How an in-house Digital Marketer enhances traditional search and select recruitment

If you’re not already integrating digital marketing into your Financial Planning firm, you’re missing out on huge potential for your business. But why is that? Digital marketing has many benefits. It will help you cut down on costs, streamline your business operations and reach out to an incredibly vast audience, extending your reach.

Recruit UK have a high success rate of placing digital marketers in Financial Planning firms of all sizes. We have noticed there is a real niche in this market. It’s an accepted fact that business is progressively moving online. Yet, many small businesses are still stuck in their traditional ways, using marketing advertising methods that are getting old fast.

Does your current company have a marketing strategy? Don’t get left behind.

  1. You need a digital marketing strategy and the resources to support it

This is crucial; without a clear strategy, you can quickly end up getting lost in the online world of the Financial Planning industry. You need a set of well-defined goals and objectives to guide you and your staff along the road to success. A good rule of thumb is to start with your client’s needs and their online behaviour. An in- house digital marker can talk to your current clients, understand their needs, and find out their online footprint. Are they active on social media? or do they use Google to their search needs? Your digital marketer may discover a need to focus on a few digital channels such as your website and google ads, or your strategy may involve a mix of web design, content creation, social media, email marketing and ad campaigns.

A realistic strategy takes time and experience. Sourcing this to an in-house Digital Marketer is a practical and cost effective decision. 

  1. You need a great website that converts visitors into customers

Effective web design is crucial to your Financial Planning firm. To get the most from your website it should be technically well developed, user-friendly, secure, beautifully designed, mobile-friendly and built with email capture conversions in mind. Getting your website right should be a top priority.

  1. You need email marketing for higher returns

Email marketing is still ranked as the most effective form of contact with clients. Growing a targeted email list takes time, but is definitely worth the effort as the return on email campaigns far exceeds other digital channels including social media. Email platforms such as MailChimp allow you to send bulk emails to clients. These should be well designed, with appropriate content and copywrite. Email marketing will allow you to communicate with your clients, keeping you in the forefront of their mind and reinforcing your expertise, whilst also generating traffic to your website. Your digital marketer will know how to best target these clients, with the inclusion of blogs, video content and branded imagery, to professionally represent your Financial Planning firm.

  1. You need a clear social media strategy

Social media marketing is another great way for businesses to promote their brand. Social channels like YouTube, LinkedIn, Twitter and Facebook offer businesses a platform to build a unique audience and engage directly with clients. Your digital marketer can post blogs, videos, branded images, conduct surveys for market research, get customer feedback on your service, and keep clients updated with company events and new services. Social media campaigns will allow you to target specific clients, in specific locations, stretching your marketing reach and your presence.  Done right, it’s not only a great way to educate and engage with your audience, but can also drive quality traffic to your website.

  1. You need to take advantage of Facebook advertising

Facebook allows you to really refine the audience you are targeting with your advertising, e.g. If you are wanting to target specific clients, you can tailor your ads to each segment of your client market (e.g. different images & copy for younger users vs. older, by gender or location).

With so many targeting options and combinations available, you can ensure that your budget is only spent on the most relevant audience, meaning you can get value out of even the smallest spend. Your digital marker can help you gain a fantastic advantage and an opportunity to win business you might have otherwise lost out on, giving you that edge over your competitors. 

  1. You need to build relationships

Done well, social media will lead to relationship building between you and potential or existing clients. You can read their tweets to get an insight into their thoughts on your service as well as seeing what else they are discussing and sharing online. Your digital marketer will engage, comment, ask questions and join in the conversation, people will soon begin to attach a positive personality to your brand. You can also engage with journalists who cover the Financial Planning industry, as well as thought leaders and non-competing businesses.

