Tag Archives: LinkedIn

Beat the Winter Blues


Claire Baker – Group Operations Director

Motivating Employees through the Winter Blues

So the clocks went back, winter has well and truly set in with a weather bomb battering the country. The majority of your team have used up most/all of their holiday entitlement and we are on the last slog, with most of the Christmas festivities and break they are all looking forward to so close but yet so far.

The short winter days and darkness can lead to a dip in employee morale, mood changes, feelings of sluggishness and all of this could lead to work hours becoming less productive. So here are my top tips for giving your staff that boost without involving a trip to the Bahamas:

walking1Make sure staff take some time away from their desk for at least 30 minutes each day and step outside. Natural sunlight can help lift moods and a short brisk walk can alleviate those sluggish feelings.



Encourage healthy food choices in the office staying hydrated and eating more fruits and vegetables can help battle the winter blues. Keep fresh water on hand in the office. (My team will laugh at this one as I am always the first up for a certain popular fast food burger and chips).


Change things – staff may become more motivated when their job roles are made a bit more interesting, give them a new project to focus on or a task they wouldn’t ordinarily undertake. Sometimes a simple move around in the office can be all that is needed to get employees to change where they sit in the office.

Give staff something social to look forward to, a Christmas party, a simple get together after work or 5/10 minutes in the office to down pens and talk about non work related topics. This will help keep staff engaged and interested in each other and in their workplace.  Get them involved in raising funds for your chosen charity. christmasjumper

Remember though not to take over and let your team interact freely!

Allow your staff some face-to-face time with you. Emails/phone calls often eliminate the need for personal interaction so make the effort to speak with your employees directly.

Let your staff know how they’re doing. Even a simple thank you or well done can go a long way toward letting employees know they’re appreciated.

So wrap up warm and remember it may be gloomy outside. but the outlook from your team doesn’t have to be.theoffice

Claire Baker is the Group Operations Director for Ashley Kate HR with over 18 years recruitment experience in a variety of fields.  Please feel free to connect with Claire Baker on LinkedIn or follow her on Twitter  you can contact Claire direct on  0845 413 3200 or via email Claire.baker@ashleykatehr.com

For further insight read The Importance of a Happy Team  from Naomi Asher .






The inside take on how to choose which Recruitment Consultancy to work with


Leon Morley - Ashley Kate HR Recruitment Consultant for the East Midlands

Leon Morley – Ashley Kate HR Senior Recruitment Consultant for the East Midlands

I wrote a blog recently on the reasons why to use a recruitment company exclusively (using multiple agencies). Naturally, I feel if I am giving that advice I should also assist you in how to choose a Recruitment Consultant.

It goes without saying that I believe if you are recruiting in HR or Training, then Ashley Kate HR is the correct choice and you needn’t look further.  We are the HR Recruiter of Choice. However, what if you are looking to recruit a PA, or a Finance Director, or a Quantity Surveyor, or a Qualified Social Worker, or a Buyer… I think you’ve got the gist.


My thinking cap

So I put my thinking cap on and I have come up with what I feel are the 5 easy steps you should do before deciding whether to engage the Recruitment Consultant on your assignment.

tips1 - Before you pick up the phone there are two things you need to do firstly, check they are a member of the REC, this is easy to do and it is essential you work with an agency that is governed by them, follow this link to see why www.rec.uk.com , reclogoand secondly, are they connected? Increasingly in this social media driven world; recruiters are networkers and the more networked they are, the more likely they will find you the best candidate. Check if they are on LinkedIn and review their LinkedIn recommendations.

2 – Now pick up the phone and speak to the Consultant who will (potentially) be working the role with you. Don’t email – it’s impossible to assess their credentials properly and will ultimately take longer. Can they demonstrate to you a history of placing your type of role? For example, if you’re recruiting a Quantity Surveyor, ask them to name some companies they personally have placed quantity surveyors with? Past performance is a strong indicator of future performance. And, if they prefer emails they will prefer emailing candidates and you can’t interview and assess a candidate over an email.

3 – Ask them how long they have been working in Recruitment. Why does this matter? It doesn’t theoretically, but it’s a clue. I believe recruiting is an art, not a science because we are talking about people. It takes time for a recruiter to develop the ‘seduction’ strategies they need to attract good people. Secondly, the Recruitment consultancy world has a funny way of allowing people into the industry, trialling them and spitting out the weaker ones; it’s estimated that 50% of new Recruiters leave or are released within their first year in agency recruitment. Those who don’t make the grade go on to find very successful careers elsewhere where their skills are better suited.

