ACT Management Solutions - A new breed of management recruitment consultants. We are a dynamic team of recruitment experts who have a passion for matching the right individuals to the right role. Our drive, determination and outright enthusiasm will ensure that client or candidate, you will be delighted by the service we provide.
ACT are proud to announce that following a successful market mapping, competitor and price point analysis exercise, the UK’s oldest Fire Rescue Vehicle manufacturer will be creating a new ‘Protective Apparel Division’ to accompany their purpose built rescue vehicles.
ACT are delighted to have been part of this exciting chapter for the business as they move from strength to strength by creating this new team.
Curtis Clarke of ACT commented “It has been a really interesting assignment for our team, recruiting for the oldest UK manufacturer of rescue vehicles, my team and I are delighted to have successfully recruited for the Sales Manager who will create and grow a portfolio of products and indeed a team to suit”
"I have never been a fan of Management Recruiters. Most are run as agressive sales based businesses, and the service
element to a candidate rarely exists beyond an automated response email.
ACT
were very different, providing a very tailored, personalised service. I was
given a clear strategy for my interview which helped me land the job I ultimately wanted.
Thanks to Colin and the team I have a new career and an
exciting future!"
One of Birmingham’s growing management recruitment and selection businesses has this week moved into their historic premises in the Jewellery Quarter. ACT Management Solutions complete their move across town to the newly restored Silverworks building on Northwood Street.
The Silverworks building, situated in close proximity to St. Pauls Square is a Grade II listed building which was originally built as a factory in circa 1877, for Arthur and Sons who occupied the building until the mid 20th Century. In late 2008 the premises was bought by Property Developer, Surinder Hullait who restored the derelict building to its former glory and transformed the building in to impressive office premises which were completed in August.
Surinder Hullait explains "We have paid great attention to detail during the restoration project which has resulted in one of the most impressive office premises in the Jewellery Quarter. All of the original features of the building have been retained, including the fireplaces, beams, staircases and the original floor tiles.”
Thriving ACT Management Solutions, who have built a nationally recognised expertise advising on executive management level recruitment, headhunting and targeted search, resource succession planning and, contract, interim and permanent recruitment, have now taken over the ground floor of the Silverworks building in view of growing their team and providing a modern working environment for staff and clients.
It is a move which will see more jobs coming into the Jewellery Quarter and ultimately an increase in visitors coming to the area as ACT will host clients from across Europe.
ACT’s Managing Director, Colin Tovey speaks about the move and the future of the firm, “Our move to the Jewellery Quarter is an exciting chapter for ACT and our new premises provides a focal point for our clients and staff. We needed premises that would house our growing number of employees and the Silverworks property is definitely one which our current staff enjoy and will hopefully attract future employees. We have a national standing for our specialist work serving clients and candidates and we look forward to growing our business.”
The future promises to be one of success for ACT Management Solutions and one that is built on the foundations of reliability, reputation and results.
For details, please contact Samantha Hawkley on 0844 351 0432 or email Samantha@act-ms.com
Friday 20 August 2010
Colin Tovey / Curtis Clarke,
I just wanted to drop you a line to say how pleased I am personally with the recent progress on our recruitment drive.
Having completed 6 interviews face to face in the last 7 days and one additional telephone interview, we have 3 strong candidates booked on forthcoming courses with only a face to face meeting to complete with the fourth.
I have to say that the time spent with Colin Tovey in our meeting, was a superb investment and has provided outstanding results in terms of the quality and suitability of the candidates.
Both Candidate 1 and Candidate 2 are sales professionals with several years of successful experience in the field of heating, as is Candidate 3, whilst the shear energy, drive and enthusiasm of Candidate 4, combined with his sales experience, more than make up for any lack of technical knowledge.
Thanks also to Curtis Clarke - Recruitment Manager for his hard work and support - I'll try not to disturb your Sunday's again.
Looking forward to 2 full days interviewing next week
I am delighted to express my thanks to you for the service you have given me with regard to securing the position I have been offered by Npower.
I have had a very positive and professional experience dealing with your company and especially with you personally.
You have matched my experience and abilities ideally and have been concise and helpful in dealing with my application for which I owe you a debt of gratitude.
I am delighted with the position you have found for me at NPower and I look forward to taking up the position and repaying the confidence you have in me with the appropriate results.
