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Our founder, Jeanette Robinson, set up Cavill Robinson Finance Recruitment in 1992 to provide professional accountancy recruitment for Cambridge and its surrounding areas. Today we have an exceptional reputation for providing a thorough and first class service to our clients, which range across a broad spectrum of industries and organisations in the local region. We value the strong and in many cases long lasting relationships which we have built up and appreciate the business which our clients and candidates entrust us with. Please read our Recommendations Section to see what clients and candidates have to say about us and how we work.
I have known and worked with Jeanette on recruitment in a number of businesses for over 25 years. She is very thorough and professional in her approach and the team that work with her are friendly and helpful. Jeanette has an extensive knowledge of the recruitment industry and also the recruitment market in Cambridge, which is invaluable in finding the best candidate for the position."A Professional Approach" Colin Faiers : Head of Accounting and Finance - Sidney Sussex College
I have had the pleasure of working with Cavill Robinson on a number of occasions over the past few years and would have no hesitation in recommending them. They provide a very professional service. I am particularly impressed with their methods that ensure that they only put forward carefully selected candidates that meet the selection criteria. Their hands-on approach ensures that they fully understand both the candidates they are putting forward as well as our company, which includes understanding the culture of our organisation and appreciate that this is an important factor."They understand the culture of our organisation" James Martin: Head of Finance -The Technology Partnership
Savills use Cavill Robinson as their preferred agent for recruiting accounts staff because they have a proven record in matching candidates to both the role and the culture of the organisation in which the candidate is being placed."A proven track record" Andrew Tucker : Head of Finance - Savills
Having found the recruitment process more time consuming over the last few years and having had some rather bad experiences with agencies, Cavill Robinson are a refreshing change. They do more than just send CV's, as care is taken from every perspective to make sure they know in detail our requirement and from an applicant's view, what kind of employer we are. Recruitment is a two way process so it is important the "best fit" for both us and potential employees is the focus rather than just sending lots of potentially unsuitable CV's for us to review. Applicants are interviewed and screened prior to being recommended for interview with us thereby making sure we have a considered selection of suitable candidates resulting in our recruitment process being streamlined and efficient. Their approach is always very professional and I am happy to recommend their service to other organisations considering using an agency either now or at some stage in the future."A refreshing change" Sherry Woolsten: Director - The Payroll Services Company
Having dealt with a few employment agencies, I found Cavill Robinson to be by far the best. Jeanette was professional whilst being very warm and friendly, she had a genuine interest in me as a person as well as a client and I didn’t feel our initial meeting was so much an interview as a chat with a friend. I actually found my new role via the first application I made with Jeanette, she has the know how to present you, both skillset and background wise, in the best and most honest way to the potential employer, so if you’re looking for a new role definitely give Cavill Robinson a call.A Genuine interest in me as a person - Karen Summerbee
I’d like to commend the team at Cavill Robinson for the professional way they have dealt with all aspects of my temporary placements over the last two years. The placements I’ve had over that period have consistently met my requirements; from timespans and income, to ensuring that my levels of experience could be used by Cavill’s clients, making me feel that I made a worthwhile contribution in helping with their immediate needs."Placements met my requirements" Robert Sabak
Unemployment - lowest in 45 years
News out today backs up what we in the recruitment market are seeing. Unemployment is at its lowest in 45 years and employment has risen to 32.75 million, up 28,000 in the three months to the end of May. This brings the unemployment rate nationwide to just 3.8%. Wages are also growing at a rate of 3.6% a year. When you consider that the average weekly wage is now £468 and that is still £5 lower than the pre recession peak in 2008 of £473, there is certainly more growth in wages to come. Both of these factors, a low unemployment rate and a growth in wages are meaning that we are increasingly seeing companies struggling to find good candidates for their roles and this will not change anytime soon. . If companies can not raise their wage level then they need to be creative about their recruiting and look at flexible working or job shares. They need to look at older workers wanting to continue to work beyond retirement age and above all they need to be as non prescriptive with their job descriptions as they can be in order not to narrow the field of options open to them. Have a good week. Jeanette
June/July UK Report on Jobs
Cavill Robinson is one of 400 agencies nationwide contributing to the UK Report on Jobs. Produced by the Recruitment and Employment Confederation and KPMG, it gives a monthly update of the state of the jobs market. James Stewart, Vice Chair of KPMG comments on this month's job market as follows: "Brexit stagnation continues to seize up the jobs market as the slowdown in recruitment activity continues. Permanent staff appointments fell again in June, the fourth month in a row, while subdued confidence ensured that growth in temporary billings remained historically weak. “As we approach the summer holidays, the worry is that vacancy growth – which held close to a multiyear low in June – is unlikely to bounce back as firms take a relatively cautious approach to hiring. Uncertainty is also likely to further dampen staff availability, as candidates are reluctant to change roles at this time. On a sector basis, IT & Computing continued to need more workers while construction and retail saw reduced demand. “Looking ahead, conditions across the labour market are likely to remain restrained against a backdrop of political and economic uncertainty before companies can start to make more informed decisions on their long-term hiring.” Jeanette Robinson, Cavill Robinson's Managing Director comments: "Whilst there is a slight slowdown in the Cambridgeshire marketplace, there is still a high demand for staff and a severe shortage of quality candidates. This is being caused partly by political uncertainty causing people to be cautious about changing jobs and partly by the robustness of the local economy and high employment rate. It is hard to forecast too far ahead whilst the Brexit drama continues."
The importance of "gut feel" in recruitment
I watched part of the "debate" between our prospective Prime Ministers this week and found myself wondering what makes a great Prime Minister and can we spot that by measuring them against a list of attributes or do we have to just go on gut feel? Would the great Prime Ministers of the past have stood up to the kind of scrutiny that the current applicants for the job are going to have to undergo? Would, for example, Churchill with his fondness for drink, his ability to spend money like it was going out of fashion, his love of the high life and his depressive bouts have even made it on to the shortlist to become Prime Minister these days? The truth is that great Prime Ministers often have great faults as well as great strengths and it isn't always the most obvious person that ends up in the annals of history. No-one thought Margaret Thatcher at the beginning of her time in power would have ended up as one of the 20th century's great Prime Ministers. Having interviewed for years, it isn't always the obvious candidates that make the best applicant for the job. Sometimes someone comes along and they are missing bits of the job description and would not make it through to the next round if we were doing a tick box exercise against the job spec. Despite that, my gut feel can be screaming at me that I should put this person on the shortlist because they "have something". It may be potential, it may be charisma, it may be a fantastic personality. When this happens, they usually are successful at the interview and go on to be a success in the role. So, whilst recruitment gets driven ever more by IT solutions, I believe that we should not ignore the human gut reaction. It is still very important in our decision making. Have a good week. Jeanette