  1. You need analytics to gauge how you are doing online

Whatever you do online, you want to know if it’s working or not. One of the most impressive aspects of digital marketing is the ability to measure results. Ad platforms like Google ads and social media ads come with built in analytics facilities that give businesses full control over ad spend. This is great for those of you on tight budgets who need to make every penny count. Your in-house marketer will also be able to monitor how your ads are performing in real time and calculate the ROI of each campaign you run. It will also enable you to monitor the benefits of your in-house digital marketer. Google Analytics is a free tool used to measure and analyse the traffic to your web pages, this will allow you to identify where your web traffic is coming from (search engines, social channels etc.) and decide whether these investments are performing as expected.

Key takeaways

A clear strategy outlining goals and objectives is an absolute must. Great web design, SEO, content creation, PPC ads, email marketing and social media can all play a role in your strategy. Employing an in-house digital marketer to conduct these activities is a more practical decision for most Financial Planning firms. Digital marketing activities are measurable, providing you with valuable insights into your online performance. This helps you make better decisions regarding strategy and ongoing investment.

What to do next

Before embarking on a digital marketing strategy for your Financial Planning firm why not talk to Recruit UK? They will work with you to develop strategies proven to increase brand awareness of your business. Call us today on 01179 450450, or email

Working for Recruit UK FAQ’s

What do most people find rewarding about the role?

Client and candidate satisfaction rank highly among our recruitment consultants and this continues all the way through to director level. Negotiating on behalf of our clients to secure them the best candidates for their roles and the best package for our candidates is challenging.

What is the working environment like?

The environment in the Recruit UK office a constant buzz of activity. Our office is open plan, so that team members can collaborate and support each other every day. Most importantly, the environment is fun and friendly, with a ‘family feel’. Almost every day someone is celebrated or rewarded for their successes, which also inspires and motivates the rest of the team.

What do people love about the job?

The satisfaction of placing candidates and being rewarded for achieving targets is evident throughout our organisation. Many of our consultants have also communicated that they love how motivated they are, because the more you put in the more you will get back in return.

What rewards (financial/non-financial) can be expected from the role?

We offer a clear career path that sees your basic salary rise from £16,000 – £30,000 + individual / team bonus, shares, and directorship. We have a generous bonus structure that see’s you earn up to 40% of billing above a low validation. There are also trips abroad for high achievers and quarterly events within a fun and team-based environment such as spa days, go karting, race days etc. We also offer personal benefits such as a half price gym membership, restaurant discounts, shopping vouchers etc.

How is my performance measured and how often is it reviewed?

All recruitment consultants are given realistic targets, relative to their position, these are discussed with your line manager and used to track and improve your performance. In addition, we also conduct quarterly appraisals which gives you the opportunity to discuss, among other things, your long-term career plans.

What training will I receive in my first few months of joining?

We offer a 3-month ‘bedding-in’ period and 8 weeks of training and support via an in-house experienced trainer and coach. This is a personal one to one experience, so you get their full attention. We offer live learning through video based training platforms. You will also gain a great deal of knowledge from colleagues, as you all work in the same market sector. You’re not competing against each other, leads and industry knowledge is shared for the greater good of the business.

What is the selection process?

Successful applicants will be required to attend an interview, meet with Recruit UK’s directors and may also have the opportunity to spend some time with the team you will potentially join.

Why work for Recruit UK?

Here at Recruit UK, you are part of a company at the leading edge of Financial Planning recruitment. We offer a rewarding corporate environment and create opportunities and challenges for our employees to reach their potential and feel like a contributor to Recruit UK’s success.


Are you struggling to retain Financial Planners in your organisation?

In today’s candidate driven market, it takes far more than a competitive salary to retain staff. What was once looked upon as job-hopping is now widely accepted as just another step up the corporate ladder to better opportunities and of course more money.  The impetus now falls on employers to provide enough incentive to convince their top Financial Planners to stay. So, let’s look beyond salaries. What else matters most to your current workforce? Is it all about benefits?

Recruit UK spoke to some of the candidates that we placed this year, to determine and try to understand the reasons behind them wanting to leave their previous Financial Planning roles.

1.       Promote from within

One of the most common reasons these employees wanted to leave their role was down to career advancement or promotional opportunities. In order for an employee to flourish, they must feel challenged and must be fully invested in their job duties. If they have remained in the same position for a long period of time, no longer feeling challenged or engaged, they may start looking for other opportunities. Providing growth opportunities within the financial services industry allows staff to grow within the organisation and flourish in other areas of the business.