Thank you once again for your help and I wish you all the very best for the future.
ACT Management Solutions sponsor ‘Come dine with Aviva’ in conjunction with Deliqua Dining and Aviva Designs Kitchens and Interiors
ACT Management Solutions - proud parent company of Deliqua Dining, check out their website; http://www.deliqua.co.uk/
Deliqua Dining are hosting ‘Come dine with Aviva’ at the Aviva Designs Kitchen showroom, check out their website; http://www.avivadesigns.co.uk/
Business partner and Head Chef - Michael Roberts will be running two, one hour sessions starting from 12 Noon this Saturday the 26th June 2010.
ACT are specialists in Management Recruitment, we possess an unrivalled expertise in talent acquisition and have long standing sustainable relationships with both our candidates and client companies.
ACT Management teams up with Pierhouse.ACT Management Solutions is an industry leader in strategic talent acquisition, offering fully customised, flexible Management Recruitment solutions to meet specific workforce needs serving industry leaders within EMEA. Pierhouse a 35 year old business at the heart of retail offering ‘best of breed’ shelf edge / ticketing solutions delivering competitive edge, ROI & speedy delivery.
A relationship was established between the two business’ in order to secure the best Sales Manager to position Pierhouses’ offerings to Tier I, II & III retails.
After mapping the entire hierarchy for all competitors in the retail, software vertical; over 170x individuals identified, more than 65x approached, screened, assessed and interviewed.
Following first, second and third interviews and offer was extended, references checked by the management recruitment consultancy ACT Management Solutions came back positively and the position was accepted by the successful candidate.
As much as we all look for job satisfaction, most workers agree that money is the real reason they get out of bed and go to work each day.
These tips will help you get paid what you deserve and make the most of the money you earn.
1. Work out your value Thoroughly research what other people with your skills and experience are getting paid so you can back up your salary demands. Remember that the same role can be of different value in different industries so make your research remains relevant to your situation. You can always speak with you Management Recruitment Consultancy.
2. Improve your negotiation skills It can be easier holding out for more money when you're in the process of being offered a job than trying to get a raise when you actually have one. Consider positions of power, bargaining tools and the consequences of non-agreement. Use your Management Recruitment Consultancy to leverage and negotiate for you, after all it’s in their interest too.
3. Utilise benefit schemes Employees often undervalue the value of benefits when it comes to negotiating a salary. If your discussions aren't going particularly well, it's well worth trying to work into the package benefits that cost next to nothing for you employer, but mean a great deal to you.
4. Make the most of your money If you're having a tough time with money, you may have to make a choice between getting into more debt, becoming a hermit, or coming up with some ways to save the pennies. Look to set budgets, destroy credit cards, eat cheaper and consolidate any outstanding loans.
5. Save for the future It's never too early to start saving for your retirement. For most companies it's an obligation to give you access to a pension scheme or at least point you towards a financial advisor who can explain the ins and outs of the thousands of pension options that are available.
Depending on your job and market sector their maybe many different pay scales. When you look to discover your real worth, do everything you can to research the market firstly.
Understanding the relationship
Employment done on the basis of supply and demand basis. The workers with the skills and experience influence supply in the job market, and the organisations currently hiring for certain positions influence this demand. Dependent on how rare you and specialist your skills are effects how much an employer is willing to pay to secure you! This is the fundamental basis for calculating your worth, salary and benefits.
One example of this is within popular industries such as Technology. There are many talented Technical individuals around and a finite amount of jobs which means Technology organisations can offer lower pay rates as it’s a clients market not a candidates in a recession. The combination of few opportunities and the fact that people after these roles are often out of work, puts the employer in a very strong bargaining position.
Finding the going rate The Internet is a priceless tool for salary research. Using an online salary calculator will give you a rough idea of what you can expect in your particular role, industry and location. They are however limited in the amount of information they can provide as everyone's skills, experience and situation is unique. If in doubt another way to find out is to ask your a management recruitmentbusiness as they come across all levels and industry and may be able to offer a bench mark based on their past experience.
Search through various job descriptions to benchmark your role against. It will give you a good idea of the key attributes companies are looking for in certain jobs, which means you can emphasise these in your CV to make yourself a more attractive prospect. If you are lacking in any important areas, make an effort to brush up on your skills and or qualifications to maximise your value. If you’re not to sure which direction to pursue consult with your management recruitment consultancy – they maybe able to tell you what’s in high demand.
