Tag Archives: recruitment

Recruitment MYTHS: 5 Misconceptions of Recruitment Consultants

In the World of Recruitment, prejudices regarding the industry often can cause a candidate to refuse to work with Recruitment Agencies for the rest of their working careers. As a result of this, our Team Leader Jack Kelly has come up with a list of the FIVE misconceptions candidates often have before working with Reactive Recruitment.

“Recruitment agencies are too expensive; they take a percentage of my wage”

This is a very common and understandable misconception about recruitment companies.

Our costs are covered by the side of the business: they retain us to find solutions to THEIR employment problems.

Therefore, our service is 100% COST FREE to you,  the job seeker.

“You will send my CV out everywhere”

Setting aside the ethical problem that would arise if we were to do this, General Data Protection Regulations ensure we are legally bound to secure your permission before we share your information with anyone else.

Essentially, YOU are fully in control with Reactive Recruitment.

“You’ll just submit my CV and hope for the best”

We offer one of the most holistic approaches when working to find you a new job.

We can:

  • Consult you with the best fit for your career
  • Offer a free-of-charge CV workshop, interview advice, and preparation
  • Negotiate your salary and
  • Be completely honest and transparent throughout the recruitment process, and keep you in the loop every step of the way. This is arguably the MOST underrated part of our service.

“Recruitment agencies don’t have any more jobs than what I can see on job boards”

We have been working with some of our clients since our business’s doors have opened, which means we have developed incredible relationships with them, who are happy for us to exclusively recruit for most, if not ALL, of their live positions.

This means that there are some positions which can only be applied for through Reactive Recruitment.

“You don’t care.”

This could not be further from the truth.

We work with people during some of the most important moments in their life. They may have just been made redundant or let go from their job with a family to support, or maybe we are helping them find their ‘Dream Job’.

Do you really think that we would be able to operate without genuine empathy?

This is a skill that we consistently develop within our team due to its unwavering critical nature to our business.

I have listened to candidates break down over the phone when they are offered the job, if they, unfortunately, haven’t been offered the job, and I have also seen other consultants break down on behalf of their candidate when they miss out on their dream job.

Caring has always been part and parcel of being a good recruitment consultant.

Here at Reactive Recruitment, we are actively working to disprove your worries and fears when coming to us for help in your employment journey.

Call 02890099211, email, or contact us via LinkedIn to find out more information.

Reactive Recruitment Celebrates Fifth Anniversary with A Day at Down Royal

Belfast based recruitment consultancy Reactive Recruitment announced their fifth anniversary and celebrated with a team day out to Down Royal Racecourse.

Reactive Recruitment was established as a consultancy in the year 2014 by two industry leaders, CEO Max Mackin and Group Director Paul Armstrong. Together they accumulate forty years’ experience and their industry knowledge has resulted in fast growth for Reactive Recruitment.

The business now offers opportunities in a variety of sectors, including Sales, Marketing, Finance, Healthcare, IT, Engineering and Manufacturing with plans for further growth. Now in its fifth year, the company have become a leader in Northern Ireland’s recruitment sector and work collaboratively with their clients and candidates to deliver high-end results.

CEO, Max Mackin commented, ‘I am absolutely delighted at the growth we have experienced over the last half decade. We have had a lot of success and each year has seen more developments than the year previous, and we are thankful for that!

However, it’s not all been sunshine and unicorns, it can be hard work running a business. Thank you to everyone who has been involved and dedicated to helping us to get to where we are today. We are extremely excited about where we can take this company over the next 5 years.”

Group Director Paul Armstrong said, ‘It has been a fantastic and exciting five years since we first opened our doors and it seems to have both flown by while also feeling like a lifetime!

I would like to mirror Max’s comments in thanking all of those who have played a part in the business as well as taking the opportunity to thank Max himself for the opportunity in the first place, I’ve not looked back since starting with him.  Genuinely looking forward to the next 5 years and the challenges and rewards that it brings!”

For more information on Reactive Recruitment, visit www.reactiverecruitment.com


How to create a CV that will help you stand out from the rest!

Constructing the perfect CV can be a time-consuming process but is worth putting in that extra effort. This will help you gain the unique aspect to make employers choose you. There is no quick fix to tailoring your CV to help you land your dream job, but with some hard work you can put yourself ahead of the increasingly competitive job market.

This article explores some tips and tricks on how to achieve this.

