Right People in charity boost for mountain rescuers
Right People is to donate a percentage of profits to help a north-east life-saving rescue team.
The business is supporting Braemar Mountain Rescue Team – its nominated charity for 2017 – by donating 10% of profits made from new temp hires during July and August.
Right People opted to support the organisation after one of its directors came across a real-life hilltop emergency.
Bruce Russell, a co-founder of the business, assisted rescuers when a walker suffered a dislocated shoulder on a Munro near Loch Lomond in April this year.
The woman was 3,000ft up Beinn Chabhair, near Inverarnan, Stirlingshire, when she was airlifted by a coastguard helicopter after a call was made to Killin Mountain Rescue Team.
Alex McLeod, co-founder and director at Right People, said: “We are delighted to support Braemar Mountain Rescue Team with a donation from us based on new temporary personnel hires in July and August.
“The plan is to raise more than £1,000 in total for a very worthwhile cause. We realise the value of the rescue teams.”
As part of the fundraising drive, Bruce is taking part in the Illuminator Half Marathon on Saturday, October 28 (2017) at The Glen Tanar Estate, near Aboyne.
Bruce will be walking the 15-mile route, while his wife Clare – an experienced Metro Aberdeen club athlete – will be running the course on which entrants wear a headtorch to help navigate the night-time event.
Bruce has already raised more than £600 towards the £1,000 target. To support Right People and raise funds for Braemar Mountain Rescue Team visit:
Mountain experience inspires Bruce to raise money for rescue team
Right People director Bruce Russell is raising money for rescuers after witnessing a hilltop mercy mission earlier this year.
Bruce is supporting Braemar Mountain Rescue team by taking part in the Illuminator Half Marathon on Saturday, October 28 (2017) at The Glen Tanar Estate, near Aboyne.
He will be walking the 15-mile route, while wife Clare – an experienced Metro Aberdeen club athlete – will be running the course on which entrants wear a headtorch to help navigate the night-time event.
Bruce, who has bagged more than 120 Munros, was inspired to raise money for Braemar Mountain Rescue after coming across a real-life rescue in early April.
He assisted rescuers when a walker suffered a dislocated shoulder on a Munro near Loch Lomond. The woman was 3,000ft up Beinn Chabhair, near Inverarnan, Stirlingshire, when she was airlifted by a coastguard helicopter after a call was made to Killin Mountain Rescue Team.
Bruce said: “I experienced the first-class expertise of rescue teams. My wife and I came across the injured person and her friend. I helped the coastguard and the woman, who was in considerable pain.
“As regulars on the hills it made us realise just what an important service rescue teams provide. We decided to support Braemar Mountain Rescue as the area they cover is the one we most often visit.
“My wife is an experienced runner and will be finishing way ahead of me in the Illuminator event, but the important thing for me is to take part and complete the fundraising challenge.
“In addition, Right People felt as a business it was important to actively support the community in which we operate. Hopefully we can reach the target to help Braemar Mountain Rescue.”
In preparation for the fundraiser Bruce will be taking on the nine Munros in the Fannichs – between Dingwall and Ullapool – in a day. Bruce and Clare will also be tackling 15 Munros near Newtonmore and walking The Great Glen Way between Fort William and Inverness over the next few months.
More than £300 of the £1,000 target has been raised. To support Bruce and raise funds for Braemar Mountain Rescue visit:
Software developer jobs in high demand
Bruce Russell, director at Aberdeen recruitment business Right People
The oil and gas industry is undergoing a period of unprecedented change – but with it comes an opportunity to look at things from a different angle.
As the industry focuses on operational performance and costs, companies are either reviewing their own systems or upgrading their offering to the wider market with a view to future-proofing their business.
It’s no coincidence we’ve seen a sharp increase in the number of companies in the oil and gas supply chain urgently requiring talented software developers.
The upshot is talented people with niche software skills are in strong demand, regardless of the headwinds facing the wider industry.
Of course the rising demand for better, smarter technologies brings its own particular problem; namely, finding the right person for the right job.
But whether it’s algorithms, optimisation, analytics, tracking solutions, automation, real-time reporting, wearable devices or 3D printing, software developers have a valued role to play in the oil and gas industry – now and in the future.
Software developer opportunities: http://rightpeople.uk.net/category/it/
Right People welcomes Harley to the team
Right People has strengthened its team with a key appointment.
Harley McIntryre, who previously worked with a national recruitment business, has joined Right People to enhance its business support services in commercial and public sectors.
