Award 1

Award 2

Award 3

Welcome to Dynamite Recruitment - one of the South's leading multi sector specialist recruitment consultancies.Of course it goes without saying that we fill vacancies fast, but our difference is in the delivery.

Since our launch in 2011, we’ve been driven by a relentless pursuit of excellence, and we’ll stop at nothing to secure the best talent for your business. We are focused on achieving the best results for our clients and candidates, constantly varying our interview and screening techniques, adapting our attraction methods and tools to ensure we stay ahead of the game. We’re more than just another agency. We partner with our clients, enhancing employer brand perception and supporting candidate engagement throughout the recruitment and onboarding process.The team at Dynamite are honest, direct and above all passionate about what they do; about our business, and about yours. We’re also nice to people. We treat our applicants how we’d like to be treated ourselves and we work with them to enhance their career chances, providing clear feedback, coaching and support – even when it’s difficult to hear.Sounds great…? Yes it does, but we differ from many other recruiters as this is far from worn out rhetoric. A glance through our online Google and Facebook reviews will evidence hundreds of first class candidate experiences. We are also one of the most award winning recruitment businesses around, so you can be confident your needs will be managed by a professional, dedicated, well trained, invested, passionate recruiter who will become unapologetically obsessed with scouring the market for the best people, for you!

<h2>Added Value Benefits.</h2><ul><li>Regular salary reports, sector specific client seminars with leading speakers – employment law, taxation, skills assessments, onboarding.</li><li>Corporate interview facilities</li><li>Video interviewing</li><li>Nationwide UK coverage</li><li>White labelling</li><li>Client branded recruitment microsites</li><li>On site assessment centre delivery</li><li>Interactive web chat function with immediate CV feedback</li><li>Recruitment outsourcing</li><li>Advertising services</li><li>Skills &amp; salary benchmarking</li><li>Retained research projects – competitor mapping</li><li>Employer branding consultancy</li></ul>

We love tech. At Dynamite we make interacting with our team a breeze with web chat and instant CV feedback for those clients that would like to use it. We run a paperless process where candidates access their own dedicated portal to search and apply for the latest vacancies and registration paperwork is all completed electronically.

Clients using temporary workers are also provided with a portal login where timesheets can be approved and invoices downloaded. We can integrate with many internal talent management systems, and we offer clients dedicated careers microsites to enhance their brand and boost talent flow.In addition we operate on one of the most advanced recruitment management systems, combining Artificial Intelligence with the gut feel of a great recruiter. Our team can all access their records using a highly advanced app, ultimately ensuring your vacancies never miss the best candidate.

This is a 404 error, which means you've clicked on a bad link or entered an invalid URL.

Read our GDPR policy below...

Dynamite Recruitment exploded into the recruitment marketplace in 2011 when Founder and MD Matt Fox launched the business. The vision was clear - to create a boutique, quality focused recruitment provider built on honesty and integrity. One that would offer a tailored service delivered by the best recruitment professionals in the market. Matt worked with a select group of previous colleagues who now hold senior, strategic roles within the business, to define a fresh, personal yet professional brand identity void of industry cliches.

<h2>About Us.</h2>

If you are a consultant with proven recruitment experience in any sector or someone with the drive and energy to build a career with us and are interested in building a career with us then get in touch

<h2>Ready to Join Us?</h2>

Constantly outperforming the competition, offering a superior recruitment experience

<h1>Ignite Your Search</h1>

We are specialists in many key sectors covering both temporary and permanent recruitment. Through passion and commitment of everyone in the Dynamite team, we are devoted to the delivery of a superior recruiment experience

<h2>Sectors.</h2>

We listen, and we understand our clients... When Dynamite Recruitment was born, we asked many of the clients we had worked with for years why they continued to show us such loyalty. The response was simple. Relationship and Delivery. We had worked hard to immerse ourselves in their respective companies, and outperformed the competition. We were more passionate about performing, and so consistently sourced the right people.

Are you looking to turbocharge a career in one of the most lucrative industries around…? Whether you have little or no industry experience, or if you’re an accomplished Consultant with experience in any discipline, Dynamite offers a great environment in which to build or further your recruitment career.We believe that successful environments are motivational, positive and supportive. We do all we can to develop our people and you can expect to be invested in heavily from a training and development perspective, and for hard work to be well rewarded.

<h2>Trainee Consultants.(recruitment executives)</h2>We regularly recruit trainees into our business with great success – in fact many of our Managers and high earners started their recruitment journey with us as a Trainee, or Resourcer. We look for people with a positive attitude, bags of initiative and work ethic.Some form of sales experience helps, but more important is a ‘get things done’ approach and hunger to succeed. If this is you, we’ll guide you through a structured training programme where you will learn about our business, the industries we support and specialise in, and recruitment in general.Training is mostly ‘on the job’, but you’ll also benefit from working with specialist external trainers, shadowing other key colleagues and working with our Directors on specific topics. All of our Managers are CMI qualified in Leadership &amp; Development and we support our people in studying for professional qualifications where relevant to your role.This is all part of a clearly defined career path, where you will be able to enhance your skills along with responsibilities and of course – earning potential!<a href="/join-us/#" rel="noopener noreferrer" target="_blank">See All Vacancies</a>

<h2>Experienced Recruiters.(recruitment executives)</h2>We’re keen to talk to experienced recruiters at all levels for tailor made opportunities across our business, reflecting our business journey but also your life goals and balance.Whether you work best in an office or on a hybrid basis – there are endless reasons to join Dynamite aside from salaries and commissions. They’re obviously great, but that’s a given. Check out the many other reasons to come on our journey…<h2>Perks of The Job.</h2><ul><li>Flexible hours and working patterns – Full time, Part Time, Hybrid etc</li><li>International trips and incentives</li><li>Regular reward &amp; social programme</li><li>Private Health Insurance</li><li>Denplan</li><li>Wellbeing Package with Private GP Service</li><li>Discounted / Free Apple Watch</li><li>Impressive discounts with a range of retailers</li><li>25% discount at The Village</li><li>25 days annual leave</li><li>Personal Development &amp; Career Path</li><li>Winners of several ‘Employer of the Year’ Awards</li></ul>On top of all this, we’re thoroughly excited to offer you an opportunity to do something amazing. Though our partnership with Seven Clean Seas – EVERY candidate you place while working as part of our family will result in the removal of a whole kilogram of plastic waste from the ocean. Cool right?<a href="/join-us/#" rel="noopener noreferrer" target="_blank">View Open Positions</a>

Lorem ipsum dolor sit amet, lorem dolorem ponderum vel an, cu omnes petentium has. In duo saperet adipisci. Omnis ponderum ut duo, consul tritani cu qui, nam et illum constituto adipiscing. Melius praesent no vix. Cu quo sadipscing intellegebat. Has audiam integre id, ei tantas fabulas sensibus eos, appetere neglegentur sit ea.

