The biggest shake up to UK right to work rules in years came into force on 1 October 2026. Until now, the legal duty to check someone’s right to work mainly applied to people on a contract of employment. That duty now stretches much further, covering agency workers, zero hours staff, gig workers, individual subcontractors and the online platforms that connect them with work.

It cost up to £60,000 for every person found to be working illegally.

As a recruitment agency supplying temporary and permanent staff across the East Midlands, this affects us directly. It also affects many of the businesses we work with. Below we cover what has changed, who it applies to and what you need to do.

What has changed?

The changes come from the Border Security, Asylum and Immigration Act 2025, backed by a new Home Office code of practice for employers. Following a government consultation on preventing illegal working, the right to work scheme has been extended in three main ways.

1. More types of worker are covered. Checks now apply to people on a worker’s contract, individual subcontractors and people finding work through online matching services, not just traditional employees.
2. The definition of “employer” is wider. Businesses that engage gig workers, zero hours workers or individual subcontractors, along with platforms that connect service providers with customers, are now treated as employers for right to work purposes.
3. Liability can travel up the supply chain. In certain contractual chains, a business can be treated as the employer of someone it never engaged directly.

For many organisations, a candidate accepts a role, HR runs the check and the employee starts. From October 2026 it needs to cover everyone who carries out work for you, however they’re engaged.

Who now counts as an employer?

Under the new rules, you’re treated as an employer for right to work purposes if someone works for you under any of the following.

• A contract of employment (a contract of service or an apprenticeship)
• A worker’s contract
• An arrangement as an individual subcontractor
• An online matching service, where you provide the details of an individual service provider to potential clients or customers

The Home Office code of practice also covers some temporary workers operating under contracts for services, plus substitutes carrying out work where a contract allows someone to send another person in their place.

Labels don’t decide it

This catches a lot of businesses out. Calling someone a freelancer, contractor or self employed doesn’t automatically take them out of scope. What matters is how the arrangement works in practice. Who finds or allocates the work? Does the person have to do the job themselves? Are they genuinely running their own independent business?

Liability up the supply chain

Civil penalty liability can now extend up contractual chains. Say a business is contracted to deliver a service. It passes some of that work to a labour provider, who passes it to a subcontractor, who sends an individual to do the job. In specified circumstances, a business higher up that chain can be treated as employing the person at the bottom, even with no direct contract between them.

The Home Office says it will first look to the organisation with the direct contractual relationship with the worker. Extended liability is most likely to apply in three situations.

• A business contracted to provide work or services uses another organisation to supply the workers
• An online matching service connects service providers with clients or customers
• A contract allows an individual to send a substitute to carry out the work

This doesn’t mean every customer is responsible for everyone working in a supplier’s business. Buying a service for your own use doesn’t automatically make you liable. But where an arrangement is in scope, a line in a contract saying the supplier handles right to work checks may not be enough on its own.

Supplier and subcontractor terms may now need to include the following.

• A requirement to carry out prescribed right to work checks
• A ban on further subcontracting without written consent
• The same right to work obligations for any approved subcontractors
• Rights to audit compliance
• Clear action if non compliance is found
• A duty to cooperate with any Home Office investigation
• Controls covering substitution and identity checks

Why the rules changed?

Work now comes through agencies, contractors, apps and supply chains with several organisations involved. The government’s view is that the old rules hadn’t kept up, leaving gaps where illegal working could slip through outside a standard employer and employee relationship.

Construction, food delivery, beauty, courier services and warehousing were named as sectors where these non traditional arrangements are common.

Office based businesses are still affected. The government’s consultation found that among the organisations that responded, 41% used agency workers, 35% used self employed workers, 26% used freelancers and 25% used individual subcontractors. Most businesses already run a mix of models, often without a single view of all of them.

A reminder of the basics

The ground rules for a compliant check still apply. The check must be done before the person starts work, with an imposter check on their first day to make sure the person turning up is the person you checked. If their right to work has an expiry date, you’ll need a follow up check before it runs out.

There are four ways to carry out a check.

Manual document check

The person provides an original document from the Home Office list of acceptable documents, such as a passport or a certificate of registration or naturalisation as a British citizen. You must have the original in your hands, although the face to face part can happen over a video call.

Check the document is genuine and belongs to the person. Look at the photo, date of birth, any expiry date, any work restrictions and evidence for any name changes. Some documents, such as a British passport, give you a continuous excuse. Others only give a time limited one, so a repeat check will be needed.

Digital verification service

This can be used for people holding a valid British or Irish passport. The provider confirms the passport is valid and you confirm the details match the person in front of you. The provider must be listed on the government’s Digital Verification Services register and certified for right to work checks. The imposter check is still your job.

Share code

People with an eVisa or limited or indefinite leave to remain can give you a share code. Enter it with their date of birth on the GOV.UK online checking service. Codes last 90 days from issue. Confirm the photo matches the person, check they’re allowed to do the work on offer and diarise any expiry date.

Employer Checking Service

If someone has an outstanding application, appeal or review, holds an Application Registration Card or can’t provide documents because of a technical issue, you can use the Home Office Employer Checking Service. It issues a Positive Verification Notice confirming the person can work, which can take up to five days.

Keep your records

Whatever method you use, keep evidence of the check for the length of employment plus at least two years afterwards. For a passport, keep the photo page and any page showing permission to work. For other documents, keep a full copy. Record the date of the check and, ideally, who carried it out.

The cost of getting it wrong

A compliant check, carried out in the prescribed way, gives you a statutory excuse. That’s your protection against a civil penalty of up to £60,000 per illegal worker. Skip the check or get it wrong and that protection is gone.

The fine isn’t the only risk. Getting right to work wrong can also lead to closer scrutiny from regulators, disruption while an investigation runs, reputational damage and problems for any business holding a sponsor licence. In serious cases where a business knowingly allows illegal working, there can be criminal consequences too.

What this means if you use temporary or agency staff?

Agency workers are now firmly inside the right to work scheme. If you bring in temps, contractors or flexible staff, it’s worth asking a few questions.

• Who carries out the right to work check on each person who works for you, and can they prove it?
• Does your agency subcontract any of its supply to other agencies or umbrella companies?
• Do your contracts with suppliers spell out right to work responsibilities, audit rights and what happens if checks are missed?
• Do you have a process for checking that the person who turns up on day one is the person who was checked?

The agency you use makes a big difference here. A reputable agency should carry out compliant checks before anyone starts an assignment, keep proper records and be able to show you that evidence if you ask. If your current supplier can’t answer these questions clearly, that’s a risk now sitting with your business as well as theirs.

It’s also worth looking beyond your agency. Many businesses engage freelancers, sole trader subcontractors or people found through online platforms without thinking of them as “staff”. From October 2026, many of those arrangements need checking too.

How Express Recruitment can help

We’ve been supplying temporary and permanent staff since 1987, and compliance has always been part of how we work. Right to work checks are built into how we register and onboard every candidate, with records kept so we can evidence them if needed.

What that means for you

When you take on a temp through us, we carry out the right to work check before they start and keep the evidence on file. If their permission to work has an expiry date, we handle the follow up check too. You get the flexibility of temporary staff without having to run those checks yourself.

We’re an independent agency and we don’t pass your vacancies down a chain of other suppliers. That keeps things simple and makes it clear who is responsible for what, which matters more now that liability can travel up contractual chains.

We recruit for office based roles across business support, customer service, finance, engineering and tech. Our consultants aren’t tied to individual clients, so whoever picks up your call knows how our checks work and can answer your questions.

Express Recruitment has been named Best Independent Recruitment Agency 2026 for Nottinghamshire and has also picked up the Client Service Excellence Award 2026 at this year’s UK Enterprise Awards. Two wins in one year is a first for the business, and it caps off what has already been a strong year of recognition following our Top 3 Recruitment Agency ranking in both 2024, 2025 and 2026.

For a company that started life in 1987 as a small independent agency, this recognition means a great deal. We have spent nearly forty years building relationships across Nottingham, Derby and Leicester, and these two awards reflect exactly what we have always tried to stand for, doing right by both the businesses we work with and the people we place into new roles.

What The Awards Recognise

The UK Enterprise Awards celebrate businesses that go beyond the basics of their industry, recognising genuine excellence rather than simply longevity or size. Being named Best Independent Recruitment Agency 2026 for Nottinghamshire puts Express Recruitment ahead of agencies across the county, judged on service quality, client outcomes and the strength of our reputation within the local business community.

The Client Service Excellence Award looks specifically at how a business treats the people it works with day to day. This one means just as much to us, because it is not about a single big win or a headline figure, it is about the small things done consistently well. Every phone call answered properly, every candidate given honest feedback, every client kept in the loop rather than left guessing. That is the standard our team holds itself to, and it is brilliant to see it recognised externally.

How The Awards Are Judged

The UK Enterprise Awards do not hand out recognition based on size or turnover alone. Entrants are assessed against genuine service standards, client outcomes, staff development and community involvement, which means smaller independent businesses like Express Recruitment are judged on the same footing as much larger national players. Winning in an open field like that carries real weight, because it reflects how the business actually performs rather than how big its marketing budget is.

For an agency built on face to face relationships rather than high volume, low touch recruitment, that kind of judging criteria plays to exactly the strengths we have spent almost forty years developing.

Why This Matters For Nottingham Businesses And Job Seekers

Recruitment is a trust business. Whether you are a business owner trying to fill a difficult role or a candidate looking for the right next step, you want to know the agency you are working with actually cares about getting it right, not just getting it done. Independent verification like this gives that reassurance in a way that marketing on its own never quite can.

For the many clients across Nottingham, Derby and Leicester who already work with us, this award is confirmation that the service you receive stacks up against agencies of any size, anywhere in the country. For anyone who has not worked with us yet, it is a good reason to get in touch.

