Blog | Key Talent Personnel

The Way to Enjoy Recruitment, Whilst Supplying Strong Talent

The culture and attitude that is needed to change the perception of the recruitment industry, when dealing with recruiters.

I am a very sociable and outgoing individual that loves a challenge. Having a strong drive, motivation and awareness enables me to really understand the key dynamics of the clients I work for.

I always want to go the extra mile when trying to understand what is so important to my clients, along with getting to grips with what the impact would be if a critical role in an organisation was not filled by me.

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The Dos & Don’ts Of CV Writing

Your CV is important. This is the document that you are going to use to sell yourself and your skills to any prospective employer.

Making a start

Whether you’re applying for call centre jobs or employment in the fashion industry, take your time over your CV. Employers don’t want to see spelling mistakes, especially if you’re applying for an office job. Your CV should always be well laid out – remember that you want to interest your prospective employer and reams of densely typed prose will only exasperate them. Less is more, so make sure you space your CV well, but don’t use tables in the format as these can’t be read by the digital software used by many recruiters.

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What is a Strong Partnership?

Having worked in sales for over 10 years, I’ve had a lot of experience of being tasked to build new relationships.

What I found in the busy and bouncy environment of ‘business development’, when trying to forge these partnerships, is that most people do a similar thing. Due to the conditioning nature of the cold call environment, the ‘it’s a numbers game’ mentality and the way in which new business teams are targeted, building meaningful business relationships can be an afterthought.

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In the Beginning

This is the beginning of my story – why I decided to become an entrepreneur and set up Key Talent Personnel.

During my employment in the recruitment industry I gained valuable experience, but was getting frustrated and tired of hearing bad remarks about the recruitment industry. Although when I looked around it wasn’t hard to see why – being in an environment with lots of recruitment consultants that were in it for the wrong reasons. 

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KTP Exclusive: Top 3 Hiring Trends To Master in 2018

When it comes to hiring, recruitment agencies/ HR play a major role in the process. They have the ability to select the ideal candidate for a specific job role through logical terms. It is Human Resources that sort out the legal aspects of hiring and making sure that the company isn’t open to any risks by hiring a new candidate. So, KTP has sussed out the top three hiring trends that we predict are going to be huge come 2018. Read on to ace recruitment in the New Year.

Artificial Intelligence will be key whilst recruiting

A great example of AI used when hiring is of Unilever. Instead of collecting CVs or arranging follow up interviews by phone, the company has partnered with digital HR service providers HireVue and Pymetrics. This allows Unilever to be notified when a candidate passes the AI screening process, so that they know that the candidate is suitable for an in-person interview. As you might have guessed, this saves the company a lot of time that they can out in the other departments or aspects of the company.

Developing a successful employee scheme will be appreciated

In today’s digital world, a strong company brand is just as vital for lifting key talent off the market as it is for bringing in consumers. Company reputation and values are crucial to those who are after a motivating working culture. To do this, companies should design an effective Employee Value Proposition (EVP). An EVP highlights a company’s best qualities and pinpoints why candidates should choose the company.

A great candidate experience is essential

As with creating a great brand identity (company image), it’s vital for companies to develop a personalised and engaging hiring strategy. This is where marketing steps in. Your company image is served by candidate feedback. If a company delivers a bad candidate experience, it not only leads to losing a perfect contender for a position, but also results in a bad (perhaps unprofessional) brand identity.

A great job can change EVERYTHING and here’s how to get one

A great job can change everything. It can mean more money and a better lifestyle. It’s that new challenge you’ve been looking for – a chance to enhance your skills. But how do you land that dream job? Our guide takes you through each exciting stage.

Stage 1 – Make Contact

Find out if your recruiter is retained or contingency. A retained recruiter will be working closely (and exclusively) with the hirer to fulfill a specific set of requirements, and will keep working until the position is filled by the right person. This means that you won’t receive several calls from different agencies about the same job.

A contingency recruiter doesn’t get paid until the position is filled, meaning that he/she is under more pressure to deliver a shortlist before other competing agencies. Retained recruitment says a lot about the company that’s hiring, and makes a difference to your experience.

Stage 2 – Apply

Update your CV – Use Lauren’s guide: The Dos and Don’ts of CV Writing to understand how recruiters view and process your CV. Make sure the important information is clear and easy to find, but don’t use tables, as these can’t be read by the software used by many recruiters. Do include links to past projects if that helps to trim your CV down to just one or two pages – and check the links regularly to make sure they still work! To shape the very best CV to meet the employer’s requirements, ensure that you highlight where you feel you are an exact match for the employer’s needs, by bolding important words or phrases. At KTP, we always give applicants the opportunity (and the guidance) to enhance their CV and make sure it contains only the most relevant information for a particular role.