Lorem ipsum dolor sit amet, lorem dolorem ponderum vel an, cu omnes petentium has. In duo saperet adipisci. Omnis ponderum ut duo, consul tritani cu qui, nam et illum constituto adipiscing. Melius praesent no vix. Cu quo sadipscing intellegebat. Has audiam integre id, ei tantas fabulas sensibus eos, appetere neglegentur sit ea. Lorem ipsum dolor sit amet, lorem dolorem ponderum vel an, cu omnes petentium has. In duo saperet adipisci. Omnis ponderum ut duo, consul tritani cu qui, nam et illum constituto adipiscing. Melius praesent no vix. Cu quo sadipscing intellegebat. Has audiam integre id, ei tantas fabulas sensibus eos, appetere neglegentur sit ea.Lorem ipsum dolor sit amet, lorem dolorem ponderum vel an, cu omnes petentium has. In duo saperet adipisci. Omnis ponderum ut duo, consul tritani cu qui, nam et illum constituto adipiscing. Melius praesent no vix. Cu quo sadipscing intellegebat. Has audiam integre id, ei tantas fabulas sensibus eos, appetere neglegentur sit ea.Lorem ipsum dolor sit amet, lorem dolorem ponderum vel an, cu omnes petentium has. In duo saperet adipisci. Omnis ponderum ut duo, consul tritani cu qui, nam et illum constituto adipiscing. Melius praesent no vix. Cu quo sadipscing intellegebat. Has audiam integre id, ei tantas fabulas sensibus eos, appetere neglegentur sit ea. Lorem ipsum dolor sit amet, lorem dolorem ponderum vel an, cu omnes petentium has. In duo saperet adipisci. Omnis ponderum ut duo, consul tritani cu qui, nam et illum constituto adipiscing. Melius praesent no vix. Cu quo sadipscing intellegebat. Has audiam integre id, ei tantas fabulas sensibus eos, appetere neglegentur sit ea.

We are specialists in many key sectors covering both temporary and permanent recruitment. Through passion and commitment of everyone in the Dynamite team, we are devoted to the delivery of a superior recruitment experience.

Welcome to our website. If you continue to browse and use this website, you are agreeing tocomply with and be bound by the following terms and conditions of use, which togetherwith our privacy policy govern Dynamite Recruitment Solutions Ltd’s relationship with you inrelation to this website. If you disagree with any part of these terms and conditions, pleasedo not use our website.The term &amp;#39;Dynamite Recruitment Solutions Ltd&amp;#39; or &amp;#39;us&amp;#39; or &amp;#39;we&amp;#39; refers to the owner of thewebsite whose registered office is 1000 Lakeside North Harbour, Western Road,Portsmouth, Hampshire, PO6 3EN. Our company registration number 07668667. The term&amp;#39;you&amp;#39; refers to the user or viewer of our website.The use of this website is subject to the following terms of use: The content of the pages of this website is for your general information and use only.It is subject to change without notice. This website uses cookies to monitor browsing preferences. If you do allow cookiesto be used, the following personal information may be stored by us for use by thirdparties: [insert list of information]. Neither we nor any third parties provide any warranty or guarantee as to theaccuracy, timeliness, performance, completeness or suitability of the informationand materials found or offered on this website for any particular purpose. Youacknowledge that such information and materials may contain inaccuracies or errorsand we expressly exclude liability for any such inaccuracies or errors to the fullestextent permitted by law. Your use of any information or materials on this website is entirely at your own risk,for which we shall not be liable. It shall be your own responsibility to ensure that anyproducts, services or information available through this website meet your specificrequirements. This website contains material which is owned by or licensed to us. This materialincludes, but is not limited to, the design, layout, look, appearance and graphics.Reproduction is prohibited other than in accordance with the copyright notice, whichforms part of these terms and conditions. All trade marks reproduced in this website which are not the property of, or licensedto, the operator are acknowledged on the website. Unauthorised use of this website may give rise to a claim for damages and/or be acriminal offence. From time to time this website may also include links to other websites. These linksare provided for your convenience to provide further information. They do notsignify that we endorse the website(s). We have no responsibility for the content ofthe linked website(s). Your use of this website and any dispute arising out of such use of the website issubject to the laws of England, Northern Ireland, Scotland and Wales.

Customer Service Advisor Dinnington &pound;23,500 Full Time / Permanent &nbsp; Dynamite Recruitment are excited to confirm that we have a brand new role for one of our biggest clients who are recruiting a Customer Service Advisor to join their team. This role will be dealing with existing customers and offers variation within the role where you can build relationships with customers, engineers and other internal departments. &nbsp; The Benefits of a Customer Service Advisor: <ul> <li>A competitive salary</li> <li>22 days holiday raising to 25 days</li> <li>A structured training programme and ongoing support</li> <li>Plenty of progression available</li> </ul> &nbsp; The Role of a Customer Service Advisor: <ul> <li>Handling inbound calls from existing customers and dealing with queries such as invoice queries, confirmation of dates engineers are attending site, any issues the customer may have</li> <li>Problem solving and ensuring the customer is satisfied</li> <li>Building relationships with customers, engineers and other departments</li> <li>Ensuring the database is up to date with notes and any changes that need amending have been completing</li> <li>Replying to customers via email</li> <li>Ensuring you are delivering a high level of customer service</li> </ul> &nbsp; Apply now or contact katie.dalgleish@dynamiterecruitment.com

Customer Service Advisor

<div>Solar Roofer required in Essex for a large employer!</div> (Training into solar PV Installation&nbsp;+ Basic salary increasing with service + Great over time pay + 25 days holiday + More provided!) - General roofing role and problem solving experience required + Willingness to heavy lift solar panels &nbsp; About them:&nbsp;Dynamite Recruitment are partnering with an impressive Domestic and Commercial Gas + Renewable Energy business, with a national presence, and 250 staff! &nbsp;&nbsp; They&rsquo;re seeking a proactive and positive Roofer on a permanent basis, due to contract growth &ndash; And will provide first class training into the applications of Solar PV systems, varying in brands and sizes. Roofer&rsquo;s responsibilities: <ul> <li>You will cover Essex (Kept as local where possible, due to the many other staff nationwide).</li> <li>Before anything you&rsquo;ll approach the roof, to ensure all is safe to work, advise on any requirements, and do any fixing before panels are installed to result in a quality end install.</li> <li>You&rsquo;ll mount and secure the solar panels, in line with required plans.</li> <li>Link up cables and assist with any problem solving.</li> <li>As well as other ADHOC Tasks.</li> </ul> &#10004;&#65039;All new roles including Senior or Supervisor roles are posted internally within the business first, so there are opportunities to progress!&nbsp;&nbsp;&nbsp; &nbsp; We do expect lots of applications, so apply now + I look forward to hearing from some great Roofing candidates!! And please note we are still running our referral scheme, please contact me for more details. &#65533;&#65533;02392455422 &#65533;&#65533; Hannah.benneyworth@ dynamiterecruitment.com &nbsp;&nbsp; #roofer #roofing #renewableenergy #solar

