Tag: Recruitment

  1. How to beat your competitors and hire the top talent

    Every employer wants to attract the top talent, especially for positions that are critical to the company’s performance.

    The high-performing professionals know how in-demand they are and if you don’t market yourself properly as an employer, you might lose your dream employee to a competitor.

    One mistake that a lot of employers make is thinking about employees as being a resource. You’re trying to secure talented people to excel in your business and drive it forwards – not fill up your tank to just keep things ticking over.

    Of course, the recruitment techniques used make a huge difference when trying to attract talented individuals to work at your organisation. Ocean Edge uses multiple ways, including headhunting, to find the right calibre of applicant.

    But there are lots of ways you can support the recruitment process. Here’s our guide on how to attract employees to your company who’ll help you compete within your market.

    Differentiate your company from your competitors

    Show the top talent how joining your organisation can help them achieve their career goals. Communicate what we all want in a new job – clarity about the company’s vision and goals, a shared conviction that what the company is doing matters and how they can contribute, and that there are opportunities for career development and personal growth. How are you unique and why should they work for you?

    Future path

    Be clear about what you want to achieve as a company and what part the post holder will take in moving the business forward. Candidates want to see what a company’s goals are and see how they fit into that plan and how the company fits into their career development.

    Be flexible

    Employees look for companies where work pressure doesn’t impact their personal life. We’re moving into an era where the ‘traditional’ office environment is (arguably) no longer viable. Show potential recruits that you value work-life balance, flexible working and individuality.

    People first

    Foster a workplace that empowers and thrives on trust and respect, led by effective and positive managers. When you care about your employees, they’ll care more for one another, your customers and the community in which they work.

    Add perks

    Think about how attractive your offer of employment actually is and what do they get after they have accepted the job? Offer a reward scheme with desirable prizes such as gift cards, cinema tickets, extra holiday days and even exotic holiday packages.

    Can you subsidise transport into work, offer free coffee and snacks on the premises and provide family days?

    The work environment is also important; a pleasant and well-maintained office adds positivity and greater energy.

    Invest in education

    Top-tier individuals often see learning opportunities as being important. It enhances their performance, career development and personal growth. Tailoring learning initiatives hone their abilities to enhance your company’s performance, and it makes them feel more valued and it increases their loyalty if other firms come knocking.

    Understand your reputation

    Your organisation’s reputation forms a key part of the candidate’s decision-making. It starts with brand awareness – I haven’t heard of this company before or they’re really strong in my field and I’ve heard they’re really good to work for. It ends with the candidate having enough confidence in you as a brand to accept your offer of employment, and if they decide to move on – you also need them to leave your company singing your praises.

    Brand ambassadors

    Employee referral programmes are an effective way to hire promising candidates and also make your current employees feel valued. Use your own employees as brand ambassadors; who’ll effectively endorse you as an employer and provide genuine insight into what it’s like to work for you.

    You could also bring your employees directly into the recruitment process by educating them about the talent the organisation is searching for, and how to make a positive introduction should they meet a potential recruit whose skills and experience is a great fit. This initiative can be incentivised by a reward scheme.


    Find out more about how Ocean Edge can help you recruit the best candidates to your team.

  2. The secret to finding your dream job

    Recruitment agencies can help you find the right job, but the search starts with you. First, you need to know what you want to find, so imagine you’re looking at job adverts and your ideal job is staring back at you; what does it say and offer you?

    Here at Ocean Edge, it’s our mission to help you find that perfect role. But that doesn’t mean we lead the way. Only you can envisage what your dream job looks like. Here’s how:

    What motivates you?

    Be clear about what motivates you. What makes you smile about your job? What’s been your greatest career achievement to date? And what aspects of your current role would you take to a new job, if you could, and which would you gladly give the elbow?

    Once you know what drives you, it’ll be easier to find a role that offers you a challenge you enjoy in an organisation that matches your style and direction of travel.

    Think outside the box

    Sometimes organisations or roles you’ve ruled out before can offer you the exact challenge you’re looking for. Don’t limit yourself by sector or business size. Think outside the box and look at the overall challenge. This could be the start of a fantastic new journey in a business where you can make a difference.

    Be flexible

    Avoid factoring in too many personal preferences about your ideal commute time, salary or private health care packages when deciding whether or not to apply for a job. Your career priorities should always be focused on what motivates you first.

    Without an element of flexibility on the financial and logistical benefits of a role, you could find yourself passing up that dream job. In two decades of coaching candidates, experience has shown us that career moves based solely on salary, location or company benefits tend to be short-lived.

    Think of each job as a stepping stone

    It’s very rare that a job is for life. You’re more likely to move from project to project, and that’s the best way to look at any career move. Joining a new organisation is your opportunity to help it get from A to B in its business plan.

    Once you’ve achieved that goal then it might be time to move to a new organisation for a fresh challenge. This is one way to ensure you continually grow your experience, add value to your employers, and achieve fulfilment from your career.

    Know your value

    When you begin the search for your dream job it’s vital to understand your unique selling points. What is it that makes you such a desirable employee? And what impact have you made in your current role?

    These things are your value – they separate you from the crowd and illustrate what you could bring to a new organisation. On the flip side, they also reveal what you need from a job. If a potential employer can’t give you the opportunity to use your talents, then their role might not be for you.

    You are the key to finding your dream job

    You’re the most important part of finding your dream job. Once you know what you want from the next step in your career journey then you’ll be better placed to discover the opportunities that’ll drive you.

    Why register with Ocean Edge?

