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Recruiters have PSL’s too

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Recruiter's have PSL's too

Recruiting for your company/ team is a time consuming and costly exercise that I’m sure you’d prefer to avoid.  Whether you are recruiting due to replacement or growth, getting the recruitment process right is crucial. A bad recruitment process can see businesses hire the wrong people, miss out on the right people and worst of all, give candidates a bad first impression of your business.

When I first came into recruitment, just over three years ago, my boss kept repeating the same three words to me, “Time Kills Deals”.  I initially thought that this was one of those cheesy, motivational management sentences similar to “The early bird catches the worm” and the “more sausage meat put into the machine, the more sausages”.  How true all of these sentences are in recruitment… but for the purpose of this post, I will focus primarily on “Time Kills Deals”.

It didn’t take me long to realise how true it is that Time does indeed Kill the Deal and there can be many factors that create this time that you need to be aware of and manage effectively if you want to attract the right people to your business.

  • CV Review
  • Shortlisting process
  • Interview Process
  • Offer negotiations

Prior to entering the above stages, you’re likely to have sat down with colleagues to discuss who or what is needed within the business, the role/s and responsibilities, induction, training and development, hours and budget.  You will have written a job specification and an advert and may have passed the word around to existing employees to see if they can ‘refer’ someone into the business.

If taking your vacancy out to the wider audience is necessary, which in most cases it is, further decisions need to be made.

  • How do you attract suitable Candidates?
  • Does your business recruit directly or, do you seek assistance from a recruitment consultant?

There is always going to be a number of roles that are difficult to fill.  This can be due to a lack of capable talent and in our world, that can be excellent Financial Advisors/ Investment Managers with a large book of clients with transferable assets and or paraplanners.

It could be that the issues with filling the role are that it’s a high volume, high turnover role whereby you require a constant stream of suitable candidates.; Or, it could be that the role is highly attractive and therefore you receive a high volume of applicants that all need to be reviewed and considered.

Certainly, a niche specialist recruiter will help significantly with all of the above.

When filling a role that is difficult due to the lack of available talent in the industry then the niche recruiter will have the advantage of having contacts within the industry.  They’re likely to know who is looking to make a move; will have the ability to approach suitable candidates who are working for competitors who may consider a change as well as be able to push advertisements and target the right market easily.

Any recruiter worth their salt will be fantastic Marketeers and Development Managers and know only to spend time where they believe that they can make placements and ultimately money! Which is why working closely with your chosen recruitment partner is so important.  We run our own version of a ‘PSL’ working primarily with clients who converse easily, take time to provide us with a full job brief and specification.  When a client on our ‘PSL’ gives us a job brief, we will prioritise their recruitment, ensuring that we have resourced for the role fully and aim to provide either suitable candidates or appropriate feedback.  The Clients that make our ‘PSL’ are those that are open to the MI that we provide and make decisions based on that intelligence and who understand the importance of a slick interview process that is co-operative, decisive and constructive.

Businesses that respond quickly will generally successfully snap up that sought-after candidate.  The speed and organisation will impress and ‘woo’ the candidate, will not allow competitors that are slow off the mark chance to react; and because they are well informed by their recruitment partner, will be able to pitch at the level that is right for them and hopefully the candidate in order to remove them from the market.  An additional note here is that the right pitch may not always be a higher salary, for a lot of candidates that we work with, it’s flexibility and benefits.  A good recruitment partner will be able to guide you on this throughout the process.

Businesses that fail to respond in this way will be at risk of losing top talent and suitable candidates to their competitors who are equally on the lookout for similar individuals.  A bad result for both recruiter and client.

High volume roles are invariably difficult for businesses to fill and can put a lot of stress on the hiring manager due to the time that it takes to review CV’s, interview, hire, train and develop and then potentially lose a large percentage of their intake to have to go through the whole process again.   The results of a poor recruitment process can see understaffed teams feel pressured and stressed, they may feel unsettled due to a large amount of movement and there is likely to be a lack of team dynamics as well as lack of career development.