Since graduating with a BA (Hons) in Business Management with Retail from Robert Gordon University, Harley worked in customer-facing roles before moving into recruitment in 2015.
Bruce Russell, Director at Right People, said: “We’re delighted to add Harley to the team. She brings a new dynamic to the business.
“We’re proud to be an independent recruitment partner based in Aberdeen. Clients recognise our expertise and knowledge to fill key positions to help with the growth of their business. The addition of Harley to the team enhances our capability to deliver projects for clients.”
Harley, who has been appointed a recruitment consultant, said: “It’s an experienced team at Right People and I’m looking forward to playing my part in developing the business. I enjoy working across a number of sectors including commercial, sales and marketing.
“Right People is able to find key personnel for a variety of positions, from temporary appointments to senior management positions. I enjoy the challenge each project brings.”
Contact Harley on email@example.com
ACCA can count on Right People
to be main sponsor of Aberdeen dinner
Right People has agreed to continue its sponsorship of ACCA Scotland’s annual members’ network dinner in the Granite City.
ACCA (the Association of Chartered Certified Accountants) is the global body for professional accountants and has more than 600,000 members and students.
More than 100 people are expected to attend the high-profile event being held on Friday, March 10 (2017) at The Marcliffe Hotel and Spa, North Deeside Road, Aberdeen. This year marks the 8th consecutive occasion that Right People has supported the annual event.
Ross Martin, Chief Executive of Scottish Council for Development and Industry (SCDI), will deliver the evening’s keynote address, while The Flying Pigs will entertain guests with their unique brand of Doric humour.
Alex McLeod, Director at Right People, said: “We are thrilled to continue our association with ACCA Scotland to support this prestigious event which offers networking opportunities for members from across the north-east.
“The Aberdeen dinner is always a highlight of the year for accountancy professionals and we’re looking forward to hearing from Ross Martin, who will share his wealth of knowledge and experience.”
Craig Vickery, Head of ACCA Scotland, said: “We’re proud to continue our relationship with leading recruitment business Right People. It’s a partnership which has blossomed over the past 8 years and we thank them for their continued support. It’s sure to be a fantastic evening with opportunities to catch up with old friends and make new ones.”
Members of ACCA Scotland can secure tickets for the event here.
Be prepared to go onsite at anytime
Wendy Buchan, Trades Recruitment Consultant
The skyline of Aberdeen city centre is defined in part by cranes and floodlights as developments – some more controversial than others – are progressed. What’s not in doubt is that the numerous building programmes across the city make for busy times for a recruiter.
The Marischal Square development, the project at the old Capitol building and the works at the Triple Kirks site represent just a few of the programmes under way in Aberdeen. More widely, of course, infrastructure developments such as the Third Don Crossing and the Western Peripheral Route are also the subject of much activity.
It’s clear that the trades sector is one that is offering scope for positivity in the North-east at the moment: site workers are in big demand as some project deadlines loom ever larger for developers.
As a construction recruiter, I know the growing number of work-sites in the local area means lots of opportunities – opportunities to place the right candidates into roles that allow them to use their skills and contribute to the future landscape of our area.
The nature of recruitment within this sector is extremely variable, particularly when so many projects are ongoing. One day a painter and decorator may be required to add the finishing touches to a new office block and the next a full team of workers could be needed to see a job through to completion.
Being a local recruiter with access to a large database of candidates across the full range of disciplines – project managers, surveyors and foremen, bricklayers and joiners, plumbers and electricians, plasterers and painters, and more – we know we’re in a great position to recommend to employers the most suitable candidates for their team.
Our advice to candidates is that they should always be prepared, as the next opportunity may well be just around the corner. So…
- Make sure to have your CSCS card, which is necessary for access to any construction site.
- Be prepared to start a job at a single day’s notice – in a competitive market your willingness to begin working the next day could be crucial.
- Be prepared to be flexible with your working hours; the deadlines for major projects often come under public scrutiny. Earlier starts and later finishes may be required to help ensure developments finish on schedule.
For those who are seeking recruitment advice, please don’t hesitate to get in touch with us.
Key additions for Right People
A leading recruitment specialist has laid foundations for further growth with two key appointments and the expansion of its services into the construction industry.
Aberdeen-based Right People has appointed Wendy Buchan to the role of Trades Recruitment Consultant and Claire McConville as Recruitment Consultant.
Wendy previously worked within construction recruitment and has built up a reputation for finding people the right roles within the tight deadlines the industry demands. Her expertise and extensive range of contacts allows Right People to venture into a new business sector expanding its range of recruitment services.