4 – clouseauDo they sound credible? Ask them about the market? – If they don’t sound credible to you they won’t to the candidates you are trying to attract, you have to be a bit of a Clouseau here because you are looking for clues of blagging, dishonesty or possible ineptitude. There are brilliant Recruiters everywhere, I have worked with them. There are however poor Recruiters everywhere too; I know I have worked with some (obviously not at Ashley Kate HR!). Hopefully, if they have passed stages 1, 2 and 3, you probably are talking to a good Recruiter already.

5 - Finally, if you think they sound good and they know what they are talking about. Ask them what salary you should be paying for the role? Of course you will have your own idea and probably an amount signed off. Hopefully, it will be similar. If it is very different from what you considered- ask them to justify it with examples like you would if you were interviewing. If they specialise in that field they should produce an annual Salary Guide to assist you with this. If you still aren’t sure get a second opinion and start again somewhere else – you can always go back. But do consider this, if you believe they are the right consultant and consultancy to work with their salary and market knowledge will be accurate and it is worth taking into consideration.

For a copy of the Ashley Kate HR Salary guide, please email solutions@ashleykatehr.com.

Contact me on 0115 922 3000 or email leon.morley@ashleykatehr.com. I am always keen to network with HR professionals from the East Midlands, so if that’s you please feel free to add me as a LinkedIn connection.

Leon Morley has been in recruitment since graduating with a BA (Hons) Degree in History in 2008. He has recruited in the Social Care, Commercial sectors and now focusses purely on HR Leon works closely with Kim MacNamara, Claire Baker, Lucy Wesson and Emma Dobson recruiting in the Midlands.

Read Leon’s blog regarding using multiple agencies denzel


Which is the best HR Network to be part of?

hrnetworkHR Professionals across the UK have been benefiting from exclusive membership to the HR Network

Start benefiting now

You, your colleagues and your organisation could soon be taking advantage of a valuable set of benefits, including:

  • Regular Employment Law updates – via email, newsletter or webinar
  • HR Salary Surveys & UK Benchmarking reports
  • Exclusive member only events, tailored to each level of the HR profession, delivered by industry experts
  • A Personal Account Director
  • 10-20% discount on recruitment fees
  • Free advertising on leading job boards of all your HR generalist and specialist roles

The Ashley Kate HR Network brings together like minded HR professionals, not just with regular seminars but through our top rated HR Professional Network on LinkedIn.

HRN Header 01The HR Network was set up to assist HR professionals with continuous professional development. Providing members with advice from top legal firms across the country, Members of the Ashley Kate HR Network are among the first to receive free support and guidance on the impact of all new and updated aspects of Employment Law.

We are now giving you the opportunity to be part of this exclusive group, because we believe in strength in numbers it won’t cost you a penny, with an even BIGGER HR Network you’ll make useful business contacts, that’s why we’ve kept membership free whilst still being able to offer generous discounts.

Join us and when you need to find the ideal candidate for your HR vacancy, we’ll give you up to 20% discount on our fees, plus you can meet fellow HR professionals by coming along to one of our exclusive seminars or events.

Take a look at our next HR Networking event on Friday 24th October, joining our HR Network Group will entitle you to FREE access to this Breakfast Briefing.breakfast briefingoctober2

To start your membership simply complete the form below and we will get you set up to receive these FREE benefits.

We look forward to welcoming you to our community, click on the link to join our on-line HR Professionals Networking Group on LinkedIn

If you would like to attend this Breakfast Briefing, please complete your details below and we will be in touch with you.



6 of the Worst Interview Questions

Kim MacNnamara

Kim MacNamara – HR Business Development Director

I am on a mission!!!

Ashley Kate HR have had over 75 responses so far to this question, ‘’what’s the worst question you have been asked at interview’’ when it was posted on our LinkedIn Group. It is my mission to support our HR clients in perfecting their recruitment processes and I work closely with HR to ensure all interviews aim for a positive experience on both sides which results in a successful hire.