Stage 3 – Prepare

We all know that it’s vital to research the employer ahead of time, as well as preparing for the kinds of questions you might be asked at an interview. But making sure the logistics are in hand can make the difference between arriving stressed or even late, and getting to your interview in plenty of time with a cool head. Plan your journey and, if traveling by car, decide where you’re going to park. Remember, your recruiter’s knowledge of the company is a valuable resource for you to use! If in doubt, contact your agent for a few friendly words of advice. Remember to take a copy of your CV with you, along with anything else that the interviewer might have asked for, such as copies of your ID or qualifications.

Stage 4 – Meet

It goes without saying that you should be well turned out, even if the company you’re applying for doesn’t insist on smart dress. That said, don’t make the mistake of choosing clothing you’re not comfortable in. If you’re too hot in your jacket or struggling to walk in too-high heels, it’ll affect your confidence on the day. Dress well, but be ‘you’.

Stage 5: Deliver

You can never be too prepared, but it’s important to make sure you thoroughly understand what’s expected of you during the interview. Sometimes you’ll be asked to create a presentation or project, but don’t make the mistake of giving over all your preparation time to this. Make sure you stick to the time-limit given, and pay attention the other requirements of the interview. Remember to devise a few questions of your own for the end – these will show that you are enthusiastic and engaged with the role and the company. Don’t forget this great question: ‘What happens next?’

Stage 6 – Follow Up

The great news is, if your application is being handled by a recruiter then you’ll be able to receive updates and feedback without bugging your potential employer. If you’re dealing with the employer directly, think back to your interview. Did you ask that all-important question? If so, you’ll know exactly when it’s acceptable to get in touch. Whatever happens, try to handle it well. If your application is accepted, be enthusiastic and state your thanks. If you’re not accepted, be gracious, no matter how disappointed you feel. Your good impression may pay dividends later down the line when the company is hiring again. Remember, you may be right, but not right now.

Finally, if you have any questions about your application – don’t hesitate to get in touch with Lauren and the team. We’re here to help you at every stage of the process. Drop us a line if you feel you need that individual advice and attention that KT Personnel provides. And good luck!

Hiring a new team member? Here’s what you need to do

Is overtime just not cutting it for you anymore? Need to hire a new member of staff? If the answer to that is yes then you have clicked your way through to the solution to all your concerns. Between creating your job-spec, finding the right people and training your new recruits, hiring new staff can be costly and time-consuming if not managed well. Hence, we at Key Talent Personnel have put together an ‘All Things Hiring” list for you.

Use our guide to engage the right people in the right way and remember: we’re here to help you at each and every stage.

  1. Update

Produce a new job description or update the existing specifications to really pinpoint what you’re looking for in a new employee. Ensure that you have a list of both required and preferred skills and attributes. These will help you narrow your search down to a quality shortlist when you come to make your selections.

  1. Source

The right person could be closer than you think. Is there anyone in your current team who would benefit from moving into this great new position? If not, you may have great CVs on file from past applications that were unsuccessful. It could be that you have already met the right candidate – at the wrong time. Start by sifting through your files for those great people who are already keen on your company.

  1. Go Exclusive

If you’re thinking of enlisting more than one recruitment agency, stop. Think about the candidate’s experience. Imagine you’re a talented individual looking for a better and more challenging position. You receive a call from a recruiter. The job sounds impressive, and you’re interested. But then you get another call about the same job, from a different agency. Then you get another, from a third agency. Are you still interested? Do you still feel exceptional? Suddenly that job seems less appealing and the opportunity feels less exclusive.

When hiring, working exclusively with a recruiter makes a huge difference to how your company is perceived by the great people who could work for you.

  1. Communicate

Ensure applicants are kept in the loop throughout the process – even if they’re unsuccessful. It says so much about your business. Your agent will be able to help with this. At KTP, we handle the communication, ensuring that all parties receive a consistent, quality experience and saving you bags of time, too.

  1. Headhunt

If you’re struggling to find that extra-special person it may be time to approach talented people directly. Dust off your relocation assistance policy – if you have one – as this could be key if your ideal candidate is in another location. Headhunting requires a discreet and experienced approach, so make sure this process is being handled by a senior recruiter in your agency.

  1. Show Off

When it comes to meeting applicants, remember: they’re interviewing you too, or rather they are analyzing the business, the package and the perks. A recent US study showed that Baby Boomers, Gen Xers and Millennials ALL valued the chance to learn and grow and the opportunity for advancement above overall compensation. Maybe your role offers training programs and real potential for career progression. Perhaps your environment and culture are what sets you apart in a competitive market. Whatever it is, make sure applicants understand what you’re offering.

What Next?

Once you’ve found that great-fit person, it’s time to help them integrate seamlessly into your team. Ensure that you have a few processes in place to make them feel welcome. It sounds obvious, but lots of companies simply overlook setting up a new employee’s workstation ahead of his or her start date. Create social opportunities for new hires, and make sure that the lines of communication stay open after the hiring process – listen to your new employee’s fresh perspective and ideas to make them feel like the valued asset they are. And if you are juggling to many projects, let KTP take care of it for you.


