CATEGORY TR AVEL / DEVELOPMENT
Behind the Scenes of Recruitment Nina from RedSeven & Kim from Monument
‘If there is a strong sense of natural camaraderie between our employees, this bleeds into the workplace and makes for a dynamic, passionate, supportive environment’.
B
uilding
never
we’ve started head hunting as well. Interestingly, some
here
of our best recruits have been those who were passively
at Mantra. With new offices
looking, sometimes even those who weren’t consciously
opening not only in the UK, but
seeking out work in this industry to begin with’.
been
a
team
more
has
important
also abroad, we are moving through a really exciting phase
Kim: ‘I wish we could have x 10 new staff each week who
of
expansion.
were incredible, that would be the dream, but we’re not
of
recruitment,
The
process
therefore,
is
quite there yet. It’s more important for me to focus on
integral to successfully building the business. It’s about
finding the right fit - even if that means we are recruiting
finding the right people, people who will work hard, move
fewer people - than to take on people who aren’t quite
up through the company and go on to become future
right for the company. It means our levels of retention are
leaders themselves. Whilst sales is undeniably a numbers
higher, the team is happier, and the business will grow a lot
game, when it comes to recruitment, there’s much to be
faster in the long run. We’re lucky in that we have the time,
praised with regards to finding the quality amongst the
now, to invest in headhunting, in finding quality recruits,
quantity. We caught up with Nina from RedSeven and Kim
and spending time talking to each individual’.
from Monument to discuss how the recruitment process is changing to accommodate this.
Whilst, of course, the traditional format of recruitment is still very much in place - and for the most part a successful
005
Nina: ‘What we’ve noticed is that times are changing.
model - the uptake of headhunting almost inverts this
Where once you would put an ad online, in the newspaper
process, as team members such as Nina herself actively
or pinned to job boards for people to respond to, nowadays,
go looking for people that would work well at the company,
because there’s so much competition for quality people,
rather than waiting for them to suggest themselves.