Here are just a few of the responses and questions posed:

silouette There have been several but the ones that stand out are: working for a large public sector organisation for many years and applying for an HR Management position I was asked  “do you think the organisation has gone too far down the lines of political correctness!” I was offered the job and the interviewer advised he decided to throw that one in if candidates were doing well in the interview! Another was “do you prefer city breaks or beach holidays! (Again for an HR management position!) and the top one was “Single parents are not trustworthy as they always take time off to look after their sick kids how can you convince me that this won’t happen if I offer you the job? Job was offered and I “politely” declined!

silouette2Most interesting ones: “Do you think your husband will mind you being away overnight in this job?” (don’t think it was a proposition, but you never know); “Here is a list of the other candidates: what makes you better than them?”; “I was interviewing you for role A, but now I’ve seen you, would you be interested in role B? It’s not vacant yet but when she comes back from holiday I’m going to sack her.” (Run for the hills!).

silouetteMy most hated interview question was posed by a director in an investment bank. “If there were 2 candidates with identical skills and experience but was one was from an ethnic minority, which would you choose?” Open pit for me to fall into. Mmm, wonder if he asked Caucasian candidates the same question…Didn’t get the job. Answers on a postcard, please!


silouette2I was asked by the Director “If the other Director asked you to do something I disagreed with what would you do”. I was tempted to say I thought you were in charge here!! I thought about this question for about 2 secs and decided I did not like the idea of being piggy in the middle of two opposing Directors and blew the interview in a grand style.

silouetteA private sector company once asked me: “If you were attracted to another man who would it be and what would make him attractive to you”. Clearly not wanting to disappoint the young man in question I stated that I found him attractive. His smoky grey eyes and sensitive mouth just promised so much. He left at this point. His colleague and I just looked at each other for an uncomfortable minute until I crossed my legs and said “well that was all done in the best possible taste!” (think Kenny Everett). He burst out laughing, I suggested that his colleague (who was his boss) needed re educating. I didn’t get the job. Gave me a good chuckle all day though.

I was asked ‘ You are holding a dinner party, off the top of your head’ (clicking her finger at the same time) name 3 guests you would invite. I said Bobby Robson, Chris Evans and Nelson Mandela’ …..Hmmmm all males, interesting ….I didn’t get the job.


Chris Evans

Not great are they! Now put yourself in the candidates’ shoes how do you think they felt?

Not only do they have to cope with the stress of hoping they are a good match for your job role at interview stage; prospective candidates often are thinking if this is the right place and move for them.

interviewCandidates are likely to be overwhelmed during an interview, trying to take in all the information being offered and interact well with you. They’re asking questions about the firm, the position and the culture. They are taking note of the work environment, your responses and body language, and trying to gather any titbit of detail that they can use to promote themselves in the best light.

As the Hiring Manger you are representing your firm and your brand so it is essential to promote a positive image as you are the first person the candidate will meet. The impression you make on the candidate during the selection process is an important factor in the candidate’s decision to accept or decline your offer of employment. It is imperative that the candidate has a great experience when they meet regardless of whether they are offered the position. You certainly want them to tell their friends, family and colleague that your process rates highly and in turn promote you as an employer of choice.

After all the ‘War for Talent’,  according to HR related articles recently, is hotting up again so efficient and effective talent acquisition procedures are key.

Here are my top tips for when two strangers sit together for the first time!


  • Choose an interview room that best reflects your firm and be welcoming and approachable.
  • Ensure you provide an interview pack prior to the interview – not just the job role but details of e.g. the firm’s structure and future plans and how they will be involved.
  • Provide the candidate with a map and information on where to park and/or provide a temporary parking permit — before the interview to minimise risk of last minute panics.
  • Be prepared. Read the candidate’s resume before the candidate arrives. Develop interview questions that are directly related to the role and design enough time for all questions to be asked and answered.
  • Go over the interview format and evaluation criteria prior to the candidate’s arrival. Ensure you understand what you are evaluating with the questions. Have you checked that your job role description is an accurate reflection of the role.
  • Introduce yourself – be sure to put the candidate at ease during the interview. You’ll get better information if the candidate is comfortable with you and the environment.
  • Ask easier questions first to get the candidate talking and feeling relaxed.  An interview shouldn’t be seen as an opportunity to scare or catch the candidate out. Instead, the interviewer should work with the candidate to help them demonstrate their best knowledge and expertise.



