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Published Date: 26th June 2023.​As an industry, recruitment rolls with the punches and adapts to market conditions and world events. Not too long ago, during the peak of the pandemic, we saw a scarcity of candidates because the borders were closed and immigration was paused. That led to talent shortages because we were only working with a limited pool of professionals who were moving around from role to role. There were plenty of jobs, but few qualified candidates.Now, New Zealand is heading towards an election and a new wave of COVID-19. We have open borders and plenty of people arriving, but fewer jobs available and more competition amongst job seekers.It’s times like this that we see frustration from Hiring Managers who are sifting through 50 or more applications to find a handful of people who might be a good match for the role.As a trusted New Zealand recruitment agency, we can help take some of that burden away from Hiring Managers so they can focus on their core functions. In this blog, I’ve listed out my tips for engaging and partnering with a recruitment agency so you secure the best talent in the market with ease.Step 1 - Get to Know Each OtherWe appreciate the working world has moved to online meetings and video conferences, but there’s something still to be said for a face-to-face introduction. If we’re going to be representing your organisation and your team, we like to scratch beneath the surface and truly understand your needs.Kicking things off with an in-person coffee can help build trust and rapport from day one. Hiring someone for your team is not all about matching technical skills. Following many years working in the industry, we know it’s also about matching personalities and ensuring motivational and cultural fit. Step 2 – Take a Deep Dive on the BriefJob titles can be ambiguous and job descriptions often too generic. We will want to take a detailed brief that really gets to the crux of how the new team member is going to spend their eight hours a day and justify their pay cheque.That involves a long list of questions, such as:What does your team look like?What are you all working towards collectively?Are you siloed or collaborative?Are you structured or agile?Do you have a hybrid, in-person or remote model?Which core skills are missing from your team?What do you consider non-negotiable?How much do you want to pay? How much are you willing to pay?What are the progression opportunities for the successful applicant? Do you have internal approval to recruit the role and budget signed off for the salary?How often do you want to be updated on the status of this role? Do you have any DEI quotas in place that we need to consider?These questions will all help us to build a better picture of what you’re looking for, and help match you with your ideal candidate. It also helps us when talking to candidates about your team and the role itself. We can uncover and address any concerns from candidates early on, or decide that an applicant isn’t going to be the right fit for your business.Step 3 – Agreed Timelines In the current market, where there are talent shortages and in-demand candidates, timing is everything. Chances are, if you think a candidate has great experience and is a good fit for your role, other people will too.A recruitment agency can help you reduce your time to hire significantly. Not only do we take the candidate attraction and sourcing off your hands, we will establish timeframes and expectations on your behalf. In our initial briefing stage, we can jointly map out some key milestones in the process such as submitting the first round of CVs, proposed interview dates and a project completion date. From our experience, we generally allow a two-week period for submitting resumes for permanent talent and 24 hours for contractors. We then suggest Hiring Managers aim to turn around interviews and make decisions as quickly as possible to lock in their preferred applicant.Step 4 – Leverage our ExpertiseOnce armed with all of this information, we can get on with doing what we do best. That’s the beauty of working with a recruitment partner ­ we know where to find talent and can do all of the initial groundwork on your behalf. By building a foundation based on trust and mutual respect, we will be able to represent your organisation and team in the best possible way. The same applies to our relationships with candidates, many of whom we support throughout their careers. They know we have their backs and will match them with roles that suit their individual career aspirations and personalities.Partnering With the Right RecruiterAs an employer working with a recruitment agency, there are several models you can explore ­including exclusive arrangements, retained and unretained. From my observations over the years, I believe most recruiters will put in the extra mile when working on an exclusive role because they know they are not competing for the commission or the same candidates.As a Hiring Manager, you are investing your time, energy and money into outsourcing your recruitment and want the best possible outcome. If you don’t find the right person first time around, we know there can be a real impact on you and your current team who feel overworked and under pressure. That’s why at Beyond Recruitment, we are all about building and maintaining trusted relationships with our clients based on a real understanding of their needs. If you’d like to talk to one of our team about your recruitment needs, please give us a call.

