How to Attract the Best Talent in a Candidate Driven Market

According to Indeed the number of job vacancies across Builders Merchants in the UK is at an all-time high with over 2000 jobs advertised this month alone. This is an increased of 20% Y0Y.

With businesses across all sectors struggling to fill roles, it is certainly now a candidate driven market. Over 50% of businesses reporting a shortage of workers say they are struggling to meet their talent demands due to not only skills/ experience gap but also due to problems with candidate expectations. With benefits like home working, bonuses, flexible working, and higher salaries constantly being discussed, how can businesses ensure they are attracting the right people into their organisation?

Why is it a candidate driven market?

The construction and merchant sectors were one of the few areas of industry which didn’t shut down completely over the COVID-19 lockdowns. It wasn’t exactly business as usual but organisations took this time to digitalise and relook at their strategy. And due to increased spend on construction supplies, our sectors thrived.

However, candidate expectations have also changed. Talented candidates are now seeking better benefits, flexible working, and greater work-life balance. In conclusion, candidates are refusing to go back to long commutes, long days, poor benefits packages, and unclear routes of progression. Businesses haven’t caught up yet that the old processes, benefit packages and not having the ability to adapt to candidate expectation isn’t going to cut it if they want to attract AND retain the talent which will drive their business growth.

How to make your business more attractive to candidates?

To succeed in meeting talent demands in a candidate-short market, employers must concentrate on developing strategies for both attracting and retaining talented employees.

Here are five ways to make your business more attractive to candidates and fulfill changing employee expectations.

1. Review your hiring processes

Hiring processes that may have worked effectively in the past may not be sufficient for today’s market. Revamp your job postings with clear and concise job titles and realistic requirements and expectations. Ensure application forms are simple and easy to fill out and consider removing unnecessary tests and evaluations. Above all, communicate with candidates, respond and schedule interviews quickly.

2. Offer the benefits that employees really want

Employee expectations are changing. Whilst salary remains important, candidates are increasingly seeking other benefits alongside pay. Remote and flexible working practices, health and well-being programmes and subsidised childcare are all popular and can make you stand out as an employer of choice. Employees are more productive and engaged when they are happy. Research what your competitors are offering and put together an attractive package that can persuade talented candidates to apply to you over them.

3. Build a positive and inclusive company culture and tell people about it

Your company culture and employer brand should showcase your values across all your public-facing channels. 68% of millennial’s visit an employer’s social media channels to evaluate their brand, check out their blog, their careers page and are interested in what current and previous employees have to say. Today’s candidates put time into researching the companies they work for and 86% use reviews and ratings on sites like Glass-door to judge a company’s reputation among employees. Utilise testimonials from current employees to articulate to potential candidates that you offer a positive, inclusive, and fulfilling place to work.

4. Invest in your people

Training and development opportunities are critical for attracting and retaining talent. According to a recent survey by CIPD, 59% of millennial’s think that development opportunities are important when deciding to work for a company and a staggering 94% would stay at a company longer if it invested in their learning and development. Ensure you have a robust onboarding process and that you clearly define paths to advancement for new starters. Launch training and mentoring schemes to upskill employees in the skills they’ll need for the future and encourage continuous learning as part of your workplace culture.

5. Invest in Employer Branding

It can be challenging, but developing a smart, forward thinking employer brand will not only attract and engage potential employees but motivate and retain current employees too. These days it’s not enough to just invest in marketing products and services, developing a robust employer brand will put your ahead of the competition and make your business really stand out to potential employees.

About GCS Associates

From 2 UK offices in the North-West and Midlands, GCS Associates provide specialist recruitment services to the Construction Supply, Manufacturing, Builders Merchant & Hire Sectors. With over 15 years’ experience partnering with a wide range of businesses from FTSE 100s to SME’s & smaller independent businesses – put simply, we provide the right talent to the best organisations.

At GCS Associates, we work with our clients to find the best recruitment solution for them. If you’d like any advice on recruitment or retention strategy, please get in touch.

e: enquiries@gcsassociates.com
t:  0161 660 2548


GCS Associates Shortlisted For Two Prestigious Recruiter Awards

We’re thrilled to announce that we have been shortlisted for two prestigious UK Recruiter Awards in the Best Candidate Care and UK Recruitment Agency of the Year (under 19 employees) categories.

Established in 2002, the Recruiter Awards gala is the UK’s largest event for the entire recruitment community recognising outstanding achievements by agencies and in-house recruiters.