Claire joins Right People having previously worked at another city-based agency and will enhance the company’s business support division. Since graduating with honours in International Hospitality Management from Robert Gordon University, Claire has amassed three years of experience of recruiting for business and office support roles.
Alex McLeod, Director at Right People, said: “We are delighted to welcome our new recruits to the team. Their collective skills, contacts and experience will no doubt prove to be an important asset for Right People as we drive the business forward.
“It’s exciting for us to begin recruiting in the trades and construction sector, which is new for us, but Wendy has experience and know-how of the industry and has already hit the ground running.”
“We continue to find that we are being approached for new business based on our reputation for providing clients with a high quality service. We’re convinced that by adding to our team and broadening our industry scope we will progress even further as a business in the coming months and years.”
Industry advice for students across Aberdeen
Students from across Aberdeen have benefitted from specialist advice given by the city’s leading IT recruiters, Right People.
The company delivered presentations to IT students at events hosted by both North-East Scotland College and Robert Gordon University.
Craig Buchan, IT recruitment consultant at Right People, visited North-East Scotland College in Aberdeen to highlight the fact that the students have various options after college either in education or employment as well as providing practical tips on CVs and how to stand out in front of employers.
Craig said: “It was great to meet the students and explain to them that there are many options after college and give them advice heading straight into employment”
“It’s crucial that businesses and recruiters like ourselves engage with the students in Aberdeen to help bridge the gap between education and the world of work. The sessions allowed us to break the ice with students and tell them about the value we add to their job search.”
Right People also attended an employability event organised by the School of Computing at Robert Gordon University (RGU).
The company was represented by director Bruce Russell and Craig Buchan. Craig delivered a presentation highlighting the value recruitment companies bring to graduates during their job-search as well as providing interview pointers and CV advice.
Craig’s presentation was followed by a question-and-answer session and informal networking.
Bruce Russell, director at Right People, said: “We were delighted to be involved in both of these events, which gave the company a great opportunity to meet and interact with a number of talented young people.”
We’re all different – and that’s the way I like IT
Bruce Russell, director
In this job I’ve met happy people, grumpy people, indifferent people, positive people, rude people (haven’t we all met them?) … and even crazy people. Everyone is different. And you know what? It’s why I love this job.
Even from an early age I wanted to engage with people, I just wasn’t sure whether it would be as a brain surgeon (er … maybe not!) or a bus driver.
I never purposefully set out to work in recruitment. I registered with three agencies and was offered a position with each. They must have seen something in me – and that’s a real recruitment skill; one I trust to be in my armoury today.
I’ve seen a great number of changes in IT recruitment over the past 20 years – not least the fact that no one else was specialising solely in IT back then.
It’s remarkable to think that once-upon-a-time sourcing an IT specialist was lumped into the engineering department at recruitment companies. That’s a bit like asking Sir Alex Ferguson to find the next basketball superstar; two specialisms are totally different, each requiring a unique set of skills.
The 1990s saw the advent of Windows operating systems, the dot com era of boom and bust and the threat of the Millennium Bug – all of these were game-changers in terms of how businesses came to see IT as a help rather than a hindrance to achieving business success.
Today chief executives, MDs, CFOs, HR directors, IT bosses, and senior management all understand the importance of finding talented IT personnel to ensure the smooth continuity of business operations.
I bet at this very moment someone in an office somewhere in the north-east will be looking to improve the IT department perhaps with the view of improving efficiencies and enhancing productivity for the business as a whole …
Luckily for them we know the right people.
Getting it right on the recruitment front
Alex McLeod, director
Too often recruitment companies are not recognised for being part of a dedicated team helping businesses to grow.
It is an issue that perhaps stems from the occasions when client businesses are provided with ill-advised ‘quick-hit’ placements, or provided with a deluge of irrelevant CVs that simply don’t match role requirements.
It is a disconnect that does the recruitment industry no favours: an industry, incidentally, that I retain a real passion for, despite the constant headlines of economic doom and gloom in Aberdeen and the North-east of Scotland.
The key to a successful outcome for all is developing trusted relationships with clients and candidates by meeting them face-to-face, gaining an understanding of requirements, and identifying opportunities.
It takes time, commitment, talent and effort to be a first-rate recruiter. Simply put it is essential to fully understand the client’s immediate and long-term goals when sourcing talented staff to help the business develop.
We do tend to hear the same things from companies let down by recruitment agencies. Here’s our guide to avoiding these issues and having a successful recruitment strategy in place, whether your market is buoyant or in the middle of a downturn.
