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Searching databases for CVs is time consuming but you can use Boolean search techniques to get better results and save you some time. Here is a quick guide on how to do this.
Boolean searches are carried out using specific terms or operators like AND, OR, NOT. You can compose some complex search expressions using Boolean logic.
The AND operator is generally used to join different kinds of concepts, different aspects of the question. It normally retrieves fewer results than searching for a term on its own. You can also use the symbol “&” instead of the word AND. The more words you enter connected by AND, the fewer records you will get.
“Software developer” AND “Java” AND “London”
This search is aimed to find CVs of candidates who are software developers, know Java and are based or work in London.
This operator is normally used to broaden the search. OR requires at least one of the terms joined by it to appear somewhere in the document, in any order. This operator is generally used to join similar, equivalent, or synonymous concepts. It will generate records that contain both key words, eg. “Software developer” OR “Web developer”. The more words you enter connected by OR, the more documents you get.
“Software developer” OR “Web developer” OR “Application developer”
This operator excludes documents containing whatever follows it. The AND NOT operator is generally used after you have performed a search, looked at the results, and determined that you do not want to see records containing some word or phrase. This operator should be used with extreme caution as can eliminate a lot of records that might otherwise be relevant. “Software developer” AND “Java” AND NOT “London”
The BUT operator allows you to specify one word and exclude another. For example, the search term: “Developer” BUT NOT “Java” will retrieve records that contain the word “developer”, but not those records that contain the words “ developer” and “java”.
Parentheses should be used when conducting an advanced search eg “employee relations”, “finance director”. Parentheses must also be used to group terms joined by OR when there is any other Boolean operator in the search.
Operator ( )
The ( ) operator allows you to give greater precedence to search terms within it.
Example:(PA OR Secretary) OR Assistant
This search will retrieve all records that contain any of the words “PA”, “Secretary” or “Assistant”, but will give greater precedence to those records that contain the words “PA” or “Secretary”.
However, if you don’t have the time to do the searches yourself but still want to save money by sourcing candidates directly, give Blue Fox Recruit a call to discuss how we can help you.
Blue Fox Recruit is a flat fee recruitment provider who will advertise your jobs, search the CV databases and even telephone interview the candidates for you – all at a fraction of a fee charged by traditional recruitment agencies.
Learn more about the plans and prices here http://www.bluefoxrecruit.com/services-and-prices/
Salaries on offer for permanent vacancies rose sharply in June in response to a shortage of candidates, according to UK recruitment consultancy and employer data.
The latest Report on Jobs, published by the Recruitment and Employment Confederation (REC) and KPMG, highlighted a marked fall in the availability of candidates to fill permanent roles. The rate of contraction was the sharpest seen since the survey began in October 1997. Availability of temporary and contract candidates also fell sharply, with June’s fall being the largest since March 1998.
Amid the shortage of permanent candidates, and with demand for staff increasing, permanent salaries rose during June at the highest rate since the survey began. This means salaries have now risen for 26 months in succession. In addition, hourly pay rates for temporary and contract staff rose at the sharpest rate since November 2007.
June’s data highlighted faster increases in demand for both permanent and temporary staff. Growth was led by the private sector, with demand continuing to rise at a rate that outstrips that in the public sector. Meanwhile in both the public and private sectors, demand for temporary workers rose at higher rates than those for permanent staff.
REC CEO, Kevin Green, said: “June saw record growth in starting salaries and yet another monthly increase in the number of people securing a permanent job.
“However, this month sees the number of workers available to fill vacancies plummet to an all-time low.
“The message to UK businesses is that it is crucial to sharpen up hiring procedures in an increasingly candidate driven market. The message to government is that we need to reform the visa system to satisfy immediate demand for skills, whilst stepping up measures to boost the UK skills base for the long-term.”