Again, working with your chosen niche recruiter can have a lasting positive effect on the whole process.  When working on large volume roles we will try to stockpile suitable candidates for that role in particular, based on the knowledge gained from previous placements.  Having worked on the role previously, we will be fully versed on the interview process, what is expected in the role and of the candidate and therefore will present a selection of strong CV’s on a regular basis.

The only prevention of this process can be when a client instructs too many recruiters to work on the role.   The pool of candidates available is only so big and too many recruiters sending out the same message can make the business look desperate.  Candidates may get the wrong impression of a business if they believe that the company has a high turnover, and candidates who are being approached by many different Recruiters year on year may see this as a turnover issue.

Working with one or a select number of recruiters who understand the business will see them discuss and dis-spell negative views, tell positive stories and eventually turn a bad reputation into a good reputation with a strong story.

Another issue caused when working with lots of Recruiters on high turnover roles is a high number of applications and duplicate candidates.  Recruiters enter into what we call a ‘Bun Fight’, and rather than select candidates specifically for the role, fire out CV’s quickly to gain candidate ownership.

Working with your niche recruiter will see the recruiter spend more time working consultatively with each applicant before sending their application/ CV to you.  The client receives fewer but more relevant CV’s.

When I advertise an attractive role, which in our world is anything with Trainee or Home Based written in front of it, we can guarantee a high volume of applications and we are sure that this is not different for you.

Most trainee roles still require candidates to have some level of education or experience, but most applicants will not meet this criteria.

Your niche recruiter can act as a barrier between you and the applicants.  The recruiter can quickly sift through The Good, The Bad and the Ugly and only introduce those candidates who would be of genuine interest to your business and who are genuinely interested in your business.

Ultimately, a niche recruiter will be a perfect recruitment partner, an extension of your own business, assisting you with the recruitment for your business.  It will be a trusted relationship with great lines of communication between the Recruiter and your Hiring Managers.

Recruit UK are happy to work consultatively with businesses and will add businesses to our ‘PSL’ when we believe that we can work beneficially for and with all involved.  it’s not a list that is reviewed annually as we are flexible; we are always looking to grow.

If you are interested in discussing your current recruitment process to see if we can suggest improvements, or if you’d like to implement some changes in order to work with us successfully moving forward then we can come out and meet with you, discuss your recruitment needs for this year and onwards and discuss the current market, the likelihood of filling your recruitment needs as well as discuss our terms.

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Background: Recruit UK Limited understands that your privacy is important to you and that you care about how your personal data is used. We respect and value the privacy of all our customers and will only collect and use personal data in ways that are described here, and in a way, that is consistent with our obligations and your rights under the law.

1. What Does This Notice Cover?

This Privacy Information explains how we use your personal data: How it is collected, how it is held, and how it is processed. It also explains your rights under the law relating to your personal data.

2. What is Personal Data?

Personal data is defined by the General Data Protection Regulation (EU Regulation 2016/679) (the “GDPR”) as ‘any information relating to an identifiable person who can be directly or indirectly identified in particular by reference to an identifier’. Personal data is, in simpler terms, any information about you that enables you to be identified. Personal data covers obvious information such as your name and contact details, but it also covers less obvious information such as identification numbers, electronic location data, and other online identifiers.

3. What Are My Rights?

Under the GDPR, you have the following rights, which we will always work to uphold:

a) The right to be informed about our collection and use of your personal data. This Privacy Notice should tell you everything you need to know, but you can always contact us to find out more or to ask any questions.

b) The right to access the personal data we hold about you.
c) The right to have your personal data rectified if any of your personal data held by us is inaccurate or incomplete.
d) The right to be forgotten, i.e. the right to ask us to delete or otherwise dispose of any of your personal data that we have.
e) The right to restrict (i.e. prevent) the processing of your personal data.
f) The right to object to us using your personal data for a particular purpose or purposes.

g) The right to data portability: This means that if you have provided personal data to us directly, we are using it with your consent or for the performance of a contract, and that data is processed using automated means. You can ask us for a copy of that personal data to re-use with another service or business in many cases.

h) Rights relating to automated decision-making and profiling: We do not use your personal data in this way

i) For more information about our use of your personal data or exercising your rights as outlined above. Further information about your rights can also be obtained from the Information Commissioner’s Office or your local Citizens Advice Bureau. If you have any cause for complaint about our use of your personal data, you have the right to lodge a complaint with the Information Commissioner’s Office.