    If any of this has resonated with you then we’d love to help you achieve your career goals. Ocean Edge is a recruitment consultancy with nearly 20 years’ experience in finding the right candidates for the affordable housing and property sectors. We understand the opportunities within the market place and have a strong track record in putting candidates on the road to their dream job.

    Find out more about how we can help you find your ideal job and register for job alerts and offers.



  3. Essential recruitment techniques to attract the best candidates

    If your business needs new talent, but the thought of going through the recruitment process fills you with dread, then it doesn’t have to be this way. Attracting the best candidates need not be a laborious process. Work smarter to start a relationship that achieves both your business goals and the individual’s career aspirations.

    Here’s our guide on how to attract the best candidates to help your business thrive.

    Where your recruitment process may have failed in the past

    The very best candidates for opportunities within your company could well be happy in their existing role. Your vacant post maybe their dream job, but if they’re not actively looking for it then you’ve got to work smarter to attract them.

    Passively advertising a job vacancy is more likely to attract people who are perhaps not happy, who don’t have the right skills, or they could have less experience than you need. These are not the people you want to interview.

    Adverts online, in the press and social media posts can be effective but they’re also one-dimensional and therefore, don’t necessarily inspire talent to join your company.

    So, what can you do to actively recruit the best candidates to your business?

    Target your candidates

    Always use the most targeted advertising channels to put the message out there that you are recruiting. This could be adverts in local or trade publications. Equally, it could be online adverts or direct approaches to people on LinkedIn who fit the bill.

    Make the most of existing networks

    Work with a recruitment agency that already has an extensive network of talented contacts within your industry. You can guarantee they already speak to candidates who’re actively looking for opportunities in your type of business.

    Engage passive talent

    Research your ideal candidates and invite them to enter the recruitment process, even if they are not actively seeking a new opportunity. If you can convince these handpicked individuals that your business can help them achieve their career goals, then there will also be a return for your organisation.

    Make the application process simple

    Ask yourself: would someone who is successful, busy and engaged with their current role be happy to go through the application process? Would they have time, or would they take one look and believe it was too much hassle? If your recruitment process asks applicants to jump through too many hoops before the interview, then you may be missing out on the best candidates.

    Engage with the potential candidates

    Often potential candidates express interest in roles or have concerns that need addressing before they can apply for the job. It’s important to communicate and deal with their needs and provide solutions to enable them to fully consider applying for the role.

    Make sure you are a good match

    Once you have your shortlist of candidates, make sure that their needs and ambitions match your own. It’s not just their responsibility to do a good job for you; your business needs to help each employee achieve their full potential. If your recruitment process has been successful, then everyone will understand what is expected and how you can work together to grow.

    Find a professional recruitment agency

    A professional recruitment agency will work with you to create the right recruitment process for your unique business – one size does not fit all. They’ll feedback to you on how the process is going and hone their techniques if necessary. After all, it’s about finding the best candidates for you and making sure they excel within your business.

    Why choose Ocean Edge as your recruitment agency?

    Ocean Edge is a recruitment consultancy with nearly 20 years’ experience in finding the right candidates for the affordable housing and property sectors. We work with housing associations, local authorities, ALMOs, TMOs, private sector consultants, developers and contractors, which supply the sector and private development arms of local authorities.

    We understand the marketplace, build bespoke searches and have a strong track record in using multiple recruitment techniques to find the fresh talent organisations need. Headhunting is a key part of what we do well, and this is very effective when helping our clients fill their most difficult positions.

    We aim to make the process of recruitment straightforward and user-friendly. It’s our ambition to make the experience a positive one; even when candidates may not be the right person for the role. We believe that both active candidates (those actively on the market for a new career opportunity) and passive candidates (those not actively seeking a new opportunity) should be made aware of opportunities. We only put forward the best people for the job.

    Ocean Edge exists to ensure organisations are able to reach, attract and meet the talented people they need to recruit in order to enable their organisation to thrive.





  4. Are companies missing out on potential geniuses by choosing candidates that are too safe?

    Imagine an employee that, although very skilled, breaks all the rules, refuses to listen to your advice and insists on doing things their own way. This may sound like your idea of a nightmare, however, there is a new phrase to describe this type of individual; “disruptive talent”.

    These people disrupt the norms of your workplace, they go against all rules and regulations and yet somehow still produce the same, or even better, outcomes. It is their attributes that you may see as flaws that end up being their merits when it comes to business and making business decisions.

    So what are the benefits of hiring disruptive talent?

    One of the biggest benefits is that those who fall into this category are generally relentless in pursuing their goals and do not like to take no for an answer; the same traits that side-lined these individuals previously in terms of career progression. But recently, businesses are starting to realise the assets of hiring this type of person, particularly for roles that involve selling and closing deals. In fact, most large-scale, successful businesses already have their fair share of disruptive talent, and these people have contributed to their development. Recruiting this type of personality to your workforce will allow you to push boundaries, achieve targets and may help the business to grow if it is stuck at a plateau. This may sound great, but how do you manage an outspoken individual who will undoubtedly ‘colour outside the lines’ of your business. It isn’t an easy task and you must accept that someone who falls into the disruptive talent category will be unpredictable in terms of their actions. They need a strong manager who can understand their creative differences and vision, and be firm yet flexible when it comes to their supervision. Disruptive talent may also struggle to fit into the wider norms, values and culture of your business, and may cause an uproar among current employees; reasons why many businesses opt out of hiring this type of employee in the first place.

    Although there are obvious issues to consider about taking on disruptive talent, with the right management and company flexibility, they can help grow and strengthen your current business and could even take it to unexpected heights. Therefore being overly safe with candidates may actually lead to the demise of your business, so it is worth being as open-minded as possible to the possibilities of disruptive talent during any recruitment process.