A Team Effort

Awards like these are never won by one person. They reflect the work of every consultant across our Temporary, Sales & Marketing, Business Support, Customer Care, Engineering, Professional Services, Tech & Automation and Not-for-Profit divisions, as well as the people behind the scenes keeping everything running. Our Managing Director Lesley Beauchamp founded the business in 1987 with a simple aim, to help clients and candidates exceed expectations every time. Nearly forty years on, that is still exactly what drives the team.

We have picked up a good number of awards over the years, from Family Business of the Year to the Volunteering and Charitable Impact Award, but there is something particularly satisfying about winning on service excellence specifically. It is the area that is hardest to fake and the one our clients and candidates notice the most.

Our motto has always been to help clients and candidates exceed expectations every time. It sounds simple written down, but it takes consistency across every division and every consultant to actually deliver on it day after day. These two wins are proof that the approach is working exactly as intended, not just for the big placements but for every interaction along the way.

What This Means Going Forward

Winning these awards does not change what we do day to day, but it is a strong reminder that the approach works. We will keep doing what has got us here, face to face interviews with every candidate, honest advice for clients rather than just filling a vacancy for the sake of it, and a genuinely local team who understand the Nottingham, Derby and Leicester markets inside out.

The East Midlands recruitment market has become more competitive in recent years, with national agencies expanding their regional presence and smaller operators coming and going. Staying independent through all of that has been a deliberate choice, not an accident. It means every decision about how we work with clients and candidates is made locally, by people who actually know the Nottingham, Derby and Leicester markets, rather than being set centrally by a head office somewhere else entirely.

These awards are a welcome sign that the choice to stay independent, and to keep service quality as the priority above everything else, continues to pay off for the businesses and people we work with.

If you are a business looking for your next hire, or a candidate looking for your next role, our award-winning team is ready to help. Get in touch with us today and see what the difference looks like for yourself.

In today’s labour market, making the wrong permanent hire can be costly, disruptive and time consuming to resolve. That’s why a growing number of businesses across the UK are turning to temp to perm arrangements as a more strategic, lower risk route to building their workforce.

Temp to perm, sometimes referred to as temporary to permanent hiring or contract-to-permanent, gives employers the opportunity to assess a worker’s skills, attitude and cultural fit before committing to a long-term contract. It’s a practical and increasingly popular approach that balances flexibility with the goal of securing great long-term talent.

In this guide, we explore exactly why so many UK businesses are embracing this model and whether it could work for you.

What Is Temp to Perm?

A temp to perm arrangement (short for temporary to permanent) is a hiring model where a worker is initially engaged on a temporary or fixed-term contract, with the expectation or option of transitioning into a permanent role after a set period.

In practice, the process typically works as follows: a business engages a worker through a recruitment agency on a temporary basis, often for a period of 12 to 16 weeks. During this time, both the employer and the worker can assess whether the role and the relationship are a good fit. At the end of the trial period, the business may choose to offer the worker a permanent position, either directly or through a conversion arrangement with the recruitment agency.

It’s worth noting that temp-to-perm roles differ from zero-hours contracts or purely casual work. They are structured arrangements with a clear pathway to permanency, providing both parties with defined expectations from the outset.

Why Businesses Choose Temp to Perm?

There are several compelling reasons why employers across a wide range of sectors, from logistics and manufacturing to professional services and administration, are choosing temp to perm as their preferred hiring model. Here are the most significant.

Reduced Hiring Risk

One of the primary drivers behind temp to perm hiring is the significant reduction in recruitment risk. Bringing someone into a permanent role without having worked with them is always something of a gamble, regardless of how thorough the interview process. A CV and a successful interview can tell you a great deal, but they can’t guarantee how someone will perform in your specific environment.

With a temp-to-perm approach, you have the opportunity to observe a candidate’s actual performance before making a long-term commitment. If it becomes clear during the temporary period that the individual isn’t the right fit, the arrangement can be concluded without the legal complexity or financial impact of terminating a permanent contract.

Opportunity to Assess Cultural Fit

Skills and experience are important, but cultural fit is often what determines whether a hire truly succeeds in the long run. Does this person communicate well with your team? Do they reflect your company’s values? Are they proactive, reliable and aligned with how your organisation operates?

The temporary phase of a temp to perm arrangement gives you a working trial period in which to assess these qualities authentically. You’ll see how the individual responds to challenges, interacts with colleagues and adapts to your processes, all insights that are impossible to glean from a standard interview alone.

Cost-Effective Recruitment Strategy

The cost of a poor permanent hire can be substantial. Studies have suggested that replacing an employee can cost anywhere from one to three times their annual salary, once you factor in lost productivity, advertising costs, management time and the impact on team morale.

Temp to perm reduces the likelihood of this outcome. While there are recruitment agency fees associated with a temp-to-perm conversion, these are often far outweighed by the savings made from avoiding a bad permanent hire. Many businesses find that the cost of a working trial period is a worthwhile investment in securing the right long-term employee.

Flexibility in Workforce Planning

Business demands can shift quickly and committing to a permanent headcount before you’re certain of your long-term needs isn’t always prudent. Temp to perm gives businesses the agility to respond to changing circumstances whilst still working towards building a stable, permanent team.
For businesses going through a period of growth, restructuring, or seasonal fluctuation, flexible hiring through a temp-to-perm model allows you to scale your workforce in a measured, manageable way, without overcommitting before you have clarity.

Faster Hiring Process

When a role needs to be filled quickly, the traditional permanent hiring process, covering advertising, shortlisting, multiple interview stages, offer negotiations, notice periods: this process can take weeks or even months. Temp to perm can significantly compress this timeline.

A good recruitment agency will have access to a pre-screened pool of available candidates who can often start within days. This means the role is covered quickly, the business continues to operate efficiently, and the longer-term question of permanent headcount can be answered over time rather than under pressure.

Potential Drawbacks to Consider

As with any hiring strategy, temp to perm is not without its challenges. A balanced assessment is essential before committing to this approach.

Some highly sought-after candidates may be reluctant to accept a temporary position if they have offers of permanent employment elsewhere. Businesses competing for top talent may find that the best candidates prefer the security of a permanent contract from the outset.

If the transition from temporary to permanent is not managed carefully, there is a risk that the individual goes through two rounds of onboarding, first as a temp and then as a permanent employee, which wastes time and can feel disjointed for the new starter.

Temp to perm can be highly effective for operational, administrative, and mid-level positions, but may be less appropriate for very senior or highly specialised roles where candidates expect clearly defined permanent terms.

When Should a Business Use Temp to Perm?

Temp to perm is not a one-size-fits-all solution, but there are certain scenarios where it is particularly well suited.

– You need to fill a role quickly but want to assess fit before making a permanent offer.

– Your business is growing rapidly and you want to build headcount in a controlled, risk-managed way.

– You’ve had previous experience of poor permanent hires and want to mitigate that risk going forward.

– You’re entering a new market or launching a new function and aren’t yet certain of the exact skills or experience required long-term.

– You operate in a sector with high staff turnover and want to assess commitment and reliability before committing to a permanent contract.

– You have a temporary peak in demand that may lead to a permanent need, and want to use that period to evaluate the individual.

In each of these scenarios, a reputable recruitment agency can help you structure the arrangement correctly, identify the right candidates, and manage the transition smoothly. Learn more about how specialist recruitment support can help you optimise your hiring strategy.

Temp to Perm vs Permanent Hiring

Both temp to perm and direct permanent hiring have their place in a well-rounded recruitment strategy. The right choice depends on your specific circumstances.

Direct permanent hiring is most appropriate when you have a well-defined role with a clear long-term need, when you’re recruiting at a senior or specialist level where the talent market expects permanent terms, and when time allows for a thorough interview process. It can also be more straightforward administratively, as it bypasses the agency worker regulations that apply during a temporary placement.

Temp to perm is more appropriate when speed is a priority, when the role is newly created and the requirements may evolve, when you’ve had difficulties with direct hires in the past, or when flexibility is key to your workforce planning. It’s particularly effective for operational, administrative, and support-level roles where candidates are generally more comfortable with a temporary starting point.

Many businesses use a combination of both approaches, using temp to perm for volume or entry-level hiring and reserving direct permanent recruitment for leadership or highly technical positions.

Conclusion

Temp to perm has established itself as one of the most practical and strategically sound hiring models available to UK businesses today. It combines the speed and flexibility of temporary recruitment with the long-term potential of permanent employment, offering employers a lower-risk, more informed pathway to building a committed, capable workforce.

By using the temporary period as an extended assessment phase, businesses can make permanent hiring decisions with far greater confidence, reduce the financial and operational impact of poor hires, and cultivate a team that genuinely fits their culture and requirements.

Of course, like any hiring model, temp to perm works best when it is well planned, clearly communicated, and supported by an experienced recruitment partner who understands your sector and your needs.

If you’re considering whether a temp-to-perm approach could benefit your business, we’d encourage you to explore the option with a specialist recruitment consultant. At Express Recruitment, we have extensive experience placing candidates in temp-to-perm roles across a wide range of sectors, and we’re here to help you find the right people for the long term.

A Company is Targeting People with Fake UK Visa Offers

We want to warn the public about a serious and ongoing scam involving people impersonating Express Recruitment. Fraudsters are falsely claiming to be a secret division of our company based in Eastern Europe, hiring workers from former Soviet Union countries for jobs at well-known companies like Amazon, Nike and various factories in the UK.

They promise legitimate employment but demand large upfront payments for visa sponsorship and immigration support. This is a complete fabrication designed to exploit job seekers.

