News & Updates

People can tell because they’re not stupid. Too many job adverts are still wrapped in vague promises and ‘fast-paced environment’ language when what they actually mean is: 👉 they’re not offering any real progression 👉 there are unclear expectations 👉 it’s a role that hasn’t evolved in years Then they wonder why people aren’t excited to apply. Baffling. 🙄 The reality is that the talent of today is far more switched on than it’s given credit for. People can spot recycled job descriptions and roles that file gaps a mile off, and when they do they move swiftly on. From my experience, jobseekers aren’t just looking for a job anymore. What they actually want is direction and an opportunity that actually leads somewhere. If you’re struggling to attract the right people, it might not be a ‘talent shortage,’ it might actually be a messaging problem. If a role you’re trying to fill is genuinely good, you shouldn’t need to over-sell it. If you do… it probably isn’t.

We’ve lost track of how times hiring managers have told me they’ve invited an applicant to an interview and they’ve had the silent treatment. 👻 No reply or no decline. Just a really obvious silence. Over the years, we’ve had loads of great conversations with job-seekers who seem so excited about a role and are keen to hear more, only for them to disappear the moment we send the details they’ve asked for. Same with interviews. All enthusiasm beforehand… then nothing. 🙄 At this point, it’s either: there’s a Bermuda Triangle specifically for people who’ve spoken to recruiters or basic manners are taking a really big hit We know where our money’s going. The reality is, it’s often easier for people to ignore a call or message than to send a quick ‘thanks, but no thanks.’ But people remember, so if you’ve ghosted someone before, don’t be surprised if they’re not exactly rolling out the red carpet for you later down the line. 

“We’ll put the feelers out.” 👎 That’s a phrase you’ll never hear coming from Harte Recruitment. Mainly because… we wouldn’t even know where to start with that. 😜 And what does it even mean anyway?? From what we gather, it usually translates to recruiters firing out CVs randomly with no real plan and hoping for the best. Is that what you’d want from someone ‘helping’ you move forwards in your career? Or would you rather work with a recruiter who actively represents you and promotes your experience properly? When you work with Harte, we’re clear on the plan, how we’ll consult, where we’ll target, and how we’ll open up real opportunities for you. There won’t be any sneaky LinkedIn profiles sent behind closed doors because we’ll stick to what we say we’ll do for you.  It’s frustrating to say, but too often standards slip in recruitment. When they do, it’s people looking for new roles who are affected first, which is when those ‘feelers’ start appearing. 😱

Commuting can take so much out of the day, so it really needs to be taken into account when thinking about work-life balance. 🚗 Long journeys eat into family time, hobbies, and make the working day much longer than it really needs to be. This Mental Health Awareness Week, we’re bring the subject of commuting to the table because it needs to be an important part of the conversation. Think about a really bad day you’ve had at work. Then consider whether you’d have felt better having a quick journey home, or one that took ages. 🥴 In a world where we’re expected to meet the demands of parenting and our careers simultaneously, shorter commutes can make a huge difference to stress levels and overwhelm. This is one of the reasons why we love filling roles in our northern postcode. We don’t want people to miss out on family life, lighter evenings and other commitments and obligations. There are of course, situations when longer travel times are necessary, but if you’re ready to look for a new opportunity closer to home, we’d love to help. 🤎 

“What is your most common cause of stress at work?” The results are in… 👉 Unrealistic workload - 26% 👉 Poor work/life balance - 37% 👉 Lack of support- 32% 👉 Conflict with colleagues - 5% When we talk to people who are interested in finding a new role, we always take the time to get to know them properly. Success is subjective, so it’s important we understand what it means to each individual, and if they want to discuss any causes of stress in past roles. Poor work/life balance comes up time and time again, so the results weren’t a big surprise to us. However, the fact ‘lack of support’ came in at second place is really disappointing. 🙁 Everyone deserves to be supported at work and people won’t stick around if they feel their needs will be met elsewhere. 🤎

‘Hiring for culture fit’ sounds safe, but it might be holding your business back without you even realising. 😕 For years, recruitment has focused on finding people who fit the existing culture. People who will slot in seamlessly and act like the team members you already have. But if everyone fits, nothing changes. Which is where ‘culture add’ comes in. 🤩 Culture add is about hiring people who enhance your business, rather than blend into it. New hires who will bring fresh perspectives, new ideas, and different experiences that challenge the status quo (in a good way). This doesn’t mean you need to ignore your core values or go rogue. 😂 Instead, open your mind to hiring someone who aligns with your culture, but who also brings something extra to the table. 👉 Culture fit = Will they fit in here? 👉 Culture add = What will they bring that we don’t already have? The best teams aren’t built on comfort because growth doesn’t happen when things stay the same. So next time you’re hiring, ask yourself: Are you protecting your culture… or evolving it? 

Over the last few years, hiring fast was the norm because demand was high and roles filled quickly. But now the cracks are showing and we’re beginning to see who hired the most people, and who hired the right people. These are the businesses who didn’t just care about making sure desks were empty because they recruited with intention. They looked beyond ‘can they start quickly and hit the ground running,’ and focused on long-term potential and the energy people led with. ✨ Unless you’re lucky, a ‘quick hire’ can be one of the most expensive decisions you’ll ever make. You might not feel the cost straight away, but it will kick in at some point down the line. If you need help building a team who can withstand change and hiring someone who will add to your business culture, we can help you. Send a message to suzie@harte-consulting.co.uk or call 07540770679 for a chat. You can also find out more about Harte here https://www.harte-consulting.co.uk/ 

New insights from CV-Library are giving a ‘glass half full, but keep an eye on it’ sort of vibe. 🔍 Vacancies are up 7.6% year-on-year, but March reminded everyone not to get too carried away (like when you get a few days of sun in spring, but then it snows ❄️). Here’s what’s happening: 📈 Hiring demand is back (and that’s a good sign) 📉 But confidence dipped slightly towards the end of the quarter 💰 Most roles are still sitting in the £20k–£40k bracket 🔍 Salary transparency is improving slowly but surely 📊 Key sectors are still driving growth This means that businesses are still hiring, but being a lot more particular, and people are open to interviews, but asking more questions. Buckle up for quarter 2! 

Here are some of our favourites 👇 🚫 MYTH 1: ‘There aren’t any good candidates out there.’ ✅ REALITY: The best candidates aren’t applying to your job ad because they’re already employed and being selective. 🚫 MYTH 2: ‘A strong CV = a strong hire.’ ✅ REALITY: A CV shows experience. It doesn’t show attitude, personality, culture fit, or long-term potential. 🚫 MYTH 3: ‘Recruiters just send CVs.’ ✅ REALITY: The right recruiter saves you time, filters out the wrong fits, and protects your business from costly hiring mistakes. 🚫 MYTH 4: ‘If someone wants the job, they’ll take it.’ ✅ REALITY: Top candidates are interviewing businesses just as much as they’re interviewing them. 🚫 MYTH 5: ‘Filling the role quickly is the priority.’ ✅ REALITY: Filling it right is what actually matters. Feel free to add any more you can think of 👇