What started out as a maternity leave cover role turned into a long, rewarding career in recruitment for Office Manager, Sue Hodgson. Ask anyone at our London headquarters, Sue is the heartbeat of Resource Solutions.

Sue recently celebrated her ten-year work anniversary, and to thank her for her service Resource Solutions sent Sue on a holiday of her choice.

We asked Sue to reflect on this career milestone and share her top ten reasons why people should join Resource Solutions.

1. We have long-standing client relationships
   I began my career at Resource Solutions supporting the managing directors at the time. A big part of my role was coordinating meetings with senior client stakeholders. Recruitment by nature is very transactional and you deal with so many people, so it’s nice to see that the clients I used to talk to back then are still our clients to this day.
   
2. We develop future leaders from within our business first
   I’ve seen people who started their career as recruiters and are now account directors. Olly Harris started as a recruitment consultant and now he’s CEO. But I’m especially proud of the women I’ve seen rise through the ranks to lead some of our largest client accounts.
   
3. We offer incredible incentive experiences
   When they told me I had earned my ten-year trip I was ecstatic! I got to choose from 29 destinations across the globe. One colleague chose a romantic getaway to Paris and another brought their family to Disneyworld. I chose Singapore - I enjoyed infinity pool views and amazing food in the company of good friends who had moved to our APAC office. It was the trip of a lifetime.
   
   But you don’t have to wait ten years to reap the rewards! There are quarterly incentive lunches at amazing restaurants, award ceremonies and the annual High-Achievers Weekend trip to places like Barbados, Thailand and Las Vegas.
   
4. Get global exposure
   During my time with Resource Solutions we’ve expanded into a new region almost every year. I've seen our five Global Service Centres in Johannesburg, Manchester, Jacksonville, Hyderabad, and Manila come to life and in the process, I’ve had the pleasure of working with so many diverse people and learning about so many different cultures.
   
5. Get training and support every step of the way
   Resource Solutions does a brilliant job of recognising and investing in people’s potential - and not just in new grads coming out of school or university. People are willing to train if you’re willing to learn. Everyone is genuinely helpful and there is always support there when you need it.
   
6. Work with people who care about people
   Over the last five years our annual Charity Day has raised over £500,000 for charities globally. From chicken nugget-eating contests to athletic endurance challenges, I’ve never worked for a company where everyone felt so passionate about giving back.
   
7. Endless opportunities for growth
   The average tenure of leaders in our business is 8+ years. As the company grows, so do the career development opportunities available. At other companies, many office administrators and office managers are limited to just one office. At Resource Solutions, I have expanded my remit to manage offices across four continents!
   
8. We’re one united team
   With most of my direct reports based in different countries, it’s important to me and to the business to make sure we communicate and work as a team. You can pick up the phone and call someone down the hall or someone on the other side of the world. Regardless of seniority, everyone is approachable.
   
9. We’re constantly growing
   When I began my career at Resource Solutions there were just 120 people - now we’re at almost 2,000 employees across the globe! I’m extremely proud of where we have come from, and I’m excited to see where we’re heading.
   
10. We’re a large organisation that feels like a small family
    Resource Solutions does a brilliant job of finding great people, who are not only extremely talented but who fit well together. There is a comradery here that I’ve never experienced anywhere else. No other company I’ve worked for combines such a global footprint with a family-feel.

Resource Solutions today announces the launch of Rejoin, a new community programme to help experienced professionals return to work after a career hiatus. The service provides candidates with access to exclusive training, wellness partner and coaches, and connects them with Resource Solutions’ client base of global brands and corporates.

Speaking on the launch, Norma Gillespie, CEO of Resource Solutions, said:

“A lot can happen in a short space of time. During any length of career break, methods and ways of working change and the skills required to excel evolve. The COVID pandemic has accelerated these changes further still. Rejoin has been developed to provide candidates with the confidence, support and connections they need to relaunch their careers in the post-pandemic jobs market. Whether you’re returning from starting a family, redundancy, caring for others or recovering from a personal illness, we are here to help you put your best foot forward.”

Candidates that sign-up to Rejoin are provided with training from Resource Solutions to help upskill and prepare for new working environments, as well as personal one-to-one advice from partner wellness coaches on everything from their physical and emotional health, to dealing with the anxieties of returning to employment after time away, and managing a transition of care for dependent family members.

