Business Support Recruitment
We know business support recruitment
And understand your pain points...
Candidates only seeking remote working All applicants that we consider for your roles are fully vetted and undergo an interview process with your Reed specialist consultant. At this stage, we confer with you on any pre-screening questions you require, whether that be about their remote working expectations or whether working on weekends is required.
This helps us ensure all applicants are assessed to your specification before we recommend them for interviews. It also provides transparency between us and the professionals we are speaking to, so no problems arise further along in the process.
Drop-outs due to competitor offers Combatting continuous candidate drop-outs due to competitor offers is tough, but at Reed, we are best placed to support you with this challenge.
Our consultants take the time to register each potential candidate in a face-to-face interview, assessing their motivations and skills to ensure they are just as committed to the process as you are. We also offer you our years of knowledge and up-to-date insight into your industry, in areas such as the latest benefits and salary benchmarks. You can use this knowledge to create an overall package which stands out against your competitors.
Unsuitable candidate submissions At Reed, our consultants work in partnership with you to get a clear understanding of your requirements for the role, advertise it on industry-specific websites, pre-screen and present a shortlist of suitable candidates to you.
Combined with access to our extensive professional networks, candidate database and in-depth market knowledge, we ensure that the only candidates you speak to are those who will be a great fit for your position. As well as saving you time and money, this ultimately ensures you hire the right professionals with the required skillset in the geographical location you desire.
Candidates not having claimed skill sets We know all too well how important it is for the first person you hire to be the right fit - whether that be in terms of suiting your company’s culture or having the claimed skill set relevant for the job they are hired to do.
As a result, we investigate the history of each candidate we consider thoroughly. from learning how successful they have been in their past roles through to putting our professionals through our testing facility. We examine their skill set across Microsoft suites, numeric, verbal reasoning and psychometric testing – so you can have the peace of mind that your new hire has the required skill set for the role.
Fulfilling service level agreements (SLAs) and high-volume recruitment Our specialist consultants are among the very best and most skilled recruiters in the Czech Republic. As a company, Reed has over 60 years of valuable knowledge, the latest technology and most importantly experience in delivering high-volume business support recruitment projects.
We take the time to carefully screen any potential candidates to ensure they meet your desired specification. To do this we not only have face-to-face interviews will all of our candidates, to discuss their motivations, skills and experience, but we put them through an assessment centre (remote or on-site), to ensure they can demonstrate to us that they have the correct knowledge and understanding to carry out the role to a high standard and fulfil any required service level agreements (SLAs).
Our business support specialists
Dermot Curran
Executive Consultant Reed Dublin
David Rodgers
Senior Executive Consultant Reed Dublin
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What's happening
1 mins read
Menopause policy (downloadable template)
Among the many practical workplace measures employers can offer to support employees going through menopause, a dedicated menopause policy will provide a foundation for fair treatment and a point of reference for employees in need of advice or guidance. A willingness to listen to those who are facing this sometimes-challenging life stage amplifies a company’s culture, demonstrates a commitment to learn and act, ultimately leading to greater employee happiness and retention, and new talent attraction.
To help you decide on the type of support you might offer your employees, we have created a menopause template outlining what menopause is, who it affects, common symptoms and some practical steps that might be considered to help people manage their symptoms at work – from flexible working to desk fans and access to quiet wellbeing spaces.
In June 2023, Reed conducted a snap survey of 1,000 employed women in the UK aged 45-54 who are experiencing the menopause. When questioned whether they felt their symptoms affect them at work physically, 74% agreed – while a shocking 77% said they felt their symptoms impact them mentally.
And while 44% state they are comfortable talking to their employer about menopause, an almost equal number – 42% – are not, suggesting more needs to be done to support workers.
According to the survey, 46% of people said their employer does not have a menopause policy in place, while 28% didn’t know. Using our template can remove the doubt and uncertainty among staff and instil confidence in receiving support when needed.
Our editable workplace menopause policy template includes:
What is menopause?
Understanding the terminology
Some common menopause symptoms and the support available
Key responsibilities and who to contact
Additional support
Menopause can no longer be swept under the carpet – our policy template can be used as a guide to update your current policy, or will allow you to create a policy if you don’t already have one.
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5 mins read
Best practice for creating an induction checklist for new staff
Inductions are vital to ensuring new staff settle into an organisation and make a positive impact. Using a straightforward induction checklist can make onboarding simpler and more effective.
A concise and well-structured induction checklist for new staff can heighten the entire induction process, leading to seamless onboarding and, most importantly, allowing the new starter to hit the ground running.
Using an induction checklist can remove some of the pressures managers and HR professionals face. We examine everything you need to know about an induction checklist.
What is an induction checklist?
An induction checklist outlines the activities set for a new employee to complete within the initial stages of their employment. Its purpose is to ensure objectives are met and organisational matters are understood and to avoid omission or duplication of information.