Don’t send the same CV and cover letter to every single job application. Take your time and read each job specification carefully, what exactly are they asking for? Tailor yourself to suit each opportunity, for example if the employer is asking for an experienced sales manager, demonstrate how you have hit targets and managed sales cycles in previous jobs.

If you are moving into a new industry, show how you have proven the desired skills and qualities from other areas of your life experience or previous work experience. Keep it short and concise, rather than using overly long paragraphs. Potential employers aren’t going to spend ages analysing every single aspect of a CV, they want to be able to check over it quickly.

A professional and attractive layout will make it easier to skim read rather than having every unnecessary detail squeezed in. Try and make sure your CV is no more than two pages, this can be done by adding the most important and relevant pieces of information.

Always avoid jargon! Adding in too many buzzwords will have the reverse effect with grabbing the employer’s attention. Yes, you must sell yourself in a positive light but ensure you are doing so in an articulate and professional manner.

Double check your spelling, this may seem like a simple one, but you would be surprised at the amount of people who send their CV off packed with spelling mistakes. Use the technology we must help you spot any grammatical errors and fix them.

Use these tips and you will be on the right track to developing a fantastic resume, helping you with your next career move. For any more advice give Reactive Recruitment a phone on 028 9009 9211 or email us over your CV and we will be happy to help!

Guide Dogs NI Urge For More Support To Help Increase The Amount Of Dogs Available

Reactive Recruitment joined forces with BlackFox Solutions to help Guide Dogs Northern Ireland by giving them a substantial donation. This is to help with the availability of guide dogs available to those in need and are encouraging others to do the same.

Guide Dogs NI are encouraging people to make donations to improve the decreasing percentage of dogs and emphasise that every little counts. There are around 1,4000 guide dogs trained in the UK every year, and many considerations that go into the matching process between a dog and their owner, including details such as tone of voice and age.

Kerri McCartney, Marketing and Events Manager at BlackFox Solutions and Reactive Recruitment commented, “I came across an online article highlighting the long wait that those in need of guide dogs have to face before being matched. I felt something needed to be done so I mentioned this to BlackFox & Reactive CEO Max Mackin and within minutes we had decided to make a sizeable donation to help try and make a difference. This is one of the great things about working for a company that has such a strong moral compass, that we can help charities like Guide Dogs with the fantastic work they do. I hope our donation will urge other companies to raise awareness of the importance of their social obligations and to donate also.

The Guide Dogs volunteers work tirelessly to help those in need, and we have massive respect for them and what they do.”

Paul Armstrong, Group Director at Reactive Recruitment said of the experience, “It was humbling to see the fantastic work Guide Dogs NI do and we are delighted to be able to support them as they support so many locally.”

Guide Dogs Northern Ireland have many options for you to offer your support, donations, volunteering and signing up to My Guide. This is a guiding service that matches trained sighted volunteers to people with sight loss who need support getting out and about. While someone is waiting for a guide dog, or may not wish to have a guide dog, a My Guide partnership focuses on achieving a set goal, this could be around building confidence, increasing physical fitness, working towards a guide dog partnership, or tacking social isolation by assessing local communities, hobbies or pastimes.

If you would be interested in doing your part, get in touch with them at MyGuideNI@guidedogs.org.uk or find out more online: My Guide

There is also the ‘Use Your Senses’ 5K run in Stormont Estate on 1st June. For more information, see here: www.guidedogs.org.uk/uysbelfast2019

Ensure All Your Company Meetings Are Effective

Although they are a necessary element of daily working life, there have always been concerns over how workplace meetings may hinder employee productivity. Small talk, connection issues and latecomers all contribute to meetings becoming long and tedious. There are techniques that can help improve communication during meetings to ensure each meeting is more of a help than a hindrance to your company.

It starts with ensuring that each of your meetings start with a sense of purpose. This can be defined via a handout, email or discussed from the outset. The agenda will help keep the meeting on track, preventing employee’s becoming bored or restless. As well as an agenda, you should send an email around explaining the reason for the meeting which means everyone walking into the meeting will be aware of the set aims and objectives.

Ensure the meeting doesn’t go on for too long by setting a time limit, all employees should know what the meeting is about before. They will know whether it is to solve a problem, discuss a project or to talk about new business opportunities. This will help speed the process along while still getting an effective outcome. Attendees are more likely to stay motivated if the meeting doesn’t drag on.

Ask all employees to comment on the meeting procedure and reinforce that you want them to come forward with any ideas or suggestions they may have on improving the set-up. Employee’s will appreciate your efforts to listen to them and will be more pro-active if they see their suggestions being put into place.