How the Scam Works

The scammers have gone to great lengths to appear legitimate. They have created fake employment contracts, business cards, a website, and other documents that include:

• Our official company name
• Our company registration number
• Our registered business address
• Our company logo

They have also forged the signature of one of our directors and even produced a fake passport using that director’s identity.

Several individuals have been identified as linked to this scam, including names such as Dmitry Kovalev, Seymon Miladov, Alexey Smirnov, Roman Klimov and Saavchenko Agapov.

What This Means for Job Seekers

This scam tricks people into paying large sums of money, often £1,000 or more, with the promise of jobs that do not exist. We are aware of at least 30 confirmed victims who have lost more than £5,000 collectively, but we believe there could be hundreds of victims worldwide.

How to Spot This Scam

• The website used by the scammers is express-recruitment.uk or express-recruitment.agency/uk (this is NOT our official website).
• They send official looking contracts, offer letters, and identification documents that are fake.
• They ask for payment upfront for visa or immigration services.
• They claim to recruit workers from Eastern Europe and former Soviet Union countries for jobs at big UK companies.
• They may use the names and images of our company directors or fake passports to seem authentic.

What To Do If You Are Contacted or Victimised

• Do not send any money or personal information.
• Verify company details through official channels before engaging.
• If you believe you have been scammed, please contact your local police immediately.
• Inform your bank or payment provider as soon as possible to report the fraud.

Please note that Express Recruitment cannot issue refunds for losses incurred through this scam. If you have questions or need to check the legitimacy of an offer, contact us directly using verified contact details.

What We Are Doing

We are working urgently to get the fraudulent website blacklisted and taken offline to protect future victims. We have collected numerous forged documents and victim reports to support law enforcement and regulatory action.

Protect Yourself from Job Scams

Job scams like this are unfortunately common. Always research any recruitment agency thoroughly and be suspicious of any company asking for payment before employment or visas are confirmed.

A legitimate employer will never ask you for money upfront.

A More Ethical Approach to University Recruitment

If you work in HR or procurement at a university, you’ll know how important it is to get recruitment right. It is not just about finding someone with the right skills. It is about being fair and making sure the whole process reflects the standards your institution sets.

At Express Recruitment, we work with universities across the East Midlands to do exactly that. We help you hire in a way that is ethical, compliant and completely in line with how your internal systems already run.

Trusted Support for University Recruitment

We have been working with public sector clients for nearly 40 years, so we know what matters when it comes to university recruitment. You need to follow proper procedures, treat every candidate fairly and keep things well documented. You also need a recruitment partner who understands how public sector hiring works and can support you through the whole process without cutting corners.

That is where we come in. Our team works with HR departments, hiring managers and procurement leads to deliver a service that is straightforward. We take your systems seriously and we’re used to working within framework agreements, preferred supplier lists and formal tender processes.

We are not here to change the way you do things. We are here to support it.

Expertise in Public Sector Tendering

Many universities in the region use formal tenders and procurement processes to choose recruitment suppliers. That might feel like a box-ticking exercise to some agencies, but to us, it is a key part of how we work.

At Express Recruitment, we are completely comfortable with documentation, reporting and framework agreements. We keep everything clean, compliant and easy to audit. If your university uses a tender process to bring suppliers on board, we are happy to get involved. We know the pre-qualification paperwork, understand the scoring system and make sure the service we provide fits exactly with your expectations.

Our job is not just to find good candidates. It is to do that while working in a way that is fair, transparent and reliable.

Recruitment That Fits Your Organisation

Every university has its own internal structure and way of working. Some have centralised HR teams. Others give individual departments more control over who they hire. We get to know how your institution runs and shape our service to fit.

We are experienced in working across a wide range of academic and administrative departments, including professional services, research teams, student support and estates.

Communication is a key part of what we do. We provide regular, clear updates and ensure you have a consistent point of contact throughout the process.

Ethical Hiring That Reflects University Values

Recruitment in higher education has to be ethical. You are dealing with public money and operating in a sector where fairness and equality are rightly seen as non-negotiable. We take that seriously.

We have built our service around clear communication, fair treatment of candidates and consistent standards. We do not just aim to fill roles quickly. We focus on doing it properly.

We also make sure our advertising and shortlisting processes are inclusive and unbiased. If you have specific goals around diversity and inclusion, we are happy to support them. We can help you run recruitment that reflects your university’s values, not just your vacancy list.

Ready to Work Together?

If you are looking for a recruitment partner who fits with your values and understands how universities work, we would love to hear from you. No pressure, no jargon, just a quick conversation to see how we can help.

Get in touch with our team and discover how we can support your university with compliant, ethical and effective hiring.

Join Express Recruitment and Generation Next for a Football Tournament and Fundraising

We’re putting on a Charity Football Tournament in support of the Notts County Foundation and we’d love you to be part of it. Come along on Saturday 6th September to Southglade Leisure Centre in Bestwood for a great mix of friendly football and community support.

The tournament will run from 11am to 3pm. There’ll be time to compete, chat with other teams and get involved in our charity raffle, with prizes including signed shirts and club merchandise.

The winning team will receive a private box at a Notts County match next season. Guests will also hear from Notts County Foundation and Generation Next about how your support helps the local community.

Team entry costs £150 and spaces are limited. Get your team together and book early to take part.

A temp to perm arrangement (short for temporary to permanent) is a hiring model where a worker is initially engaged on a temporary or fixed-term contract, with the expectation or option of transitioning into a permanent role after a set period.

In practice, the process typically works as follows: a business engages a worker through a recruitment agency on a temporary basis, often for a period of 12 to 16 weeks. During this time, both the employer and the worker can assess whether the role and the relationship are a good fit. At the end of the trial period, the business may choose to offer the worker a permanent position, either directly or through a conversion arrangement with the recruitment agency.

It’s worth noting that temp-to-perm roles differ from zero-hours contracts or purely casual work. They are structured arrangements with a clear pathway to permanency, providing both parties with defined expectations from the outset.

What to Expect

Teams will arrive at Southglade Leisure Centre for a relaxed day of football and fundraising. We’ll start with a short welcome and a few words from Notts County Foundation and Generation Next.

There’ll be time between matches to chat with other teams, enjoy some food and buy raffle tickets. You could take home signed kit or official club items.

At the end of the day, we’ll have a short closing presentation to award the prize, draw the raffle and thank everyone for their support.

Why Take Part?

• Help raise money for a local cause doing real work in the community
• Spend time with your team in a fun and active setting
• Be in with a chance of winning a private box at Notts County
• Pick up raffle prizes, including signed shirts and official merchandise
• Meet other local businesses and professionals
• Hear directly from the Foundation and Generation Next about the impact of your support
• Enjoy a rewarding day out while backing a great cause’

As government policies evolve, various rules are reviewed and updated. One of the key changes coming in April is the increase in the National Living Wage. The new Government has introduced measures to ensure young workers receive fair pay as they enter the workforce.

This blog will outline what the National Living Wage is, who qualifies for it and how much it’s increasing by. It will also look at how businesses and employees may be affected.

What is the Living Wage?

The National Living Wage is the legally mandated hourly wage that employers must pay to workers aged 21 and over. It is different to the National Minimum Wage, which applies to younger workers and apprentices.

Initially introduced in 2016, the National Living Wage aimed to provide better financial security for workers by ensuring they receive a higher minimum wage than the standard National Minimum Wage. The government has prioritised wage adjustments as part of it’s broader strategy to tackle economic challenges, including rising living costs and income inequality.

Research suggests that fair wages contribute to higher job satisfaction and productivity, potentially leading to lower staff turnover and improved workplace morale.

Source: https://civilitypartners.com/can-a-wage-increase-make-employees-more-productive/

Who qualifies for the Living Wage?

From April, the National Living Wage will apply to all workers aged 21 and over. When it was introduced in 2016, it initially applied to employees aged 25 and over, with an hourly rate of £7.20. Over time, the age threshold has lowered and the rates have steadily increased.

The upcoming changes will also bring significant increases for younger workers:

The 18-20 age group will receive a 16.3% pay rise.

Apprentices and 16-17-year-olds will also see an increase in their wages.

New Wage Rates for 2025:

Apprentices: £7.55 per hour

Ages 18-20: £10.00 per hour

Ages 21+: £12.21 per hour

What does this mean for businesses?

Employers must adapt to the new wage rates while maintaining financial stability. Some small businesses, already dealing with rising operating costs, may face additional challenges.

One key issue is the increased National Insurance contributions (NICs) that businesses must pay. As wages rise, employers will also pay more in NICs, further increasing costs.

Now, it’s more important than ever to get the right hire with the rise in costs. Businesses need to make sure that every recruitment decision adds value and contributes to overall efficiency.

Larger businesses may have more flexibility to absorb wage increases compared to small and medium-sized enterprises (SMEs). This could affect job market trends, with workers preferring employers that offer more financial stability.

Businesses can adapt to these changes by investing in staff productivity and improving operations to offset the extra costs. Some may also look at automation and process improvements to maintain profitability while complying with new wage rules.

With wages going up, it is more important than ever for businesses to focus on hiring the right people, not just the most affordable. While it might be tempting to cut costs by prioritising lower salaries, this can often be a false economy.

Bringing in skilled, motivated employees is far more valuable in the long run. The right hire can boost productivity, improve customer service and even spark new ideas. On the flip side, hiring based purely on cost can lead to higher turnover, more time spent on training and lower overall morale, wiping out any short term savings.

By focusing on quality, businesses can benefit from:

Better retention: When you hire the right fit, they are more likely to stick around, saving you the hassle and cost of constantly replacing staff

Stronger performance: Skilled and engaged employees get more done and they do it better

A better reputation: Being known as a company that invests in it’s people makes you more attractive to top talent in the future

To get this right, it is worth fine tuning your hiring process. Be clear on what you really need from a candidate and think about their potential, not just their salary expectations. Partnering with us at Express Recruitment will help with connecting you with the best talent to add real value to your team.