“We used a recruitment company in the past; it didn’t work out and we won’t be using one ever again.”
The chances are the wrong recruitment company was used for the project; one that may have had little or no experience in that particular sector of business. The recruitment company may have sent too many CVs to executives, trying to fill the position as quickly and cheaply as possible in order to move onto the next opportunity for a ‘quick hit’ rather than treating each position on its own merits. Your recruitment partner should understand the market and company culture, and present you with two to three strong candidates and perhaps a left-field or back-up suggestion too.
“Recruitment companies are too expensive. I don’t know what they do.”
If it is expensive to hire the right people, it is even more expensive to hire the wrong people. You should ask your recruitment partner about their track record and industry expertise, and get an overview of their recent successes and how they have made a difference to businesses. You should also ask about fees and how they will be paid. A good recruitment partner should get to know you and the business, taking to time to understand what sort of person will fit in with the rest of the team. A combination of our database, advertising and other tools will help find the right person for the role. The only problem should be which one of the talented candidates presented should get the job.
“My recruitment company has my CV, but doesn’t know me as an individual.”
As a candidate, you deserve the same care and attention as a fee-paying client. Your recruitment company should get to know you to understand what you are looking for in a job and the types of workplaces you would be best suited for. They should also give you advice and guidance to help you develop your CV, skills and prepare for interviews.
“The recruitment company found someone with a great CV, but they didn’t fit in.”
At Right People, we meet candidates face-to-face. We’ll often get more from this meeting than from their CV, learning about their personality and the sort of roles they would be suitable for. Your recruitment partner should understand your business; they should engage with senior management to discuss the type of people you are looking to recruit and how they would develop within the company.
“My other recruitment partners have reduced their rates, why haven’t you?”
By reducing rates, is your recruitment partner reducing their time spent on sourcing the right person? Expertise, service and quality matter when selecting candidates; we would advise not to underestimate their value in the actual recruitment process. This is not a quick fix, where dozens of CVs with various capabilities are thrown at people – a good recruitment partner will work diligently to take the time to source the right person for the right job. A successful outcome leads to additional projects for the recruitment partner.
It is important to find the right recruitment agency for you; one that understands your industry and is proactive in finding the best candidates for every job. Get it wrong, and there could implications for the business further down the line.
Countdown to making key signings for your team
Kris Stuart, senior recruitment consultant
With a number of high-end candidates and talented youngsters suddenly becoming available due to market forces, the frenetic pace of the Aberdeen jobs scene can sometimes feel like transfer deadline day.
In such a market, where change and opportunities present themselves at short notice, it can pay dividends to have a trusted recruitment partner – one that understands client and candidate needs and possesses a strong network of contacts.
While recruitment should be an ongoing, strategic process, there are peak times – sometimes due to the sudden availability of quality clients – when certain factors can combine to intensify the need for experienced recruiters to come to the fore.
And, just like in the footballing world, businesses can be caught short in certain key positions by a top performer leaving the company, increased demand for their services or a change in conventional thinking.
Times like these call for fast and decisive action from senior management to help ensure the continued success of the business.
Even the most successful teams can sometimes require an injection of talent in order to provide fresh impetus, regardless of the current climate. As well as short-term thinking, there is also the need for a long-term strategy; one that covers experienced staff and planning for the future by sourcing the best young talent when good times return.
True, taking on new personnel does pose certain risks: what will the market be like in three or six months? Will they fit into the company culture? Will they clash with existing members of staff? However, the potential benefits in investing in the right people can be huge for businesses.
Whatever your budget or the global appeal of your brand, tackling recruitment issues head on, when the right opportunity presents itself, should help create a winning formula.
Focus on the individual not just the CV
Mark Dalgarno, recruitment consultant
By focusing on the individual rather than simply what’s listed on their CV, companies could avoid missing out on talented people that can grow with the business.
Whenever I am approached by a client with a specific role to fill the first thing to establish is: who will be the right fit for the company. Working in this field, you develop an understanding of what makes each business tick and the kind of person who would complement their existing team.
Ultimately, in the majority of cases, it does boil down to whether that person has the relevant skills and experience to perform the role. However, it’s not always possible to determine this from their CV alone.
It can be tough to transition from a sales role, for example, if you would like a new challenge in a different industry sector. Depending on how senior the position is, there may be some scope to put a candidate forward who doesn’t necessarily have as much experience but does tick a number of boxes in terms of their soft-skills and attitude.
In addition, there are a number of things candidates can do to help elevate themselves above the rest of the competition.
