at the top of the list!!!!

Ever Wondered How to Write the Perfect CV?

website@sitemodify.com (Website Editor) — Tue, 04 Jun 2019 00:00:00 GMT

At TemplePM we are regularly viewing hundreds of CVs every week and feel that some people may need our help.

We have put together a list of essential pointers that we know potential employers would appreciate seeing more of.

Layout

· A good CV should be two to three pages long.

· It should be in a useable/readable format, i.e. Word or PDF.

· Avoid lengthy paragraphs by bullet-pointing key information.

· Have a clear structure; including Full Contact Details, Personal Profile, Employment (starting with most current),
Education and Hobbies/Interests.

Don’t attach a photo or use fancy fonts. The best advice with regards to layout must be: keep it simple!

Once you have successfully created your CV layout, it is then time for you to look at the information within it.

Always check that it is tailored to the job you are searching for.

Content

· Show your industry-related qualifications. Be proud of your achievements.

· Make sure dates are correct and any periods out of work are briefly explained.

· Having a LinkedIn profile has become more essential professionally; include the link on your CV.

· Be honest with the information provided because recruiters and employers will be checking it!

· If you have only been in a job for a very short time, keep your job description brief and realistic.

· If you have been with the same employer more than once, group the dates together. Don’t write it all out again.

· Remember your experience in employment is the most important section so make it precise.

· Personal Profile and Hobbies/Interests should be kept short and sweet.

Don’t write ‘same as below’ instead of providing important information for similar job roles. You are trying to sell yourself and it all matters.

So, you have spent time creating a great layout and making sure your content is clear, relevant and precise; we highly recommend a grammar check now! It is always advisable to get someone to read through your CV before you send it out. Did you know you can seek assistance from recruiters with your CV?

If you have now updated your CV with the hope of moving forward in your professional career, what is the next step? Do you know how to write the ‘perfect’ cover letter? Do you know how to prepare for an interview? Here at TemplePM we would love to help you get primed for your next challenge. Let’s start with making sure you have the ‘perfect’ CV! Send it to admin@templepm.com and we can look forward to discussing and shaping your future goals.

Know Your Future Employer

website@sitemodify.com (Website Editor) — Thu, 02 May 2019 16:08:02 GMT

Applying for a new job isn’t always easy but before applying you should always do your research.

As soon as you find out the name of the company you are applying to, use your time wisely. You can then make the most of the internet and really prepare yourself. Look on Google for any recent reviews that are relevant to the company or any industry-related articles that could be a conversation starter.

Many companies have asked in interview how much you know about them. You don’t need to be able to tell them everything but having a few key prepared ideas up your sleeve will look better than none at all. Be warned that there may be some negative reviews which should be taken on board but shouldn’t be a decision-maker. Facebook and LinkedIn should also be a key source to investigate.

A lot of company websites will explain the size of the company and whether they are dealing with large or small portfolios. They may also have testimonials to give you an idea of how they operate. They usually have a mission statement or ideology that you can check if you agree with and if it suits you. You may wish to see the information held on Companies House too. Can you begin to create a picture of what the company is like and where you might fit into it?

This is your research which will help you make an important decision, so be as thorough as you deem fit. Why not try doing a dummy run for the interview? You have the location so check how long it takes to get there, if there is ample parking or if you can use public transport? What is the dress code? Seeing people entering the building is an easy way to see what they are wearing. Making sure your interview outfit suits the job you are applying for is crucial.

Being clean, smartly dressed and well-groomed is a necessary part of interview preparation. Your first impression is vital. Good research can help you get that right. The important thing to remember with any kind of research is that it can only help you make better decisions, so the time invested in this part of the process is in your favour. If you want the job, then you must organise yourself in the best way possible.

As a recruitment company, here at TemplePM, we would like to think that we make the entire process as smooth as possible. We spend time getting to know our clients really well so that making perfect matches appears seamless. But you should not forget that only you can make the best decision for you. Make that an informed one!

Know your client

website@sitemodify.com (Website Editor) — Wed, 01 May 2019 15:51:57 GMT

Applying for a new job isn’t always easy and you may think that by hiring a recruiter that they will do all the hard work for you. However, there is something that you can do prior to interview that we would highly recommend. Research!

Video Interviews

website@sitemodify.com (Website Editor) — Thu, 18 Apr 2019 16:19:45 GMT

Are Video Interviews Right for the Block Management Sector?

Over the past decade more and more employers have been using video interviews as their initial approach to potential employees. It’s a technique that can save employers time, money and any scheduling issues with their working day. For an employer it’s an easy way to sift through candidates quickly and efficiently. Using first impressions and strategic questions can be a time saving activity. Scheduling for a video call is much easier than setting aside far more time for an interview, organising drinks, allowing for late arrivals, etc. A company can then decide to spend more valuable time with a face-to-face interview afterwards for the suitable applicants.

It’s not just employers that benefit from this type of contact; potential candidates do too. This type of interview is easier to schedule into their day without having to take a day off from their current workplace. It can be incorporated into a lunch break or even after office hours, allowing a more personable and relaxed experience. It is also eliminating unnecessary travel costs to get to an interview. It makes sense that should a candidate be applying for a job within this industry, when they already have a significant amount of work being on site and at AGMs, they can struggle to get to an interview. Are you then missing some potentially fantastic candidates?