How we can help?

Express Recruitment can support businesses with recruitment, helping them find the right people and exceed expectations every time. We specialise in the East Midlands and have a talent pool of over 20,000 candidates across different industries.

We also offer services to help employers, including our Employee Retention Service, which provides guidance on improving workplace processes to boost staff retention.

For businesses making redundancies, we run a Redundancy Clinic to assist affected employees in finding new roles or accessing career support services.

Conclusion

The increase in the National Living Wage marks a significant change in the UK job market. While it benefits workers, businesses will need to take steps to manage retention and profitability.

Now more than ever, businesses must focus on making the right hiring decisions, keeping key staff and improving efficiency to stay competitive.

For more details or to explore our services, contact our team today.

Hiring the wrong person is an extremely expensive and timeconsuming mistake. At Express Recruitment we have invested in partnering with a market leading skills, personality and cognitive ability assessments provider, which, combined with our industry leading recruitment services, minimises the risk of a bad hire, ultimately saving you time and money.

All assessments can be personalised to fit any unique culture and candidates are benchmarked against thousands of others. This approach provides the highest level of predictive validity and allows us to see how knowledge, behaviors and competencies compare.

Why Our Assessments Make Hiring Simple?

Our candidate assessments take the guesswork out of recruitment. By evaluating skills, personality and cognitive ability, we provide the tools to help you make confident, data-driven decisions. Our assessments also benchmark candidates against thousands of others, giving you confidence that you are choosing from the very best.

We understand that every company is different, so we personalise each assessment to fit your unique culture and hiring goals. Whether you need someone with specific technical skills or the ideal personality to complement your team, our tailored approach ensures you find the right fit first time.

The best part is that our assessments go beyond CVs and interviews. They predict how a candidate will perform on the job, saving you time money and the frustration of making the wrong hire. It is a smarter, more reliable way to build your dream team and it works.

Digital marketing has become one of the most sought-after career paths in recent years, thanks to the rapid growth of online platforms and the ever-increasing demand for digital skills. This blog will explore what digital marketing is, why it’s such a promising career, the roles available in the field, what you can expect in terms of salary and career progression and how Express Recruitment can help you land your dream job in digital marketing.

What is Digital Marketing?

Digital marketing is the practice of promoting products or services using digital channels such as search engines, social media, email and websites. Unlike traditional marketing, which relies on mediums like print, television and radio, digital marketing uses online tools and technology to engage with consumers.

In today’s digital-first world, marketing is more about data, analytics and real-time engagement than ever before. Digital marketers combine creativity and technical skills to craft campaigns that attract, engage and convert customers.

Why Digital Marketing is a Great Career Choice?

According to a report by Statista, global digital advertising spending reached over $455 billion in 2021 and is expected to continue growing significantly over the next 10 years. This surge is due to more businesses recognising the importance of having an online presence, especially after the COVID-19 pandemic, which sped up digital transformation across industries.

Digital marketing offers flexibility, creativity and a wide range of job opportunities, making it an attractive career choice. The demand for skilled digital marketers continues to rise, with many companies willing to offer competitive salaries, remote work options and other perks to attract talent. According to LinkedIn’s 2022 Jobs on the Rise report, digital marketing was among the top 10 roles experiencing a surge in demand.

Roles in Digital Marketing

Digital marketing is a broad field with many roles catering to different interests, skill sets and career aspirations. Here’s a breakdown of some of the most common digital marketing roles you can pursue:

1. Social Media Manager

A Social Media Manager is responsible for creating, curating and managing content across a brand’s social media platforms like Facebook, Twitter, Instagram, LinkedIn and TikTok. They craft engaging posts, respond to comments and develop strategies to increase followers and engagement rates.

Social media managers need to be creative, have a good grasp of the brand’s voice and stay up to date with the latest trends in social media to keep the audience engaged. They often work with content creators and digital strategists to ensure that the brand’s message is consistent across all platforms.

2. SEO Specialist

SEO (Search Engine Optimisation) Specialists focus on improving a website’s visibility on search engines like Google. Their main goal is to increase organic traffic by optimising content, researching keywords and ensuring the website follows best practices laid out by search engines.

A SEO specialist’s job requires an understanding of search engine algorithms, analytics tools and content strategies. This role is perfect for those who enjoy research, data analysis and staying current with the ever-changing SEO landscape.

3. Content Marketer

Content Marketers are responsible for creating and promoting valuable content that attracts and engages a target audience. This content can come in various forms, including blog posts, videos, infographics, podcasts and more. The main aim is to provide value to the audience while subtly promoting the brand’s products or services.

Strong writing skills and creativity are essential for content marketers, as they need to craft compelling stories that resonate with the audience.

4. Email Marketing Specialist

Email Marketing Specialists design and execute email campaigns to promote a brand’s products, services or events. They are responsible for building email lists, creating engaging email content and analysing campaign performance. This role requires a good understanding of email marketing software, segmentation strategies and copywriting.

5. Digital Marketing Analyst

A Digital Marketing Analyst collects and analyses data to measure the effectiveness of marketing campaigns. They look at various metrics, such as website traffic, conversion rates and customer behaviour, to provide insights that help shape future marketing strategies.

This role requires a strong analytical mindset and proficiency with tools like Google Analytics, Excel and various data visualisation platforms. If you enjoy working with numbers and data, this could be a perfect fit.

6. Pay-Per-Click (PPC) Specialist

PPC Specialists are responsible for managing online advertising campaigns on platforms like Google Ads and Bing Ads. Their goal is to drive traffic to a website by bidding on keywords that potential customers might search for. They need to continuously monitor and adjust campaigns to maximise the return on investment.

A PPC specialist’s job is great for those who are data-driven and enjoy working with budgets and numbers. They need to understand the nuances of paid advertising and have a strategic mindset to ensure that the campaigns are cost-effective.

7. Affiliate Marketing Manager

Affiliate Marketing Managers develop and manage relationships with affiliates who promote a brand’s products or services in exchange for a commission. They create and implement affiliate marketing strategies, track performance and work on optimising affiliate partnerships.

8. Digital Strategist

Digital Strategists are responsible for creating and implementing digital marketing plans that align with a brand’s goals. They oversee all digital marketing efforts, including SEO, social media, email marketing and PPC campaigns. They need a broad understanding of all digital marketing channels and the ability to think strategically.

Salary and Expectations

The salaries for digital marketing roles can vary widely depending on the role, location and experience level. Here’s a breakdown of average salaries for some common digital marketing positions:

Social Media Manager: £23,000 to £40,000 per year, depending on experience and company size.

SEO Specialist: £30,000 to £45,000 per year, with potential for higher earnings for senior positions.

Content Marketer: £28,000 to £40,000 per year, depending on experience and specific skills.

Email Marketing Specialist: £27,000 to £42,000 per year, depending on experience and company.

Digital Marketing Analyst: £30,000 to £50,000 per year, with senior roles offering even higher salaries.

PPC Specialist: £30,000 to £45,000 per year, depending on experience and specific skills.

Affiliate Marketing Manager: £35,000 to £55,000 per year, depending on experience and performance.

Digital Strategist: £40,000 to £65,000 per year, with more experienced strategists earning up to £80,000 or more.

These salaries reflect the current market in the UK and can vary based on the company, location and specific industry. It’s also important to note that many digital marketing roles offer bonuses and performance-based incentives, which can significantly boost overall earnings.

How Express Recruitment Specialises in Marketing

At Express Recruitment, we understand the nuances of marketing. With almost 40 years of experience, our team of specialised recruitment consultants has successfully placed talented individuals across various sectors, including sales and marketing, in companies throughout the United Kingdom.

Our experts know the sales and marketing sectors inside and out, giving us the insight needed to help you find a role that matches with your skills. We have helped numerous businesses build strong marketing teams and supported countless candidates in achieving their career ambitions.

In summary, Digital marketing is a rewarding career path with plenty of opportunities for growth and advancement. With roles ranging from social media management to digital strategy, there is something for everyone in this field. Salaries are competitive and the demand for skilled digital marketers is only set to increase in the coming years.

If you’re interested in pursuing a career in digital marketing, Express Recruitment is here to help. Contact us today to learn more about how we can assist you in finding your next marketing.

Sources:

https://www.statista.com/statistics/237974/online-advertising-spending-worldwide/#:~:text=Digital%20advertising%20spending%20worldwide%20%E2%80]%20which,billion%20U.S.%20dollars%20by%202026.

Why Recruitment is Important to Businesses in the East Midlands?

Recruitment is an essential part of any business and finding the right candidate can often be challenging. The hiring process must be thorough enough to ensure the candidate is a perfect fit, but also streamlined to prevent candidates from dropping out.

Internal recruitment can also be a time-consuming and costly endeavour, highlighting the need for an efficient hiring process. We explored this in our blog on the True Cost of a Bad Hire, in this we examined the financial and operational effects of recruitment missteps.

Many businesses, both small and large, throughout the East Midlands and the UK, struggle to manage their operations whilst seeking potential new hires. In 2023, over 2000 businesses participated in a survey to discuss their recruitment processes and hiring challenges. The survey findings revealed that 80% of the businesses, which is equivalent to 4 out of 5, consistently struggle to fill positions across all areas of the workplace. This percentage has more than doubled since 2019, further showing the demand for recruitment professionals and agencies.

What is Recruitment?

