HR and Recruitment Specialists
Did you know that September and October are often the busiest months for recruiting?
If you’re planning to hire new staff after your summer break, let us help you get ahead of the rush by starting the process now. We can assist with job descriptions, adverts, and more.
Reach out to us today, and we’ll get started right away.
The workplace has evolved in today’s rapidly changing world. It is more than just a place where tasks are completed. It’s also a vibrant community. Diverse backgrounds, perspectives, and experiences come together to create something greater than the sum of its parts. Celebrating workplace diversity isn’t just a nice-to-have. It’s essential for advancing innovation. Furthermore, it drives success and builds a thriving, inclusive environment.
Imagine a team where everyone thinks the same way, has the same experiences, and approaches problems with the same mindset. While it might be harmonious, it’s unlikely to be groundbreaking. Diversity brings a variety of perspectives to the table, challenging the status quo and inspiring creative solutions. Whether it’s cultural diversity, gender diversity, or diversity of thought, each unique viewpoint adds a layer of richness to the conversation.
This combination of ideas and experiences fuels creativity and also leads to more effective problem-solving.
When employees feel seen, heard, and valued for their unique contributions, their engagement and satisfaction soar. An inclusive workplace culture that celebrates diversity fosters a sense of belonging. Employees are more likely to bring their authentic selves to work, which not only enhances their wellbeing but also boosts their productivity and loyalty.
Consider the impact of a workplace that celebrates various cultural holidays, promotes diverse leadership, and encourages open dialogue about inclusivity. Such an environment not only attracts top talent but also retains it. Employees feel a deep connection to their organisation’s values and mission.
Workplace diversity can be linked to higher performance and profitability. Teams that reflect a range of perspectives are better positioned to meet the needs of a diverse client base. This makes sense when you consider the advantages they bring. They’re more adept at identifying new market opportunities and are more resilient in the face of change. A diverse team generates varied perspectives and ideas. These can lead to breakthroughs that might never emerge in a more similar group.
Celebrating workplace diversity isn’t just about business benefits; it’s about creating a more fair and just society. Organisations that prioritise diversity set a standard for others to follow. They drive social change and break down barriers of discrimination and inequality.
By embracing diversity, companies can make a tangible difference in the world. This means not only implementing policies that promote inclusivity but also actively engaging in conversations about equity and justice. It’s about recognising and addressing unconscious biases, ensuring equal opportunities for all, and creating pathways for underrepresented groups to thrive.
So, how can organisations truly celebrate and harness the power of diversity? Here are a few actionable steps:
Create an environment where all employees feel valued and included. This can be achieved through diversity training, open forums for discussion, and clear policies against discrimination.
Promote diversity at all levels of the organisation. Diverse leadership teams serve as role models and can better advocate for inclusive practices.
Recognise and celebrate cultural holidays, traditions, and contributions. This not only educates the workforce but also shows respect for different backgrounds.
Make sure that recruitment processes are free from bias. Use diverse hiring panels and blind recruitment techniques to focus on skills and potential rather than background.
Championing workplace diversity is more than a strategic initiative—it’s a reflection of a company’s values and vision for the future. By fostering an environment where unique perspectives are welcomed and respected, organisations unlock new levels of creativity, collaboration, and resilience. Embracing diversity not only strengthens business outcomes but also helps shape a more equitable and inclusive society. Let’s continue building workplaces where everyone feels empowered to contribute, grow, and belong.
If you need further support with workplace diversity, contact us today for an initial chat.
Apprenticeships combine on-job training with off-job learning and are fast becoming a popular alternative to uni for many younger people. Yet what exactly are the benefits for employers in embarking on this method of recruitment. Read on to discover eight reasons why your business should consider getting onboard.
While there can be an initial investment in recruiting and training apprentices, the long-term payoff is a highly skilled and loyal workforce, contributing significantly to the business’ success and growth for the future.
If you’d like to find out more about the ins and outs of recruiting an apprentice, and discuss how to make best use of the funding available, please drop us a note here today and we’ll set up an initial chat.
Being an inclusive employer means creating a workplace where every person feels equally valued and respected for their unique skills and abilities, regardless of their background or identity. This includes attracting and welcoming people with disabilities.
The number of people living with disabilities or long-term health issues, who are not working, is staggering. With approximately 7.7 million people of working age [1] making up this group, it’s incredible that roughly only half of them currently employed. This untapped resource of potential talent represents a missed opportunity for businesses to benefit from the unique perspectives and skills that these people can bring to the table.
There are many reasons why people with disabilities or long-term health issues may struggle to gain employment. Sometimes the employee feels they may be a burden, and sometimes there is as a lack of understanding on behalf of the employer. It’s common for many employers, particularly smaller, or medium sized businesses, to have a lack of clarity around what accommodations in the workplace can be made or are appropriate.
Here are some steps you can take to be an inclusive employer and attract people with disabilities:
Despite facing challenges, individuals with disabilities offer distinctive perspectives and skills in the workplace. They demonstrate remarkable adaptability, creative problem-solving abilities, and provide fresh approaches to business challenges.
By creating an inclusive and accommodating workplace, employers can attract a diverse range of skilled workers and promote a culture of respect and fairness. Remember that being an inclusive employer is an ongoing process, and it requires ongoing education and effort.
If you’d like more advice, or support to recruit from a a broader pool of talent, please drop us a note here today and we’ll set up an initial chat.
Volunteering offers a multitude of benefits, both for the individuals giving their time and effort and for the communities and causes they serve. Here are some of the key advantages:
As revealed, volunteering can enhance CV’s when you’re looking for a new role, and build confidence if you’re looking to return to the workplace.
Encouraging employees to volunteer also brings many benefits to businesses. It boosts morale and engagement, enhances the company’s image, and helps employees develop skills while strengthening teamwork.