Solar Roofer

Solar Roofer required in St Albans for a large employer! (Training into solar PV Installation&nbsp;+ Basic salary increasing with service + Great over time pay + 25 days holiday + More provided!) - General roofing role and problem solving experience required + Willingness to heavy lift solar panels &nbsp; About them: Dynamite Recruitment are partnering with an impressive Domestic and Commercial Gas + Renewable Energy business, with a national presence, and 250 staff! &nbsp;&nbsp; They&rsquo;re seeking a proactive and positive Roofer on a permanent basis, due to contract growth &ndash; And will provide first class training into the applications of Solar PV systems, varying in brands and sizes. Roofer&rsquo;s responsibilities: <ul> <li>You will cover St Albans and surrounding North West areas (Kept as local where possible, due to the many other staff nationwide).</li> <li>Before anything you&rsquo;ll approach the roof, to ensure all is safe to work, advise on any requirements, and do any fixing before panels are installed to result in a quality end install.</li> <li>You&rsquo;ll mount and secure the solar panels, in line with required plans.</li> <li>Link up cables and assist with any problem solving.</li> <li>As well as other ADHOC Tasks.</li> </ul> &#10004;&#65039;All new roles including Senior or Supervisor roles are posted internally within the business first, so there are opportunities to progress! &nbsp;&nbsp; &nbsp; We do expect lots of applications, so apply now + I look forward to hearing from some great Roofing candidates!! And please note we are still running our referral scheme, please contact me for more details. &#65533;&#65533;02392455422 &#65533;&#65533; Hannah.benneyworth@ dynamiterecruitment.com &nbsp;&nbsp; #roofer #roofing #renewableenergy #solar

Fire and Security Installations Engineer &pound;50,000 - &pound;65,000 &nbsp;&nbsp; Birmingham Full Time / Permanent &nbsp;&nbsp; Dynamite Recruitment are proud to confirm that we are recruiting a Fire and Security Installations Engineer to join the team for a national business. Must have experience on fire and intruder and be able to both commission and programme some panels. This will be working on predominantly commercial based sites. &nbsp;&nbsp; The benefits of a Fire and Security Installations Engineer <ul> <li>A well structured bonus scheme </li> <li>22 days holiday (raising to 25 days holiday) </li> <li>Support, training and development </li> <li>A healthy work life balance </li> <li>Exposure to a range of projects and sites </li> </ul> &nbsp;&nbsp; The role of a Fire and Security Installations Engineer <ul> <li>Carrying out installs across fire and intruder alarms, cctv and access control</li> <li>Working closely with the projects team and liaising with internal departments</li> <li>Working on a range of commercial sites including airports</li> <li>Must be flexible to work outside of your area in line with business requirements</li> <li>Commission and programme both fire and intruder</li> <li>Installation experience is required for this role.</li> </ul> &nbsp;&nbsp; Apply now or contact katie.dalgleish@dynamiterecruitment.com

Fire and Security Installation Engineer - Birmingham

Fire and Security Installations Engineer &pound;50,000 - &pound;65,000 &nbsp;&nbsp; Oxford Full Time / Permanent &nbsp;&nbsp; Dynamite Recruitment are proud to confirm that we are recruiting a Fire and Security Installations Engineer to join the team for a national business. Must have experience on fire and intruder and be able to both commission and programme some panels. This will be working on predominantly commercial based sites. &nbsp;&nbsp; The benefits of a Fire and Security Installations Engineer <ul> <li>A well structured bonus scheme</li> <li>22 days holiday (raising to 25 days holiday)</li> <li>Support, training and development</li> <li>A healthy work life balance</li> <li>Exposure to a range of projects and sites</li> </ul> &nbsp;&nbsp; The role of a Fire and Security Installations Engineer <ul> <li>Carrying out installs across fire and intruder alarms, cctv and access control</li> <li>Working closely with the projects team and liaising with internal departments</li> <li>Working on a range of commercial sites including airports</li> <li>Must be flexible to work outside of your area in line with business requirements</li> <li>Commission and programme both fire and intruder</li> <li>Installation experience is required for this role.</li> </ul> &nbsp;&nbsp; Apply now or contact katie.dalgleish@dynamiterecruitment.com

Fire and Security Installation Engineer - Oxford

Fire and Security Installations Engineer &pound;50,000 - &pound;65,000 &nbsp;&nbsp; Luton Full Time / Permanent &nbsp;&nbsp; Dynamite Recruitment are proud to confirm that we are recruiting a Fire and Security Installations Engineer to join the team for a national business. Must have experience on fire and intruder and be able to both commission and programme some panels. This will be working on predominantly commercial based sites. &nbsp;&nbsp; The benefits of a Fire and Security Installations Engineer <ul> <li>A well structured bonus scheme</li> <li>22 days holiday (raising to 25 days holiday)</li> <li>Support, training and development</li> <li>A healthy work life balance</li> <li>Exposure to a range of projects and sites</li> </ul> &nbsp;&nbsp; The role of a Fire and Security Installations Engineer <ul> <li>Carrying out installs across fire and intruder alarms, cctv and access control</li> <li>Working closely with the projects team and liaising with internal departments</li> <li>Working on a range of commercial sites including airports</li> <li>Must be flexible to work outside of your area in line with business requirements</li> <li>Commission and programme both fire and intruder</li> <li>Installation experience is required for this role.</li> </ul> &nbsp;&nbsp; Apply now or contact katie.dalgleish@dynamiterecruitment.com

Fire and Security Installation Engineer - Luton

Fire and Security Installations Engineer &pound;50,000 - &pound;65,000 &nbsp;&nbsp; Kent Full Time / Permanent &nbsp;&nbsp; Dynamite Recruitment are proud to confirm that we are recruiting a Fire and Security Installations Engineer to join the team for a national business. Must have experience on fire and intruder and be able to both commission and programme some panels. This will be working on predominantly commercial based sites. &nbsp;&nbsp; The benefits of a Fire and Security Installations Engineer <ul> <li>A well structured bonus scheme</li> <li>22 days holiday (raising to 25 days holiday)</li> <li>Support, training and development</li> <li>A healthy work life balance</li> <li>Exposure to a range of projects and sites</li> </ul> &nbsp;&nbsp; The role of a Fire and Security Installations Engineer <ul> <li>Carrying out installs across fire and intruder alarms, cctv and access control</li> <li>Working closely with the projects team and liaising with internal departments</li> <li>Working on a range of commercial sites including airports</li> <li>Must be flexible to work outside of your area in line with business requirements</li> <li>Commission and programme both fire and intruder</li> <li>Installation experience is required for this role.</li> </ul> &nbsp;&nbsp; Apply now or contact katie.dalgleish@dynamiterecruitment.com