Managing Director, Michael Parry said, “It’s always a great feeling to be shortlisted for awards, particularly national ones such as the Recruiter Awards where there were nearly 6,000 submissions.  To be shortlisted in the category of Best UK Agency (across all sectors), is massive accomplishment as it’s such a crowded and competitive space. And to be competing at the same level as some of the corporate recruitment giants in the 2nd category for Best Candidate Care, I feel, is something the entire team should be very proud of”

Michael continued, “GCS has gone from strength to strength in the past year, diversifying its client & candidates services to include Employer Branding, RPO and Training. Our biggest achievement was completing the GCS Pledge, where we helped those who had lost their jobs due to COVID-19 back into employment, completely free of charge.

I’m incredibly proud of everything we’ve achieved so far and win or lose on the night, we’ll be celebrating regardless – proud to represent not only the recruitment sector but the sectors in which we specialise in! The Recruiter Awards are a fantastic opportunity for us to toast all the hard work, commitment, and determination which everyone; employees, clients, candidates included has put in to get us where we are today.”

 

A glittering awards ceremony to announce and celebrate this year’s Recruiter Awards winners will take place on 29th September at JW Marriott Grosvenor House in London. Congratulations to all those involved at GCS Associates, and good luck to those shortlisted!

About GCS Associates

From 2 UK offices in the North-West and Midlands, GCS Associates provide specialist recruitment services to the Construction Supply, Manufacturing, Builders Merchant & Hire Sectors. With over 15 years’ experience partnering with a wide range of businesses from FTSE 100s to SME’s & smaller independent businesses – put simply, we provide the right talent to the best organisations.

At GCS Associates, we work with our clients to find the best recruitment solution for them. If you’d like any advice on recruitment or retention strategy, please get in touch.

e: enquiries@gcsassociates.com
t:  0161 660 2548


GCS Associates sponsor Builders Merchant Awards 2022

We’re thrilled to announce that we are sponsoring the Builders Merchant Awards 2022!

Taking place at the Park Plaza Westminster Bridge on Friday 25 November 2022, the 21st Awards ceremony promises to be another spectacular occasion for the 800 plus in attendance.

During the past two decades, the Builders’ Merchants Awards have built up an unrivaled reputation for recognising the great and good across the builders’ merchant sector.

The Awards offer the perfect opportunity to acknowledge the amazing people, teams, projects and innovations that have helped our industry grow the economy and helped community safety and sustainability.

The Builders Merchant Awards comments:

“The Builders’ Merchants Awards would also not be the success they are without the unwavering support of our sponsors, who strive to ensure individuals and companies across the industry are recognised for their efforts as they go about their work on a daily basis.”

We’re very proud to support these prestigious awards – supporting a sector we’ve recruited into for the past 15 years.

Managing Director at GCS Associates, Michael Parry said,
“The BMF and many of our clients supported the GCS Pledge, where we helped those who had lost their jobs due to COVID-19 back into employment, so we’re pleased support them by sponsoring this fantastic awards ceremony – celebrating the best of our sector.

It’s exciting time for the Builders Merchant industry with real change happening in terms of diversification, digitalisation, and sustainability. Many of our clients have accomplished phenomenal change since COVID-19 so we can’t wait to hear about the achievements from the businesses who enter the awards.”

The Builders Merchant Awards are a fantastic opportunity for us to toast all the hard work, commitment, and determination which everyone within the sector has put in to ensure the Builders Merchant sector has flourished over the past few years”

How to Enter
As for the categories themselves, as always no business or initiative is too large or too small to make a difference and we have a wide range of Awards that demonstrate the depth and breadth of the builders’ merchant sector.

So please send in your nominations and give us the opportunity to let the nation know exactly how you have changed the world for the better. Online entry is now open, and all entries must be received no later than 11.55pm on Friday 26th August 2022.

For further details, visit the website: www.merchants-awards.co.uk or download the launch brochure.

Good luck to all the entrants and look forward to celebrating your fantastic achievements at the awards ceremony.

At GCS Associates, we work with our clients to find the best recruitment solution for them. If you’d like any advice on recruitment or retention strategy, please get in touch.

e: enquiries@gcsassociates.com
t:  0161 660 2548


PaintWell Partner with GCS Associates for Branch Expansion Project

About PaintWell
PaintWell are the UK’s leading supplier of trade quality decorating and painting supplies. With over 80 years of combined experience under our former names of Bromborough Paints and Trade1st, PaintWell brings you a huge range of trade-quality paints and painting accessories from all the major brands. PaintWell is a one-stop shop for painting and decorating supplies and currently has over 20 branches in the UK.