The business world has changed a lot over the past few decades, and never more so than in the last year. Customers are more scrupulous than ever and won’t hesitate to switch brands in the blink of an eye if a competitor seems to offer a better price, better service or more enticing deals.Adapting to this environment is about going above and beyond to exceed the expectations of your customers, stakeholders or end users to give them a reason to want to come back and continually improve retention rates. A huge part of this is having people on your team who are dedicated to creating great experiences throughout every touchpoint and interaction you have with them. From Customer Experience (CX), Digital and Sales & Marketing to Customer Services, each team member plays a vital role in attracting and holding onto customers.The ability to stay ahead of the competition and become leaders in the market ultimately comes down to the way you leverage the customer lifecycle. Below, we break down each step of the customer journey, highlighting the vital team members who can help you build, manage and maintain customers’ relationship with your business by focusing on what makes them happy.1. ReachAs you’ll know, this first stage is about developing awareness of your brand in the market by reaching potential customers. Of course, not everyone you reach will end up converting to paying customers, but the aim is to attract their attention and begin developing relationships.To get the best results from this stage, it’s obviously important to ensure your marketing material is in the places where the right people will find it, whether that is through social media campaigns or advertising via more traditional mediums. And don’t forget to utilise metrics so you can track the reach and engagement of your efforts.Key roles in this stage:Sales & MarketingSales & Marketing roles are central to developing and executing campaigns that allow you to build awareness and get your business in front of potential customers. Positions we recruit in this specialisation include:Business Development ManagerMarketing CoordinatorMarketing SpecialistMarketing ManagerSocial Media SpecialistsSocial Media AdvisorDigital Channels AdvisorOutbound SalesStakeholder Engagement AdvisorSales RepresentativeSales ConsultantSales Manager2. AcquisitionThe goal of the Acquisition stage is to nurture interested prospects into subscribers or customers, often via your website. Remember, people are coming to your website with certain needs or desires, so understanding what motivates potential customers and looking for ways to show them exactly how your business can meet their requirements is key.To succeed at this stage, you need a process for guiding people towards the solutions that will most benefit them. At this point, people will be quick to switch to a competitor if you don’t meet their expectations or provide good service, so it’s vital that key information is easily accessible and that you’re quick to respond to any communication in a helpful and positive way.The process will look different depending on the channel the customer has used. If they enquired over the phone, you'll respond to their questions and concerns, find out more about their needs, and then educate them on the solution that is right for them. If they found you through your website, it should be easy for them to locate informative content (e.g. a products/services page, a price guide or a blog post) that will help them make a purchasing decision. Key roles in this stage:Customer ServicesThe Customer Services team provides a vital first point of contact for potential customers, answering questions, providing any information they need and delivering a strong pre-purchase experience. Positions we recruit in this specialisation include:CSR - Customer Services RepresentativeCustomer ServicesCustomer AgentInbound Customer ServicesTeam Leader Call CentreCall Centre ManagerService DeskSales & MarketingContent Marketing specialists help to create content for the website, including landing pages, blogs and user guides to promote the product/service and help potential customers make informed choices. Positions we recruit in this specialisation include:Inbound SalesContent ManagersContent Editors / Writers3. ConversionHaving obtained all the necessary information and been delighted by your business's customer service, the lead makes a purchase and turns into a paying customer. At this stage, focus on developing rapport, adding value and building confidence in your brand, rather than simply selling a product or service.To have the greatest impact, you want to approach it from the mindset that the prospect isn’t just making a purchase, they are entering a (hopefully) long-term relationship with your brand.Key roles in this stage:Customer ServicesCustomer Services roles come into play again at the purchasing stage, fielding any further enquiries and guiding them through the buying process. Positions we recruit in this specialisation include:Outbound Customer ServicesDigitalDigital roles are important for providing a smooth purchasing experience, particularly via websites and ecommerce platforms. Positions we recruit in this specialisation include:Product ManagerEcommerce / Digital ManagerUX / UI Designer4. RetentionThe work doesn’t end once a customer has made their first purchase – now you have to figure out how to keep them so that they repeatedly come back to your business. In many ways, cultivating loyal customers is even more important and profitable than attracting new ones (after all, the cost of acquisition is greater than that of retention!).Retention is about building upon and maintaining your relationship with the customer by keeping in contact, providing exclusive perks and continuing to add value. Essentially, you want your brand to be the front of mind any time they need your product or service, discouraging them from exploring other options with different companies.Customer feedback is crucial to this stage. By regularly checking in and utilising customer satisfaction surveys, you can identify opportunities to make improvements to your products/services, as well as to the customer experience.Key roles in this stage:Customer ExperienceWhile customer experience is important throughout the lifecycle, it becomes even more crucial when it comes to retention and maintaining a positive relationship with customers. Positions we recruit in this specialisation include:CX ManagerCX AnalystRetention SpecialistSales & MarketingCommunications and Account Management specialists help to keep that all-important dialogue going between a business and its customers, ensuring they are engaged and more likely to make repeat purchases. Positions we recruit in this specialisation include:Communications AdvisorCommunications SpecialistCommunications ManagerHead of CommunicationsKey Account ManagerAccount Manager5. LoyaltyThe