  • Provide the candidate with full information about the role. Offer a wider view of the culture and environment they would be working in and prospects/training opportunities.
  • Follow up and indicate when the candidate is likely to hear about the outcome, even if they are not to be considered for the next stage. Keep them engaged!

Let’s face it: knowing how to interview can be a  real challenge and actually conducting the interview is not necessarily a  god given natural talent that comes easily to everyone.

The team at Ashley Kate HR interview candidates daily so are well placed to advise you and steer you in the right direction and can provide access to local market and salary intelligence, which is incredibly useful in supporting your recruitment process. We are keen to focus on creating a great candidate experience and when we our HR recruitment services are retained by you we can;

  • Sell the benefits of working for your firm above businesses competing for the same talent
  • Provide all interviewed candidates with detailed interview feedback as to why they were successful/unsuccessful so even rejected parties view the experience as positive
  • Provide all advert applicants and candidates submitted at CV stage with an outcome to their application
  • Manage and communicate all changes and updates in the process to ensure candidates are up to speed and engaged
  • Invite two way communication on the candidates experience  to enable your attraction strategy to continuously develop

Don’t forget if you are the actual HR candidate going on interview Ashley Kate HR can also provide valuable tips on interview techniques prior to you attending – take a look at our You Tube video.


Read the War for Talent blog written by Amanda Underhill  from Ashley Kate HR for more information on this subject.

To keep up to date on employment updates and HR related matters please follow us on LinkedIn you can also connect directly with me Kim MacNarama or for further advice and information on HR related matters please feel free to email kim.macnamara@ashleykatehr.com link to us


Feedback Failures

Gemma Thomason - Senior Recruitment Consultant for the North

Gemma Thomason – Senior Recruitment Consultant for the North

As a recruiter I am very aware of many different facets to my role, sourcing and short listing top talent for my clients, sourcing and short listing top companies/employers for my candidates!  It is a two way street.   I have always endeavoured to keep my candidate fully informed and updated throughout the recruitment process especially when it comes to providing feedback.    It is really important to keep candidates informed with regards to this.

Feedback is fundamental to the placement process, of course I have already met and spoken with my candidates at great length and already know their strengths and weaknesses,  I ensure when I shortlist candidates that their skills and feedback1experience are the best fit for the company and the employer as per the job specifications I  receive,  of course not all candidates I put forward will get through to second/final stage interviews and it is important for those candidates to understand why.  It is just as important for the employer to understand why a candidate does not want to take the process any further.

Whether I have heard back from the employer or not I ensure that I have had direct contact with the candidate to get their feedback and understand how they felt the interview went, what their thoughts are on the company and the culture of the company and the roles itself.  It is important to keep the candidate engaged throughout the whole of the recruitment process.

dream jobI love it when I speak with a candidate at the end of an interview and they feedback to me that the client has left the candidate feeling that they would absolutely love to work for the company.  This is when you know your clients’ employer branding is spot on and that the person delivering the interview is doing it right and that you have matched the candidate with the client and the role accurately.

Gaining detailed feedback we all know is tough, we are not asking for a chapter and verse overview on each performance, but here are some tips on what to focus on and what to avoid.

Try to stay away from the generalist feedback;

Do think of how the candidate performed and what they said specifically  it will be constructive and may improve their technique.  For example previously I received feedback  that one of the candidates I had put forward  was ‘not the right culture fit’ it took me questioning this further as to examples as to why this was and the real reason came out. My client advised me that the candidate had focused too much on negative reasons for wanting to leave their current company.

Whilst the candidate did have frustrations they were totally unaware they had been airing these, once I fed this back to the candidate we discussed the best way to tackle and handle certain questions as this individual was most definitely not a negative person however did have frustrations within her current role.

Have a comprehensive measure to score candidates against.  This is useful to see how candidates preformed against the benchmark of other candidates interviewing at the same time.

How were they assessed against the role they would be doing e.g  ‘Simons responses indicated that he might not be able to influence and engage our managers effectively as a business partner’  This feedback is much more useful than ‘not the right level’  It gives a candidate areas on which to focus on to further develop their career.

brandBy giving detailed feedback you will not only assist the candidate by giving them the opportunity for improvement but this will also reflect well on your company.  The candidate experience can have a direct impact on the employer branding, keep the candidate engaged, whether you end up recruiting them or not.