Implement a policy that doesn’t allow people to be sitting on their technology toys instead of listening to what’s being discussed. If employees are surfing the web, emailing or surfing the web then they won’t be taking in anything else. Meaning the only result of their attendance will be wasted time, have a no tolerance policy for this.

Ensure every meeting ends with a discussion for what the next steps will be. There is no point in ending it with no set plan on how to achieve the objectives or solution to a problem, it should end with deciding who will be responsible for what, deadlines and any other aspects that need to be confirmed.

Most meetings can be a motivating and a valuable asset to your company. All you have to do is follow these steps and put in effort to make sure they are all this way.

Top Tips for Interviewing Candidates

We’ve all been there, trying to fit in an interview with a potential employee into an already jam-packed day. Even if you have endless deadlines, problems with projects or back to back to meetings, it’s important to take time before an interview to prepare questions and consider what questions the candidate may have for you. Here are some tips to ensure the process runs smoothly from start to finish.

Use the job description to help you implement a list of questions that relate directly to the responsibilities of the role. Make sure to ask behavioural type questions, for example, ‘tell me about a time when you found a solution to a problem/faced a challenge in the workplace?’ Analysing their real-life experiences will give you a good indication of how they will perform.

Train senior members of the company hierarchy to be able to interview effectively, having them in the interview with you will help you decide on the best candidate as you can get their perspective as well. This will be useful if you’re not able to interview as you can allow trained staff to be the interviewer and trust their judgement.

Always review the candidate’s C.V. before interviewing them, this will help when choosing questions as you can ask about the work experience listed and the university they attended. This will give the interview a more personal feel and shows the candidate you have taken time out to ensure the interview is productive.

Outline the interview process for the candidate, they will be nervous so this will help them relax. Start by giving a company description and then mention the job role. Don’t give too much away about the company as you want the candidate to prove that they have done their research, so after briefly talking about the company ask them what they know about their company.

Make sure to cover all your questions but allow time for the candidate to talk about everything they want to. Remember, the candidate is deciding whether they want to work for you, just as much as you’re deciding whether you want to hire them. Be professional, articulate your company’s mission clearly and have a good tone of voice.




When Reactive Recruitment Met Up With InspecVision’s Colette Johnson

We sat down with Colette Johnson to chat about being a woman in the world of Engineering, travelling around the world for trade shows and her plans for the future! #iREACTED

What is your role in InspecVision Colette?

My role is quite varied and HR is one of the things that falls with me. It’s important to understand exactly the role you are recruiting for.  We normally need somebody who understands that at the heart of it we are a small business and the role is going to stretch a bit further than maybe it would do within a bigger company.

We’ve found that the people that have thrived with us have enjoyed this type of variety and also having more control over their work and what they do day to day. It also means that every day is different which is a benefit.

How would you describe the company culture?

We would consider our hierarchy to be reasonably flat, the managers work alongside the rest of our team. Our Managing Director Jan is very involved in the R&D side of things and drives that but also helps the rest of the team. At the same time we have our Senior Electrical Engineer working right alongside everyone else., including new recruits. This gives all our employees the opportunity to learn and progress as they work with more experienced team members. We feel more in touch with what’s happening and as we grow and continue hiring, like we have done in the past 18 months we will continue to maintain this culture.

We are a family business and have always been cautious in terms of planning our growth, anything the business makes, it goes back into the company to help it thrive.

So, have you noticed most of your growth since moving to Belfast?

We started in Larne in 2005 at the LEDCOM premises and we experienced a period of growth and had outgrown the unit we were in, so we moved up to Belfast and have been here since 2012.  About two years ago we changed our distributor in the US and they’ve really driven sales in the states over the past two years for us and the expansion we’ve experienced is really responding that market. Our growth has been slow and steady but that’s because we want to be secure in what we are doing.

What are your future plans and objectives?

We are always keeping an eye on our distribution network and how we sell our products. So, in terms of that we are looking at different ways to get our product to market and are looking at things such as re-branding or joint projects with other companies. These are long term objectives which we hope will drive growth significantly.

How long does it take to assemble one of the products?

Depending on the size of the machine, it takes us about four weeks to get the raw components in and will then take about two weeks of assembly and  camera calibration.

Do you get the opportunity to travel often?