Recruitment is not only about filling job roles, it involves a series of steps aimed at identifying, screening, interviewing and evaluating the best candidates for specific roles within a business, ensuring long-term success for both the organisation and its employees. It’s about connecting the right talent with the right job, ensuring both the business and the candidate benefit from the match. At Express Recruitment, we act as the bridge between businesses with job openings and skilled candidates across the East Midlands and the UK. Our extensive active pool of 13,400 candidates spans various sectors, including Administration, Tech & IT, Engineering, Finance, Customer Care, Legal and Not-for-Profit and more.

Why is Recruitment Important?

So, to answer the question, “why is recruitment important?” – Recruitment is key for any business because it directly influences the quality of the workforce, which is essential for achieving company goals and staying competitive. Whether you’re looking to replace a departing employee, expand your team, or support general growth, finding the right person who matches your job specifications and fits well within your team is crucial.

Without recruitment or help from recruitment professionals, businesses can feel stuck or overwhelmed, leading to a lack of focus on growth, which can eventually cost the business money. According to a 2024 survey, over 45% of businesses fail within the first 5 years, with one of the main reasons being the lack of emphasis on a future-proof plan for growth and development.

Why Work with a Recruitment Agency?

There are many benefits to working with a recruitment agency. We bring expertise in matching candidates with employers, ensuring the best fit for both parties. At Express Recruitment, we have almost 40 years of experience and have built relationships with candidates all throughout the UK, giving us access to an untapped market. We utilise various talent acquisition strategies, including headhunting, job profiling and screening.

There are many benefits to working with a recruitment agency, especially if you work with our team at Express Recruitment. List below are just some of the benefits:

Accurate Screening

At Express Recruitment we take the time to get to know each candidate beyond just their CV. We conduct an in-depth screening process covering employment and education history, hobbies, interests, skills and more. This helps us match the perfect job with the right person. Our detailed screening process helps you find the right candidate quickly, reducing the risk of staff turnover and saving you valuable time.

No placement, No Fee

We believe in delivering results, which is why we operate on a ‘No Placement, No Fee’ basis. This means that you only pay for our services once we have successfully placed a candidate who meets your needs. This minimises your financial risk and means we are fully invested in finding the best talent for your business.

Large Talent Pool

With 13,400 live pre-qualified candidates across various sectors, from entry-level to executive roles, we work with you to meet your hiring deadlines. Our extensive talent pool gives you access to a wide range of candidates, increasing your chances of finding the perfect fit for your role.

Succession Planning

We assist our clients in developing and implementing succession strategies that ensure the continuity of leadership within their organisation. We do this by identifying external candidates who align with your future goals, we help you build a strong workforce ready to step into key roles as your business evolves.

Specialist Recruitment for job types

Our team of experienced consultants have in-depth knowledge across various sectors, allowing us to provide industry specific recruitment strategies. Whether you are looking for professionals in IT, finance, engineering, or any other field, we have the resources and industry insights to find the right candidates who possess the exact skills and experience you need.

Detailed Role Profiling

We understand that every role is unique and so is every candidate. That’s why we offer detailed role profiling to make sure that we fully understand the specific requirements and nuances of the position you need to fill. This process involves working closely with you to outline the key responsibilities, necessary skills and desired attributes for the role. We then use this detailed profile to identify and attract candidates who meet the technical qualifications and fit into your company culture.

Who are Express Recruitment?

We are a leading recruitment agency with almost 40 years of experience providing talented candidates to businesses of all sizes throughout the East Midlands and the UK. We strive to exceed expectations every time and work with your business to ensure our candidates match your core values and qualifications for your open positions.

To summarise, recruitment is extremely important to every business, whether it’s a small startup or a large corporation. Without it, companies can easily become stagnant and see financial loses. That’s why recruitment agencies like Express Recruitment are so valuable, we bring the expertise needed to help businesses hire the right people the first time, keeping things running smoothly and successfully.

Sources:

https://www.investopedia.com/financial-edge/1010/top-6-reasons-new-businesses-fail.aspx

https://www.peoplemanagement.co.uk/article/1817946/four-five-businesses-struggling-fill-talent-gaps-research-shows

If you’re struggling to find the right candidate to fill a vacancy, take comfort in the fact that you are not alone! Finding the perfect candidate who not only can do the role, but also fits with your company culture and embodies your values, can be tough. This doesn’t mean you should rush into filling a role with someone who is not ‘right’ for the company. Here’s a breakdown of the true cost of a bad hire.

Productivity

According to Robert Half International, Supervisors spend one day a week managing poorly performing employees. A bad hire can cause low productivity as they can distract other employees for a variety of reasons.

Culture

Hiring the wrong person could have a detrimental effect on your company culture. Having an employee that doesn’t fit into the culture can begin to effect other employees. This could negatively impact the how others view the company leading to overall feeling of dissatisfaction.

Financial

The Department of Labour estimates that the cost of a bad hire can equal 30% of the employer’s potential 1st year earnings. Not only is there the obvious monetary loss, but there is also the wastage of resources used for onboarding/training.

Morale

As the atmosphere begins to shift, existing employees ‘may begin to feel the change within the company. This can lead to anxiety within the work place and ultimately decrease morale.

69% of employers say they’re having difficulty filling their vacancies

Reasons why you’re struggling to fill your vacancy:

Shortage of Talent – During the pandemic, many employers speculate that there is a shortage of talent due to people feeling an air of uncertainty when changing jobs.

Lack of Time – Recruitment is a lengthy process. With more roles that come become available means more time you will need to dedicate in finding that ‘perfect fit’.

Targeting Wrong People – Finding the right people to fill a role is essential, but without knowing it, you may be reaching out to the wrong people by using incorrect keywords, requirements or pay rate.

81% reported that continuous status updates influence whether they accept an offer.

Communication is key. It is important to dedicate quality time to your recruitment process. Constant communication is vital and can influence the final decision of the candidate of whether to accept the job offer or not.

With more people taking to the virtual world in response to COVID-19, the recruitment process has had to adapt along with this. 76% of CEOs said that they were concerned with the digital knowledge their workforce and team possessed.

By partnering with a Recruitment Agency like Express Recruitment, not only can this free up valuable time but you can be filled with knowing that your talent acquisition needs will be met. If you’d like to know how we can help you, call our Nottingham Head Office on 0115 924 0010.

Pride month, often recognised in June or July, is the international acknowledgement and celebration of the history of the LGBTQ+ community. It is important for members and allies of the community to understand the origins of Pride.

This blog aims to assist in this understanding and suggest how you can celebrate Pride in the workplace to support the LGBTQ+ community.

What is Pride?

Originating from the Stonewall Riots in 1969, New York City, Pride serves as a time to recognise the impact and contributions of LGBTQ+ individuals. Pride attempts to raise awareness of LGBTQ+ rights and issues, and promote equal rights and acceptance for all – no matter their sexual orientation or gender identity.

During Pride month, LGBTQ+ individuals and allies often take part in events such as parades, marches, rallies, workshops, and performances in order to promote visibility, inclusivity and acceptance.

Pride also aims to raise awareness of the ongoing challenges that are brought towards the LGBTQ+ community and suggest ways in which we can all advocate for LGBTQ+ rights.

Pride in the Workplace

It is important for all workplaces to commit to promoting diversity, inclusion, and equal opportunities for all. This is especially important in recruitment in all aspects of the hiring processes in order to foster an inclusive, accepting, and trusting environment.

These are just a few ways in which a business can ensure inclusivity:

Non-discrimination Policies: We ensure that all of our candidates, clients and employees are treated fairly and equally, regardless of their sexual orientation or gender identity.

Inclusive Job Descriptions: Another way in which we support inclusivity is the use of inclusive language in our advertisements in order to encourage LGBTQ+ individuals to apply and feel welcomed.

Training and Education: Here at Express Recruitment, we also offer our staff members training to help them to understand and keep up to date with LGBTQ+ issues. This ensures all our processes are without judgement or discrimination.

Here at Express Recruitment, we continue to support the LGBTQ+ community and aim to create a welcoming and inclusive workplace for individuals of all gender identities and sexual orientations.

We aim to showcase a proactive commitment to the support of diversity and aim to create an inclusive work environment where all employees, candidates and clients can be their authentic selves within the workplace.

If you’re looking for a recruitment agency who pride themselves with inclusivity and equality, then look no further! Whether you’re hiring now or seeking your next opportunity, you can give us a call on 0115 924 0010 or contact us here.

How can you celebrate Pride at work?

Celebrating Pride at work is a meaningful way to promote inclusivity and support LGBTQ+ colleagues. No matter if you are a member of the LGBTQ+ community or you are an ally wanting to show support to your team members, it is important to show support during Pride month.

Whilst enjoying the festivities of Pride, remember to approach these suggested activities with sensitivity and inclusivity, respecting the diverse identities and experiences within the LGBTQ+ community.

Here are a few suggestions of how you can celebrate Pride in the workplace to support the community:

Educate and Raise Awareness: One way in which you can support Pride month is the organisation of workshops, presentations, or simply informal conversation, in order to educate employees on LGBTQ+ history and foster an understanding of rights and issues within the workplace.

Decorating the Office: Another, and more creative, method of how you can celebrate Pride in the workplace is the use of Pride-themed decorations. This can include flags, banners, or even rainbow-coloured pens, to create a festive and inclusive atmosphere within the workplace. This can also include the encouragement of employees to express their identities through wearing Pride-themed clothing such as t-shirts, badges, and accessories. This will help your workplace to foster a sense of belonging and acceptance for all individuals.

Participate in events: Organising a company outing to attend a Pride parade or event is another way in which you can participate in the support of the LGBTQ+ community in the workplace.

We hope that this has been insightful into how Pride can be celebrated in your workplace; now it’s time to get creative and show your LGBTQ+ colleagues some support!