Bernard Brown, Partner and Head of Business Services at KPMG, comments: “Once again employers seem ready to ‘splash the cash’ in what appears to be a desperate attempt to lure skilled staff from competitors. Yet despite offering starting salaries at a rate that has not been seen during the survey’s 17 year lifetime, it is clear that candidates are not easily swayed.
“It’s a message employers would do well to take to heart as, although many might argue that by offering higher pay packets, they are showing market confidence, the truth is that continued starting salary growth is unrealistic and unsustainable over the long term.
“Ultimately candidates are also suggesting this by voting with their feet, because we have also just witnessed the biggest fall in candidate availability for 17 years. Perhaps this means that the productivity gap is being replaced with another chasm – a vacancy vacuum – and one that is unlikely to be resolved until employers recognise that, for staff, remuneration is about much more than take home pay.”
Hiring is one of two things: either too time consuming if you look for and interview talent yourself, or painfully expensive if you use a recruiting company that can charge up to 25% of a new hire's first year salary.
In today's growing economy, the most talented workers have plenty of choices. Even if you don't have the funds or resources to outbid big competitors you can still attract people who can help your business by simply following these 5 steps to improve your interview process.
Here are some of the techniques you can use to make the interviews more effective.
Behavioural interviewing is based on theory that past behaviour predetermines future behaviour and this method can be very useful if used correctly. The trick is to use the “STAR” technique where the candidate is being asked questions in a way that they need to think of a Situation that occurred in the past, explain the Task that they had to complete, talk you through the Actions they took to achieve the goal or resolve the problem and finally, explain to you what the Results were achieved.
Example questions could be:
Our favourite question? At Blue Fox Recruit we conduct hundreds of interviews on a monthly basis . We like asking candidates about their biggest achievements in their career to date, something they are particularly proud of. Not only this question helps you to get a better understanding of the candidate’s aspirations and personality traits but it can also be used to set the scene for further probing questions using the STAR technique.
Know your Unique Selling Points (USP). The last ingredient to the success of your recruitment process is to use every interview to sell your opportunity to candidates and highlight those USPs. If you can’t think of any, perhaps it’s time to create some. Flexible working hours, opportunity to work from home, international travel, training sponsorship and clear promotion policy – they can all do the trick. It’s important, though, to always give candidates realistic overview on the role, company’s prospects, future earning potential etc. In this case, they won’t walk out of the door in 3 months leaving you short staffed and having to start the recruitment process all over again.
Blue Fox Recruit are recruitment experts who offers flat fee recruitment solutions to small and medium size enterprises in the UK. Whether you need to fill just one role or run a campaign to make multiple hires Blue Fox Recruit will act as your trusted recruitment advisor.
Britain's growing army of self-employed workers are typically worse off than employees but enjoy greater job satisfaction, according to a report today.
The Royal Society of Arts (RSA) seeks to rebuff the theory that many people have been forced into working for themselves by a shrinking jobs market since the downturn, arguing instead that they chose to go it alone for greater flexibility and creative freedom.
The self-employed were also drawn to the potential savings on childcare and commuting, added Dellot, a senior researcher at RSA.
The typical full-time self-employed worker earns £74 less per week than a full-time employee and also tends to work longer hours, have less holiday leave and be at risk of social isolation, according to the RSA report in partnership with shopping website Etsy.
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When you start a new job, your employer may wish to carry out a number of checks. The number and type of checks will normally depend on the type of a job you are going to do and the sector you will be employed in. The more senior your role is, the more enhanced the checks are likely to be.
No matter what role you have applied for, the key to a successful background screening is 100% honesty and disclosure of all required information. Hide a few facts and be prepared to face new challenges or even risk your job offer withdrawal. Unfortunately, in our recruitment career we had to withdraw offers on a number of occasions and every time it was a painful process for all parties, not to mention the consequences for the candidate.
Whether you like it or not, your personal appearance will be judged as an expression of who you are and your approach to your work. This does not mean that interviews are a beauty parade, they’re not. However, your clothes, hair, shoes etc will be viewed as indicators of your status, self-confidence, self-care and self-worth.
