global recruitment specialists
Why Work for REED
HR & Training Director Ian Nicholas discusses career and development opportunities with REED
We invest heavily in the co-member training so right from an induction, which is a blended induction, blended learning induction whereby we give classroom training through residential at the business school, there's coaching back at base by the line managers, e-learning etc. which is a three year programme of learning which all of our recruitment consultants go through.
We also do a management academy for consultants that want to become managers so they can go through a management academy which grooms them to be a manager, makes sure they are not going straight in at the deep end when they get to a management position and it's been very successful. Most of our managers tend to come through that route.
Aside of recruitment consultants we do other programmes depending on where the co-members are working so in some areas we do NVQs. For everybody we do professional qualification funding so people can apply for funding through a professional qualification and then various other things that are bespoke.
As well as the learning of it and the career development we also have a framework which allows people to increase their status in the business and their pay within the business.
So we take consultants in sometimes at trainee level otherwise just as a normal consultant base level. If they achieve certain levels of revenue and performance they can get promoted to senior consultant they then get promoted to executive consultant and so on through a chain and each time they get promoted they get a pay rise and just really the status they like it reflects their experience, their skills in the business and that vein runs through the whole of the business. We've got this very visible career development framework that everybody can work to.
We have a mentoring programme whereby we will take experienced people and they will mentor less experienced from other parts of the business. And generally buddying is a common theme that we would run, far less formal and basically gives someone with less experience an opportunity to buddy up with someone who can help them to do their job better.
Reward & Recognition
Recognition reward is a big part of what we do. We are always looking to make sure that our remuneration is competitive in the industry. The last thing we want to do is develop our own people and lose them to competition. We pay a basic salary which is in line with that career development framework that we talked about earlier but in addition to that and importantly we have a very transparent bonus scheme.
So whichever specialism you are working in you will have a bonus scheme applicable to your division. It's very easy to see, it's very transparent so consultants can easily work out, if they bring in a certain amount of revenue, what that will translate to in bonus and we have found that to be a massive incentive for our consultants.
Values & Company Culture
People is a big part of what we do, it's a big part of why I joined the company. Certainly I think the family company comes through here. So REED is obviously family owned. It's grown through organic growth so we've got a very strong culture. I think what that brings is there is always a big belief in the brand and our values so whereas that's not necessarily the case in all organisations.
People tend to come first, how we behave is important, how we act towards our fellow co-members or clients or candidates is a big part of what we do.
We have some core values that we all work to. So particularly in-house working together is a big part of that. It's easy for any worker to come in and focus on their own job and sometimes forget what their colleagues are doing. So we encourage them to work with their colleagues to grow the business, they can get leads from them, work together to service the right clients with them, so that's something we are always pushing in everything that we do.
The office environment is very warm, very friendly. That's probably the first reaction I get from most people that are new to REED is what a friendly, warm environment we've got and we create that and we try very hard to make sure we've got that in all of our offices.
We are always encouraging co-members to speak up, make a difference, come up with their ideas. And indeed that's one of the strengths of our business is that I think the senior team is never that far away, people can make a difference quite quickly. We've got some various schemes that facilitate that I suppose.
We have a REED Think scheme which any co-member can put an idea into REED Think and they can get rewarded for that idea if it's deemed to be good and the company will look at implementing it and again we try and encourage an atmosphere where nobody's fearful of anything.
So you are always learning and everybody's taking constructive criticism from their colleagues because generally we are all trying to get better together, all trying to work together to improve.
What We're Looking For
We found it really doesn't matter if you are coming from a recruitment background or if you've never come from a recruitment background. We've looked at our most successful people that have been successful in REED, we looked for patterns in that and really we've had people that have been successful whether they have been a hairdresser, ex-military or indeed from another recruitment environment.
The main thing for us is the mindset. Whether they've got the right mindset to work and we've found that we're very good at teaching the skills and teaching the right methodology to approach in order to give yourself every chance to be successful.
Generally those people that have got a real desire to succeed, a desire to help the candidates that they work with, to provide a good service to the clients that they work with, that goes a big way to being successful and strong people skills, strong communication skills because everything we do revolves around people. So whether that be our candidates, working with those candidates to give them every chance to get the right job or whether that be clients in understanding what they want from a candidate to fill the job, it's all about understanding people and working well effectively with people.
The way that REED puts people first and tries to develop its co-members is something that we should be most proud of all. So we've always invested heavily in the training development of our people. We always run the risk of other companies taking advantage of that because we do train and develop our people to be the best in the industry but we work on the basis that that's still the right thing to do and that people will stay with our company because they like it and respect us for that.