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We are pleased to announce that as of 1st June 2020 Campbell & Fletcher Recruitment are moving to new offices in the heart of the vibrant Spinningfields district of Manchester City Centre. With an award-winning architectural cityscape, Spinningfield sits at the heart of the city’s financial and commercial centre and is home to many of Manchesters most popular cultural and dining experiences.

Our new address is:
Campbell & Fletcher Recruitment, 10th Floor, 3 Hardeman Street, Manchester. M3 3HF
If any of our customers require any existing signed terms to be updated with our new address details then please let us know; there is however no legal obligation as it is a business as usual change.
We look forward to welcoming you to our new offices once some form of ’normality returns’.
Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries.
We have always known that successful remote workers go about their day very differently than those who work in office settings. Over the last 3 weeks the majority of us are having this enforced on us because of the current challenges the world is facing and it has brought its own difficulties both for employees and management teams. We have realised a vastly different managerial style is needed. Now it has been confirmed that we are facing further weeks of lockdown we thought it would be useful to share our thoughts and recommendations on how best to make it work.
Clear Communication
Firstly, it is important for all managers to have clear well-structured communication strategy, especially at the current time. Keep communicating – even if you have very little to say. Your staff will be looking for reassurance, part of our job is to remain positive and try to keep a sense of perspective on what this means to us now and in the future – try to remove any negative discussion albeit don’t gloss over genuine concerns. For some staff you might need to do this more often than with others. Don’t just use email, keep it personal, use SMS, WhatsApp, make a call or organise a video chat.

We recommend that you share goals and expectations. It is good for your team to see the bigger picture and understand the role they play in it at present and most importantly in the future.
There are many Virtual Meeting tools around and we suggest you make use of these. Do not ask each and every person for a minute by minute breakdown of their day. Try to make sure these are interactive, try to capture the spirit of the office, and most importantly keep it positive, proactive and limit the time. Use leading questions to get engagement such as “Are there opportunities for us being created by this situation?” – you might be surprised with the input from your team who have lots of thinking time on their hands.
We love our “Daily Morning Shout Out”, our ten minute virtual meeting held at the same time every morning, where every team member briefly answers four questions:
“What did I achieve yesterday?”
“What will I do today?”
“What is stopping me achieving this?”
And most importantly…   “How am I feeling?”
Avoid Micromanagement
Overcoming an urge to micromanage can be hard for a manager at the best of times. You have to trust your employees – even if you can’t see what they are doing doesn’t mean they are not actually doing it.
Be clear in what you are expecting from them whilst they are forced to work from home. Set clear and well understood objectives and ideal outcomes and deadline and then most importantly let your staff do their jobs. It is your job as a manager to set the expectations, then it your staff’s choice about how best to accomplish their tasks.
It’s Home Working not 24/7
Do not expect your staff to be available 24/7. Avoid sending them emails, texts or messages outside of the standard office hours in doing so you communicate a message that you expect them to reply immediately – respect their private life. The likelihood is that your team will already spend far more productive time working than they manage in the office, there are simply less distractions.

Our Top Five Tips to help your staff and your management of them:

  1. Use the right technology – Often remote teams end up in shambles because there is no clear overview of tasks. Continually asking your staff to update you disrupts their tasks. Using project management apps (examples: Trello or Asana) that allow team members to see exactly where projects stand and what tasks need to be done can also be an invaluable tool for remote team management. Ensure you and your team have the right software and hardware to do their job.
  2. Get the right working environment – Avoid working from the sofa. Where possible create a workspace area for which you can shut the door on at the end of the day. Treat your working day like a ‘working day’, no Pyjamas; get ready for work like any ‘normal’ day.
  3. Celebrate the wins – no matter how small. Share with them all the progress the team are making in these challenging times, remind them that our competitors are in the same boat – celebrate every success and avoid dropping into survival mode.
  4. Put down that phone – Encourage your staff and yourself to have digital detox at the weekends; when you and your staff are rested and refreshed you are all more productive.
  5. Share A Smile – Remote working can bring its own challenges with isolation. It is important that as a manager you ensure that your staff maintain a sense of purpose in being a valuable part of the company. We have organised Virtual Happy Hour Drinks every Friday since lockdown with all our team; it brings a bit of banter and lots of laughs.

As a leader, managing a remote team might be an entirely new experience, but it need not be a painful one. Keep track of your staff and check they have the tools to do their jobs and then trust them to do it. You will have doubts, especially with the uncertainty at the moment – this is a sign you care that you a doing a good job and you care about your team. It shows you are mindful of the adjustments you are having to make to your own leadership style as well as to how you manage your team in the forthcoming weeks and months.
Being a leader is never easy but remember we are #InItTogether.

Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries.
We are pleased to present our 2020 Financial Services Industry recruitment report.
The last 12 months have been unprecedented, with Brexit, the not completely expected General Election and currently unprecedented challenge that is the Coronavirus.
In a challenging world it is more important than ever to attract the very best calibre of people; those who are aligned to your values and vice versa.
Hopefully our survey will give you the same food for thought as it has team at Campbell & Fletcher Recruitment.
To access the report simply click the image below – we look forward to your feedback

Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries.
We have pulled the following list of tips which might help minimise disruption for your business. With an every changing situation, although currently it’s very unlikely that businesses will need to close their workplace, but we believe you should have a plan ready in case you need to action this.
Have you got a Business Continuity plan – and if yes have you tested it.