1 Ensure your CV is well laid out with a clear structure; for instance, with key information prioritised from top to bottom starting with your current role and key achievements listed in chronological order.
2 Try to personalise your application as much as possible. Often, people are reluctant to share too much information but, as long as it’s relevant to the role you’re applying for, if you’ve done it then it should be included.
3 Do your homework. Find out what the company you’re applying does and where your personal experience can benefit them. Tailor your application to show that you’ve understood what makes that business unique and the specific demands required of the role.
4 Similarly, if you’re invited to attend an interview, research the people you will be meeting in order to learn about their personal background and experience. Even if it’s just a quick check of their LinkedIn profile, it can show you possess initiative to potential employers.
5 Explore different avenues. Want to work for an operator? Perhaps there is a smaller company where you can gain the relevant skills and credentials in a role where training is more readily available, particularly if you wish to work in a technical discipline.
While it can be time-consuming for companies to sift through a pile of CVs, especially if many of them are not relevant, using a trusted recruitment partner can help add value to the selection process.
It’s vital that recruiters take the time to get to know the candidates they are putting forward for interview; starting with face-to-face contact and then building rapport through regular contact. By building and developing this kind of relationship you will be better placed to assess that person’s individual strengths.
Don’t let a lack of experience stand in the way of your dream job
Craig Buchan, IT recruitment consultant
With another summer’s graduation celebrations been and gone, the jobs market is awash again with talented and enthusiastic young people eager to make their way in the world of work.
One mantra that is sure to be ringing in their ears as they attempt to negotiate the pitfalls of interviewing for ‘proper jobs’ is experience, experience, experience.
For us recruiters, faced with the client brief, we need to weigh up the individual candidate’s strengths and weaknesses to determine whether that person will be a good fit for the wider company culture.
Yes, experience often comes high up the list but there’s an awful lot more to it than just that.
Ultimately, it comes down to trusting your gut feeling. When you meet this person – and provided you have followed the brief – would they be a good fit for the client?
I recently met with an IT graduate; fresh out of university and with no relevant experience to speak of. Move along, nothing to see here, you might well think.
And yet I was so impressed with how he came across that I cut the interview short halfway through. Now I can assure you this is not a regular occurrence, he was genuinely that good
Even though his CV was no better than average I could tell, nearly right away, that his personality and ambitions were totally in line with the company’s own aims.
Two hours after my first meeting with him – less time than your standard Hollywood flick – he had been offered a job with the client, a software development company in Aberdeen.
Recruitment can’t only be process-driven; it has to take a broader look at the motivations of both the company and the job seeker.
On this occasion, I didn’t make the placement based on his experience – or lack of. That went out the window as soon as we sat down and it became clear to me what was important to this person and what made him tick.
When you stick to recruitment by numbers, automatically tossing aside a CV because it has a few holes, then you run the risk of overlooking someone who could be perfect for the job and be right for the business.
Is your recruitment agency seeing beyond your CV?
Claire McConville, recruitment consultant
Although it doesn’t provoke quite the same level of anxiety as a job interview, meeting a recruitment consultant for the first time can be a daunting proposition for job seekers.
Over the past few months I’ve taken a slightly different tactic when in this situation and began to ask people what expectations they have of me as a recruiter.
Honestly, I felt a bit weird at first because it obviously made the person sitting across from me a little uncomfortable.
It was clear that, for many, this was something they had never paused to think about, let alone been asked directly. But it was for this very reason that I stuck with it.
True, most of the responses I received were fairly typical such as career advice, getting them in front of employers and all-important interview preparation.
While these things are all important, it’s not really what I would consider the chief value of enlisting the help of a recruiter such as myself.
For some, perhaps those first entering the job market, they are eager to take any job that comes their way. But for the experienced recruiter, it is all about finding the right people for the right jobs.
If I was in the job seeker’s shoes, I would look for maximum added value with help to achieve what I cannot on my own.
I would expect more from a recruiter than them simply firing my CV out to a few companies – not all of them relevant – because, at the end of the day, I could do this myself.
I would expect a recruiter to know the company I want to work for, as well as the wider industry, inside-out, having built-up professional relationships with key decision-makers.
This means finding a recruiter who will spend time getting to know you as an individual; not just what it says in your CV.
It’s about finding out that person’s strengths (and weaknesses) in order to find the right sort of workplace culture that will help them be successful in their chosen career.
When this partnership is successful it can make all the difference in getting a CV out of the no and maybe piles and putting that candidate in front of potential employers.