An individual's salary is not something that is generally discussed in the open, even within close groups of friends so try and steer away from asking people outright what they earn. Online it is a different matter as you have a certain level of anonymity. Ask a question such as “Is £25k a good salary for a Marketing Manager in Newcastle in the telecoms industry?” in a forum and see what your peers have to say.
This isn't an exact science as all companies use various bonuses and benefits to bolster their employee's salary packages, but it should give you a good idea of what to expect.
Using your findings If you're approaching your boss for a pay increase in your current role, you can expect some scepticism when you present your findings, be ready to back them up with specific examples. Make sure that any job description comparisons you make are fair, and that you are not exaggerating your own importance or qualifications. If you do its sure to come back to haunt you.
Work with your manager to examine your role in detail, try to gain their buy in to explore this with you – they may agree and sponsor a bonus or salary increase. There may be things you are doing that your boss is not actively aware of, such as working unpaid overtime at home or skills you have developed, which are a real benefit to the business but are not being used. All these can be used as extra leverage when you get down to the actual numbers.
When you're discussing a possible salary for a new job, your potential employer will usually have a salary range in mind set or signed off by their management team – or your management recruitment consultant will. When you're made a job offer, you're immediately in a good position to negotiate as they obviously think you're the right fit for the job. Consider the offer and match it up with your research to see if it's fair. As you will probably be unaware of their other options, you shouldn't get too over enthusiastic and go back to them with an unrealistic number, but if you think the offer could be topped up a little, there's no harm in asking.
However strong your case, an employer simply may not be able to pay the figure you're asking for. Budget constraints operate in every business and it's impossible to accommodate every pay demand from every employee. If money really does end up as a stumbling block, consider using transferable skills to move into a more profitable and high-paying industry or job.
Choosing the right company to work with is an important decision at every step of your career, and if you doesn't appreciate your value in the market, there will be another out there that do.
All of that said – its important to be realistic, as your better in a job than out of one!
Should you have any open questions, were one call away;
Regards,
Colin Tovey Managing Director ACT Management Solutions
Once you've established a personal market value for yourself, how do you actually make sure you achieve it? It can be easier holding out for more money when you're in the process of being offered a job or negotiating through your Management Recruiter than trying to get a raise when you actually have one, but the negotiating process is essentially the same.
Negotiating a salary for a new job
If you're being offered a new job, don't rush things. If salary figures are discussed directly at an interview, ask for time to consider any offer made to you. Don’t be rushed you may wish to consult with your management recruitment consultant firstly, they maybe able to better the offer for you. If your interviewers ask what you think the role is worth, be ready to turn the question round and ask what range they had in mind. If you expect your new employer to beat your existing salary package, be sure to include all your various benefits in your calculation and then add on a bit extra for bargaining space.
If you're not ecstatic about the role anyway, you could consider turning it down to see whether they come back with an improved offer that might tip the balance. Be aware that this can be a risky strategy if you're desperate for work – It would be a good idea to run this by your management recruitment consultant firstly.
Negotiating a pay rise in your current job
If you are already in a role and trying to secure a pay rise, you need to be prepared. Your direct manager is sure to question why you think you're worth more, so be ready to clearly present your case and persuasively use specific examples to demonstrate your worth. Make sure you have done your research of what other people at your level are earning, after all your manager is not going to pay you more that his own salary. Whatever your situation, here are some of the key things to consider:
Positions of power - Each side has something the other wants – you want their job and salary, they want your skills and expertise. The winner of the negotiation will be to one who holds more positions of power so make sure they know just how much impact you will have on their business.
Bargaining tools - Is there anything extra either side can add or remove from an offer that is of value to the other side? Would you be prepared to forgo a company car allowance if they were able to get a salary closer to what you desire? These tools may not have a specific monetary worth, such as having the option to work from home, but can be of great value to the negotiation process. Added extras to enhance your overall package that could be extracted from the employer include extra holiday, an increased pension contribution, health care, flexi-time working or even your own office. Think about things you could offer such as your black-book business contacts or insider knowledge of a competitor. You may be able to suggest a guaranteed increase in salary after a certain time period once you have proven yourself. This makes the employer see that you intend to put in extra effort to achieve goals during that time to get the reward.
