Recruitment

Whatever your reason for recruiting, EJ has the expertise and experience to assist. Whatever level you seek you recruit at, our wide network of professionals ensures that you have access to the UK’s best candidates.

The recruitment process has changed; gone are the days of sending a client 25 CVs with the hope that one of them will appeal. These days clients favour a more sophisticated, project-managed approach, tailored to meet specific technical and cultural requirements.

At EJ we’re committed to spending as much time as necessary to really understand our clients’ needs, cultures and criteria for a particular position and matching those with the technical skills, personalities and aspirations of our candidates. We always aim to provide consultative, practical solutions, advising on the recruitment methods which will work best for different types of recruitment projects.

We also take time to build a relationship with our candidates so we can find the best person for the job.

We will not send a CV to a client until we know the candidate and have discussed their capabilities and goals.

Retention

The costs of high staff turnover can be substantial. Not only are there the direct financial costs of replacing staff but there other repercussions such as the potential loss of key skills, knowledge and experience, disruption to operations and the negative effect on workforce morale. In addition, high turnover represents a considerable burden both on HR and line managers as they are constantly recruiting and training new staff.

When seeking to resolve the problems associated with high staff turnover, companies must first investigate the underlying causes. They need to have in mind an appropriate level of attrition by benchmarking against similar organisations and taking into account the real costs of turnover to the company.

Some issues may be addressed at a local level by placing a greater emphasis on listening and responding to employees’ concerns and ideas. But general retention difficulties are likely to require a broader, longer-term plan. Many companies take a holistic view to reducing turnover, looking to improve the situation by promoting wider cultural change.

Such an approach may involve introducing a variety of initiatives to improve internal career opportunities, to support work-life balance and to create an attractive and interesting working environment. The overall aim is often to create a 'great place to work' or to become an 'employer of choice'.