Edina, who recently secured her first role after a 20-month maternity break through a pilot scheme of the Rejoin programme, said:

“Before joining the Rejoin community I felt a bit rusty and lacked confidence. I had to take the time to remember the technical terms and business language that I used before. Laura, the recruiter, was very thorough; she took the time to go through my CV and past roles in detail, so she can understand my experience and skills to match me the best possible role. I was provided amazing support for getting ready for interviews, even so far as a mock interview and help with how to best present myself. By the time the interview came around my confidence was boosted and I was able to shine. With the help of the Rejoin programme, I did not have to compromise on taking a position that would mean a step backwards or sideways in my career, and I would recommend it to anyone wanted to return from a career break.”

Resource Solutions’ clients benefit from Rejoin as they are connected with a diverse and multi-generational group of untapped, high-calibre professionals who are already equipped with the mindset and aptitude to meet their strategic needs, then trained to ensure they can fit seamlessly into their organisations. It also offers employers the opportunity to tackle skills shortages and improve gender, age and cognitive diversity. It can also be said that visual representation of returning professionals can have a positive impact on brand image, signalling an organisation’s support for parents, carers and non-linear career paths.

Norma continued: “Our clients come to us for advice on how to build and manage their workforce to face the challenges of tomorrow. Rejoin is another way we can help to connect them with high-quality talent and ensure they can continuously deliver on their strategic imperatives”.

Welcome to the world of nurture. Marketers have been using it for years to communicate with interested leads, influence the buyer’s journey and convert them into customers. Why should the candidate experience be any different?

Resource Solutions' Candidate Experience in the Expectation Economy research showed that 94% of candidates feel the recruitment experience affects their decision to accept or reject an offer. And 58% of candidates feel that a good experience will make them more likely to accept a role.

Keeping in touch with candidates doesn’t have to be overwhelming. By using technology and a focused approach, you can give your future brand ambassadors a positive impression of your business, whether they eventually join you or not.

1. Treat your candidates like your customers

As customers, we equate brands with experiences. Our association with a brand is based on how it makes us feel. That’s what makes Apple fans stick with the brand despite the fact that their products cost three times more than other similar products.

If you treat a candidate badly, you’ll probably lose a customer, and vice versa. Invest time and effort into your interactions with candidates to impress them, as much as you would your customers. Live chat, gamification, event invites, loyalty initiatives, peer-to-peer forums...if your customers are being delighted by these approaches, your potential employees will be too.

2. Promote your culture and values

Create an emotional connection with your company by giving your candidates an insight into everything from the vibe of the workplace to what makes your people tick.

Topping Glassdoor’s 14 Companies That Have The Best Cultures and Values in the UK list is tech company, Cloudreach. They bring global staff together, create welcoming office spaces and actively promote career development. All of which is showcased on their careers website in the form of videos, blogs, good news stories and profiles. Dig out this ready made marketing content and share it with your candidate pool to keep them excited about you.

3. Keep on communicating

LinkedIn tells us that people are ‘ghosting’ at work, and it's driving companies crazy. More and more, candidates agree to job interviews and fail to show up. Keeping the dialogue flowing between you and your candidate can be the difference between them turning up on the first day ready for action, or never hearing from them again.

How did my interview go? When will I receive feedback? Should I have worn a tie? If your candidates are asking themselves these questions, you’re not doing it right.

4. Make it relevant

Serving great content to your audience only works if that content is interesting and relevant to them. With so many candidates, how can you be so targeted?

Crystal Knows is a public personality platform that can predict how individuals behave, how they wish to be spoken to and what their relationship with others will be like. Marketed as a service to help anyone adapt their communication style to different personality types, it can even serve you real-time personality suggestions as you compose emails to help improve communication.

5. Be unique

Candidates in today’s markets know their value and can afford to be picky, so you have to try harder to win them over. Currently disrupting the executive search sector in a unique way is Winter Circle, an invitation only network for senior IT executives around the world to meet and share ideas.

“Who doesn’t love a cocktail on a roof terrace at a private members club? Winter Circle’s exclusivity attracts talented executive minds to join their club. Think LinkedIn blended with Soho House. Whilst exclusive, it is a marketplace, so its success depends on participation from both executives and employers.” Faye Walshe, Global Director of Innovation, Resource Solutions.

Research has shown, time and time again, that gender and ethnic diversity is beneficial to a company’s bottom line. And when I reflect on Resource Solutions, I’m proud of how we’re building a just future where our leaders are committed to gender-equality goals, because we know it’s more than just an economic imperative – it’s an ethical one.

For women who are looking to get into the industry – it’s imperative that they seek out women mentors and sponsors within the business. One of the many reasons why Resource Solutions’ gender split is heavily female is because we’ve worked hard to foster a culture where we want to help each other grow.

We have many women at the senior level – and I can vouch for all of them. They’re wonderful people who would welcome getting a coffee with colleagues at any position to act as a sounding board, or anyone looking to get into recruitment.

