Slice

Case Study: Estate Agency in Sheffield

The Requirement: The company required a new department to be set up

The Solution: We took a brief of the multiple positions that needed filling and discussed the various options with the Operations Manager, looking at the turnaround times and levels of involvement required from us against their in house abilities. We designed an assessment centre so we could reduce the amount of time spent interviewing and enable us to make the 4 hires needed in 1 mornings work.

The Gain: The usual cost by a standard recruitment agency to fill these positions would have been £12,600. Using our Internal Recruitment Model we devised and ran the assessment centre for the client at a cost of £1,500. This gave the company a massive saving of £11,100.

The Figures:

Standard recruitment agency rate: £12,600
Our Internal Recruitment rate: £1,500
Their saving: £11,100

1st birthday recruitment agency Sheffield Slice Solutions

It’s Slice Solutions’ 1st Birthday – Year One Completed!

Here’s what Lisa Betsworth our founder had to say one year in.

“So here we are 12 months on, who’d have thought it! This time 12 months ago, the vision for Slice was very different to the Slice that stands before us today. The business that we’ve got today is probably the business that I wanted the first time around but never quite found my way to getting it. So I am grateful to all of the clients that we’ve worked with and still to work with that have enabled me to bring the vision into the reality that Slice is today.

I’m thankful that they’ve been open minded enough to work with the internal side of things and that they’ve seen the results! We’ve done everything from placing administrators to architectural technicians, from designing assessment centres to implementing internal recruitment departments in companies small and large.

We continue to hold on to our values throughout as recruitment shouldn’t cost you the earth. We don’t bill like traditional recruiters as our costs are much less than standard recruitment agencies. We will save you money on your recruitment costs! But not only that, we will give you more than just a quick-fix, vacancy filling exercise. We work with you on the bigger picture. If we don’t think you need to recruit and can re-engineer your current workforce we will tell you! And, if you find that sort of advice beneficial, we will work internally in your organisation for as long as you need us to.

Going forward what does year 2 hold for Slice? Well, growth in a number of ways in terms of the amount of clients that we can service, the levels that we can service them, and in numbers of our team – we’re very excited about that! There’s some fantastic stuff coming up over the next 12 months in terms of what we’re doing with our marketing and what we’ve got in the pipeline, as well as some really rewarding projects that we’re working on at the moment!

It’s all made for a fantastic first year. We’re absolutely chuffed and long may it continue!”

If you’d like to learn more about how we work with clients, check out our case studies here (link) or get in touch today info@slicesolutions.co.uk

Let’s get back to business and go Back to the NEW Future!

We recently ran a seminar on getting your business "Back to the new future".

It was an exclusive employer forum in the format of an online webinar with an ace panel of experts. It aimed to make your back to work planning cost effective and deliverable post lockdown.

The seminar was aimed at employers who are bringing their workforce back, providing the latest information in line with the Government's guidance on COVID 19 and an opportunity to ask questions to the panel comprising of:
- Lynn Collins, Head of HR Services; Spencers Solicitors
- Emily Oxford, H&S Consultant, Health and Safety Support Services
- Lisa Betsworth, Director, Slice Solutions

You can watch the seminar below. Get in touch if you'd like to be attend the next seminar.

How Employers Can Help Maintain Staff Wellbeing

Part 2 of Preparing Your Marketing & Recruitment Ready For Life Post Covid-19

Preparing Your marketing & Recruitment Ready For Life Post Covid-19

managing staff at home - recruitment company Sheffield

How To Effectively Manage Your Staff At Home

In these unprecedented circumstances its highly likely your staff are working from home if they are working at all. On the surface this seems like a great idea right? But what happens if it all goes wrong?

The truth is, if you don’t know how to effectively manage your employees while they work from home they could start to:

Feel isolated and detached from the team or business
Slack off
Miss key calls
Drop the ball on even the most basic if tasks

You need to consider a number of key areas to enable you to stand a chance of getting the best out of this situation.

Set out expectations

Chances are unless your business had people that worked from home prior to lockdown, your business will not have had a policy to outline the businesses expectations to home workers. Now is the time to get this done and ask all staff working from home to sign it. It should cover everything from response times in relation to calls and emails to the work they are expected to complete.

Keep In Touch

The key to managing employees that work from home is solid communication. Just because you are not all in the office doesn’t mean you cant have your daily briefing or weekly meeting. Send out email invitations to these calls or Zooms, etc and ask people to block out time in their diary.

If you have a large workforce it may be worth looking at a clocking in and out policy. There are a number of apps or software options you can utilise to help you do this.

The last thing any employer wants is for the staff to feel more isolated than we all essentially are right now and I have seen some really creative ideas of late to stay in touch; Friday winge and wine Zoom being one, where all the staff come together at the end of the day on Friday with a glass of wine to celebrate the completion of another tough week in lockdown.

Now is a testing time for any business and employer. However, those that embrace it could well be paving the way for a new future. Those businesses who said they couldn’t offer flexible or home working historically are now seeing some of the benefits of doing so, and will undoubtedly look at incorporating it into the business when things return to some form of normality. What better way to empower your staff by showing them you trust them enough to allow them to work from home?

If you feel, as a business, that you have been forced into this situation but you can see the benefits, I would suggest you perhaps engage with someone that can help you set this up effectively going forward. We can recommend a few people depending where you are based. We can also help you structure your workforce effectively be it in the office or at home.

Give us a call today for a free, no obligation review and let’s see if we can not only make your recruitment methods more cost effective but also provide better results.

Available Grants & The Dos And Don’ts of Furloughing

Recently our MD, Lisa had a discussion with the very knowledgeable Hayley Koseoglu, Business Consultant and owner of Iekos and Liam Kenealy, Employment Lawyer at Spencer’s Solicitors about the local grants that are currently accessible and the dos and don’ts of the furlough process.

If you have had to furlough your staff or are currently unsure how to access funds then please watch out short discussion or contact us and we can signpost you to the best person to help.

Now more than ever we as a business community need to support each other.

Case Study: Building Materials Company In Sheffield

The Requirement: The company required a sales and admin assistant for their busy base in Sheffield.

The Solution: We took a brief of the position that needed filling and discussed the various options with the MD, looking at the turnaround times and levels of involvement required from us against their in house abilities. It was decided that they should use the ad hoc internal recruitment method and we were tasked with advertising for the role, shortlisting and referencing.

The Gain: The usual cost by a standard recruitment agency to fill this position would have been £2,560, but, as only parts of the recruitment process were required, we were able to fill this position based on the time taken to do our tasks and the total invoice from us was £450. This gave the company a great saving on just this one position of £2,110.

The Figures:

Standard recruitment agency rate: £2,560
Our ad hoc rate: £450
Their saving: £2,110

Case Study: Engineering Firm in Doncaster

The Requirement: In October 2019 the company required an internal sales person and a BDM to be recruited into the business.The Solution: Having taken a brief and discussed the options with the Managing Director, we used the retained internal recruitment partnership model to help them find the right people for these roles. We set up advertising channels for them, undertook all the advertising, shortlisted the candidates and carried out the interviews.

The Gain: Had the recruitment been done on a standard agency rate, the combined rate would have been £6,675. The total cost using the retained internal recruitment partnership model was £2,000, giving the company a massive saving of £4,675 on this recruitment exercise as well as providing them with 2 incredibly well-suited employees.

The Figures:

Standard recruitment agency rate: £6,675
Our retained partnership rate: £2,000
Their saving: £4,675