Do employees have a clear understanding of their career and progression path?  Offering development opportunities is an important element of employee engagement. It motivates existing employees and helps employers to create an effective progression pipeline.

2.       Pay & Benefits

“Pay and Benefits” was the second most common reason that our candidates were looking for a new role. At the end of the day flexible work hours, extra holiday and vouchers are great- but none of these things are going to pay your employees mortgage, or put food on the table. There comes a point when you must weigh up the cost of losing your top employee against an increase in salary or offering a bonus.

3.       Use survey questionnaires

The importance of gaining an insight into your current levels of employee engagement, and identifying any areas of improvement, should never be underestimated. Far too often, employers are not aware of the improvements that are needed within their organisation until their top advisers have already left. Anonymous employee surveys are a great way to find out what works and what needs to change within your company. Why wait until people have left to find out what it would have taken to make them stay? Giving your employees a voice empowers them to feel like they are making a difference, whilst also mending any tears in your corporate fabric. Happy, healthy staff are more engaged and productive and employers benefit from reduced absenteeism. How do your employees view their work-life balance? Are any employee wellbeing programmes working effectively?

4.       Develop trust & recognition

People don’t quit their job, they quit their boss. Is your senior leadership team fostering a positive work environment or a negative one? Make your staff feel appreciated. Every employer should view their employees as their most valuable assets, and employees should know this. Recognition and credit should be given where it is due, and team accomplishments should be celebrated. Employees should also be trusted to work individually, and not be micromanaged. When an employee knows they have your trust they are motivated to work harder, in order to not lose it.

5.       Refine your company culture

Does your organisation have a culture where people respect and support each other? Company culture has become a massive importance for employees when assessing their workplace environment. Having a great company culture is no longer just an option. Today’s workers consider it as much as they consider salary and benefits. People don’t just want a job that just pays the rent; they are looking for something more than just a desk and a computer; they are looking for an identity linked to their role. They want to be a part of a company with a personality. To find out more about how you can improve the culture at your organisation follow this link.


Are you hiring the right people into your organisation? Do these people have the right ‘cultural fit?’ Here at Recruit UK, we work alongside you to define the culture of your business and what it is your organisation has to offer- we will then help you find the perfect candidate for the job. With our knowledge on the wider market, we can give you expert advice on how best to hire and retain the best staff. Call us today on 01179 450450.

Why Company Culture Matters When Recruiting

A huge part of recruiting and hiring in a competitive market is creating a culture that people want to be a part of. Company culture has become a massive importance for candidates when assessing organisations. Having a great company culture is no longer just an option. Today’s workers consider it as much as they consider salary and benefits. For many of today’s modern job-seekers, they are not just looking for a job that pays the rent; they are looking for something more than just a desk and a computer; they are looking for an identity linked to their role. They want a company with a personality.

Company culture is a tough thing to get right and yet, more often than not, a business does not put any work into developing its own internal culture.

Culture is about establishing a North Star and pointing everyone within the business in that direction. At Recruit UK, we have spent a lot of time identifying the behaviours we value, what works for our employees and the type of business we want to represent. Our values are integrated in everything we do and is the reason we are fuelled by the notion of ‘continuous improvement.’

The ‘fit’ is important

A strong company culture will make it easier to hire and retain great members of staff for your organisation. When recruiting, we believe you should never compromise on cultural fit. Even the perfect employee can be a mistake hire if they don’t fit your company culture. An employee could have amazing professional skills, but a negative attitude can have a bad impact and bring the whole team down.

Organisations want to hire the best people and it is important that they embrace your company values. When recruiting, it is important to determine not only as to whether the candidate will fit in, but whether they will be able to succeed at your organisation through making lasting and important relationships. The relationships we create among our colleagues in turn have a positive influence on our ability to succeed and deliver business results.