Consequence of non-agreement - What happens if neither side is happy? When you're negotiating a new job there may be another candidate who is just as good that they could offer the job, maybe at a lower salary! Or you may be the only suitable candidate and they are desperate for you to join the company. When you're seeking a pay rise, if they don't give you what you want would you leave? Meaning they have to go through the cost and effort associated with finding a replacement? Whoever stands to gain the most from completing the deal will generally lose out in the negotiation.
Unlike more straightforward transactions, such as buying a car where all the cards are on the table, many of the factors to salary negotiation are hidden or implied. This makes it very difficult to judge who is on top in the negotiation so you may need to be more flexible than you would usually be.
If you approach the negotiation in the right way, your employer or potential employer will be impressed, regardless of whether you eventually win or lose, and see it as another skill which you can bring to their business.
Closing the deal
Make sure you have a record of the agreement down on paper which is signed by both parties. There's no point winning a negotiation if you allow the other side to go back on their agreement at a later date.
Particularly when negotiating a salary for a new job, be sure not to overlook anything that needs to be factored in. Will you need to relocate? Will the company make a contribution to your costs? If the job is really your dream role, you might find you're willing to be more flexible. But if they ask you to accept a lower salary than you currently enjoy, always check to see how regularly you can expect a pay review.
Should you have any open questions, were one call away;
Regards,
Colin Tovey Managing Director
T +44 (0) 844 351 0432 F +44 (0) 844 357 6632 E colin@act-ms.com W www.act-ms.com
When employers are concerned, one way to boost the commitment of their staff is simply to pay them more money, however research indicates this could actually deliver the exact opposite effect! A combination of bonuses & fringe benefits is a much more effective way to create a happier and more motivated workforce.
Employees often undervalue the value of fringe benefits which often add £10 maybe even £20,000 to your salary & package. When your negotiating a pay rise, it's worth looking at the benefits that cost next to nothing for your employer, but mean a great deal to you. So what benefits are available to you and what are they really worth?
Commission or bonus – Delivered when you meeting specific KPI’s usually paid as a percentage. It’s intended to motivation to you to perform in the role and to earn as much as possible as no employer would begrudge paying an employees more when they're bringing in money for the business. If your negotiating this upfront speak with you Management Recruitment consultant, they may have more sway in conversation – Remember its always easier to negotiate this upfront before a contract and bonus structure is formed.
Profit sharing or share options – Offered to employees based on the success of the company as a whole. Usually to managers who have a sway in the direction of the business as a way to encourage them to make their team focus on the overall business objectives.
Paid holidays or paid sick leave - There is a bare minimum number of holidays and sick leave your employer must offer so anything on top of this can be classed as a benefit. The cost to employers is very little as a well rested employee is generally a happier and more productive one.
Education reimbursement – So you want to change direction or gain a new qualification it's not always necessary to leave your employer and become a full time student. Broadening your knowledge shows your employer you're potential and many will be happy to contribute towards the costs. Why not gain your employers sponsorship, they may grant you time off or even pay for the course!
Life insurance - It's the last thing we want to think about, but your family will be well looked after if the worst happens so sign up to this benefit whenever you're given the opportunity. A normal death in service is between 2/4% of basic salary.
Pension - Your employer must provide access to a pension scheme. Some just offer a scheme, others match your contribution to a certain level and others have a stake holder or even final salary pension scheme, although final salary schemes are rare these days. You may not see this money immediately, but it will be a major benefit when the time comes to retire.
Company car - A vehicle is usually offered to employees who spend a large proportion of their working life on the road. It saves the company money in terms of travel costs and can give you the chance to use the car in your own time as well. Some grant a fuel card for personal mileage also with business, this alone could save you £100/£200 per month.
Subsidised travel or season ticket loans - Season tickets for public transport are a pricey one off fee, but offer huge savings over the course of a year. Your employer may have a scheme which you can join to reduce this cost or you may find they will cover the cost as your being expected to commute long distances.
Home working - Apart from the benefits of reduced travel and food costs, you will be likely to be provided with Internet access, a laptop, mobile phone and any other equipment you need to make your home office an effective place to work. It will also probably mean you can use company stationary for your personal also.