About GCS Associates
GCS Associates are specialist consultancy providing talent acquisition and staffing solutions to the building materials, construction, technical & engineering sectors. With over 15 years’ experience partnering with a wide range of businesses from FTSE 100s to SME’s & smaller independent businesses – we simply provide the right talent to the best organisations.

PaintWell (formerly Bromborough Paints) is on a huge growth trajectory with plans to open a substantial number branches over the next 2-3 years. In 2021, we began a recruitment partnership with PaintWell with the aim to provide the extra support needed to recruit key personnel for their branch expansion plans.

Dan Peacock, Commercial Director at PaintWell Comments; “We engaged with GCS on a retained basis through a Managed Service Agreement, to primarily oversee the recruitment and talent attraction for our extensive branch opening project, as well as handling other recruitment projects. 

They have been responsive, communicative, and effective, taking the time to understand our business and sector.  There is a lot going on within our business right now and it is great to know GCS are here to handle all things recruitment.”

In that time GCS have recruited a number of critical roles for PaintWell, have streamlined their recruitment processes & are producing key assets which will future proof PaintWells recruitment strategy.

Michael Parry, Managing Director, GCS Associates comments; “PaintWell are a fantastic business, and we are proud to partner with them to help them scale up during their expansion. Working together on a Recruitment Process Outsourced (RPO) basis has meant we’ve been able to allocate significant resource to ensure they the right people in place to open new branches.

We’re also supporting for the future by creating a new careers website, candidate packs and video to help attract new talent into the business.”

At GCS Associates, we work with our clients to find the best recruitment solution for them. If you’d like any advice on recruitment or retention strategy, please get in touch.

e: enquiries@gcsassociates.com
t:  0161 660 2548


Meet The Team: Liam Tolan, Account Manager at GCS Associates

Tell us about your career journey so far?
I’ve worked in recruitment for nearly a decade now. I started in retail where I learnt the ropes, then chose the construction sector as my specialist area.

Whilst working for some household names I progressed through to senior account manager from trainee consultant before taking over my current position with GCS, working onsite as Recruitment Account Manager at Beesley & Fildes, a leading independant Builders Merchant.

Why did you join GCS Associates?
Joining GCS was clear career progression and it meant undertaking a long-term recruitment project where I thought I could really add value. Because of the location and flexibility of the position it meant I get to see a lot more of my family AND the position and the project were just too good to turn down.

What does your job involve?
I work onsite for Beesley & Fildes, one of GCS’s RPO clients within the Builders Merchant sector as an “Internal Recruitment Manager”. Based in their head office near Liverpool, I oversee and manage all our client’s recruitment and sourcing, from advertising to interviews and onboarding.

It’s a varied role where I get full autonomy which I love, we are also starting to work on more strategic projects for Beesley like Employer Branding and video creation to attract and engage more talent into the business.

How do your help your stakeholders and candidates?
I’m honest and upfront from the get-go. I think honesty and realistic expectations are paramount in our profession.

Also, biscuits, everyone loves donuts and biscuits!

What are you working on at the moment?
I think an easier question to answer would be what I’m NOT working on.

I’ve got a large long-term project at Beesley – with the mission to streamline their recruitment processes and benchmark salaries across a rapidly growing business that already employs around 350 people.

Day to day recruitment also fills my time to ensure all the branches & our HQ have the right talent in place.

What do you do outside of work?
Two young kids take up a lot of my time, but that’s time that I’ll never get back so I’m keen to spend it wisely with them now.

I’m Irish, so perhaps obligatory to say I don’t mind a pint of stout from time to time. I still play 11-a-side, albeit as a proverbial pensioner, but I still enjoy the odd worldy strike, although it’s becoming few and far between these days.

I am also a HUGE football fan – viva Ronaldo!

For more information on GCS Associates retained recruitment and RPO solutions, please get in touch.

e: enquiries@gcsassociates.com
t: 0161 660 2548


Don’t let Job Hunting Affect your Mental Health

Job hunting is hard, full of uncertainty and, on occasion, rejection. Whether you’re looking to leave a current position, are a student straight out of university or college, or have been unemployed for a while, – job hunting can take its toll and have a huge impact on your life and mental health.

If you have been rejected from a job or you haven’t heard back from your application, it’s not unusual but it is frustrating. It really should be expected and dealt with as a learning curve rather than taken too personally. “If you’ve previously got every job you’ve ever gone for, you’ve not necessarily ever had to up your game. And if you’re now struggling with getting through the recruitment process, maybe it’s time to up your game.

Failure is actually a learning process, and it’s the same with rejection. See it as an opportunity to change, improve and learn.