4. What Personal Data Do We Collect?

We may collect some or all the following personal data (this may vary according to your relationship with us):

  • Name;
  • Address;
  • Email address;
  • Telephone number;
  • Business name;
  • Job title;
  • Profession;
  • Information about your preferences and interests

5. How Do You Use My Personal Data?

Under the GDPR, we must always have a lawful basis for using personal data. This may be because the data is necessary for our performance of a contract with you, because you have consented to our use of your personal data, or because it is in our legitimate business interests to use it. Your personal data will be used for or may be used for one of the following purposes:

  • Providing and managing your account.
  • Supplying our services to you. Your personal details are required in order for us to enter into a contract with you.
  • Personalising and tailoring our services for you.
  • Communicating with you. This may include responding to emails or calls from you.
  • Supplying you with information by email and/or post that you have opted-in to (you may unsubscribe or opt-out at any time by emailing [email protected].

With your permission and/or where permitted by law, we may also use your personal data for marketing purposes, which may include contacting you by email and/or telephone and /or text message and/or post with information, news, and offers on our services. We will always work to fully protect your rights and comply with our obligations under the GDPR and the Privacy and Electronic Communications (EC Directive) Regulations 2003, and you will always have the opportunity to opt out.

6. How Long Will You Keep My Personal Data?

Due to the nature of recruitment, a significant number of candidates reconnect with our organisation periodically. It is not uncommon for this to occur years after we have placed them in a role. For this reason, your consent includes explicit consent to retain your personal details until you wish us to delete your records from our database or refrain from further engagement.

7. How and Where Do You Store or Transfer My Personal Data?

We will only store or transfer your personal data in the UK or elsewhere in the EU. This means that it will be fully protected under the GDPR.

  • We store all data in specific company applications unique to us
  • All application access is via secure password or biometric control
  • In line with our Data Retention Policy, your data is deleted once

a) we no longer have a relevant use for it
b) it has passed the relevant expiry date

8. Do You Share My Personal Data?

We will not share any of your personal data with any third parties for any purposes, subject to one important exception. In some limited circumstances, we may be legally required to share certain personal data, which
might include yours, if we are involved in legal proceedings or complying with legal obligations, a court order, or the instructions of a government authority.

If any of your personal data is required by a third party, as described above, we will take steps to ensure that your personal data is handled safely, securely, and in accordance with your rights, our obligations, and the third party’s obligations under the law.

9. How Can I Access My Personal Data?

If you want to know what personal data we have about you, you can ask us for details of that personal data and for a copy of it (where any such personal data is held). This is known as a “subject access request”.All subject access requests should be made in writing and sent to the email or postal addresses shown below.

There is not normally any charge for a subject access request. If your request is ‘manifestly unfounded or excessive’ (for example, if you make repetitive requests) a fee may be charged to cover our administrative costs in responding.

We will respond to your subject access request within 14 days and, in any case, not more than one month of receiving it. Normally, we aim to provide a complete response, including a copy of your personal data within that time. In some cases, however, particularly if your request is more complex, more time may be required up to a maximum of three months from the date we receive your request.

You will be kept fully informed of our progress.

10. Contact details

Contact us at [email protected]
Alternatively, you can contact us by writing to us at:
GDPR Compliance Officer
Recruit UK Limited
Newminster House
27-29 Baldwin Street

11. Complaints procedure

If you have a complaint about the way your data is stored or handled by Recruit UK Limited, please
contact us at [email protected]
Alternatively, you can contact us by writing to us at:
GDPR Compliance Officer
Recruit UK Limited
Newminster House
27-29 Baldwin Street

Escalated Complaints
If you remain unhappy with the handling of your data, you can complain to the ICO.
Information Commissioner’s Office
Wycliffe House
Water Lane

12. Changes to this Privacy Notice
We may change this Privacy Notice from time to time. This may be necessary, for example, if the law
changes, or if we change our business in a way that affects personal data protection.
Any changes will be made available on our website


Inclusivity and fairness are of paramount importance to us. Recruit UK embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities. We will further develop our business culture to encourage, value and manage that belief. 