This means keeping to a time line of recruitment with dates already booked in and providing detailed feedback whether the candidates has made it through to the next stage or not! For further tips on your recruitment process take a look at our Time to Hire  blog written by Yasmin Elezaj

If you would like any further assistance or advice on Recruitment or HR, please feel free to email me gemma.thomason@ashleykatehr.com or call 0845 413 3200. For up to date information on HR related issues and top tips please follow our Company LinkedIn page.


Would you Recommend on Linkedin?

linkedinreccWhy are Recommendations on LinkedIn Important? Would you book your holiday without checking the reviews first?  Trip Advisor is successful for a reason, to allow potential customers the opportunity to gauge whether they wish you visit certain establishments or use potential services, using other peoples experiences as a barometer!starrating

Recommendations on Linkedin are a fundamental key in establishing yourself as a trustworthy source within your industry.  Testimonials from connections you have worked with hold the most weight, as do recommendations from respected people within the industry. Some recruiters won’t even contact you without one.

LinkedIn recommendations are written proof from connections you have worked with, that you exceeded their expectations and they are happy to shout about it!  For the service industry recommendations are invaluable!  You are receiving the ultimate praise and much needed testament that the service you offer is worth taking the time to provide positive feedback about.  Gaining feedback in this manner on this scale is a very powerful tool.

thumbsupHow to get LinkedIn Recommendations - The easiest and most obvious way to get recommendations on LinkedIn is to simply ask for one!  It is easy to request one via LinkedIn’s messaging system.  When sending your request include a reminder of the shared experience which might serve as a basis for their recommendation. For example: “I thought you might be kind enough to write a LinkedIn recommendation for me given our successful collaboration on the HR Director Role I placed you in.”

Another way to attain recommendations on LinkedIn is to give them.  When you recommend a LinkedIn member you are attesting to their qualifications and people love being recommended. They will most likely reciprocate if you take the time to recommend them.

The first step is to search LinkedIn for clients and other professional contacts that are connected with you.  Don’t overlook professional organisations with whom you have collaborated.

you rockSupplying a recommendation on LinkedIn for a connection, client or candidate may be one of the most powerful signs of approval you can bestow upon an individual.   Not only are you recommending this person and his/her skills but you are doing so in a very large public forum, letting people know you have dealt with this individual and they surpassed your expectations so much you took the time out to advocate them will leave a long lasting impression and flag up recommendations for yourself.   LinkedIn Recommendations you receive are public and are therefore more powerful than a written testimonial.

LinkedIn Recommendations are one of the key advantages the network has over other Social Media channels, and, alongside LinkedIn Groups, are arguably the prime motivation for many in joining the network.

Everyone knows you can write about yourself – Your profile will really stand out when others write about YOU and your accomplishments.

Amanda Underhill, Kim MacNamara & Paula Shaw of Ashley Kate HR certainly have embraced their recommendations on LinkedIn.  Follow their links to see what their candidates and clients have said about them, will this influence you to work with them?

Has a consultant at Ashley Kate HR surpassed your expectations? would you be willing to recommend them? If you were pleased with their service shout about it, help them to grow their reputation, let other people in your profession benefit from their skills. If so please contact me via email on joanne.wilson@ashleykatehr.com or call me on 0845 413 3200 why not follow me on twitter for further updates on Social Media tools in recruitment.


The Art of Delegation

Kim Macamara HR Business Director

Kim MacNamara
HR Business Director

Recently I posted a question on the Personnel Today LinkedIn group   asking how and what HR would advise their line managers about the art of delegation and it provoked an interesting and varied response.

I was keen to know, not just from a personal perspective, (yes you and I  will be the first to admit it’s not easy passing on something that you have nurtured, developed and care about!) but also how in this current climate, HR are developing the necessary skills to cope with an increasingly complex, overloaded work load adelegationnd how they share out responsibilities effectively.

In 2014 a HR Manager needs to be able to coach and lead employees whilst still having a focus on improving profitability. It’s tough isn’t it – getting the balance right! Management today is much more participatory than in the past and if a person in an organisation tries to do everything, they could end up becoming ‘stressed out’ and overworked.

How many of you fall in to the category below?


Let’s look at why we should delegate?
Saves  Time: If you are becoming swamped and overwhelmed then delegation is a way of  finding  more time so you can continue to do what you and you alone can do best — managing tasks, jobs and employees.