Flexible working - There are plenty of flexible working packages available that help you achieve an effective workplace balance. Working around school hours, finding a mutually beneficial structure for you and your employer can make you a much more effective worker. This is usually indicated by the management recruitment consultancy upfront.
Child day care - High costs of childcare often put new parents off returning to work full time. If employees don't want to lose the services of a skilled and valued employee they may offer childcare facilities either in-house or through a local nursery.
Gym membership - Subsidised or free, it's a great way for employers to give you a real benefit that could save you plenty of pounds – both in your wallet and your belly. Healthy employees are often happy employees.
Subsidised food and drink - If you count up the cost of snacks, coffee, water and lunch over the course of a year it can be a frighteningly large chunk of your salary. This is usually directed to those businesses that have a large premise with an internal cafeteria. Any moves employers can make to reduce this cost are a major bargaining tool.
Casual dress - It's not usually seen as a benefit, but think about how much money you could save if you can wear the same clothes in the workplace as you do in your spare time. The average cost of a good suit £300 and you will go through two of these a year!
Whether you’re an employer, HR official or a Compensation & Benefits analyst, if you would like to speak with one of our management recruitment team members please don’t hesitate to call or email; colin@act-ms.com / www.act-ms.com / +44 (0)844 351 0432 begin_of_the_skype_highlighting +44 (0)844 351 0432 end_of_the_skype_highlighting begin_of_the_skype_highlighting +44 (0)844 351 0432 end_of_the_skype_highlighting
To avoid time interviewing the wrong candidates, some employers choose to speak and judge candidates over the phone before inviting them in for a more in-depth interview.
Of course this is normal practice, it not only saves time but costs also and its a way of understanding how a candidate would come across to one of your clients before investing time in a one-two-one meeting.
As always, it’s so important to prepare as you would any employee interview with a clear understanding of your achievements, successes, challenges and strengths. An employer will buy-in to you more if you really understand why you are applying for their job etc.
How to prepare
If you don’t have experience of telephone interviews, use a friend or even the management recruitment consultancy to set up a mock interview, after all it’s in their interest that you secure the role.
Request that they call you (out of the blue) with a selection of real interview questions so you can practice your answers and get feedback from them on your performance – in real time, when your not expecting it, great practice!
Establish the names of the people you will be speaking to, their job titles and any other information you can get hold of – pop these details into Google, you’ll be amazed as to what you can discover. Type out any questions you have, or notes you have made. You may be nervous and these will be useful when you are suddenly asked to say something. As interviewer will only be impressed that you have prepared accordingly!
A good management recruitment consultancy will have briefed and de-briefed many candidates before; they may have a number of interesting tips and/or freely available documentation to assist in your preparation. They may know the employer better than you thing, use this knowledge to your advantage – find out where the interviewer is from, what business they worked in before, if their a football fan etc.
Always have your CV, cover letter and any supporting materials laid out in front of you. Searching for them whilst an interviewer is waiting on the telephone is going to distract you from what they are saying.
Its always a good idea to find out as much information as you can to the background of the interviewer – Google & Linkedin or even a new one called; http://www.pipl.com/ are always good sources.
Also, keep a notepad or diary handy (and a pen that works) so you can keep a note of key points, such as contact details and dates for the next round of interviews. Make a note of holidays you have planned, and any dates when you may not be available for a second interview.
Staying focused Speaking on the phone doesn't come naturally to everyone, many people use the phone to converse with friends, not necessarily for business purposes. Try to answer clearly without sounding too ‘chatty'.
It's actually possible to hear when people are smiling so try to remain positive throughout your time on the phone – like you are genuinely excited to be given the opportunity to talk to the interviewer.
A telephone interview need not be a tense time, but it is a formal interview.
Callers can often detect whether you are really listening to them so cut out the distractions and go somewhere you can concentrate. I.e; turn off the TV and Let family or friends know not to disturb you during the allotted time.
If you're taking the call during office hours – try and find a local park or other quiet area. The last thing you want is for your current boss to hear you touting yourself to other employers.
If you're at home, remember that your voice, and the way you sound, is affected by your posture; whether you are slumped in an armchair or sitting upright at a desk.