We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.

Our policy purpose:

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation


Oppose and avoid all forms of unlawful discrimination. This includes:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities


Who is responsible for equal opportunities?

Achieving an equal opportunities workplace is a collective task shared between the employer and all its staff. This policy and the rules contained in it, therefore, apply to all staff of the employer irrespective of seniority, tenure and working house, including all employees, directors,

consultants, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as staff).

All staff have a personal responsibility to ensure compliance with this policy, to always treat colleagues with dignity, and not to discriminate against or harass other members of staff, visitors, clients, customers, suppliers and former Recruit UK, employees.

Managers and Directors must take all necessary steps to:

  • Promote the objective of equal opportunities and the values set out in this policy.
  • Ensure that their own behaviour and those of the staff then manage complies in full with this policy;
  • Ensure that any complaints of discrimination, victimisation, or harassment (including against themselves) are dealt with appropriately and are not suppressed or disregarded.

Our Commitments

  1. Encourage equality, diversity and inclusion in the workplace.

  2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

    This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation, and unlawful discrimination.

    All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

  3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities.

    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  4. Make opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  5. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  6. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

    Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management at Recruit UK.

Details of Recruit UK’s grievance and disciplinary policies and procedures can be found in the employee’s handbook. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Achieve your career goals

Once you have the knowledge, soft skills, practical skills, and qualifications needed for pursuing a career in Financial Planning, we will provide you with guidance toward a suitable path to follow to achieve your career goals.
You can confidently apply for job opportunities with a high-quality CV knowing exactly where you sit within the market with inside intel about salary expectations, buzzwords for specific leading firms and referrals from experts you will meet along the way. You will also have the opportunity to utilize the Financial Planner Life recruitment services, giving you further specialized advice and putting you forward for roles which align with your intrinsic values and career goals.
Don’t put it on hold, join the community today and discover your potential.

Discover your path.

We understand that there isn’t a one size fits all approach to a career in financial planning, which is why we are here to make sure that you’re taking the right route into the profession.
We’ve calmed the process down so you can stay within your current company, start studying towards your qualifications and begin to get a real understanding of what the landscape of financial planning looks like in respect of your career.
Whether you have aspirations of being an employed adviser, running your own business or doing a more back-office focused role such as compliance, we can help guide and support you down the right path, matching your experience, your network and your intrinsic values.

Uncover your potential.

It starts with taking your qualifications and what we do within the community is support you to pass your qualifications first time. The Financial Planner Life community is all about supporting people’s different learning styles and taking into consideration life’s commitments such as finances, family and existing employment.
We believe in offering a personalised learning experience, which is why our program includes study support for industry-recognised exams. Our aim is to ensure that you are well-prepared to pass exams such as the CII-regulated diploma in financial advice, the CII Certificate in Mortgage Advice and the CII Certificate in Paraplanning.
Train to become a financial planner with the use of online resources, networking within the community with well-established professionals as well as frequent webinars and Q&As with Sam Oakes and industry-leading professional guests.
[Download the full academy prospectus here]

Connect with the Community

Welcome to the Financial Planner Life Academy where well-being, honesty and transparency are at the heart of what we do.
We’re here to support you on your journey into a career within the financial planning profession. Whether that’s administration, paraplanning, financial advice or even mortgage advice. Our expert trainers and community will support and educate you and train you to A, pass your qualifications and B, make the right decision about your first employment in the financial planning profession.
It could be going down the route of being restricted, or becoming an IFA, you may even have aspirations of running your own business! But what does that look like?
We understand that from the outside looking in, it can be daunting to find the correct route into the profession to become a financial planner. The Financial Planner Life Academy is completely independent, allowing you to connect with hundreds of financial planning professionals with different backgrounds, at all levels of experience.
You will learn all about the different options you can take, mentored by a diverse mix of professionals so you are equipped with the essential toolkit to be able to make an informed decision about your career path within financial planning.

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