Choose the right employees for the task: so you think you can do every job or task as well or better than line employees?  Wrong! We all have strengths and weaknesses, and a manager can’t do everything. By choosing the right team to do tasks that can be delegated, the manager can focus on their strengths, and then make best use of the strengths of employees.

Employee Development: Delegating tasks to employees allows them to grow and become better and more productive employees. Your team will be more engaged as they are encouraged to develop new skills. Result!! You will have a HR team with a broader set of skills than ever before. Just think when you are not available your employee can step in for you making the right decisions on your behalf. It also develops employees as part of your succession planning programme- identifying possible leaders of the future!

Engagement: Employees who are involved or engaged in their jobs tend to contribute more to the overall HR objective and plan. They will become more exposed to new challenges, will be offered increased opportunities to learn, and you as the Manager will trust them to succeed at the delegated tasks.

So how should you ensure that delegation is not just a ‘euphemism for dumping unpopular/tricky jobs’ and who should take responsibility when delegating, why not take a further look at the many top tips on offer from HR professionals who responded to my question on  Personnel Today.  don’t forget to join HR Professionals Network UK and HR Directors Boardroom  I look forward to hearing your views.

For further information about forthcoming events or for assistance with any HR requirements please email me kim.macnamara@ashleykatehr.com or call 0845 413 3200. why not LinkedIn with me, or Follow me on twitter.

 On a final note …… somehow don’t think this will ever happen, do you?



Welcome to the “dark side” Luke…….

Jo Pearson - HR Recruitment Consultant for the North West

Jo Pearson – HR Recruitment Consultant for the North West

So, eighteen months ago I joined Ashley Kate HR and began my first foray into recruitment consultancy.  Prior to this, I’d worked as an internal recruiter in a national role with my only experience of agencies (other than several temp roles as a candidate in my younger days) coming in that internal role. 

 Used to ‘batting away’ cold calls from agencies I did initially wonder how I would fare in my new role.   Could I be the person on the other end of the phone making those calls?  Would I have the skills required?  Would internal recruiters and recruiting managers listen to me or would I be met with a groan and a sigh and a “Sorry I’m just really busy right now”?trynot

Now don’t get me wrong, in that role I had some valuable relationships with some very good suppliers who were critical to our recruitment process but I also came across a large number that  were not so good.

Well 18 months on and I have to say, I’m thoroughly enjoying it.  I’ve built many good relationships with internal recruiters and hiring managers and placed a lot of HR professionals in fantastic roles.  My previous misconceptions about recruitment consultancies certainly dispelled.   On a number of occasions when I’ve happened to darthcadertextmention I used to work as an internal recruiter to clients I’ve been met with a response of “Oh, so you’ve joined the dark side?” Which recently got me to thinking about the value of the business I’m in and the link to market that can’t always be accessed by an internal recruiter.  Maybe agencies aren’t just a ‘necessary evil after all.

Here are some of my observations:
Access to passive candidate pool a good agency doesn’t just network with active job seekers but invests a lot of time in building relationships with candidates that will be looking in the future.  Candidates not on the market but who have trust in their consultant to contact them about their ‘ideal’ role to progress their career.  Can internal recruiters allow time to do this, in all the disciplines they require? Agencies that invest this time will always be of value.

An independent view – a consultant can provide a crucial unbiased view of the company and when negotiating offers for candidates and presenting potential opportunities to them, and many candidates I have found; value this a great deal.  Darthvadertogether

An extension of the in-house team – a good external recruiter will know a clients business in detail and be able to work seamlessly alongside it  to present candidates at interview that are ‘job ready’. This benefits the employer and the client.  A great agency will enhance an employers networking capability building a talent pool of candidates for those ‘hard to fill’ roles so when the need arises they’re ready.

Market knowledge – an external recruiter has the benefit of working with multiple sectors and industries meaning a broader knowledge than by the nature of the role; an internal recruiter can often offer.  This is so important in being able to provide impartial advice to candidates and employers in relation to roles.  chosenoneCounter offers are commonly increasing at offer stage as businesses want to retain their best talent. Working with an external recruiter means this process can be managed and not be an unexpected shock.

There are many other points I could refer to here but these are my initial observations based on my time with Ashley Kate HR to date and prior to that as an internal recruiter.  Also, don’t get me wrong; this is not an Internal Recruiter vs External Recruiter assessment – (light sabres at the ready etc…) lightsabresI’m merely making references to an eye opening experience to date and learning the true value of a good Recruitment Consultant.