We are proud to be the first recruitment agency in the UK to be J9 trained, following a variety of other businesses within the Midlands including the Trent Barton bus services, local councils and also Parliament.

The J9 Domestic Abuse Initiative aims to raise awareness of domestic abuse and assist survivors to access support safely by training professionals and members of the community. J9 was an initiative created in memory of Janine Mundy, a mother of two who was killed by her estranged husband whilst he was on Police bail. Once J9 trained, the J9 logo is displayed, letting survivors know that they have a safe place to access information and use a telephone to contact support services.

Many of those affected by Domestic Abuse see it as shameful or are embarrassed to admit this so the courage it will take for those affected is huge. Domestic Abuse can affect anyone.

We have painted this in a discreet place on the board of businesses as you walk through the archway in Eldon Chambers to ensure that this remains subtle yet noticeable for anyone in need.

Our team have been informed of how to discreetly handle these situations, and when sharing the phrase ‘J9’ upon arrival, Survivors can make use of a telephone, to signpost them to services and a safe space.

Thanks to the work we have done with Tara’s Angels, we were able to grow our knowledge of this vital initiative against Domestic Abuse and we urge other companies across the East Midlands to do the same. If you want to find out how you can become a J9 Safe Space, contact the team at Tara’s Angels here.

Following a recent announcement from the Government, the National Living Wage and Minimum Wage are set to increase from April 1^st 2024.

How much is the National Minimum Wage increasing to in 2024?

Until now, the National Living Wage was applied to anyone over the age of 23. From April 1st 2024, this will now also apply to anyone over the age of 21 for the first time.

The biggest changes for this year is for those aged 16 – 17 or first year apprentices who will see a 21.2% increase (£1.12 in total).

Below is a table of all of the changes for each age group:

* Please note: the National Minimum Wage for Apprentices is only applicable to those in their first year.

When is the National Minimum Wage increasing?

The National Minimum Wage is set to increase in the new financial year of 2024 and all employees will have to be on the new minimum hourly wage of their age range from April 1^st 2024.

Our team are working hard to ensure that all of clients affected by this change will be informed prior to April 1^st to ensure that all their employees are on National Minimum Wage. If you have any questions about this in the run up to the new financial year, give our Compliance & Temporary Recruitment Manager, Julia, a call on 0115 924 0010.

This week, we’re celebrating 34 years of providing our exceptional recruitment services to businesses and candidates in Nottingham, Derby, Leicester and across the East Midlands. After 2020 quickly came and went, we wanted to do something a little special to celebrate our 34th Birthday.

As we pride ourselves in being a team of passionate people, this led us to bring you our 34 favourite things about Express Recruitment. So, without further adieu, here’s our 34 reasons celebrating Express Recruitment.

You can watch our video below or continue reading to find our transcript…

After the GCSE Grading system made a dramatic switch from letters to numbers in 2017, many employers may not be aware of the new grading system. You may look at a potential candidate’s grades and ask yourself ‘what does this mean?’

As more school and college leavers begin to start their careers in the big wide world, they will be eager to showcase their academic results using the numerical grading system. With this in mind, we thought that we would give you a detailed insight into how it works, what the numbers mean and why it has changed.

Why did the GCSE grades changed?

The new GCSE grading system was introduced in 2017 to allow sixth-forms, colleges, universities, and employers to differentiate and better understand the level young people were working to.

For example, if you were one mark off an A grade, you would be simply shown as a B and in the same bracket as those who merely scraped the grade.

As well as this, the new GCSE grading system came in when the curriculum was changed, as this allowed employers to easily differentiate between those who are on the old GCSE and those who completed the more complex GCSE curriculum and exams.

What are the new grades for GCSEs?

The new GCSE grading system is a scale from 1 to 9, with 1 being the lowest grade (not including an ungraded mark) and 9 being the highest grade you can get.

You may now be wondering what this number grading system looks like, in comparison to the letter grading system so, without further ado, here it is!

What are the new GCSE grades equivalent to?

9 = High A* Grade

8 = Low A* or High A Grade

7 = Low A Grade

6 = High B Grade

5 = Low B Grade or High C Grade

4 = Low C Grade

3 = D or High E Grade

2 = Low E or High F Grade

1 = Low F or G Grade

U = Remains the same as ‘Ungraded’

When do the GCSE results for 2021 get released?

Despite GCSEs being cancelled for 2021, results day will still be going ahead, and teachers will be issuing the grades based on performance throughout the course. The official date for the GCSE results day in 2021 will be on Thursday 12th August.

Even though the updated GCSE grades do look daunting at first, when you break it down and compare them to the old letter form, it begins to soak in. If in doubt, just remember, anything that is 4 and above is classed as a C or above, which is the common requirement for jobs.

If you are looking for a new starter who has just left school, college or university, our award-winning recruitment team have helped many companies find the right people who are eager to learn, develop and grow within their role.

Give our Nottingham HQ a call on 0115 924 0010 or you can email us your requirements to jobs@express-recruitment.co.uk.

We’ve all been there. Searching for a new job is not an easy process and searching for the RIGHT job is even more difficult. Whether you’re sifting through multiple jobs or meticulously tailoring your CV to each role, you can often find yourself in an ‘never-ending’ loop feeling like there’s nothing out there that’s right for you.

We are here to tell you that’s simply not true! If you are currently unhappy in your role or are looking for a new challenge within your career, here’s our top tips on how to stay positive whilst hunting for a new job.

1. Focus on the things you CAN control

Being constantly bombarded with ‘thanks, but no thanks’ responses is enough to make anyone feel as if they aren’t good enough. However, instead of dwelling on this, take it as an opportunity to ask for feedback and refine yourself.

There are tons of free resources out that cover topics such as, ‘how to prepare for an interview’, ‘how to be confident in an interview’ and ‘how to write a CV’, to name a few.

Polishing up your skills and online profiles can, not only boost your confidence, but allows you to reflect on your previous experience to help you improve your chances of scoring an interview.

2. Explore the options out there

Don’t look at job searching as a negative experience, instead get excited about the endless possibilities and new opportunities you will receive. There are multiple opportunities out there, you just need to look.

Think about the reasons why you are wanting to leave your current job, what you enjoyed or disliked about your previous roles and what you’ve always wanted to pursue. This could lead you on an entirely different career path and into something you truly enjoy and thrive in.

3. Sign up to a recruitment agency

Recruitment agencies offer a free service for anyone that is seeking new employment opportunities. Signing up to a recruitment agency can be a great way of discovering new job roles that you may have initially missed.  With this extra help, you can boost your chances of finding the perfect role. Throughout the recruitment process, you often find yourself reflecting on skills and experience that you didn’t realise you have. With this renewed insight into your abilities, you will be put forward for roles that are more suited to your skillsets.

Express Recruitment are proud to be one of the leading recruitment agencies for Nottingham, Derby and Leicester. We recruit for a wide variety of industries, such as IT & Tech, Engineering, Languages, Sales and Marketing as well as having a dedicated Temporary team. We have almost 35 years of experience in helping people find jobs they truly love.

If you’re looking to take the next step in your career, you can find our current vacancies here.

4. Get into a routine

If you have recently lost your job, getting yourself into a routine can aid your mental health and positivity, ensuring that you remain busy and focussed. Creating a routine is a great way to keep active and motivated during your job searching journey.

Whether you start your day off with a morning walk, taking time to learn a new skill or developing on your existing ones, this kind of dedication is always highly regarded to employers.

5. Engage and Network

There’s a lot of truth to the saying, ‘It’s who you know, not what you know’ which leads to the next point, networking. Networking is especially helpful when it comes to looking for a new job. Talking to people who share a common interest is always a great way to discover new opportunities as they can relate to your current situation.

There are a variety of networking events that you can join and you can find them on websites such as Eventbrite and MeetUp.

6. Take a step back and enjoy some downtime

Looking after yourself is the most important aspect when applying for jobs. Being in the right mindset when looking for a new job is essential. Rejection is inevitable and can decrease one’s confidence and motivation. When you’re feeling demotivated, take some time out from the job search. Don’t burn yourself out and remember to take a step back, reflect and most importantly, stay positive.

7. Practise makes perfect

Writing applications, tailoring CVs, and doing interviews are all regarded as skills and as the old saying goes, practise makes perfect. Okay sure, your interview may go badly, but don’t take this as a negative thing. Instead use each interview and application as a learning curve and build yourself up, learning from each experience.

Which leads us onto our next point which is…

8. Don’t take anything personally

You may have found your dream job, but you’ve just received the heart-breaking news that you weren’t chosen for the position. This is not a reflection of your self-worth, value or experience and it certainly is not saying that you aren’t good enough!

When businesses are looking to hire a new employee, they have a checklist of skills, requirements, and highly desired characteristics they wish to see in their potential candidates. Unfortunately, someone may check all the boxes in places you fall short, and this is just ‘purely business’.

We are strong believers in what is meant to be will always find its way, and if you don’t get accepted in a job, it may not have been the job that was right for you.

9. Remember that you are amazing

Stop right there and get off the train to ‘Self Doubt’. Maintaining your positivity is difficult when you’ve been declined many times, but don’t forget that everything about you, is uniquely you! Show yourself some love and celebrate your skills, knowledge, experience and unique quirks.

If you are looking for a new job, our award winning team can help! Since 1987, we have helped over 250,000 individuals find a a job, and even in some cases, a career. With our support, and guidance, finding a new job has never been so easy!

Contact our Nottingham-based specialist team on 0115 924 0010 or email us your CV to jobs@express-recruitment.co.uk.

On the 16^th March 2020, the UK government took action against the spread of COVID-19 and announced that employees should work from home where possible. According to studies, 60% of the UK population followed guidelines and are now working from home during the lockdown. As the UK lockdown restrictions begin to ease, many UK workers are faced with the decision to either remain working from home or go back to the office. As with any decision, there are pros and cons which we have listed so you don’t have to!