Yes, we do, a lot of our trade shows are in different countries. The next exhibition is in May in Germany and later in the year we will go to our American distributor who has an open house. It’s good for brand awareness and to meet distributors. Each exhibition lasts usually from Tuesday to Friday and we must be there for a few days before to be prepared. I really enjoy going to them as you get a great flow of people and it’s great in terms of market research.

What is the thing that motivates you at the start of every working day?

I find it really rewarding to work in a family business, feeling that I can contribute and help it grow. I do something different everyday and I like that variety in a role. I think because there is that family dynamic that my role is more varied than it would be. I like ticking my list of tasks throughout the day and I feel a sense of accomplishment when I’ve completed everything at the end of every day. I have learnt so much and have been given the time and space to do so, for example before starting this job I had never been to a trade show before whereas now I can organise us attending exhibitions.

If you could say anything to your 16-year-old self, what would it be?

I would probably tell myself to a different degree (laughs) I did an arts degree, far off from what I’m doing now.

How did you get into the role you’re in today?

I started off as a pension’s administrator, I was getting married to Jan and we were planning a move out to the suburbs. So, I decided to help Jan start this business and the original intention was to work with him for about a year and help him get it off the ground and here we are 14 years later! I grew up on a family farm, always helping out, so that whole aspect of this business really appealed to me. Although we do have to take work home with us at times, that’s part of owning your own business I suppose and it’s all very rewarding.

How have you found the service at Reactive?

I’ve really enjoyed working with Reactive and found them to be a good partner in terms of helping us grow our workforce. They have always been very responsive because sometimes my needs have changed alongside the job role as I’m looking for someone who is multiskilled. I have always appreciated the type of feedback I have received and look forward to continue working with the Reactive team in the future.

How to Manage Your Clients Expectations.

All recruitment consultants are aware that building relationships results in building business and therefore every interaction with clients is extremely important. This article explores some tips that will help breakdown any assumptions, so that you’re prepared for your next client meeting.

Once your client relationships have been established, they must be managed efficiently to help maintain them. This includes simple yet effective methods, such as having a fast response rate, returning calls and checking in on them. Be friendly while remaining professional when chatting to them, as this will help improve your industry reputation.

Always discuss your company’s terms and conditions with clients from the get-go, this includes payment terms and any contracts that need to be signed. There are some consultants who have had to learn the hard way and dived into a recruitment project without confirmation from clients, with the only result being wasted time as the certain client has opted out of the deal. Make sure to discuss terms up front, get signatures and any confirmation needed before getting started.

Stay ahead of the rest by keeping up with recruitment trends, this will help your level of expertise, enables you to shell out the best advice and helps you be aware of new jobs before your client notices them. Never over promise, ensure everything you guarantee to clients is a realistic aim, this applies in particular to salaries, interviews and different timescales.

Try and give out advice when you can, don’t wait for them to ask how to improve their recruitment strategy, help them with new approaches that will help them get more from their budget. They will appreciate your support and will want to continually return to you when hiring due to your help and guidance.

Once the deal has been and gone, remember to check in on your clients to check how the new candidate is getting on in their new role and ask if they are planning to hire in the near future. A gentle reminder every so often will help establish yourself as a client’s go to when recruiting.

Help Your Employee’s Make the Most Out of Mondays

There will always be some employee’s who suffer the Monday Blues, while others see it as a motivation tactic with it being the start of a new week. The problem with the majority suffering the Monday blues is that the anxiety and dread that come with it, usually prevents workers from being productive.

Here’s some tips to make sure your entire team walk into the office on a Monday morning feeling fresh, motivated and ready for the week ahead!

Give your team something to look forward to on a Monday, this could include a work breakfast, team lunch or it could be something as simple as buying them all a coffee from the local Starbucks or Café Nero. If you want to go that extra step, another idea could be to have Monday competitions or challenges, offering a prize as an incentive. You could offer other Monday benefits such as dress casual days for workers or flexible hours offered.

Try not to arrange meetings first thing on a Monday morning and if they must be done, arrange them for the afternoon. Early Monday morning meetings can be a trigger of anxiety for your team, increasing the amount of people taking time off on a Monday.

Have a casual catch up with your employee’s and help them organise a routine for the day ahead. Having a structured routine at the start of the week is more likely to follow through the rest of the week, start the week off right and it will result in a productive week. Having a positive attitude is key!

Be aware that there may be certain employee’s that need a bit of extra support, frequent absences may be due to something more serious than the dreaded feeling of Monday Blues. If you find out this is the case, approach the topic in a supportive and sensitive way.