Here at Recruit UK we believe everyone in our company has a responsibility to help each other find success. We spend a lot of time and energy in training everyone to help build a purposeful culture that keeps all employees motivated. Our office has a family feel, with friendly and supportive colleagues, the directors take an active interest in the business, and we ensure that each employee feels valued and supported every single day.

How can you help your business keep those values alive?

  1. Define what is important to your organisation. Look at your company’s mission statement, core values and strategic goals.
  2. Measure and understand your culture. Send surveys to identify strengths and pain points, provide channels for anonymous feedback.
  3. Establish direction. Assess and prioritise pain points, send follow-up surveys if needed. Brainstorm and research culture initiatives, always look for specific processes to improve.
  4. Implement change. Managers are crucial catalysts for successful change; provide an induction and ongoing training.
  5. Refine and reiterate. Culture is dynamic and therefore must be managed on an ongoing basis; do regular surveys, analyse metrics to understand change over time and experiment with new culture initiatives.

There is no shortcut to building a good company culture, but whether you are looking to recruit or retain existing employees, it is worth the effort. If you would like some advice on how we can help bring the A-game to your organisation and build a successful company people want to be a part of, then call us today on 01179 450450. We’d love to see how we can offer advice to enhance your recruitment process.

financial services career UK

Why is Facebook now essential for Financial Advisers?

Financial Advisors have been warned that a Facebook business page is now essential if they don’t want to be losing out on potential clients.

This is something we discuss with our clients on a regular basis about improving their online image and ensuring they are not being left behind in the digital age, contact us to find out how we can help you.

Social media sites, such as Facebook, have become increasingly used as search engines and as a way to review businesses, making it a key issue to address.

Many advisers fail to give an answer when we ask why they use social media. It is critical to have a proper plan in place and we believe many are failing to make the most of powerful online tools.

We used to say if you’re not on Google, your business doesn’t exist. Now we’re saying if you’re not visible on social media, people can’t find, assess, review or refer your business.

It is essential that you have a Facebook page for your business regardless of the age range of your clients. Facebook is now used as a search engine – indeed there is much evidence now to show that many people prefer to use social media to search for products and services than traditional search engines such as Google.

There are also still a huge number of advisers who view social media as ‘new’ – this despite the fact that social as we know it has been around since 1998, with LinkedIn going live in 2003.

This is worrying for a profession that offers so much, yet which is grossly underutilising powerful online tools that can be used to dramatically enhance the perception of their professionalism, credibility, trustworthiness and expertise.

We suggest planners use promoted paid posts on Facebook and LinkedIn because you will be astonished as to how many people will view them.

In truth, social media is not a magic bullet for your sales, marketing, networking and communication activities within your business – but to ignore it or not have a plan will ultimately do you more harm than good, particularly now that we live in a world where searches for product and service providers in all industries almost always start online.

Recruit UK work with financial planners and back office support staff to find their ideal jobs, we also work closely with firms to enhance their recruitment strategies and partner to drive outstanding candidates to your business.  Feel free to contact us to find out more on 01179 450450


The benefits of working 663 hours less than other Recruiters in Bristol.

Here at Recruit UK we promote a strong focus on ensuring all employees obtain a good work/life balance. In todays fast paced business world it is becoming more and more difficult to achieve this balance. This is why we ensure flexibility and sane work hours. Maintaining work life balance is not only important for your personal health and relationships, but it can also improve the efficiency of your work performance. If you need further convincing – read through these quotes on what ‘normal’ working hours means to employees at Recruit UK.


Andrew Nicholson

 Andrew Nicholson

“Having flexibility in my working day allows me to have a good work-life balance. Family and a social life are very important to me. Recruitment is a tough job you need lots of energy if you want to last a long time in the industry. It is important that you have fun in your personal life and a chance to recharge your batteries. 12 hour days, 5 days a week may get you better short term results but will not sustain a happy life or a long career in recruitment! I am nearing 10 years in the industry living proof that a good work-life balance benefits a long career in recruitment.”