  • Create a team to devise and oversee the plan; with the situation changing almost daily they need to be empowered to make some tough decisions.
  • Assess the risks across the business, especially to your revenue streams.
  • Prepare and plan for different scenarios.
  • Check your business insurance and supplier contracts. Can you claim for losses incurred by business interruption? Or can you reduce your direct supplier costs?
  • Update your employee’s emergency contact details.
  • Review your key suppliers and have an alternative ready.
  • Think about your key customers, make sure they know you have a business continuity plan.

Keep everyone Informed and show them you care

  • Each member of your staff is different, with different responsibilities away from work, show them you care and consult with them. Be clear that you don’t expect your employees to come into work if they are ill or need to self-isolate.
  • Have a clear and transparent sick pay policy, and listen to any staff concerns.
  • Check which employees have children or elderly caring responsibilities. Can they work from home, or can you cover their roles? You need to maintain your business operations after all.
  • Promote regular hand washing for employees and visitors, with an alcohol-based hand sanitizer. Encourage social distancing i.e. stop shaking hands; check working space distances.
  • Put all your staff into different categories. i.e.
    • Staff who perform business critical time sensitive functions which must be undertaken on site
    • Staff who perform business critical time sensitive functions which can be done from home etc…

Plan to work short and/or home working

  • Get your Senior Managers to look at how they can carry on with a limited workforce, focus on the business-critical tasks, and use this period to cross train employees just in case.
  • Identify which roles can be performed from home; consider what you need to arm your staff with to help them prepare for this (laptops/printers).
  • Can home workers access the company systems, and are the IT security issues?
  • Run a test. Can everyone communicate easily? Is additional training needed to use new technology/systems?
The situation is obviously changing daily and some of the information covered above may change. It might be worth checking on the links below which may also help.
https://www.gov.uk/guidance/coronavirus-covid-19-information-for-the-public
https://www.gov.uk/government/publications/guidance-to-employers-and-businesses-about-covid-19
https://www.nhs.uk/conditions/coronavirus-covid-19/
https://www.acas.org.uk/coronavirus
Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries.
For many people Talent Acquisition is just a new on-trend word for Recruitment, however companies who understand the bigger picture know there are important differences.
Recruitment has always been thought of about filling immediate positions due to staff transition or business growth. At Campbell & Fletcher we realise that by improving our relationships with our clients, we can better understand the role that ‘talent acquisition’ can help to achieve the clients end vision.
When you hire, you invest in people, but all too often it can be seen as just another costly expense. This can encourage employers to cut corners and see recruitment as a mechanical process that never changes. Talent acquisition is about being aware of current staffing trends, the state of the workforce, and using that insight to attract vital talent.
 
Write your CV with the aid of our bespoke financial recruitment company.
Recruit or Acquire?
A recruitment strategy can be compared to a short-term quick fix where there is need for a company to meet immediate tactical needs. Recruitment tends to be reactive, clients already know quite clearly what the need and are looking for, and as result often leads to an increased time-to-hire and cost-to-hire due to specific nature of your search.
Talent acquisition is a more strategic strategy, about finding specialists for positions that require very specific skillsets, or for its business leaders for the future. This provides a far more challenging proposition when looking at niche sectors; especially with the rapid advances in technology with the Banking and Financial services sector. With talent acquisition you are seeking a key factor in a larger strategy to increase your growth, it become an ongoing cycle taking more time-up initially but delivers the best results for your company.
There is a general believe that all businesses should focus on talent acquisition rather than recruitment, as talent acquisition will build a stronger company – it becomes a proactive continuous process, enabling you to acquire the best and brightest employees.
At Campbell & Fletcher we approach both strategies from a different perspective. For recruitment, the industry experience and skillset play a crucial role in our candidate delivery programme. With talent acquisition we look at the aforementioned experience and skillset, but we also look beyond the CV and look at the talent and potential that the candidates possess.
 

 
Our talent acquisition strategy also works to identify, anticipate and understand the reasons employees might be tempted to leave your company, and addressing those issues so that the recruitment team isn’t hiring due to a lack of awareness in foresight in your organization. In most cases we have a short list of potential candidates, we refer to it as our ‘subs bench’, ready for when the client is looking to recruit because our team work hard to understand our clients’ recruitment strategy but just as important, the clients’ culture. This only happens when there is a strong relationship in place.
Talent acquisition is not only about a recruitment process to ensure the candidates are right for your business, it’s also about convincing potential talent that you are the right company to meet their career needs. We believe talent acquisition to be a real skill; at Campbell & Fletcher Recruitment it allows us to tap into our expertise of recognising the potential not just the experience.
If you would like further information or to meet to discuss how Campbell & Fletcher can support your company with its talent acquisition program then please contact us on 0161 214 7980 or email us here. 
 
Campbell & Fletcher Recruitment work across the United Kingdom sourcing the highest equality talent in the banking and financial services industries.