Fire and Security Installation Engineer - Kent

Having prepared some questions to ask in an interview will definitely make your life easier. The last thing you want is to stumble and the last hurdle when the hiring manager asks, &ldquo;Do you have any questions for me?&rdquo;
Remember an interview&nbsp;isn&rsquo;t just a chance for the interviewer to grill you&mdash;it&rsquo;s your opportunity to decide whether a position would be as great for you as you would be for the position. So it&rsquo;s vital to have a few good questions to ask in an interview as a candidate.
To get you thinking, we&rsquo;ve put together a list of the best questions to ask in an interview. Don&rsquo;t&rsquo; use this as a be all and end all, this is just a starting point, some of this stuff will be covered during the course of your discussion and different questions are relevant to different companies/positions.
Firstly,
Top tips for asking an employer questions in a job interview
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Don&rsquo;t say you have no questions.&nbsp;You probably already know that whether you&rsquo;re stressed or relaxed, whether you think you&rsquo;ve fumbled the conversation badly or you&rsquo;ve got this job in the bag, the worst thing you could say is, &ldquo;Nope, I&rsquo;m good.&rdquo;
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Be flexible, don&rsquo;t be afraid to deviate from the list if your questions have already been answered or if you think others will be more appropriate.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Ask at least a few conversation related questions.&nbsp;Show you&rsquo;re invested and you&rsquo;ve been paying attention throughout the interview process by customising your questions&nbsp;to the specific position and company
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Don&rsquo;t just ask questions at the end.&nbsp;Interviews work best when they&rsquo;re a conversation, so don&rsquo;t be afraid to pose questions when it makes sense throughout the conversation.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Ask questions you really want to know the answers to.&nbsp;Don&rsquo;t only ask questions you think will impress your interviewer. With a few exceptions (which we&rsquo;ll cover) this is your chance to ask about the topics you&rsquo;re really curious about&mdash;and will affect whether you even want the job. Maybe a project that really excited you when you read the job description hasn&rsquo;t come up during the interview. Perhaps it&rsquo;s not clear to you what the job actually entails, and you want to ask what a typical day looks like.
Here are some examples of questions to ask:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Can you show me examples of projects I&rsquo;d be working on?
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What attributes does someone need to have in order to be really successful in this position?
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What learning and professional development opportunities are available to your employees?
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What metrics or goals will my performance be evaluated against?
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Why did you come to this company?
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What&rsquo;s your favourite part about working here?
7.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What&rsquo;s one challenge you occasionally or regularly face in your job?
8.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What direction do you see this company heading in over the next few years?
9.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; What gets you most excited about the company&rsquo;s future?
10. Who will I work with most closely?
11. Who will I report to directly?
Questions NOT to ask!
Just as important as knowing what questions to ask in an interview is knowing what to avoid. While you want to make sure you have all the info you&rsquo;d need before taking a job, some questions are better asked after you&rsquo;ve gotten an offer, or once you have started the role, and maybe not on your first day!
When does my PTO kick in?
Just how much is the monthly childcare allowance?
When do I start? &ndash; Too cocky!

What should YOU ask in a job interview?

&ldquo;Hiring Manager, and Recruiter &ndash; what is the difference?&rdquo; A candidates guide&hellip;
To attract, vet, hire,and onboard talent, companies will need the help of two key parties: hiring managers and recruiters. During your job seeking process, you will hear the terms &ldquo;Recruiter&rdquo; and &ldquo;Hiring Manager&rdquo; said to you many times, but what do they actually do, and is there a difference?
To answer what is the difference between hiring manager and recruiter is in simple terms, the first being responsible for the process and the other being responsible for the outcome of the process.&zwj;
&nbsp;
What does it mean to be &ldquo;responsible for hiring&rdquo;?
Now, when we talk about the &ldquo;responsibility in hiring,&rdquo; it refers to the outcome of the process, i.e., the person that gets hired, and not the entire process, i.e., the journey up until the point the hiring decision is made. In those terms, it is the recruiter who manages the hiring process and the hiring manager who makes the final hiring decision.
While hiring is best done as a collaborative operation, it is the role of the hiring manager that has to hold the outcome of the recruiting process. Therefore, when a bad hire happens, it is the duty of the manager to investigate the issue and craft better recruitment measures.
&zwj;
&zwj;What is a Hiring Manager?
A Hiring Manager is someone hiring for positions on their team. Yet hiring managers typically don&rsquo;t necessarily spend much of their time hiring; hiring is just one part of their job responsibilities. Instead, they have a title that describes what they do, like Head of HR, or Customer Service Manager or Senior Accountant. They only become a &ldquo;Hiring Manager&rdquo; when they have an open role they&rsquo;re hiring for.
Some of their responsibilities may include:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Writing the job description
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Requesting interviews with qualified applicants
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Collecting feedback from the team about what they think of an applicant
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Offering the role to an applicant, or feeding back a decline with hopefully some constructive feedback.
&nbsp;
What does a Recruiter do?
A recruiter&rsquo;s main job is connecting qualified candidates with a company&rsquo;s open roles. This means they&rsquo;re trying to find people with the right skills and experience to match what a company is looking for.&nbsp;
Some recruiters sit internally within a company&rsquo;s HR department and hire only for roles within that company. Other recruiters may work for a recruiting agency and help multiple companies. Companies without internal recruiters will hire agency recruiters to help them find candidates. Dynamite Recruitment are an agency.
Some of a recruiter&rsquo;s responsibilities may include:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Finding qualified candidates on job boards and LinkedIn and inviting them to apply for a role
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Reviewing submitted CV&rsquo;s&nbsp;to see if they fit the job requirements
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Conducting an introductory interview with an applicant
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Providing information about a company&rsquo;s salary and benefits, and more detail of what the job will entail.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Liaising with the Hiring Manager and candidate to arrange interviews, start dates, managing any unforeseen hold ups and the coach the candidate through the Hiring process.
&nbsp;
&zwj;How does they work together successfully?
1. Get to know each other
The first meeting between a Recruitment and a Hiring Managerstablishes the search's expectations and kicks off the hiring process. Hiring Managers should inform recruiters about their team and the position the role will play within it, as well as the qualifications and experience required. This provides recruiters with a starting point by narrowing the search parameters, as well as the background knowledge required to successfully engage with candidates. Recruiters, in turn, can assist in the establishment of a timeline and the formulation of an oveverall recruiting strategy.
2. Communication
To be effective, Recruiters and Hiring Managers maintain regular contact, and hold post-interview updates via phone, video call, in person, or email. This type of open and consistent communication helps both Recruiters and Hiring Managers with staying on top of applicant expectations, competitors, and the current job market. On the other hand, if feedback is delayed or doesn&rsquo;t happen at all; further interviews, hiring decisions, and onboarding can all be delayed. Having open lines of coounication with candidates is also essential. Setting clear expectations for next steps and providing timely feedback, as well as transparent negotiations, extending offers, and onboarding, are all critical. Even if you don't end up getting onboarded, it's critical to provide you with a positive interview experience.
&nbsp;
Dealing with a Hiring Manager:
When talking to a hiring manager, you want to sell yourself on why you&rsquo;re right for the role &mdash; after all, they makes the final decision on whether you&rsquo;re hired or not.
Compared to the conversation with the Recruiter, a Hiring Manager will likely ask you more in-depth questions about your skills and experience, your successes and your failures.
This is also a perfect time to assess whether you think they would be the right Manager and company for you. You can so this &nbsp;ask questions about their communication style, the team, and how they measure success, and what their procceses are.
&nbsp;
Dealing with a Recruiter:
When talking to a Recruiter, it&rsquo;s really about seeing if you&rsquo;re a match for the company you have applied for &mdash; and that doesn&rsquo;t just include your experience. It&rsquo;s also whether you match more logistical things like working preferences (remote, hybrid, in-person) and salary range, location etc.
Be honest about your experience and what you&rsquo;re looking for. It&rsquo;s better to know upfront whether the role is right for you rather than wasting your and the company&rsquo;s time down the road. This means you can (and should!) and ask the tough questions&nbsp;about salary, working preferences, and company culture.&nbsp;A recruiter might not know all the role&rsquo;s technical aspects, the specifics of the team structure, or how the role is managed. These are good questions to ask the Hiring Manager
Be consistent with communication throughout the application process, this includes any interview rescheduling, feedback, you&rsquo;re availability etc.
&nbsp;
We hope this helps, and squashes any confusion you may have had with these to recruitment terms! We will be posting more of these definitions in the future so please keep checking back in. If you are unclear about anything in your job application process, then get in touch for a helpful chat with one of our consultants.
&nbsp;