Volunteering goes beyond charity—it sparks personal growth, uplifts communities, and drives positive change. Each act of giving back brings us closer to a brighter, more connected world.
If you’d like to chat about the benefits of volunteering, contact us today.
Writing a standout job description is a crucial step in your recruitment process. A well-crafted job description not only helps you attract top talent but also sets the expectations for the role, ensuring a successful working relationship. In this blog, we’ll guide you through the steps to create a job description that stands out and captures the attention of the best candidates.
1. Start with a Clear Job Title
Your job title should accurately reflect the role and its level within the business. Be specific and avoid jargon or overly creative titles that might confuse potential candidates. A clear title helps candidates understand the nature of the position from the start.
2. Summarise the Role in a Compelling Opening
Begin your job description with an engaging and concise introduction that highlights the significance of the role. Mention how it contributes to the company’s mission or goals and what makes it unique or challenging. A compelling opening can pique the interest of potential candidates.
3. Provide a Detailed Job Summary
Follow the introduction with a detailed job summary that outlines the primary responsibilities and duties of the role. Focus on the essential functions and day-to-day tasks, making sure to prioritize them. Use bullet points for clarity and readability.
4. Define Qualifications and Requirements
List the qualifications and requirements for the position, including educational background, relevant experience, and any specific skills or certifications needed. Clearly distinguish between “must-haves” and “nice-to-haves” to prevent potential candidates from self-selecting out of the application process.
5. Highlight Company Culture and Values
Incorporate a section that describes your company culture, values, and work environment. This helps candidates understand if they are a cultural fit and whether your business aligns with their values. A well-aligned candidate is more likely to thrive and contribute effectively.
6. Offer Information on Compensation and Benefits
Transparency in compensation and benefits is essential. While you don’t have to provide exact figures, offering a range or explaining the factors that determine compensation can help candidates evaluate if the role meets their financial expectations.
7. Use Inclusive Language
Ensure your job description uses inclusive language that welcomes candidates from diverse backgrounds. Avoid any language that could be seen as discriminatory or exclusive. A diverse candidate pool can bring fresh perspectives to your business.
8. Make It Scannable
Most candidates skim job descriptions before deciding to read them in detail. Use subheadings, bullet points, and concise paragraphs to highlight the key points and catch the reader’s eye.
Conclusion
A standout job description not only attracts top talent but also sets the foundation for a successful hiring process. By investing time and effort into creating a clear, compelling, and inclusive description, you increase the likelihood of finding the perfect candidate for your business.
Contact us at Kestrel Recruitment for further tips, tricks and support with finding the best candidates. Better still, let us do the hard work for you.
Employers are always looking for ways to improve their ability to recruit and retain great people. It’s no secret that these two go hand in hand – after all, the more talented and skilled employees you have, and the more welcome you make them feel, the less likely they are to leave. So what are some of the best ways to achieve this?
One key way to improve your recruitment strategy is to focus on employer branding. This involves creating a positive image of your company as a great place to work, which will make it more attractive to potential candidates. There are many ways to do this, including through social media, PR and marketing campaigns, and employee referral schemes.
Another important way to improve your recruitment strategy is to make sure your job descriptions are clear and accurate. This may seem like a small detail, but it’s important to remember that potential candidates will use your job descriptions to decide whether or not they’re interested in the role. If they’re unclear or inaccurate, you could be missing out on some great talent.
Once you’ve started to attract top talent, it’s important to focus on retention. One of the best ways to do this is to create a positive and supportive work environment. This means providing employees with development opportunities, competitive salaries and benefits, and a good work/life balance. Showing your employees that you value their contribution will help to keep them motivated and engaged, which will in turn reduce turnover.
While there are many different ways to improve your recruitment and retention strategy, these are just a few of the most effective. By focusing on employer branding, job descriptions, and creating a positive work environment, you’ll be well on your way to attracting and retaining the best employees.
It sounds pretty straightforward and obvious, but it still needs to be organised. If you’d like to talk about working up a recruitment and retention plan, click here and we’ll set up a no-obligation consultation.
When I started out in hospitality (or catering as we called it then), Contract Catering was a tough sell. The perception was stuffy. It was where THF went when hotels upped their game. It was where the Berni Inn brigade went when TGI Fridays stormed the casual dining sector.
But things change, and the perception of contract catering has changed with it. Today, some of the biggest names in hospitality are in contract catering: Jamie Oliver (at Cornwall’s Eden Project), Raymond Blanc (at Oxford University) and Peter Gordon (with his own contract catering company) to name a few.
So, what is it about Contract Catering that appeals? It’s not just the big names. All over the country people are opting for career in contract catering and here’s why:
Flexibility – Most people in contract catering work Monday to Friday with weekends off so being home to spend more time with your family is a real benefit. I missed a lot of my kid’s early years, but working in a contract would have completely changed that. Even with some evening and weekend events, the regular working schedule is much more family friendly.
Variety – Every day is different, and chefs cook for a variety of people: from employees to VIPs on a daily basis.
Top quality food. With people heading back to the workplace post-covid, some of the biggest businesses are investing heavily in their in-house catering offer. The menu development work is now right at the cutting edge of culinary art. The expectations of standards is higher than it’s ever been, and you won’t get bored.
Career Progression – Contract caterers are now really competitive, salary wise. They pay well, and most are committed to promoting from within. Careers can be built, and now is an excellent time to consider a move.
The Bottom Line – Contract Catering is now a great option if you’re looking at your next career move. You can achieve the best of all worlds. The opportunity to create amazing food, make a decent living, stretch your professional abilities and still get home to put the kids to bed.
If you’re interested in exploring opportunities or just want to hear a little more, drop me a quick line here and we’ll arrange a chat.
