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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
In 2019 it's all about the candidate!
If there is one key trend that companies will have to worry about in the forthcoming year ( apart from Brexit!) , it's the growing shortage of quality candidates for their roles. This is applicable, not just in finance departments but across all job roles. This is partly being driven by a buoyant economy, particularly in the Cambridgeshire region but there appear to be signs that a considerable number of EU citizens have also left the UK labour market to return home. The implications of this shortage mean that if companies want to recruit, they need to learn to sell themselves and manage the candidate experience so that candidates want to accept their roles. Here are a few do's and don'ts concerning how you treat a candidate: 1) Don't keep a candidate hanging on. - It is extremely offputting for a candidate to be called for interview and then to find themselves waiting for weeks in some cases for feedback or a result. If you're not keen on them, why should they be keen on you. 2) Don't think you can offer less than what you have advertised the role for. You wouldn't accept a role at less money than you thought it was paying, so why should they. 3) Don't go in with a low offer, hoping they'll accept and you'll save yourself the odd thousand pounds. You are basically saying to the candidate that you don't value them and in 2019, someone else will. 4) Give them your best offer first time round. If you up the offer after they have said no to your first offer, they will know that you have tried to get them on the cheap and so may well say no again. It will cost you far more to go back to the beginning of the recruitment process, than to give them an extra thousand. 5) Think about your brand and values as a company. Find out what your candidates values are and what type of things they like about working for a company. If you have values or elements of your brand that match what they are saying, sell those things to them. 6) Don't do interminable interviews - two should be enough if done well. Too many interviews makes the process slow and can be offputting as it looks as if you can't make a decision. 7) If you can offer some form of flexible working amongst your benefits, do. It has huge pulling power. 8) Try and avoid overautomating your recruitment process. Automating recruitment processes is fashionable but it does make people feel as if they are "things" rather than human beings and they are far more likely to accept a job from a company, which makes them feel like a valued person. 9) And finally - if you see someone impressive, move as fast as you can to secure that person for yourself. If you don't, in 2019, someone else will. Happy recruiting. Jeanette Robinson FREC (Hon)
The Good Work Plan - Modern Day Working Practices Reform
Following on from recommendations made in the Matthew Taylor Report, which the government commissioned as an independent report looking into modern day working practices, the government has recently annnounced an ambitious package of workplace reforms called The Good Work Plan. Its intention is to upgrade workers' rights, specifically those who are atypical workers such as those on zero hour contracts, temp staff, those on contracts or casual contracts.At the moment there is no timetable to implement the plan but these are the key changes that at some stage will be implemented. Firms will have to provide a "statement of rights" on day one of a person's employment - this will include all casual workers and those on zero hour contracts. The statement will set out employee rights and pay, as well as any leave entitlements such as holiday pay, sick pay, maternity and paternity leave Removing the so called Swedish Derogation, which currently allows fims to pay agency staff cheaper rates than permanent staff doing the same work. A proposal to give those working variable hours/zero hours the right to request a fixed working pattern after 26 weeks' continuous service A proposal to change the rules on continuity of employment by increasing the break of one week to four weeks between contracts before continuity of contracts is interrupted. A commitment to legislation to streamline the employment status tests so that they are the same for employment and tax purpoases and to avoid employers misclassifying employees/workers as self employed The holiday pay reference period will be extended from 12 to 52 weeks to ensure that seasonal workers acquire the appropriate amount of paid time off when averaging pay A ban on employers making deductions from staff tips Quadrupling the maximum fine at an employment tribunal from £5,000 to £20,000 if an employer is deemed to have shown malice, spite or gross oversight Whilst these reforms are to be welcomed, I am not convinced that the reforms go far enough in managing the abuse that happens in the "gig" economy but it is at least a step in the right direction. Jeanette Robinson FREC(Hon) Write something here...
Happy New Year
I hope you all had a great Christmas and enjoyed the New Year celebrations. It is a time when many people review their life and career and decide this is the time to move. That decision can last as long as a New Year's resolution. That is to say, not very long at all! If I am going to be messed around by candidates, it happens in January as people look for a new job enthusiastically until they settle back into their normal work pattern and decide that actually, they are fine where they are. By this stage, we as recruiters, have done lots of work for them, which turns into wasted time which we could have used on people who are serious about their job hunt. We are delighted to help anyone who really is serious about their job change but please, please think through your reasons for wanting to leave your current company before approaching us. If you think those reasons will disappear as soon as the Christmas celebrations have faded, then it may be better to wait until you have solid reasons for moving. Have a great week and look out for my new series of blogs for the older job seeker starting next week. Jeanette Robinson FREC (Hon)