“Hiring Manager, and Recruiter – what is the difference?” A candidates guide…

Starting a new career is nerve-wracking, whether you&rsquo;re finding purpose after University or changing careers at a later age - and those nerves get worse when you don&rsquo;t have experience.
&nbsp;
If you haven't worked during your time at university or are looking to move into a career field, you may be finding yourself in the classic catch-22 situation where you need experience to get a job, and a job to get experience. You probably have more experience than you think. Most soft skills are transferable, and if you love learning new things, you&rsquo;ll adjust to a new position quickly.
&nbsp;
Below are tips to help you boost your application and get your foot in the door interviewing for roles you don&rsquo;t have demonstratable experience in.
&nbsp;
RESEARCH INTERNSHIPS &amp; APPRENTICESHIPS
&nbsp;
If you're struggling to secure a long-term or permanent position, internships and apprenticeships are great ways to gain that much-needed experience. They make it possible to earn a wage while acquiring first-hand knowledge of a job or organisation, are useful for building a network of contacts and can sometimes lead to permanent employment.
&nbsp;
An&nbsp;internship&nbsp;looks impressive on your CV and can make you stand out from the crowd. Some larger companies may run formal internship programmes, so check the websites of organisations you're interested in regularly to see what is available, smaller businesses do not always advertise apprenticeships so you&nbsp; may have to contact targeted companies directly
&nbsp;
On an&nbsp;apprenticeship, you'll be employed to do a real job while studying for a formal qualification. You'll sign a contract with your employer, and then receive training in a specific profession.
&nbsp;
Apprenticeships vary in length and can last for up to four years with the majority of apprentices being guaranteed employment upon completion.
&nbsp;
VOLUNTEER
&nbsp;
Volunteering&nbsp;positions are a sure-fire way to boost your employability, especially if you have no relevant experience. Although unpaid, you'll profit from the skills and contacts you gain.
&nbsp;
Volunteering experience shows commitment, initiative and a strong work ethic, which are all valuable, appealing traits to prospective employers.
&nbsp;
You&rsquo;ll also develop a range of sought-after, transferable skills, such as:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Teamwork
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Confidence
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Time management
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Adaptability
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Communication
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Organisation
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Work ethic
&nbsp;
BUILD YOUR NETWORK
&nbsp;
When you're starting out with no experience, who you know can be just as important as what you know. A recommendation to an employer from a personal contact can go a long way. But how do you build up a network of contacts if you're struggling to enter the world of work?
&nbsp;
If you're at university, utilise the contacts available to you before you graduate.
Make the most of&nbsp;open days, careers fairs, recruitment networking&nbsp;events&nbsp;and employer talks or lectures. Visit your university careers service to see if they can put you in touch with employers in your area of interest.
&nbsp;
Keep in touch with lecturers, the people you meet on work experience placements or internships and fellow volunteers - you never know when these contacts might come in useful.
&nbsp;
Social media is also an effective way of building and maintaining your professional network. Being on sites such as LinkedIn, and following and connecting with companies and individuals in your chosen field, can yield impressive results.
&nbsp;
BE HONEST &amp; EMPHASISE EXISTING SKILLS
&nbsp;
Being honest about your experience is vital but being apologetic about your lack of experience may hinder your chances of finding a job.
&nbsp;
When you're&nbsp;writing your CV, focus on the skills you do have, rather than the ones you don't. Analyse the job description and list all the skills and personal qualities that make you a good fit for the job.
Emphasise transferable skills such as communication, energy, drive, ambition. leadership ability, team working and attention to detail.
&nbsp;
Also, don't forget your participation to any clubs or sports teams etc you've been part of while at University, This is because you'll have developed skills in areas such as team working and leadership
&nbsp;
TARGET REALISTIC ROLES &amp; TAILOR YOUR APPLICATION
&nbsp;
There's nothing wrong with aiming high, but if you've no previous experience, starting your job search by applying for senior roles is pointless. Be realistic and instead target entry-level or junior jobs and be prepared to start at the bottom and work your way up.
&nbsp;
Do your research and apply to companies that interest you. Tailor each application and ask if there are any entry-level positions available, as you're looking to break into the industry.
&nbsp;
Tailoring your CV for every job you apply for may feel like a time-consuming task; but trust us, it&rsquo;s worth it.
&nbsp;
The person looking at your CV wants to know that you&rsquo;re a plausible fit for the role, and that you&rsquo;re passionate about fulfilling it. Not only will tailoring your CV enhance your suitability, it&rsquo;ll also demonstrate your interest in the role and company. This means you&rsquo;re more likely to get shortlisted, and ultimately secure the job you want. Let&rsquo;s face it, it&rsquo;s much better than blending in.
&nbsp;
Parts of your CV you want to consider tailoring:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Personal statement
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Work history
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Skills
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Work-related qualifications and training