There’s often negativity about the way some agencies operate, some of this is no doubt not unfounded. But, what about the good ones, the ones that provide an invaluable service; that work on building long lasting, effective relationships; are honest about their approach and treat their candidates as their most forceisstrongvaluable asset? There are some I now know, where the force is strong

For additional advice on combating Counter Offers read my colleague Gemma Stirrup’s  article on Successfully navigating the “Counter Offer” – An Employer’s  Guide 

If you would like any further information or would like to discuss any HR recruitment issues you may face please feel free to contact me,  Jo Pearson HR Recruitment Consultant for the North West on 0161 615 9000 or email jo.pearson@ashleykatehr.com I welcome your comments on this matter why not Linkedin with me or Follow me on Twitter.


Ashley Kate HR are keen to hear from HR professionals who would be interested in contributing a HR article to our vibrant HR Blog

Kim MacNamara HR Business Director

Kim MacNamara
HR Business Director

We value your HR views and opinions and want to offer you the chance to share them with the wider HR profession

What’s in it for you?

  • Our blog will  raise your profile in the HR community and contribute to building your personal brand
  •  It will showcase your business offerings and enhance your credibility and expertise
  • It provides you with a voice to share your  HR  and Recruitment views
  •  It will connect you with other market leading HR professionals as well as other HR bloggers
  • It  will provide an effective  channel to share your content and draw readers to your site as we will mention your links in the blog content
  • You will partner with the ‘HR Recruiter of Choice’ – Ashley Kate HR – a strong brand in the HR recruitment arena
  • You will benefit from our market leading HR social media presence and enviable market reach as your blog will posted/shared on all our social media sites –Linkedin Groups /Facebook / Twitter and Google+

There are many topics appearing on the HR agenda for you to share your views and thoughts on and our HR connections would be keen to hear about, so I would be delighted if you could provide us with articles to share on our blog.

If you want to raise your credibility further let me know on 0115 9223000 or email kim.macnamara@ashleykatehr.com


‘My First Month in HR Recruitment with a HR Recruiter of Choice as a Social Media Ninja’


Joanne Wilson Communications Co-ordinator

Joanne Wilson
Communications Co-ordinator

I think it is fair to say that when you start a new job the first few weeks are the most nerve wracking. Wanting to fit in, wanting to shine and impress, needing to deliver on your interview promises!

My first few weeks with Ashley Kate HR were no different.  My background is not one of Recruitment and Ashley Kate HR has been a real eye opener for me.  Previous working life has found me working with small independent businesses, so I was naturally looking forward to working with a much larger company and therefore my expectations were high of Ashley Kate HR. 

I have not been disappointed. Within my first week I received a formal induction with clearly defined targets and expectations along with a full, continuous HR training programme to help enable me to better understand our client’s needs and expectations.  

Supporting that I was introduced to a fantastic team of people ready to help impart their industry knowledge, perfect for a ‘sponge’ mind like mine.

I soon discovered that Ashley Kate HR is a cleverly thought out pristine machine made up of talented hard to come by parts. The mainframe well maintained and serviced regularly, each element so unique and strategically placed that I now liken it to a Formula 1 team.
The offices are a constant hive of activity, each recruiter passionate and driven, ready to achieve their ultimate goals… ‘perfect partnerships’

I was informed at my induction that the Ashley Kate HR principles and ethics are;
Personal, Professional and Honest
Now, a lot of companies have ‘strap’ lines and try to promote these. The difference I have found with Ashley Kate HR is that these principles and ethics run deep into all of their process and procedures, externally and internally.  They are at the very core of what Ashley Kate HR do.  All of the consultants have clearly been selected based on these three principles and every single one of them display these attributes on a daily basis.
My Mission….
To build strong national partnerships, whilst developing existing relationships through Social Media activities ensuring that, at all times, the three principles Personal, Professional & Honest are adhered to.
I gladly chose to accept this mission. With the tools and the training Ashley Kate HR have provided me with, backed by the business ethos and forward thinking mentality, I am proud to shout, Tweet, Blog, Instagram & Google+  about Ashley Kate HR, all we can offer the HR profession and all our news and achievements.socialmediaimages
Please join me on my Social Media journey with Ashley Kate HR by liking our Facebook page, following us on twitter, or connecting with us on LinkedIn