Claire Millin

Claire Millin

“Flexibility in hours makes it so much easier to get a healthy balance between work and life. Stuart and Sam are always understanding if you need to arrange a midweek appointment as there is always the option to work your hours back elsewhere. They don’t run you into the ground expecting you to stay later than necessary. We get to finish at 5 and being a Cardiff resident means this makes a great difference for me, as I can still get home at a reasonable hour to spend time with my husband and friends.”


Frankie Pailing

Fral=nkie Pailing

“The flexibility in the working hours at Recruit UK really do make a difference to your work life balance. If I need to do something important in the morning and work a bit later than I can, if I have a football in the evening one day then I can start work a little bit earlier. It means that I can actually have a life and not just work all the time. The other side of not working every hour under the sun means that I can stay focused when I am in the office as my time in work is more valuable.”


John Anderson

John Anderson

“When I first came to Recruit UK from an IT Recruitment company, I was amazed that 5pm was the finishing time. People disappeared out the door past me at 5pm. I was impressed as the directors were amongst those leaving at 5pm. Now I’m used to it, it is a benefit I would be very disappointed to lose. Obviously, we do call candidates on an evening when we need to, but it is a pleasure to get home at a reasonable time to be able to cook for my children and have some evening left to enjoy. Starting early means I can miss the traffic on the way into the office and make a start ahead of my day, so when core calling time comes I can get straight into it. I also know if I need time to sort schools/children out there is a flexible approach to working. This gives me great peace of mind. It is all about being effective during core hours of the day and wanting to do well with other team members, rather than a competition to see who can work longest hours.”


Louise Bibb

Louise Bibb

“I am very thankful of the working hours with Recruit UK after realising a number of hours other recruiters are expected to do! I have horses so having the flexible hours means I am able to look after them and ride them after work. I have the flexibility to change my working day from a 7-4, 8-5 to a 9-6 in order for me to have work life balance. Friday the business finishes at 4:30 and we all go for a drink afterwards.”


Stuart Leaney

Stuart Leaney

“Being a father to 3 children working reasonable hours allows me to spend time with them, reading to them, playing games with them and most importantly tucking them into bed and wishing them a good nights sleep.  The flexibility allows me to take them to school in the mornings. Working 8-5 gives me the flexibility to partake in my hobby of running, to spend time with my wife and to see family and friends, a work life balance is so very important to my mental health and well-being.”

10 tips for optimising your LinkedIn profile when searching for jobs.

Believe it or not, your LinkedIn profile is the shop window to potential employers when looking to gain an insight into you. This is also the first place recruiters look when they receive a CV or consider making contact with you.

Here are our top tips to ensure your LinkedIn profile is optimised for the right people

1.    Customize your public profile URL

Make your public profile look professional and easy to share by customizing your LinkedIn URL. Instead of numbers appearing at the end of your URL, it will look nice and clean like this:

2.    Add an appropriate photo and back ground image to your profile

Ensure the photo that you use on your LinkedIn is professional and is a good representation of yourself. You can also add a bit of personality to your profile by adding your own background image. LinkedIn specifies that your cover photo must be a JPG, PNG or GIF file under 8MG in size and should have a resolution of 1400 x 425 pixels for the best look.

3.    Consider the type of role you are looking for

You will need to have decided what job role you are looking for when formatting your profile. It is no good branding your profile for a role within a professional practice if this is not the route you want to go down. You should be following relevant groups and news profiles related to your desired search.

4.    Show your work samples

Take full advantage of this feature by adding a variety of media such as videos, images, documents and links to showcase your skills and experience to the ‘Summary,’ ‘Education,’ and ‘Experience’ sections of your LinkedIn profile.

5. Take advantage of saved searches

LinkedIn allows you to save up to 10 job searches by clicking ‘save search’ when looking for jobs. This allows you to run the job search again at a later stage. You can choose whether to receive weekly or monthly reminders via email when jobs that match your search are posted.

6.    Convert your LinkedIn profile into a CV

LinkedIn enables you to turn your profile into a user friendly CV in seconds with its resume builder tool. Just choose a template, edit it, export it and then share it.