Disadvantages of Working From Home

Lack of socialisation and loneliness

From 3rd April – 3rd May 2020, 1 in 5 of people within the UK said they felt lonely being at home. Not being in the office has a large part to play in that. You don’t realise how many people you see on a day to day basis and how much you socialise with your colleagues.

Having that stripped away can make you feel closed off from society and alone. If you are feeling like that, there are always people out there to help, whether it’s giving your neighbour a call, talking to a charity like Samaritans or even chatting to a stranger you meet at the park.

Training Needs

Training is imperative to your success in a job. No matter if you’ve just started or have been there for a while. As people have different approaches to learning, remote training can prove to be difficult when working from home. In the office, you’re surrounded on a daily basis by your colleagues, and being fully immersed into the business’ processes.

Creative Block

For those in creative or innovative roles, where thinking outside the box is key, working from home can affect your creative process. You are not receiving the same mental stimulation as you would by being surrounded with people, taking daily journeys to work and coming across a variety of environments.

In addition, virtual chats have proved to be difficult. There will always be the awkward silence before anyone talks and times when everyone talks at once. The ability to make a point or bounce ideas off others seems to be missing that edge. This is down to not being able to read people properly and truly embrace their body language and expressions.

Difficulty forming and maintaining relationships

Humans thrive in social settings and being able to relate to your colleagues virtually may be difficult for some, especially when you are starting a new job. Though there are things thatyou can do to help build relationships virtually such as team building activities, it doesn’t beat the real thing.

Technology & Communication Issues

Wi-Fi dropouts, laptop malfunctions and phone mishaps are all common issues that working from home has to offer and unfortunately, these are things that are simply out of your control. With a heavy reliance on technology, any technical issues can put a spanner in the works and can have a ripple effect across the company.

Advantages of Working from Home

No early morning commute

Being able to roll out of bed and rock up to work in your loungewear or PJs is an appealing benefit that comes with working from home. Not only does it give you the flexibility to make the most out of your mornings, but it also ensures that you are never late for work. No more wrestling with early morning traffic!

Increased productivity

If you asked businesses 5 years ago their thoughts on working from home, their response would have been that productivity would plummet. It’s belief that with more distractions around you directly correlates with decreased productivity and efficiency. However, researchers have found that this is not actually the case for all employees despite their homely surroundings. 70% of people found that they were either as productive or more productive than when working within the office.

Improved work-life balance

Working from home provides you with the flexibility you desire. You can manage your time to match your routine, while keeping that important balance with family time as well as physical and mental well-being. Taking time out during a typical workday can improve your productivity and prevent burnouts. Moderation is key to a healthy work-life balance.

Saving money

The one point that makes us stand up and take notice is that working from home saves you money! Without having to think about splashing the cash on fancy lunches, travel fare and workwear, employees are saving money left, right and centre.

The below map showcases the amount of money that people have saved statistically across the UK every week, whilst working from home.

London: £58 per week

Wales: £50 per week

North West: £47 per week

South East: £46 per week

East Midlands: £44 per week

York/Humber: £43 per week

East England: £42 per week

Northern Ireland: £42 per week

West Midlands: £39 per week

North East: £36 per week

Scotland: £35 per week

South West: £37 per week

✅ Limits the spread of germs

Working from home limits the contact between you and other people. This results in a decrease of viruses and bacteria spreading from one household to another. This is the very reason why working from home was implemented and has shown a slow down in the spread of, not only COVID-19, but other common illnesses such as seasonal flu.

When making the decision to either go back to the office or continue working from home, feeling assured that companies are abiding by government guidelines and procedures is key. Regardless of this, employees must review their own situation and decide based on what is best for them. Some people have thrived throughout the Working from Home period, whereas others may have found their homes to be too distracting or lack access to a good working environment.

Here at Express Recruitment, we offer a vast range of office and home-based opportunities. You can find our current remote jobs on our website or you can try external sources like Jooble.org. Contact our award winning Recruitment Agency on 0115 924 0010 where our expert team can help you find the perfect fit.

Are you wanting to get out of your current role or ready to take a leap and start a new challenge? Here’s what you need to do to get hired quickly and efficiently:

Register with a local recruitment agency

The most efficient way to get hired fast is to get someone else to start looking for you! Here at Express we will help you find a role that is relevant to your experience, local to your area and will accommodate your needs – what could possibly be more effective than another pair of eyes searching for jobs for you! Express have a direct line and an established relationship with some of the top employers in the East Midlands. The best part about registering with us is there is no cost to any of our candidates.

Tailor your CV

One of the most important ways to get an employer’s attention is ensuring that your CV has relevance to the role that you are interested in. Every role and every company are different one way or another, so a generic CV will not necessarily pinpoint the right skills and show the employer that you are right for their role. Make sure you research the company, review the job specification, and make sure your skills correlate to what that company are looking for. As part of our recruitment process, we will help you make your CV stand out from the rest!

Set up a LinkedIn profile – and use it!

LinkedIn is a social platform primarily used for business, networking and recruitment. Therefore, this is the perfect online tool to network with local businesses. Set yourself up a profile with up-to-date employment and qualification experience and start connecting with businesses in your desired sector. The Express team are active users on LinkedIn too, so how about connect with our consultants. You can also find us on Facebook, Instagram and Twitter – you can find opportunities with us easily and in no time at all.

Attend networking events

The best way to get yourself known in the world of work is to get involved with networking opportunities. Research industry-lead networking events in your local area and get yourself registered. It’s not always what you know, it’s who you know and who you meet. Who knows, you might even bump into the Express dream team along the way.

Consider temporary employment

One of the most efficient ways to get employed fast is to start a temporary role. There are so many benefits to working in temporary employment, including new skill development, further networking opportunities, covering career gaps and of course getting hired fast! There are many roles that also turn into permanent opportunities, and so temporary contracts can be invaluable experience.

We have plenty of temporary and permanent roles available at this busy time of the year. Why don’t you call a member of our Temporary Division today on 0115 924 0010 or 01332 646407 to start your new Express recruitment journey!

Are you looking to recruit top talent in the East Midlands? There are a number of benefits of using a regional specialist recruiter in order to help with the hiring process as opposed to entering the hiring market alone…

Access to top-performing talent in the East Midlands

There are approximately 4.8m people living in East Midlands and the current employment rate in the East Midlands is 75.4%, so with many professionals already in employment, the market for recruiting the best talent is extremely competitive. This is where we come in!

Our team have access to a much wider talent pool, consisting of high-quality candidates that we have close, established relationships with. As a hiring business, this automatically puts you in a more advantageous position.

Quick hiring processes

When recruiting, employers constantly come across the scenario of discovering their top choice candidate has accepted a job with another company, after taking too long with the hiring process.

By using a local recruitment agency, the long-winded process is condensed immediately. One of our many benefits is providing a quick and efficient process to recruitment. We review multiple CV’s quickly and efficiently alongside a quality-driven interview process that ensures you meet and hire top qualified candidates in no time.  We only send candidates that are available to work in your area, have been interviewed face-to-face personally by ourselves, and meet your exact specifications. This minimises the time filtering through CVs, enabling the best candidate to be found in the shortest time possible.

Right company culture fit

Forming a strong, on-going working rapport with a specialist local recruitment company could give you the upper hand in hiring top talent. We always aim to personally visit your company to get an insight in to your company culture. With familiarity on your company culture, hiring style and candidate preferences, we can guarantee a quick and efficient hiring process, finding the best suited candidates.

Stay on top of remuneration trends for the East Midlands

Express Recruitment have been looking after our clients for over 30 years and have an established talent pool of registered professionals. However, they are still looking for an enticing and competitive offer. Your business needs to know how to create a competitive offer that will seal the deal.

Based in the heart of the East Midlands, we have unique insight into the remuneration offering for the local market, and as part of our service we can help you create an attractive package that makes you stand out. By keeping on top of remuneration trends, you will also keep your existing employees happy too!

Contact me on 0115 924 0010 at our Nottingham office for more details on the business benefits of working with a regional specialist recruiter, and how you can get started.

There are countless blogs, articles and forums telling you how to perfect that all important application (or in most cases several applications) on a do or die basis. So, instead of adding to an already vast array of overwhelming content, we thought we’d take a different approach.

If you were lucky enough to secure, and even excel, in your summer vacation scheme, securing that all important training contract before you even began the perils of final year study, then congratulations. You’ve smashed it.

However, if you’ve already finished, or are about to finish uni, but still feel no closer to finding your first legal role, then read on – we can help.

 1. To self-fund or not self-fund?

Here of course, we’re talking about the Legal Practice Course (LPC). The final vocational, yet academic stage, before the all-important training contract can commence.

Before you even consider self-funding it is imperative that you’re certain this is the career for you. A self-funded LPC is both expensive and challenging, and should by no means be used as an excuse to allow you to spend your Tuesday nights in the Student’s Union, drinking cheap lager for another year (even if those £2.50 pints are delicious!)

If you are completely certain and have the financial means and motivation to work hard during your continued studies, then there can be many benefits to self-funding your LPC studies.

For example, many small firms will only take trainees who have already completed the LPC, and if you are looking for Paralegal roles (as discussed in point 2) having an LPC can sometimes help you with these applications too!

Finally, it is important to note that before signing up to LPC studies, and potentially adding thousands to your student debt, you will want to do a lot more research than reading a few short blogs. Take your time, it is a big decision.

 2. Apply for Paralegal positions

Undertaking a Paralegal role can be a great step for aspiring Solicitors for many reasons.