Never underestimate the power of a network – especially one full of women. After taking maternity leave, I was nervous about re-entering the industry. This business moves at lightning speed, and I had doubts that I could keep up. Thankfully, it was the women in my network – former clients, colleagues, family and mentors – that helped me walk in with my head held high.

Assemble your network. These are the women you’ll want in your roster to befriend, be a mentee of and be inspired by:

• The Mighty
  Women have core strengths in emotional intelligence, and it comes naturally in terms of understanding what the landscape looks like around them. This particular figure shares your work ethic, always has a smile on her face, and knows objectively the best plan of action when you’re in a stump. Coupled with problem solving skills – this figure thinks critically on so many levels and shares an emotional intelligence that makes her your go-to.

• The Marvel
  You’ll pick up this woman’s book, read it staunchly and put her words into action. She’s the role model that you aspire to be. For me, this is someone like Michelle Obama – a graduate from Princeton and Harvard, an intellectual property lawyer, mother, a model to young women, and someone who encourages people to spread their wings and do different things.
  
• The Magnet
  Good organisations know that you don’t have to be the loudest person in the room in order to have the best ideas. If you’re on the more introverted side, that is a strength in itself. Leaders and supportive colleagues at your level will recognise that, raise you, support you and bring your ideas to the forefront. At Resource Solutions, we’ve got great people who aren’t the most confident in standing up in front of the whole company. Their ideas – facilitated through other avenues – are still heard, recognised, and help shape our business.
  
• The Manager
  These women go out of their way to create safe spaces where women are truly able to air their grievances, talk about their personal matters, and swap stories – both good and bad. They act and make it their personal mission to create change – ensuring meritocracy in hiring, compensation, promotions and progression.

As you progress further in your career and personal life, your ability and time to develop career-building relationships becomes more limited. For women looking to climb the corporate ladder, they need to make contacts internally and externally early so that their network can help them navigate the organisation.

Surround yourself with these positive, optimistic people and they’ll protect you from negativity. And next thing you know, you’ll go from worker bee to queen bee, inspiring others yourself.

Resource Solutions took home the Award for Innovation at the APSCo Awards for Excellence 2021.

This category recognises the most pioneering ideas to be brought to the recruitment market over the last year. Resource Solutions’ in-house Innovation team won the award for developing an Inclusivity Audit, which takes an in-depth look at our clients’ recruitment practices, spanning seven Diversity & Inclusion lenses – Ethnicity, Disability and Neurodiversity, LGBTQ+, Age, Socio-economic Background and Faith – across 12 stages of the candidate journey.

Resource Solutions’ market-leading audit service applies the findings of over 100+ respected academic research papers and studies to unearth the hidden biases that may be embedded in an organisation’s recruitment processes.

Equipped with tangible results and data, Resource Solutions can then support clients in re-engineering these processes to maximise inclusivity and remove any aspects that may put certain communities at a disadvantage. These adjustments vary from client to client, but they can include banning direct questions about a candidate’s salary to avoid perpetuating gender pay inequality, or inclusive language optimisation to make job adverts easier to read in different languages.

Tom Lakin, Director of Innovation for Resource Solutions, comments:

“We are very proud to have our Innovation team’s work recognised by the APSCo Awards for Excellence, particularly as we have seen first-hand the positive impact our Inclusivity Audit has had on both candidates and clients. We are excited to continue inspiring meaningful change, promoting inclusive workplaces, and providing pioneering answers to one of the biggest challenges, and opportunities, facing HR today.”

The Recruitment Inclusivity Audit is now available to new clients. To find out more, click here.

Our CEO Norma Gillespie has been named on the Staffing Industry Analysts (SIA) Global Power 150 – Women in Staffing list for 2021.

SIA is the global advisor on staffing and workforce solutions. In its seventh year, their annual global list of the top 150 women in staffing recognises women in leadership positions, and aims to increase visibility for the important contributions these influencers make across the £330 billion global staffing industry.

“Through the compilation of the 2021 Global Power 150 – Women in Staffing list, we see that despite great odds, the women in our industry are actively advocating for equality in the workplace for other women, as well as historically excluded groups, by mentoring and developing training and other programs and partnerships to lift each other up,” said Subadhra Sriram, Editor & Publisher, Media Products at SIA. 

“The progress may be slow and results yet unseen, but the first steps have been taken. And this is a huge step forward for the ecosystem as we move towards a more inclusive and diverse world of work.”

The complete 2021 list is available on the Global Power 150 – Women in Staffing website, and showcases the inspiring leaders who have made such an impact on the industry. Profiles of each of the Global Power 150 – Women in Staffing will be featured in the November/December issue of the Staffing Industry Review magazine.