7. Get endorsed

List your skills to your profile under the ‘skills’ section. Make sure you have completed your profile and spend the time to list your skills and hopefully your connections with endorse you, giving your profile a credibility boost.

8. Check your network updates and share your own

Network updates are Facebooks version of a news feed. Check this feed regularly to update yourself on what your industry network are doing and sharing. Make sure you also share updates of your own related to your industry/career to get yourself noticed.

9. Check out who is viewing your profile

This tool enables you to view which other LinkedIn users have visited your page. You can also see how you measure up against the profile views of your connections.

10. Take advantage of Advanced Search options

LinkedIn advanced search provides a much richer search experience. For example, you may want to find out if you are connected with LinkedIn users from a specific company. Within the advanced search you can search the name of the company and then filter the results by ‘relationship’ to see how you connect with their employees.

Moneyball Magic

Grow your own talent, says Recruit UK’s Stuart Leaney.

In 2013 I wrote a blog regarding why companies should grow their own talent and how the money ball concept can be used/adapted to great success.  I believe the concept is relevant today.

Moneyball was the title of a book written by an American author, Michael Lewis, which told the tale of how an underdog baseball team turned itself into a winner, at minimum cost, and simply by employing a different type of analysis from every other team.  By the time the book made the silver screen in 2011, the Moneyball concept had already spread into other sports; and it wasn’t long before it became distilled into the general idea of buying your staff talent at a reasonable price, training and developing it until you’ve helped form an extremely successful individual. In sporting terms this development cost can be recouped through the sale of such assets, less applicable in financial services I grant you, but can you really afford to pay premium price each and every time you recruit? is


Scarce Supply

What got me thinking about all this was a deluge of complaints from UK advisers about the difficulty of getting top-quality staff. In the aftermath of RDR, demand for the very best quality has gone stratospheric. And even when you can find these people, they demand ludicrous salaries and often don’t stay for long.

So where are all the “quality advisers” then?  Ermm, they’re working!! And in most cases bloody hard, too. Where they are not is in the job market.  Yes, there are lots of bancassurance advisers out there – it’s hardly their fault that they’ve been made redundant, most have realistic salary expectations once the long-term benefits are explained to them.

But what strikes me, from the conversations I’m having with various clients, is that the employers want the best (they have to be up to our standard), but what they’re offering their recruits isn’t the best, and so won’t attract the calibre of person they think they can or want.  A bit like Stoke City moaning they can’t sign Lionel Messi.

The Moneyball Principle

Which is where we get back to the Moneyball idea. Some of my clients are grasping the grow-your-own approach to develop their businesses. And believe me, their reasons are simple yet pretty powerful:

1)      Training and developing individuals allows you to have them aligned to your business, your processes, and your standards – and without importing bad habits.

2)      It creates loyalty, trust and respect.

3)      It’s cheaper, longevity is good.

4)      It’s easier, and there’s more candidate availability.

That is not an extensive list, but I would hope an idea as to why some companies adopt the idea of buying low and reaping the rewards (long-term)

I’m in no way trying to tell people not to go for the best advisors. How you recruit and who you target is entirely up to you. But to attract the best talent, you have to have the best opportunity – a unique opportunity, or one which aligns itself perfectly to the type of person you’re trying to recruit.  If not then your opportunity is in the same jumble sale as the rest.

Can you, with hand on heart, say (take off the rose tinted specs) that your firm can offer something better than the myriad of others?  If it doesn’t stand up against the competition, then the only way you’re going to attract that top 10% is by paying them more than anyone else and putting in place a remuneration package that rewards the advisor heavily.  A very expensive process.

What’s also important to remember is that you’re recruiting someone on the basis of a high salary and earnings potential. So who’s to say that individual won’t leave when someone comes along and offers better, because they will get headhunted and their curiosity will find them sat in an interview and may find you’re going through the recruitment process again, and again and again….

The truth about job boards

For most of our candidates, using job boards is not the solution to their job search, in fact our research shows that they can be little more than a time wasting tool. Most job boards have two aspects to them, the ability to search and apply for a job and the “option” of having your details on a CV database.