ultimate goal of the customer lifecycle is to turn your customer into advocates for your brand. This is where they become invaluable assets to your business, as people are much more likely to buy from a company that has been recommended by someone they know. Customers can become advocates for your business through word of mouth, posting on social media or leaving reviews on Google or your website that can give confidence to new prospects in the Reach and Acquisition stages.Keep in mind that customers get to this point through the combined influence of the previous four stages. With a great customer experience and a product or service that satisfies their needs, you can boost the chances that people will not only return time and time again, but become brand champions that help to bring new prospects to your company.Key roles in this stage:Sales & MarketingSales & Marketing roles come in once again at the Loyalty stage, leveraging the positive experiences of satisfied customers to promote the brand, gain referrals and collect reviews that promote the business to new prospects. Positions we recruit in this specialisation include:Loyalty ManagerBrand ManagerSummaryAt the end of the day, every business has the opportunity to guide the customer journey and change it for the better. By having the right team members in place at every stage, you can provide an amazing experience from start to finish that will boost your profitability and keep people coming back for more. For further advice and insights on this topic, check out our blog on building teams that enable a better customer experience, as well as our Q&A on how to successfully overhaul your CX strategy. And if you’re looking to hire quality CX, Digital, Sales & Marketing or Customer Services talent, speak to our CX Specialists Carren Walker-Raos (Auckland) and Sandy Eaton (Wellington) to find out how we can help you transform your company’s customer journey.

Though they are often found working quietly behind the scenes, few are tied as closely to every facet of a company’s operations as the professional admin team – and the valuable role they play within a business cannot be overstated. From Administrators and Receptionists to National Corporate Support, the admin team is credited with ensuring the cogs in the wheel are well oiled and they are driving efficiencies across the entire organisation.  Depending on the size of the organisation, these key team members juggle multiple requests, issues, efficiencies and processes from varying angles at any given time. It is crucial that the professional admin team takes pride in their work and delivers excellent customer service internally, which in turn supports client-facing staff to deliver an equivalent level of customer service to their external clients. Here at Beyond Recruitment, for example, our admin team handles a diverse range of requests and tasks from stakeholders, managers, client managers and recruitment specialists on a daily basis, as well as working closely with the Finance and Shared Services teams. They are essential to promoting collaboration across the entire business and work closely together to assist in delivering a seamless service to our clients and candidates, making them key to helping us maintain a great customer experience. And with their incredible in-depth knowledge of our database, they are also the first port of call if people have questions or issues. The Makings of a Superstar Admin Professional  Whether it is our own team or the amazing candidates we place in Corporate Support roles throughout New Zealand, we have plenty of first-hand experience with the impact these people can have on their organisations and we know a thing or two about what makes a great admin. Part of what drives excellence within any professional admin team is each individual’s genuine desire to serve, deliver customer empathy and provide an unforgettable experience. They need to continually look for ways to create efficiencies and streamline processes. As administrators, they are often the ‘go to’ person, and as such, they need to be able to solve a variety of issues and apply critical thinking to field the endless questions that they are faced with. When it comes to what it takes to succeed, superstar admin professionals invariably have several important qualities in common: Attention to detail – This is essential for ensuring accurate information is entered into documentation, and is even more important when producing legal contracts. Confidence, reliability and approachability – Responding to requests in a friendly and efficient manner enables others in the business to delegate tasks and get on with what is important in their day. Flexibility and adaptability – Nothing stands still and processes are always evolving, so being able to adapt to the changing needs of the business is vital. A commitment to adding value – Admin professionals who continuously drive more efficiencies, productivity and excellence help the business to keep moving forward and become the best in the market.                                                                                                                  Showing Appreciation for Your Admin Team So, the next time you pass by your friendly admin team, show your appreciation for all they do to help your working day. They are a vital element of the organisation, and beneath their calm, capable exteriors, we often have no idea how hard they are paddling beneath the surface to ensure smooth workflows, predict problems and find solutions. At the end of the day, their contribution helps you deliver the level of service that is expected by your customers! Let’s celebrate the value of our admin teams, not just on Administrative Professionals Day, but every day! If you’re looking for ways to show your gratitude to the administrative professionals in your life, here are a few ideas to consider: Public recognition – This could be in the team meeting, over email or the internal chat app, or on social media. A personal thank you – A kind word or message can go a long way, especially if it’s personalised to the individual. Gifts and perks – A gift card, the flexibility to take some time off or even a team lunch are great ways to remind your admin team how much they are appreciated. Professional development – Offering training, online courses, professional challenges and other opportunities for career growth will show that you value their skills and want to invest in them for the long term. If you’re an admin professional yourself, we’d like to take this opportunity to say thanks for all the effort and dedication you put into your work – it doesn’t go unnoticed and truly makes a difference. Do you have a story you’d like to share about the admin professionals in your team or the work you do in your own Corporate Support job? We’d love to hear about it, so feel free to reach out!  