It's a good idea to dress in your work clothes and imagine you are actually sitting in front of somebody – this will make you feel more business-like than sitting in your nightgown or tracksuit.
Follow these tips and your caller will have been given exactly what they want, a responsive and positive candidate and someone who is worth inviting in for a face to face interview.
Should you have any open questions, were one call away;
Regards,
Colin Tovey Managing Director ACT Management Solutions
Be aware of nonverbal communication. Sit-up straight, look alert, speak clearly and forcefully, but stay relaxed. Make good eye contact, avoid nervous mannerisms, and try to be a good listener as well as a good talker. Smile!
Follow the interviewer's lead, but try to get the interviewer to describe the position and duties to you fairly early in the interview so that you can then relate your background and skills in context.
Be specific, concrete, and detailed in your answers. The more information you volunteer, the better the employer gets to know you.
Offer examples of your work and references which will document your best qualities Answer questions as truthfully and as frankly as you can. Answer honestly, while trying not to say more than is necessary.
Closing the Interview
Don't be discouraged if no definite offer is made or if no specific salary is discussed.
If you get the impression that the interview is not going well and that you have already been rejected, do not let your discouragement show. Once in a while an interviewer who is genuinely interested may seem to discourage you to test your reaction.
A typical interviewer comment toward the close of an interview is to ask if you have any questions. Use those that you've prepared.
At the conclusion of your interview, ask when a hiring decision will be made. Then thank your interviewer for his or her time and express your interest in the position once again
After the Interview
Take notes on what you feel you could improve upon for your next interview
Write a brief thank-you letter to the interviewer indicating your interest within 24 hours of your interview
If offered the position, one to two weeks is a reasonable amount of time to make a decision. All employment offers deserve a written reply whether or not you accept them
The final step in the interviewing process is the thank you letter especially at a management recruitment level. Thank you letters are used to express appreciation and strengthen your candidacy. Don't underestimate how important they can be, as many candidates do not send them. A thank you letter is a great way to influence your interviewer after you have left the interview. If the employer is not sure about hiring you or someone else, a good thank you letter can help sway them in your direction. It can also solidify their decision by reaffirming they have made the right choice.
The thank you letter lets the employer know that you really want the position, which is important because employers believe a person will perform better if they really want the job. It also shows that you are courteous and professional, and gives you a chance to sell yourself once again and emphasize your good points.
Thank you letters should be sent immediately after your interview by mail, email, or fax. If mailed, they should be sent within 24 hours after your interview, or ideally on the same day if possible. Some Management Recruitment consultants will send them for you, that way it benefits both parties and won’t break the direct contact rules. They should be sent to each person that interviewed you, or at least the primary interviewers.
All thank you letters should be written in a way to reaffirm your interest in the position. Thank you letters can be either formal or informal. Email and Fax are the quickest ways to get thank you letters to your interviewers. These means of sending the letter is acceptable in these high tech times, but often adding a personal touch by sending a handwritten note can go a long way. Informal hand-written notes help create a personal connection with the interviewer. Formal letters that are typed do not have the same impact as the personal handwritten letters, but they can allow you to "sell yourself" even more by summarizing why you are right for the job, and list any additional qualification you may not have cited during the interview.
Informal thank you notes should be handwritten on appropriate stationary and sent via mail. This could be a simple note card with the words "Thank You" on the front, or a nice piece of plain stationary. Keep in mind that the paper should still be professional. When writing the letter, use good handwriting. If your cursive writing is not legible, then printing is fine.
Formal thank you notes should be typed in a professional style and can be mailed, faxed, or emailed. These letters are typically a little longer, and you can reiterate why you are perfect for the job.
No matter which type of thank you letter you choose, you should always continue to follow professional business standards. Do not use shorthand or emoticons. Do remember to follow grammatical rules, use proper spelling, and formal your letter appropriately. At the end of your interview, make sure that you have the interviewer's contact information by verifying it with them or asking for a business card.
Managing Director of ACT Management Solutions - 9 years recruitment expereince, 6 years at an executive search level. Working with clients such as; Cisco, Met Police, DWP, Openwave, GCHQ, Sentrum, Tudor, NG Bailey, Norbert Dentressangle, EON, Accenture, E&Y, Lloyds TSB, Thus, C&W, Affiniti, Flag Telecom... etc...
