News & Updates

Don’t use a recruiter if… 🤎 You want to make the most of the relationships they have with employers. Recruiters who specialise in the property sector will know who to speak to and where you’ll fit in, so fly your own flag if this doesn’t appeal. 🤎 You like wasting time. Recruiters handle job matching, feedback, and negotiations, all while acting as your advocate throughout the process. But go ahead if you love extra admin. 🤎 You want to get insider knowledge. Recruiters who specialise in the property sector will understand current hiring trends, salary expectations and the skills that are in demand, so avoid at all costs if you want to have this advantage. 🤎 CV and interview support is important to you. Knowing what hiring managers in the property sector are looking for can get results faster. If you prefer dragging things out and don’t want to strengthen your application, that’s absolutely your call. 🤎 You want advice on career progression within the property sector. With work/life balance being increasingly important, salary is no longer a benchmark of success. Not bothered about finding a role that suits your lifestyle? There’s no need to get professional help if you’re happy sticking to a 9-5 with no flexibility.

That might be why you’re struggling. 😜 I’m sure most of us have seen the viral ‘2016’ trend, but no one wants to go back to hiring that involves: - A ‘competitive salary’ - Printed CVs - 4 interview stages (all in person) - 10 working days to have a ‘chat’ - No flexibility at all Now… Property professionals need to be informed, and have options. 🤩 - A clear salary and up-front commission plan - Speed (other employers move really fast) - Real progression that means different things to different people - A culture that doesn’t wear burnout as a badge of honour - A better work/life balance If you’re losing candidates, it could be because 2016 is calling and it wants its hiring process back. 😬

We’re hiring a Recruitment Analyst & Marketing Coordinator to play a key role in how we attract, engage, and convert talent across the property sector. This Recruitment Analyst & Marketing Coordinator role blends recruitment systems, structured marketing coordination, LinkedIn headhunting, job board sourcing, database campaigns, and performance insight — built for someone who understands recruitment and wants to make it work better. Ready to be part of a team that values integrity, pace and wholehearted teamwork? This is the place to be. 💚🦌 You can read more about the role here: 👇 https://www.harte-consulting.co.uk/recruitment-analyst-marketing-coordinator-1311620 Alternatively, please get in touch if you have questions: 07540770679 suzie@harte-consulting.co.uk 

‘I’ve turned down a counter-offer.’ Sends shivers down the spine! 😆 If you heard our rendition of ‘It Was Time to Give Notice’ you’ll know why counter-offers are the…metaphorical thorns in the side of recruiters (to put it tactfully). If we talk to someone and think their issue at work can be resolved by talking to their line manager, we’ll always suggest they have an open and honest conversation before going full steam ahead and resigning. Yes, we always want the best for the job seekers we talk to, but we also don’t want to waste the time of the hiring managers we work with. Or ours, because we’re really bloody busy!! 😂 When we hear those six lovely words, it’s honestly the best feeling. 🥰 It shows the person who accepted their new role is serious about it and didn’t use us to get what they wanted from their boss. What phrase do you want to hear more of in 2026? 

Just before Christmas on 18 th December, the Employment Rights Bill became law after receiving the ‘Royal Assent.’ 👑 📜 The King formally agreed to make the Bill into an Act of Parliament (Employment Rights Act 2025), which will introduce additions and amendments to existing legislation. The changes included in the Act will take place over a two-year period, and most changes haven’t happened yet. Some will take effect from next month, with more occurring in April. Here’s a quick reminder of what they are because changes are, at least one will apply to you at some point: Changes from Feb 2026: - Dismissal for taking part in industrial action will become 'automatically unfair,’ and remove the current 12-week limit for claiming unfair dismissal. Changes from April 2026: - Paternity leave and ordinary parental leave will become a 'day one right,' allowing someone to give notice of leave from the first day of employment. The restriction on taking paternity leave after shared parental leave will also be removed. - Statutory sick pay (SSP) will be paid from the first day of illness (instead of the fourth day), and the lower earnings limit will be removed. - Employers will need to create action plans around menopause and gender pay gaps. These will be voluntary from April 2026 but become mandatory sometime in 2027. - Sexual harassment will become a 'qualifying disclosure' under whistleblowing law. This means protection from unfair dismissal for whistleblowers making a sexual harassment disclosure. - The maximum 'protective award' for failure to consult in collective redundancy will double from 90 days' to 180 days' pay. - The ‘Fair Work Agency’ will be established in April 2026, to take on the enforcement of other employment rights, such as holiday pay and statutory sick pay, and bring existing enforcement bodies together.

People are not their CVs. Behind every job application is a story and a personality that might not follow a traditional path. The right talent doesn’t always shout the loudest, and this is exactly we why take the time to understand people as individuals. 🤎 Sometimes, their skills show up by having a clear conversation, other times they’re uncovered through patience and asking the right questions to help them open up. Think about Christmas in all its madness. 🥴 Some people love the build-up and the chaos it brings, whereas other people find it difficult, and might need handling differently so they can get the most out of it. 🥰 Life isn’t ‘one size fits all,’ and recruitment isn’t any different. 

Most people don’t job hunt in December because they’re ‘waiting until after Christmas.’ 🥱 Which is exactly why you SHOULD get applying. 🤩 Holding off until January is like jumping on Tinder the week before Valentine’s Day. Everyone’s there, and it’s much harder to stand out and find what you want. Most people press pause in December, so there are fewer applicants, less competition and you have a better chance of being seen by hiring managers, who are still very much hiring. If you’re even thinking about making a move, December could very well be your quiet advantage. Apply, actually. ❤️

Here's something to think about... 🙌 We all know that people buy from people, but those who aren’t the right fit for your business can have the reverse effect and impact its success. Hire the wrong person, and you could find they suck all the energy, enthusiasm and productivity out of everyone else. 🙄 If you want to grow your team, we’d really love to help you. Anyone who is serious about enhancing their career goes through a multi-step interview process that enables us to get to know the people behind their CV. We start off with an initial chat, then have a face-to-face meeting where we check for commitment, cultural fit, and whether they’re aligned to your professional goals. If we feel it’s appropriate, we’ll also carry out Personna Profiling, which uses colour codes to help us match people to roles that suit their strengths and preferred working style. It’s important to us that any hiring managers we work with only meet people who are genuinely invested in them and their business. As recruiters, we want to protect the time and reputation of our clients, as well as the relationships we have with them, so we’ll always go on more than qualifications. My details are here if you want to have a chat. 👇 07540770679 suzie@harte-consulting.co.uk

‘If you look for it, I’ve got a sneaky feeling you’ll find that job-seekers actually are all-around.’ 👀 I’ve taken some inspo from Hugh Grant there, but it’s true that Christmas is a great time of year to look for your next team member. A lot of hiring managers assume that the Christmas holidays mean less people are looking for new roles. However, along with the notion that elf on the shelf is a good idea, this is a festive myth with very little substance. Festive cheer is all well and good, but if you want to get ahead of your competitors, it’s worth knowing that along with Santa, December brings an increase in job seekers. People often use the Christmas break to research new opportunities and think about their next move, especially if they fancy a challenge in the new year. 🎄 Deciding to pause your hiring efforts for a while might seem a good idea, but it’s a great time to attract the talent you want because the market won’t be as crowded. According to Indeed, 21% fewer employers sponsor jobs in December compared to November, so there’s less competition for your role and it will be easier for people to find online. Think of it as Christmas shopping when the shops are quiet. 🙌 If you want to increase your chances of improving your team and business this Christmas, don’t put off recruiting until the new year. Hire, actually. ❤️