In many Temporary and Corporate Support jobs, it’s the “human” element that’s the magic ingredient for success; the ability to relate to (and work effectively with) people, whether they be customers, colleagues or stakeholders. If you are looking for someone to learn and grow with your role, the coachability of the candidate should supersede experience. This crucial skillset is often hidden in seemingly unlikely places – a treasure waiting to be uncovered by the discerning employer.Before I came to Beyond, I had a background in the hospitality industry and worked various roles in cafés for a number of years. On the surface, it may have appeared that I lacked the right experience to make the change to recruitment, but it became clear that my time in hospitality had helped me build an adaptable customer-facing skill set that has proved invaluable in my career as a recruiter. I hit the ground running, quickly learning the ins and outs of the recruitment profession and building genuine relationships with the clients and candidates I worked with.This experience has shaped my approach as a recruiter specialising in Temporary Staffing Solutions. I recognise the unique value that people with hospitality experience can bring to a range of customer-focused positions in other industries, particularly entry-level office roles such as Reception, Office Administration, Call Centre Representatives, Sales-based roles and Processing Officers. In a changing market that has been flooded with job seekers from hospitality, this is an excellent opportunity for savvy employers to capitalise on this untapped talent pool and bring priceless customer service experience into their teams.Here’s why you should consider hiring people with hospitality backgrounds for junior office roles and what to look for to find the best candidates.The Value of Hospitality ExperienceWhen hiring for office roles, many employers understandably focus on people who already have experience in the Corporate Support space. However, I have often seen that just because someone appears to have previous office experience, it doesn’t mean they have the right skills to thrive in fast-paced, customer-facing roles.People who have worked in hospitality in the past naturally develop a range of transferrable soft skills that equip them to succeed in Support roles, including:Time management and prioritisation skillsAn agile working style with the ability to adapt quickly to new expectations and environmentsHigh levels of customer service and communication skillsThe ability to build rapport in a limited timeframe with a variety of different stakeholdersA strong work ethic, resilience and improvisational skillsAttention to detail and environmental awarenessWith these types of soft skills being vital for a variety of office roles, there is a big advantage to thinking outside the box and considering candidates who may not have direct office experience, but have all the right transferrable skills, a proven ability to learn quickly and the potential to succeed if given the chance. Another advantage is that this type of candidate typically does not come with a pre-conception of what the role ‘should be.’What to Look for When Hiring People with Hospitality BackgroundsAlthough there is plenty of talent in the market right now, reaping the full benefits of hospitality experience still means hiring the right people. If you’re considering adding someone from hospitality to your team, I recommend looking for the following:Progression – Perhaps they have moved up the ranks to become a trainer or manager or were entrusted as a keyholder. Progression within hospitality roles shows that the person is driven and reliable.Education – Working in hospitality doesn’t necessarily mean someone lacks higher education; there are many skilled candidates transitioning out of university and waiting for the opportunity to take the next step in their careers.Learning potential – A candidate’s ability to grasp new concepts quickly is more important than what they know already. Whether it’s in a call centre, processing claims or entering data, entry-level jobs tend to have a process. A better understanding of the process means a better performance of the nuances of their role.These are not skills that can be assessed just by reading a CV, so instead of going straight to interview, screen over the phone first. This provides you with a much better idea of what they’re really like than just reading a CV and gives you flexibility with time in the interview process.Keep in mind that although there will always be a learning curve for anyone starting a new role, the transition period for these candidates often isn’t as long as you might expect. People with hospitality backgrounds are used to adapting to changing environments and will typically hit the ground running.Look for people who have held roles such as Customer Service Representative, Café/Restaurant Manager, Team Trainer, Kitchen Hand, Barista and Chef – they will often be equipped to make the transition to office roles easily.SummaryAt the end of the day, once a person has been in a job for a while and are succeeding, it doesn’t matter what they did before. In my own job as a recruiter, the fact that I worked in hospitality doesn’t come up! It’s the achievements and outcomes I have now that count.If you’re looking to hire for an entry-level office role, working with a recruiter can help you find the perfect fit – we look beyond the appearance of the CV, know the individual’s personality and understand the nuances of the company.If you need support with finding the right Temporary staff for your business, feel free to reach out to me – I’d be happy to help.