A staple of the onboarding process, an induction checklist is a critical tool that has proven success in effectively managing new starters. It doesn’t, however, cover tasks that need to be done before the new employee arrives. Equipment, uniform, passwords and software access should be planned well in advance so that the new starter has everything they need from day one.
The benefits of creating an induction checklist
An induction checklist helps your employee settle in quickly, giving them a sense of direction from the start of their career at an organisation. This will improve their overall productivity, through the checklist’s set tasks aimed at increasing their knowledge of the company, their rights and, ultimately, their responsibilities. Induction checklists don’t just benefit employees, they can also make a manager’s job simpler.
During the induction process, an induction plan template helps ensure the right materials, policies, procedures, and workflows are all actioned and accounted for.
Using a staff induction template prepares the new employee for each step, reducing any anxiety, while also making sure all necessary administrative areas are covered. A well-structured checklist can ensure the smooth running of the induction process and can also be transferable to most roles across multiple sectors.
What should be included in an induction checklist?
The activities and tasks listed in an induction checklist vary from organisation to organisation, depending on various elements including the size of the company and the sector or industry they fall under. Popular inclusions are as follows:
Employee's personal information
This section includes the name of the employee, their job title, staff ID number and start date. Some employee induction templates also include a detailed list of all paperwork that needs to be compiled and submitted to human resources on the first day (passport, p45, qualifications etc.).
First day tasks
Ensuring that new employees are familiar with their surroundings and the people around them is crucial on the first day of work. New employees should meet fellow team members and relevant managers, be assigned a workstation, issued with office ID badges and given a tour of the facility.
Introduction to the company
An introduction to the company should be conducted within the first week of the new starter joining the business. This gives the new employee the chance to learn more about the company's history, values, management style, objectives, products and services, organisational structure, and key stakeholders.
Introduction to the role
Most importantly, the employee will need an understanding of how they fit into the organisation, their day-to-day tasks that integrate into the company's practices, their main responsibilities and priorities, as well as department-wide goals and objectives.
Terms of employment, such as pension contributions, working hours, pay, lunch breaks, annual leave and claims and expenses should also be covered.
Induction checklists should also include an organisation's code of conduct, discipline, absenteeism, and relevant policies. Other information such as office dress code, operating procedures and use of company resources need to be relayed to the employee.
Health and safety
New employees will need to attend training to learn the company's health and safety policies, including first aid, safety measures, emergency evacuations, firm alarm drills, as well as the location of fire extinguishers and first aid kits.
One month review
After one month in the role, it would be worth the new starter having an extended one-on-one meeting with their line manager to evaluate how they are adjusting to their role and whether there is a need for further training or development.
Three-month review
The line manager should hold further discussions with the employee to review performance, pinpoint areas of improvement and set longer-term objectives, while adjusting any targets if the employee is either up to speed or slightly behind.
Six-month review
If the employee is on a six-month probation, this is the point to decide whether to retain them, release them, or extend the probation if needed. If the new starter passes their probation period, objectives will then need to be set for the next six months. The six-month mark presents a prime opportunity to ask the employee for feedback on the induction process, what they think worked well and what they feel could be improved.
Do remote employees need an induction checklist?
They may not be in the office, but that doesn’t mean remote employees don’t need an induction checklist. In fact, an induction is even more important to remote employees, who can often feel isolated or become inadvertently left out.
As remote onboarding becomes more common, use of an induction checklist should eventually become standard practice.
Our free induction checklist template is designed to simplify the onboarding process and support your new starters through their first six months.
Whether you are looking for guidance to use across your own company, or interested in learning more about what you need to include, our comprehensive checklist is an indispensable tool to help you and your new employees.
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1 mins read
Interview question generator - New Reed AI tool
Why should recruiters and hiring managers use our tool?
Well-crafted interview questions are essential for determining an interviewee's skills, experience, and fit for the role.
If you are looking for good interview questions for recruiters or managers, our interview question generator is your go-to resource for fast, comprehensive interview question generation, providing you with a wide range of relevant and effective questions to choose from.
Our tool uses advanced AI algorithms to generate a list of interview questions to ask candidates that are tailored to the specific requirements of the role and your company. Using the tool ensures that the questions you ask at an interview are relevant, effective, and comprehensive, allowing you to gain a deeper understanding of each interviewee’s strengths and weaknesses. Our interview question generator will save you time and effort, while ensuring that you are asking the right questions to identify the best candidates for your open positions.
Tailoring questions to your industry and role
Our interview question generator will craft a set of interview questions to suit any role, in any sector, across a range of seniority levels, from entry level to c-suite.
Helping recruiters and managers craft better interview questions
By highlighting your top-three most sought-after soft skills, this AI-powered interview question generator will align with your hiring needs, helping you uncover the best talent to help your team thrive.
Helping hiring managers save time
What used to take hours of searching the internet for the best interview questions, will take you no more than five minutes.