Interestingly enough, if you get the image right, it is likely to be noticed but not necessarily remarked upon. The recruiter will just feel that you “look right”. However, if you get it wrong, then it can be difficult or even impossible to overcome the employer’s negative preconceptions about you.
The right image is going to be one that helps the employer easily visualise you as one of their team and reassures them you could represent the company appropriately as a member of their staff. If you are unsure, you can always ask the Manager or HR what the company dress code is or see how people are dressed on their website or corporate literature.
The answer is NOW. Traditionally spring is the time when employees like to move jobs. Some were disappointed with the last year bonus, others did not get the promotion they hoped for and some are just bored with their job and are keen to move to pastures new.
Spring and beginning of summer is the period when the bulk of all annual recruitment is made in banking, financial and professional services sectors. Banks are hiring aggressively in spring putting a lot of pressure on their less well paying competitors.
Technology companies and consultancies are also on a hiring spree. Competition for the best talent in Data Analytics, Cyber Security and Big Data space is incredibly tough. This is a candidate driven market with a large part of a candidate pool being in contract jobs earning anything from £300 to £1000 a day. Luring a candidate from a contract job into a permanent role has already proved to be a big challenge for a lot of employers.
The survey conducted by Markit signaled manufacturing employment rose for the 11th consecutive month in March. It’s predicted that the sector would enjoy "healthy" growth of around 3% this year.
A surge in housebuilding since the beginning of the year maintained construction activity in the first quarter at levels not seen since 2007.
The economical outlook is optimistic for 2014 and companies will continue to recruit employees at higher rates than observed a few years ago. In such a competitive market it’s important to get your recruitment right but without breaking the bank. Blue Fox Recruit is a modern flat fee recruitment agency that is well equipped to fill junior to mid senior level roles in a space of a month and at a fraction of a price that would be charged by your traditional recruiter.
With an in-depth knowledge of various industry sectors, the team can help your business to find the talent that you need. All the services are tailored to the client’s needs.
Get in touch today if you’re looking for fixed fee finance recruitment or flat fee recruitment provider in IT, Technology, Manufacturing and Retail/Sales sectors.
Are you looking for a recruitment agency with a difference? Then help is at hand with Blue Fox Recruit. Blue Fox Recruit are able to charge you much less than you’ll have to fork out with conventional agencies. They offer a range of packages designed to suit the needs of today’s modern businesses, allowing you to choose the exact level of help that you need without paying for more than you require. The team consists of various highly-experienced and knowledgeable recruitment professionals, allowing you to find the talent that you need without paying over the odds in fees.
Blue Fox Recruit can help whether you’re looking for a small amount of assistance or looking for a comprehensive package. With three different packages to choose from as well as a series of additional add-on services, you’ll never be stuck with an inappropriate, ill-fitting package when you choose Blue Fox Recruit. Blue Fox are proud to offer both transparency and control to their clients, always keeping them in the loop no matter how things are developing. They also keep candidates informed about developments at all times. Find out more about Blue Fox’s flat rate recruitment services today by requesting a call back.
Are you planning to fill multiple roles within your company, or perhaps just one very important vacancy? Would you like to eliminate the stress and hassle by putting the recruitment process in the hands of experts? Then consider using a recruitment company. Consider using Blue Fox Recruit.
The Blue Fox Difference
A new type of recruitment company, Blue Fox Recruit prides itself on making your end of the process simple, while maintaining transparency and giving you full control. An easy online form is all you need to start the process, and it’s up to you to decide the level of service and support you want; Blue Fox has service packages of different levels, so you’ll easily find one to suit your needs and budget – all with the reassurance of a fixed fee. You can opt to add on a range of additional services to create a tailor-made package. There are no hidden costs or fees, and unlike many other recruitment agencies, Blue Fox won’t charge a percentage fee on the annual salary of your new recruits. This means that you can see the cost upfront - it’s easy to keep track of your recruitment spend and plan your budget.
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