Main points to remember with video interviews:

• Impressions: Even though you may be at home and the person on the other end can only see your head and shoulders, make sure to dress the part. It will come across in your body language if you are not dressed correctly for the interview. Plus if you need to get up at any point then the game is up!

• Make sure your Skype username, your details and profile photo for a video call are professional. Just like with social media accounts, a potential employer will be taking note of these.

• Make sure you are in a quiet environment. Free from children, spouses, pets, televisions in the background and your mobile is off/on silent etc. These can all be very distracting and unprofessional. Make sure you will not be interrupted so you can keep focused.

• Whilst most of the country now has fibre optic broadband, internet lag can still occur. Make sure you do not speak too fast or make too many movements and be prepared for time lag or slow connections.

• Practice an online video call with a friend or partner and go through potential questions you may be asked.

As a niche recruiter working in the field of block management, it’s surprising that we, TemplePM, have not seen these types of interviews utilised more. Block Managers can work over a large area, must attend AGMs in the evening and spend a lot of time travelling.

Could the industry use the potential benefits of this technology or do property companies still prefer face-to-face contact? We are not saying you should employ a person without meeting them, but it could reduce the time and money spent, something we are all chasing.

The Needle in the Haystack

website@sitemodify.com (Website Editor) — Tue, 16 Apr 2019 16:13:29 GMT

As a block management recruitment agency, we have to develop key listening skills for the people seeking our help. Candidates spend time getting to know us and it is imperative that we get to know them. This is also the case for our clients. We want to be making perfect matches that work for both sides; sometimes this can happen easily but not always.

When deciding which candidate to send for an interview, we already feel that they should be a good ‘fit’ but what happens if a client has a preconceived idea of exactly what and who they are looking for?

What happens if a candidate ticks 9 out of the 10 boxes? What if there aren’t many candidates that fit the criteria? Does a client hire someone that is 90% correct for the role and work on achieving the missing 10% together? Or does the client decline that candidate and wait for ‘The One’?

Candidates and clients may need to prepare themselves to be more flexible than they think. What things are the easiest to bend; driving 5 more miles daily than you had hoped, supporting someone to gain their IRPM status once hired, taking a lower salary to start but being promised more scope for advancement later on, taking on a larger portfolio than ever before, wanting someone with more experience, looking for someone without childcare constraints, or working in a larger office environment than you are used to?

What are you willing to reconsider to make the best decision for you? Are you passing up the best possible Block Manager or Service Charge Accountant available at that time? Could taking that role/candidate be worth it in the long run?

At TemplePM, we have been in the industry for over a decade and we see the same key issues arising all the time. Location can be a huge deciding factor. Relevant qualifications are also becoming a bigger desire for clients. Are the number of contracted hours offered feasible? Salary expectations play a key role in applying for a change.

Needing a home-based role versus an office-based position can be a deal-breaker for some. When considering all of these things and more, as well as if there was ‘chemistry’ during the interview, is it any wonder that without a little flexibility, some clients may struggle to find their ‘needle in a haystack’?

Why use a recruiter

website@sitemodify.com (Website Editor) — Thu, 04 Apr 2019 16:26:45 GMT

If your company has potential employees queuing around the block to work for you, then great! However, perhaps your industry is more niche, you’re after something specific or you could be spending your time more productively, instead of shortlisting and sorting through applications?

Working within the block management industry, candidates can often be in short supply. We have spoken previously about how it can be hard to meet the demand for placing candidates that meet clients’ specific needs. TemplePM is lucky to navigate in a sector where the clients know how difficult it can be to find a candidate with very specific experience and qualifications in this field. Which means they usually seek our help!

But, why should you use a recruitment agency?

Recruitment companies save you the time of sifting through CV’s, making sure candidates meet your criteria needs and only ensuring that those that fit perfectly are put forward for interviews. From an administration point of view, recruitment companies will do the relevant checks on candidates, from checking driving licenses and qualifications to all relevant background checks for your company. This is great to note, especially in a day where social media can now be used for job searches; how do you know a person is who they say they are? Or if their background and experience is as they advertise through their profile? The recruiter is also the person that is the communicator between client and candidate meaning the recruiter is the one to notify candidates if they are successful or not and provide feedback. This allows you to outsource administration, freeing up staff within your business.

Recruitment companies will also have the insider knowledge in your job area, meaning they can always advise you and your company and also negotiate any job offers and salaries for you.

We’re also aware that some companies may have had a bad experience using an agency in the past and some recruitment agencies can give the industry a bad name, which may put a client off using a recruiter. It’s important to do some research before working with a recruiter and making sure they have the experience within your field. Word of mouth is usually the best way to find out which company to use, or maybe you can find out who your competitors have used.

Remember it’s in the recruitment companies’ interest to find a perfect candidate and one that will stay in the job. This can save time and money in hiring and training an employee that may leave soon after starting because they are not right for the company or doesn’t have the relevant experience you had initially hoped for. TemplePM like to use the five headed giraffe analogy: If a company asks a recruiter to find them a five headed giraffe, then it is up to that recruiter to find the employer a five headed giraffe, or possibly a four headed giraffe with the best experience and potential for a fifth head!! A recruiter will know if they can fulfil your needs.

This results in you being more likely to use them again, or to recommend them to other companies, creating potential business opportunities for them.

As a recruitment company we are always wanting to help promote excellent service within the industry so if you would like to gain advice on the process, we at TemplePM are always ready to listen and help!