Tips On How To Get A Job With No Experience

After a challenging year for talent and recruitment in 2023 due to a range of factors, including an uncertain economic climate, talent priorities have shifted for many businesses. But how will this impact the emerging industry trends for 2024??&nbsp; To understand the recruitment priorities and challenges the UK will likely face in 2024, 900 UK-based professionals involved in their organisation&rsquo;s recruitment decision-making in 2023 we researched and interviewed.&nbsp; The findings of this research have revealed nine trends and considerations, both positive and negative, that the industry is anticipating for 2024. By identifying these trends early, organisations can prepare for the challenges 2024 is expected to bring and create a proactive strategy for success.&nbsp;
1. TALENT DROUGHT&nbsp; &ldquo;93% of hiring managers are concerned about a talent drought rolling into 2024.&rdquo; Demographic shifts, including an ageing population and lack of EU workers, are reducing the pool of available, experienced, and qualified workers. In 2024, the UK&rsquo;s job market will further experience a shortage of skilled candidates as rapid technological advancements contribute to a significant and growing skills gap due to the specific skills required to work alongside new tech.&nbsp; Not only are organisations struggling with the low supply of qualified candidates, but 79% of hiring managers anticipate reduced talent attraction budgets for 2024, with only 4% expecting an increase. This will potentially exacerbate the challenge of sourcing in-demand candidates from a limited talent pool.&nbsp; To address this challenge, many organisations are outsourcing their talent functions, with 50% already outsourcing and 27% considering outsourcing in 2024.&nbsp;
2. (DE&amp;amp;I) &ndash; IT MATTERS&nbsp; 2024 is not a clean slate, and a range of factors from 2023 will continue to impact the landscape of Diversity, Equity, and Inclusion (DE&amp;amp;I) into the new year. In particular, the cost-of-living crisis, low retention rates, and increasing skill gaps are increasing external pressure that could see organisations falling short of DE&amp;amp;I efforts. While it is still a high priority for many organisations, there is evidence that the DE&amp;amp;I focus is slipping due to external factors. &nbsp; 42% of C-Suite leaders said they currently consider DE&amp;amp;I a minimal or limited priority.&nbsp;
3. KNOWLEDGE GAPS 19% of UK organisations say they lack accessibility initiatives. While the Equality Act 2010 protects individuals regarding accessibility and recruitment, including support with application forms and interview arrangements, there is a strong knowledge gap among hiring managers.&nbsp;
This confusion is clearest when recruiting temporary and contingent workers, with almost 31% of hiring managers saying they do not feel adequately equipped to handle situations which may require knowledge of UK employment law if dealing with temporary and contingent workers.&nbsp; This topic brings us onto our next consideration for 2024.
4. STAFF MISCLASSIFICATION &amp;quot;94% of hiring managers agree there should be increased clarity regarding the legal distinctions between permanent employees and temporary/contingent workers.&amp;quot; Worker misclassification is a pressing concern for UK hiring managers, as the resulting compliance issues are expected to be a major challenge in 2024.&nbsp; Three categories of people provide work for an employer: employees, workers and self-employed (contractor/freelance). As each status has different rights and benefits, problems can arise when people are misclassified, particularly employees being misclassified as workers or self-employed, and therefore missing out on certain rights. &nbsp;&nbsp; While mistakes are often honest errors, the reason behind misclassifications does not soften the consequences - employers could be held liable for breach of statutory rights, resulting in back payments, fines, and reputational damage.&nbsp; An increased focus on training and support around recruitment and employment law will be essential in 2024 to prevent the trend of worker misclassification from becoming a greater concern.&nbsp;
5. AI&nbsp; AI was certainly one of last year&amp;#39;s biggest trends; in 2024, we are likely to see its continued popularity. However, the primary AI trend for 2024 will be learning that automation is not always a perfect solution, and its implementation should be carefully considered. Automation can be used to automate the search for top talent and speed up recruitment processes, but it has been noticed that automated software does not select candidates in a neutral way. Because AI is reliant on the data it is fed by humans, a lack of diverse teams and extensive testing can mean that AI&rsquo;s learning models perpetuate unconscious biases. &ldquo;81% of hiring managers have encountered challenges with bias and discrimination issues when using AI in the recruiting process.&rdquo;&nbsp; As women and ethnic minority talent are typically underrepresented in certain roles and sectors, AI poses a challenge to diversity and inclusion and will require an increasing amount of vigilance as its use continues to become standard practice in 2024.
6. SPEAK TO DEPARTING COLLEAGUES&nbsp; The current social media and review culture has made the management of employer branding more crucial than ever before. Dissatisfied candidates and employees may take to platforms like Instagram
and TikTok to share negative experiences, which could potentially impact the image and reputation of the company. According to Glassdoor, &ldquo;84% of job seekers find ratings and reviews crucial in deciding where to apply, highlighting the significant impact of poor reviews on talent attraction.&rdquo; Proactively engaging with departed employees and understanding friction points could potentially result in valuable insights that could improve retention and existing employees&rsquo; satisfaction while also minimising the negative feedback left by departing employees.&nbsp; 55% of the employees surveyed said they were not asked to attend an exit interview. Additionally, 38% were not asked for feedback after resigning from their last job.&nbsp; Reasons departing employees gave for leaving their roles Ineffective or toxic line management &nbsp;34.5% Lack of recognition 32.25% Negative company culture &nbsp;28.2% Toxic working environment &nbsp;27.7%
&nbsp; 7. RETURN TO WORK 81% of organisations are shifting away from remote work, with 30% of employees required to return to the physical workplace, and 51% encouraged to do so. Whilst some may say this is understandable, this shift is a potential pitfall for HR departments. &nbsp; For organisations with a blended workforce of remote, hybrid, and in-office employees, those who continue to work remotely may feel disconnected and receive less attention than their office-based counterparts. Unclear expectations can lead to reduced productivity, disengagement, and increased turnover. Consideration for this blended workforce is essential for a diverse and optimised workforce, and managers should focus on driving integration between remote workers and their onsite peers. HR departments and managers must find ways of blending workforces and pay consideration to individual circumstances in return-to-work situations, particularly during policymaking. &nbsp;
7. QUICK TURNAROUND A prolonged hiring process can slow down business and frustrate leaders and candidates, as experienced by 92% of businesses, who reported losing candidates due to lengthy processes in 2023.&nbsp; If the onboarding process has multiple rounds and there is procrastination between the stages, there is a significant risk that candidates will lose interest, resulting in the possibility of losing top talent to competitors. If the candidate decides to move elsewhere before completing the interview process, the procrastination would have resulted in significant amounts of time, effort, and budget being wasted.&nbsp;
&ldquo;To avoid slow approvals and secure your top candidates in 2024, hiring managers and candidates must maintain regular communication to ensure that everything possible is being done to secure top talent and prevent candidates from being left in recruitment limbo.&rdquo; said &Aacute;ine Fanning. &ldquo;This could include making approvals in advance to ensure the process is smooth for candidates and deliberation is minimised within the organisation.&rdquo;&nbsp; &amp;quot;48% of UK businesses admitted to losing out on talent due to procrastination on numerous occasions.&amp;quot;