Most of us forget that a first interview is a ‘second date’ of sorts. Employers have already screened your resume and have decided that they would like to get to know you more. Like any second date, we are more prone to anxiety in anticipation. Enter KTPersonnel. To make sure that you nail that interview, we have brought to you our top 5 novel ideas that will not just dial down the stress-head in you, but also boost your chances of being ‘The One’ for your employer.

Try these unconventional (and quirky) tips that will help you ooze charisma from the moment you step into the hot seat.

  1. Wear Colour

Now, this doesn’t mean ‘turn up like a rainbow’. Be sophisticatedly colourful. Opt for a cobalt blue blouse or a prominent blue tie. This will a) give off a positive vibe and b) make the interviewee remember you i.e. ‘the guy with the striking tie was great.’

  1. Work Out

Even a quick 15-minute jog or a session of yoga, before you get ready for the interview, can decrease stress levels. This is because during exercise our body releases endorphins that “elevate and stabilize mood and improve self-esteem” (Anxiety and Depression Association of America).

  1. Power Pose It Up!

Striking a power pose is a stance on how you feel about yourself. Body language is key as it speaks volumes about who we are. People can tell within the first few seconds of meeting you whether you’re calm, confident and ready to face whatever comes your way (not just during the interview but in the job you are vouching for as well). So make sure that you sit-up straight, take slow and deep breaths and smile before you walk in.

  1. Right Place, Right time

According to Science Daily, the worst time to be interviewed is on the start of the day on Monday, when hirers want to get work started, and the end of the day on Friday, when they want to get home. We suggest, if you can, bag a late morning slot anytime between Tuesday and Thursday to undermine any chances of being a ‘victim’ of the wrong time.

  1. If you can make them laugh, you can make them say YES!

The fastest way to connect with people is through emotion. And laughter is the best way to build a bond between you and the interviewee. This takes the edge off from the interview being dry and stressful, and also makes you seem as an approachable employee.

So, whether you’re full-time or part-time, a freelancer or a solopreneur, try these quirky unique techniques and get HIRED!


UK Recruitment: 3 Changes to the Landscape Hirers Need to Know About

Recruitment is changing all the time. Gone are the days of paper CVs – a digital hiring model is the new norm. Now, recruiters and employers can gain a broader view of a candidate through all the data available online – personal and professional profiles, online portfolios, projects, presentations and blogs. Social media features heavily in how employers and HR managers promote their vacancies. And even meeting candidates in person could become obsolete, as video interviewing gains more traction. Candidates may still apply with a traditional résumé, but it will be augmented with links to their LinkedIn articles, portfolio pieces and career blogs. This increase in effort on the part of candidates needs to be matched by employers and recruiters – with employment rates in the UK at a record high, it’s a seller’s market. So, what can we expect to see more of in 2017? Here are three trends to watch:

1.     Facebook’s new job posting feature

In November Facebook announced that it is developing ways for employers to promote job listings on their business pages. The new Jobs feature could offer a paid option to boost vacancies for more exposure, and would enable candidates to apply immediately using info stored on their Facebook profiles. If you’re hiring, beware. Just yesterday we saw a series of damning comments from a disgruntled ex-employee on a job post – luckily this was not one of our clients! It could happen to the best of workplaces, though, so make sure your page admins are keeping an eye on what’s being said in the comments – especially if you decide to make use of Facebook when the job posting feature becomes available. If you’re job hunting, it may be time to clean up your Facebook profile to prepare for the new emphasis hiring managers and recruitment agents are likely to place on this platform. That way, you’ll be ready to hit ‘Apply’ as soon as you find that great new opportunity.

2.     Microsoft’s takeover of LinkedIn

It’s been in the news since the summer, but the $26 billion deal finally looks set to go through now that Microsoft has addressed its rivals’ concerns. LinkedIn have promised to continue putting their members first, with little set to change in the short term. The new watchword is likely to be ‘integration’ – integration with Microsoft software such as Outlook and Office, with LinkedIn’s online education company, Lynda, and with Microsoft Dynamics CRM. We’re hoping LinkedIn will remain a brilliant resource for candidates looking to promote themselves and find that perfect new job in IT, Gaming or Telecoms. Whether the acquisition will add value for LinkedIn users or simply dilute the benefits of this platform remains to be seen.

3.     Proactive recruitment

Engaging talent for your company requires a more proactive approach than ever before. Employers are overhauling their websites to make the application process as simple and streamlined as possible – which is what an increasingly tech-savvy workforce expects. Hiring managers and recruiters know that companies are being screened just as rigorously as they are screening candidates. Head hunters are working extra hard to snag passive candidates. And the overall hiring experience, from the job description, to social media interaction, to the “employment brand”, is vital to sourcing key talent for your positions. So, what can you do? It may be time to get professional help with your recruitment needs, especially if you’re hiring for technical positions such as software developer jobs, or if your main selling point is the stand-out culture and environment at your gaming studio. You don’t want to fall at the first hurdle!

As always, you can contact me for help with your job application or an initial and confidential discussion about your recruitment needs: get in touch on Twitter or Facebook.

Thanks for reading!