Many candidates are unaware that hundreds, if not thousands of direct employers and recruitment agents pay to access the CV database and to post jobs. The key things to know about many of the job boards is to be aware of what happens to your details when you register. It often comes as a shock to many that as soon as you type in your personal details and upload your CV that any and everyone who subscribes to that job board now have access to your contact details, your employment history, including who to contact for references. You may think this is no big deal, unfortunately you are now at the hands of some very unscrupulous individuals and companies, some who don’t give two hoots about you and what is done with your CV. Some of them only care about getting your CV (often without your permission) to as many companies as possible, in order to gain “ownership” over your submittal.

Only yesterday, one of our staff spoke to a candidate whose details were on a job board, within an hour they had 10 voice mail messages to sift through, only one of them was about the job they had applied for.

Most job boards will automatically put your details on a CV database for all and sundry to access, the only way to stop this happening is to click an “opt-out” box, if you are going to apply for a job on a job board, our advice is to find and click that box.

Recruit UK only send your details to a client with your permission, unfortunately by having your CV on a job board you are exposing yourself to agencies sending your details on mass to all their clients, without you knowing and without you having any control. Your name, address and job history in the inbox of 10, 20, 30 people. Companies you may not want to work for, positions that you know nothing about and over exposure of your candidature.

We regularly speak to candidates who have put their details on a job board and their current employer finding out due to accessing the job board or from being told by someone else, the implications of this are obvious.

In our experience the jobs available on line offer a very small insight into the real job market, often the jobs most suitable for you need to be sourced by a different approach, many of our clients don’t advertise jobs. The chances are the job you apply for via a job board will not be the job most suitable for you.

Our advice is always the same, job boards can serve their purpose if approached in the correct manner. Search out jobs, apply for the most suitable and keep your CV off of the database. In an ideal world we would suggest using a trusted recruitment company who offer a consultative approach and discuss your specific requirements, suitable opportunities and provide an in-depth background into the clients and what they can offer you. With this information, you can conduct your own due diligence and establish which you would like your tailored CV submitted to.

This blog was written by Stuart Leaney, Director of Recruit UK a Financial Services Recruitment Specialist. Visit to find out more or if you are actively looking to hire or make a career change contact the office on 01179450450 to speak to an experienced recruiter in your area.

A day in the life of a Recruitment Consultant at Recruit UK

Frankie Pailing, Bristol Office

Describe your career to date-

It has been a whirlwind ride of emotions but on the whole it has been an excellent journey. I started as a mere business developer and have transformed myself into a manager with 4 others under my wing. I have now been here for almost 3 years and not sure where the time has gone. As they say time flies when you’re having fun!

What do you do on a normal day?

I am responsible for the smooth running of the front office desk consultant team whilst also looking after key accounts through 360 recruitment.

What do you enjoy most about working at Recruit UK?

The ability to run your day how you want to, you get given the tools to succeed and you are then your own maker. You can be as successful as you want to be. Great staff, great incentives and bonus structure, as well as a family feel atmosphere to enable you to develop and succeed as a successful recruiter.

What challenges do you face on a daily basis?

Working within the financial services sector is a constant battle as it is a forever changing industry. Not one day is the same, so you have to be able to adapt frequently. Other challenges include getting to the candidate first and finding the best candidates and the best clients.

What do you think are the most important skills needed to do your job?

Main skills needed is the ability to adapt, listen and change. As mentioned the industry changes and so do we. If you are not a good listener or willing to change the work then you will struggle. Plus the desire to want to succeed is probably the biggest skill that cannot be taught.

What would you consider to be a good day in your role?

When everything goes to plan. For example when I have a few final interviews offered, plus some very good interviews in place, plus the team also having some placements start and bringing in some new clients.

What is the best tip you can think of to give someone wanting to do what you do?

Get your head down and work hard, activity really does produce productivity.

Describe Recruit UK in 3 words-

Fun, professional and growing!