Recruitment Resolutions, Considerations and Trends for 2024

BLOG &ndash; PREVENTNG AND OVERCOMING CANDIDATE GHOSTING
&nbsp;
Set the scene: The jobseeker&rsquo;s profile is perfect. When you meet with the candidate, the two of you click. Everything is rosy you&rsquo;re confident in your next hire.
&nbsp;
But since the interview, nothing, tumbleweed, you&rsquo;re scratching your head for any clue what&rsquo;s happened even though you&rsquo;ve sent several messages and even tried calling.
Welcome to the frustrating world of candidate ghosting.
&nbsp;
&ldquo;Ghosting&rdquo; is a term many are familiar with due to the world of online dating, however being on the receiving end of the silent treatment from candidates is also unfortunately becoming a situation more and more recruiters and hiring managers alike are finding themselves in.
&nbsp;
According to&nbsp;<a href="https://www.roberthalf.com.au/blog/employers/candidate-ghosting-nightmare-recruitment">a recent LinkedIn report</a>:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 95% of recruiters say they&rsquo;ve experienced ghosting
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <a href="https://www.forbes.com/sites/forbesbusinesscouncil/2021/03/29/the-ghosting-trend-are-job-candidates-just-not-that-into-you/?sh=526d9628132e" target="_blank" rel="noopener">76% of employers say</a>&nbsp;they have been ghosted by candidates
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 40% (!!!) of candidates believe it&rsquo;s reasonable to ghost an employer, with 28% having actually done it
&nbsp;
So the first questions is WHY? &nbsp;Ben Eubanks, Chief Research Officer at Lighthouse Research &amp; Advisory found:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 40% wanted more flexibility than employers were willing to provide
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 35% indicated the company took too long to extend them an offer
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 33% stated they had a poor interview experience with an employer
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 29% noted they simply got a better job offer from another business
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; The company implemented a policy requiring employees to return to the office.&nbsp;
&nbsp;
&nbsp;Eubanks also found that
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 46% of candidates have ghosted an interview
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; 7% of candidates have failed to show up for their first day of work.&nbsp;
&nbsp;
Besides this list, the changes in the job market has no doubt had it&rsquo;s part to play. Clients currently have 25% more open positions than 2019 with 25% few applications. This means if the candidate applying doesn&rsquo;t have all of their expectations met, they have plenty of other options out there for them.
&nbsp;
The good thing about these points is now that we know the causes of candidate ghosting, we can be proactive in the prevention.
&nbsp;
Here are some action points:
&nbsp;
Develop a Transparent Recruitment Strategy
Work with your team to clarify your business needs for each hire and be sure that you&rsquo;re keeping the candidates and the agency in the loop from the get-go. In order to manage expectations, tell them your expected timeline and give them an overview of what the interview process will look like. In addition to increasing the success of your recruitment efforts, this type of strategy can also help you tell your employer brand story in an authentic way that will minimise turnover.
&nbsp;
Keep Communication Open
When it comes to the interview process, everyone will agree: there&rsquo;s nothing worse than being left in the dark. Touch base with your agency and candidates early and often, letting them know when they can expect to hear from you and delivering on your promise to reach out.
&nbsp;
Focus on the Candidate and Their Experience
Many candidates are intimidated by the interview and recruitment process. To help them feel at ease, create a comfortable environment and have a conversation rather than firing questions,&nbsp;find out about who they are and their goals. It&rsquo;s a great way to build a strong relationship from the beginning.
&nbsp;
Make an Offer They Can&rsquo;t Refuse
Take into consideration salaries and benefits that are being offered by your competitors locally and nationally. In this market you don&rsquo;t have the luxury of starting low and negotiating higher. Bonuses, hybrid working, annual leave, private health care, maternity and paternity leave to name a few make a big difference.
&nbsp;
Use Alternative forms of Communication
Know candidates&rsquo; communications preferences and adjust your approach accordingly. Some candidates (mainly younger) don&rsquo;t check email often, and they are unlikely to take a phone call from an unknown number. If you&rsquo;re having trouble reaching interviewees, send them a text message instead.
&nbsp;
Craft Messages that Encourage a Response
Win interviewees back with persuasive language. Personalise the communication by mentioning what you admire about their skill set and how they&rsquo;d be a valuable addition to your team. There is nothing more off putting than a generic response, which makes the business look like they do not care. End the message with specific next steps, such as &ldquo;I&rsquo;d like to schedule a follow-up meeting for later this week to discuss the job offer and a possible start date.&rdquo;
&nbsp;
Be Flexible
Offer candidates flexible interview scheduling including evenings and weekend time slots. By accommodating candidates&rsquo; schedules, they may be more likely to move ahead in the process.
Virtual interviews are also a good option for busting some ghosts, even if your team has already returned to the office.&nbsp;45% of job seekers say being able to interview from anywhere is appealing, and 37% say they feel less intimidated at the prospect of interviewing remotely.
&nbsp;
&nbsp;
Ultimately, it&rsquo;s about putting yourself in a candidate&rsquo;s shoes. What would&nbsp;you&nbsp;want from a recruiter and hiring manager right now? What would make a business stand out from the competition, and make&nbsp;you&nbsp;want to move toward an offer? These engagement tactics are good next steps to help curb ghosting.

Candidate Ghosting - Not Just for Tinder...

Our experienced team are well known and connected in their market and are on hand to provide specific salary advice and benchmarking guidance to our clients where needed. We offer interim support, permanent, temporary and executive level retained solutions. <ul><li>Accounts Assistant / Admin</li><li>Accounts Senior</li><li>Ledger Clerks</li><li>Part / Fully Qualified Accountant</li><li>Management Accountant</li><li>Credit Controller</li><li>Credit Control Manager</li><li>Finance Assistant</li><li>Finance Manager</li><li>Financial Controller</li><li>Payroll Administrator</li><li>Payroll Manager</li><li>Reporting &amp; Analysis</li><li>Finance Director</li></ul>

Accountancy & Finance

Morris Crocker have used the services of Dynamite Recruitment for a number of years and always with great success. It is very clear that Dynamite take the time to get to know their clients and candidates very well and offer a genuine matching service. We have established a great relationship with Dynamite, they understand our company culture and the character traits we look for so not only do we get the right people on paper but we get the right fit of person too, our retention rates are a clear testament to that. I would not hesitate in recommending Dynamite to any company looking for professional staff, the time saved by using their service is immeasurable and makes recruitment a pleasure.