Many firms hire Law Graduates with LLBs, GDLs, LPCs, BPTCs, and any other relevant educational acronyms, into Paralegal roles.

As a Paralegal, you will get a great insight into one or more areas of Law, getting practical experience of how a firm of Solicitors operates, how cases are managed, and ultimately what the job of a Solicitor actually looks like. It is even possible that after a suitable period of time, your employer will offer you a training contract, and before you know it, the fresh faced paralegal is admitted to the role of Solicitor!

Even if this doesn’t happen, gaining some paid experience within a Law firm can only be beneficial. Right? Right.

 3. Give temping a go

Temporary contracts are great for a number of reasons, and Aspiring Solicitors are no exception.

You’re a recent LLB Graduate, you’re unsure on whether you want to pursue a career in Law, why not try a temporary contract?

Whether the temp role is a Paralegal, Legal Assistant, Secretary or Receptionist, any role that allows experience of the day to day operations of a Law firm will help you decide whether you something you want to pursue.

Equally, maybe you are sure. Maybe being a solicitor is all you’ve ever wanted and nothing will change your mind. Getting a temp job in a Law Firm will not only enhance any future job applications, but also help build your network of professionals, which we all know is a great thing.

Employers, this bit’s for you!

If you are a hiring manager within a Law Firm and happen to be reading this article, whilst searching the internet for a candidate worthy of your temporary cover, Law Graduates can be great for this.

Most recent Graduates are highly computer literate, and due to the competitive job market will usually work extremely hard for you in the attempt to aid their chances of getting permanent employment, or even just to get that glowing reference!

We at Express Recruitment are renowned for helping Employers find fantastic candidates for these positions, why not register a vacancy with us here?

 4. Keep busy

Whilst it might seem like a good idea to sit in your bedroom, hunched over a laptop, regurgitating the same reasons why a Firm should consider you for a training contract, there are unsurprisingly other productive ways to get the same result!

Volunteer: Make no mistake, gaining unpaid experience shadowing Solicitors and Barristers is extremely valuable, however, other forms of volunteering can make a difference too.

Work: You might think working at your local pub or supermarket won’t help your applications, but it certainly wouldn’t do any harm. Employers in any industry like to see that you’re a loyal and hard worker, and even still, that little bit of extra money can’t be too bad, can it?

5. Don’t give up!

Just because you haven’t secured a training contract within five minutes of walking out of your last exam, is doesn’t mean you never will! In fact, it doesn’t matter how long it takes, and if you follow some of the previous tips you’ll still be in employment, gaining valuable skills and experiences that will inevitably help you in the future.

Time for action:

This is the bit where we can directly help! Check out our live vacancies, click, apply and await a call from one of our specialist consultants. Our legal department is always looking to speak with talented Graduates seeking career opportunities within the East Midlands, and maybe, just maybe, that one click could be the start of your journey to your dream qualification.

Practice or industry – the age old Accounting question.

It’s a decision that splits the Accountancy world, with valid positive and negative reasons spouting from professionals on both sides of the fence.

As a Consultant specialising in Accountancy roles, I decided it was time to put my own opinion out there, no doubt join the great arguers of this superfluous debate and be remembered forever more.

Firstly, the pros and cons of each career path need to be understood before a valid argument can be created. It’s like we’ve gone back in time to our A Levels, or even degree, to understand arguments on either side.

Practice

Working in practice in Layman’s terms means you work in an Accountancy firm. You deal with clients from various industries to ensure their finances are kept in order. You will deal with a variety of tasks from accounts preparation, to tax audit and legalities.

There are many pros to working in this style of environment. Firstly, you get to develop a strong relationship with your clients, understanding their requirements to ensure it is delivered in the best way possible. This type of social interaction enables you to develop long term relationships with clients, which as we all know in business, is something to be desired.

Within practice you can also cultivate clear career progression and pathways. Smaller practices are more likely to offer you study support, where the company fund your accountancy qualifications, most likely AAT, ACCA or ACS. The more attention provided to an individual, means you can understand the individual needs more aptly, and accountancy is no exception to this.

However, the cons to focusing your career towards practice should be considered. Clients can be tough work. The demands of bespoke services can take up more time than you have, and we all know there’s not enough hours in the day already! This means you work-life balance could potentially suffer, especially when working within Auditing. When required you may have to attend a client’s site for several days to ensure their audit comes back with the best results.

But, is this all worth it when the progression to Partner status could be the light at the end of the tunnel?

Industry

Industry is a whole different kettle of fish. You will be dealing with the finances of a business or corporation from the inside. Whether you are the sole Accountant or part of an Accountancy team, you will ensure the optimal financial performance of the business.  

This can have many pros, starting with dealing with only one client – your employer. Your focus does not have to be divided between various clients, upsetting one when focussing on another. Additionally, you know how the company works. You know how the people work and why certain systems are put in place.

Additionally, once promoted to a senior level, you will have the opportunity to input your thoughts into vital commercial decisions in the business.

However, industry accountancy can provide a large culture shock when entering the corporate realms, especially exuberated when moving from a small practise to a large corporate commercial business. There can be limited contact with clients, and as such, the role can lose its personable touch.

Finally, what should be noted is the difficulty in getting back to practise once you have entered industry. Therefore, it is not a decision to rush into.

Summary

What becomes evident when looking into these different areas of accountancy is the difficulty of transition to practise from industry. This isn’t necessarily a negative, but something to keep in mind when finally deciding the career path you want. However, if you decide to go to industry from practise it can a much simpler process. Not everyone will want to move, but be sure that once you move from industry to practise, you probably won’t go back.

Whether you’re an industry or practise accountant, looking to transition from one area of accountancy to the other, or simply have decided to move to a new employer within your chosen field, get in touch!

0115 9240010

Recruiting new staff for your business, no matter how big or small, can be an extremely time consuming and expensive process. All employers want to find top talent – someone who’s going to come in and ‘grab the bull by the horns’ by showing great enthusiasm and drive towards their job role – but this talent isn’t found as easily as you might imagine.

This is where a Recruitment Agency can lend a helping hand…

Valuable Time Savers

• Using a recruitment agency saves you days (and even weeks!) of time screening through hundreds of applications. Using an agency ensures you only have to make time in your busy workload to view candidates that could actually be valuable to your business.
• An agency will organise and schedule interviews to your desired time and date, as well as deal with all communications with the candidate – so you can get back to the important stuff within your business.
• A recruitment agency can use their specialist industry knowledge to provide you with valuable advice on negotiating job offers, and much more.
• An agency will manage the entire procedure to make life as simple as possible for you; they will gather any candidate’s queries so that you can deal with them quickly, all at once.
• If you’re seeking a temporary employee for your business, these can be filled at very short notice as the agency will already have a vast selection of pre-registered candidates.
• Removes the costs of posting to job boards such as Indeed, CV Library and so on.
• Removes the effect of your businesses’ in-house staff, who can continue to carry out their usual duties to a high standard.
• Reduces the chances of a ‘bad hire’.
• Reduces the cost of hiring in the future, as using the same recruitment agency means they will already have the knowledge of what suits your organisation making the recruitment process even faster.

Advice & Efficiency

• A recruitment agency can use their specialist industry knowledge to provide you with valuable advice on negotiating job offers, and much more.
• An agency will manage the entire procedure to make life as simple as possible for you; they will gather any candidate’s queries so that you can deal with them quickly, all at once.
• If you’re seeking a temporary employee for your business, these can be filled at very short notice as the agency will already have a vast selection of pre-registered candidates.

Cost Saving – Short Term

• Removes the costs of posting to job boards such as Indeed, CV Library and so on.
• Removes the effect of your businesses’ in-house staff, who can continue to carry out their usual duties to a high standard.
• Reduces the chances of a ‘bad hire’.

Cost Saving – Long Term

Reduces the cost of hiring in the future, as using the same recruitment agency means they will already have the knowledge of what suits your organisation making the recruitment process even faster.

Extended Reach

Real talent can be difficult to find. Recruitment agencies tend to have many networks in which they can find candidates to suit your business. An agency has the potential to influence their connections to help you find people with specific skills and experiences, many of which would be off the radar of an in-house team or hiring manager.

How Express Recruitment can help

Express Recruitment are one of the leading Recruitment Agencies in Nottingham, covering the entire the East Midlands, our talented team hold over 30 years’ experience providing both Permanent and Temporary Recruitment solutions to a diverse range of clients – predominantly based within; Nottingham, Derby and Leicester.

What makes us different?

We at Express pride ourselves in taking a different approach to recruitment compared to our competitors, we do this by:

Time is of the essence – Our unique turnaround time leaves our clients confident in the fact that their vacancy has been actioned immediately, therefore allowing them to focus time on other urgent things within their business.

Go the extra mile and offer a personal service to each individual client – we take the time to listen to our client’s needs and requirements. This personal approach results in clients receiving a bespoke service tailored specifically to their company.

The person behind the CV – All our candidates are interviewed face to face by our experienced consultants. Through utilising proven interviewing techniques, we can provide our clients with a factual and genuine overview of each candidate. This ensures each applicant is a good cultural fit for their organisation.

Benchmarking salaries – Our consultants have an in-depth knowledge of each sector’s job market. This ensures we can advise companies on the right salary for a role to attract the right quality of candidate

Local area knowledge – All of our consultants have a great understanding of the local area of our vacancies in order to advise our candidates on travel etc.

Price – We offer a quality service like this, all for a price that doesn’t break the bank.

If you are a client looking for a reliable Recruitment Agency in Nottingham & Derby, as well as the rest of the East Midlands, we have hundreds of candidates available for immediate start; all of which have been interviewed face to face by our expert consultants. This ensures we can find you real talent, that will make a difference to your organisation.

Find out more about our Recruitment Process.