Practice Manager

Our Commercial division provides an expert award winning permanent, temporary and contract recruitment service across all generalist areas of business including but not limited to: <ul><li>Call Centre &amp; Customer Service</li><li>Administration &amp; Clerical</li><li>PA &amp; Secretarial</li><li>Training &amp; Development</li><li>Property Management</li><li>Legal Support &amp; Legal Secretariat</li><li>Supply Chain &amp; Procurement</li><li>Account Management</li><li>Bids &amp; Tenders</li><li>Marketing &amp; PR</li><li>Business Development &amp; Sales</li><li>Human Resources</li></ul>

We know our clients want great candidates, quickly, who are reliable, professional, well briefed and well matched. We also know that recruitment agencies like to overcomplicate their services. We don’t. If you like us and we deliver, you’ll work with us. If we don’t, you won’t. We don’t mask poor service delivery behind hundreds of pages of promises. We like to talk so of course, we can provide as much detail as you would like about any aspect of our process but rest assured, we give it our all, and we will represent your company and brand in the right way. We give all vacancies as much exposure as they need to engage the right audience whether that’s through online exposure on job boards, social media or offline. It’s fair to say the best candidates aren’t always applying for jobs in the current market, so we have many tools in the box to attract passive candidates (that’s people who aren’t actively jobhunting but could be your next best hire if only they knew how great your business was!) We’ll do what it takes to understand the specifics, culture and niches of your company; your proposition, employer brand, and why it’s a great place to work. We’ll make sure we shout about it from the rooftops. Our Google reviews prove this – no hot air. We screen our applicants robustly with an in-depth interview before we would even consider sending them to you. More of our candidate interviews are carried out face to face or by video link than most agencies, so we save you time by making sure the people we submit already fit the culture and vibe before you spend time on interviews. The experience matters. Whatever the employment market conditions there is always competition for talent so we deliver a slick and responsive service, with prompt and frank feedback. We work with everyone involved throughout the process – navigating negotiations, counter offers and other opportunities that can get in the way, enabling you to move fast and stay ahead. We’re not your average recruiter. Who wants to be average? Our brand sets expectation and you’ll see the difference in the delivery.

Commercial

Over the years I have worked with Dynamite at two multinational businesses. As a boutique agency, Dynamite have delivered business services that have a real ROI. From a quick turnaround short term temp to a complete research project with executive search, the team have the ability to create solutions that are not only cost effective but deliver results.

Head of Recruitment

As a result we are often able to connect clients with great people without the need for conventional advertising. We source first class candidates using a variety of tools for permanent, contract and temporary vacancies and ensure that only the most suited people meet our clients. We work hard to understand client requirements and other necessary synergies ensuring your time spent interviewing Dynamite candidates is always a sound investment. What’s more, we offer clients a designated expert point of contact who will support their business wherever the requirement. We cover the entire Financial Services market UK wide. Typical placements include: <ul><li>Paraplanners</li><li>IFA's</li><li>IFA Administration Support</li><li>Actuarial</li><li>Pension Administration</li><li>Credit &amp; Risk</li><li>Compliance &amp; Audit</li><li>Mortgage Advisors</li><li>Claims</li><li>Fund Managers</li><li>Fund Administrators &amp; Support</li><li>Wealth &amp; Asset Management</li><li>Investment Operations</li><li>Underwriting</li><li>Pensions Specialists</li><li>Retail, Business &amp; Corporate Banking</li></ul>

Financial Services

Had a fantastic experience with Dynamite, was kept updated from the initial call until the very end! Lots of positive feedback given and were an absolute pleasure to go through the recruitment process with.

Clients benefit from a range of tailored services which can include in its simplest form a retained agreement for us to manage all or a number of your vacancies over a one off or ongoing period of time. Alternatively, we can provide a dedicated client recruitment team to outsource the entire attraction, recruitment, selection and onboarding process with employer brand consultancy assistance in a number of forms, based on-site at your offices or at ours. Typical services include: <ul><li>Fully branded client solution</li><li>Design production and management of branded vacancy portal / careers page or the integration of your existing site</li><li>Recruitment microsites</li><li>Central branded recruitment line</li><li>Full implementation package – Shadowing, Roadshows, Stakeholder Briefings</li><li>Regular tailored management information reporting</li><li>Full recruitment process management from advertising &amp; attraction to final stage interviewing on or off site</li><li>UK wide coverage</li><li>Management of direct applicants along with referrals to ensure consistency of approach</li><li>Full Employer Brand consultancy – Surveys, Perception Workshops, Work for Us Video production</li><li>Integration with most common internal talent management / ATS systems</li><li>Web chat</li></ul> Clients typically enjoy significant process efficiency savings, reduced time to hire, improved engagement and greater overall value. To explore what level of service may suit your business, please get in touch. We will happily meet with you to discuss the many options and levels of service we can offer, ensuring of course that we add value.

Outsource

We especially want to thank you and your team, for all your hard work since the RPO has been live. They have continually delivered not just on Head Office and Technician roles, but also on harder to fill areas. Not only are you recruiting people quickly to help us expand our business, your team have also taken the stress out of interviews and administration around the recruitment process, this is something the whole business is grateful for.

Dynamite Prestige Retail is all about enabling your business to exceed your customer’s expectations time and again. The ever-changing world of retail requires talent who can evolve, think innovatively and act with customer experience at heart. We understand that the best hires are rarely made by simply searching for specific experience. In a retail business more than some others, mastering that blend of skill, experience, attitude, innovation passion and agility is a prerequisite, and the costs of getting it wrong are considerable. That’s why we go further to ensure we understand your culture, and conduct a vast majority of our interviews face to face. <ul><li>Merchandisers</li><li>Visual Merchandisers</li><li>Buyers</li><li>Retail Operations</li><li>Property &amp; Estate Managers</li><li>Store Managers</li><li>Area Managers</li><li>Merchandisers</li><li>Visual Merchandisers</li><li>Buyers</li><li>Retail Operations</li><li>Property &amp; Estate Managers</li><li>Store Managers</li><li>Area Managers</li></ul>

Retail

Dynamite’s determination to fill every single vacancy with the highest quality candidate is relentless. I have seldom before come across candidates who speak so highly of their experience with consultants. As a result of this success with our business we have signed a national agreement with Dynamite.

Regional HR Manager

Our team has an extensive candidate network and are adept at placing permanent and contract IT staff, along with technical specialists in many disciplines with varying skills, experience and qualifications – nationwide. Like the first class candidates we provide, we know our market. Dynamite recruits for select businesses across Fire &amp; Security, Manufacturing, Engineering, Projects, Facilities &amp; QA sectors. Regular placements include: <ul><li>IT Support - 1st, 2nd, 3rd Line</li><li>Helpdesk Managers</li><li>IT Managers</li><li>EPOS Specialists</li><li>Web Designers</li><li>Inventory Controller &amp; ERP</li><li>QA</li><li>Technical &amp; Building Maintenance</li><li>Fire Alarm, Sprinkler &amp; Extinguisher Engineers</li><li>Facilities Management</li><li>Security &amp; CCTV Engineers</li><li>System Designers</li><li>Electrical Installations</li></ul>

Technical

I cannot speak highly enough of Dynamite Recruitment for helping me secure a new job. My Consultant made the process of finding a suitable position, arranging an interview and preparing me for the interview straightforward and enjoyable. She always came across as happy, energetic and positive – it really was a pleasure to speak to her.

Explore

Sectors

Ignite Your Search

Sectors.

About Us.

Why Dynamite

Ready to Join Us?

Latest News.