So, instead of looking at job searching as an ominous, uncertain journey, it’s important to view it as a window of opportunity which can open new doors to a life which better suits you.

Here’s some tips on how to improve your job hunting:

1: Accept that Rejection is Normal.

To put yourself out there means opening yourself up to criticism and rejection, two things which can take a huge toll on your mental health, negatively reshaping your perception of job hunting. Essentially, you’re opening yourself up to scrutiny.

But in order to get anywhere in your job hunt, it’s important to firstly accept that rejection is normal; as we progress in our careers impressing employers can become more challenging, as they may have a considerable wish list of knowledge and specific experience they are looking for.

2: Take Control

Multiple job rejections does not mean that all hope is lost. There are certain things out of your control in job searching – such as necessary experience or the number of people applying for a vacancy BUT there are other elements that you can control.

Do your research, upskill and most of all, keep confidence in yourself and your abilities.

3: Quality over Quantity.

Overapplying when you’re desperately looking for a new role is one of the number one traps a lot of us fall into.

It could mean your applications are not as strong as they could be, potentially costing you a job. Cut down the number of applications you send out, focus instead on just the jobs you really want and doing those applications to a much higher standard, personalising them to fit each company and job role. This might involve writing a much more bespoke cover letter or tailoring your CV but it will pay off.

4: Make sure that the job is right for you.

When you’re adamant to jump into a new role, it’s important to make sure that the transition is right for you. A lot of job searchers will not double check that they have the necessary experience or might rush applications without realising the job they’ve applied for isn’t what they want or are suitable for. Read job descriptions carefully and don’t just tick ‘apply’ to every job that comes up on a website or jobboard with your preferred job title.

People’s mental health can suffer as a result of taking a job without doing their research and thinking it through enough, finding themselves in the wrong environment, or in a position they’re not too keen on, then struggling in the workplace as a result.

Taking time to reflect on your next career move and giving yourself the best chance by creating fewer, but more impactful applications gives you the power to decide what’s best for you. You must always remember that you have skills, you are employable, and just because you didn’t get the job you’d hoped for the first time around, doesn’t mean you should give up.

At GCS Associates, we work with our candidates to find the right job for them, in regard to both skills & culture fit – if you’d like any advice on your job search, please get in touch.

e: enquiries@gcsassociates.com
t:  0161 660 2548


How Outsourcing Recruitment can ease the pain of fast business growth and help with Retention

The Covid-19 pandemic disrupted business and labour markets at an unprecedented level. From January to March 2021, when most of the restrictions were still in place, the UK unemployment rate was 4.8%, more than at the start of the pandemic, according to the Office for National Statistics (ONS). 

Fortunately, the easing of restrictions since then coupled with the vaccination roll-out saw economies start to reopen, leading to a surge in hiring as companies got to work restoring their operations to pre-pandemic levels.

Such a dramatic rise in recruitment activity meant businesses had to rapidly adjust to ensure they were equipped to launch and manage large-scale hiring initiatives and go head-to-head with other companies to find the right candidates. In this article, we explore the role of recruitment process outsourcing (RPO) in easing the burden on internal talent acquisition teams and why leaders are increasingly relying on this solution to overcome the challenges associated with accelerated business growth.

RPOs have access to high-quality candidates

Expertise across sourcing, recruitment process design, recruitment technology, employer branding and reporting means RPOs are in the ideal position to attract, source and assess quality talent for every role. During a period of heightened upturn, time is of the essence. RPOs can access suitable candidates and apply rigorous assessment and selection methodologies quickly, so organisations are presented with the best talent ahead of their competitors.

RPOs boost employer brand and candidate experience 

Candidates are looking for much more from employers than high salaries and perks. The pandemic highlighted the importance of being treated well, respected and supported, both as a candidate and as an employee.

This renewed focus coupled with a candidate-driven market means hiring practices are under scrutiny. Put a foot wrong at any stage of the recruitment process, and companies risk losing key talent to their competitors. Candidates are looking for flexibility, a seamless and fast process, clear communication, solid values, and a workplace culture they can get behind.

Through hands-on management of all aspects of the recruitment process – from expertly crafted job descriptions to interview feedback – and real-time insights into what goes into an exceptional Employer Value Proposition (EVP), RPOs ensure businesses stand out for all of the right reasons and that candidates are confident in their decision to join an organisation.

RPOs provide complete flexibility

Market upturns don’t last forever. They require an intense period of activity, which will eventually scale back. The pandemic highlighted the requirement for businesses to be agile enough to deal with market fluctuations, and RPOs are designed with this in mind.

RPOs can be scaled back or redirected to focus on another area of talent acquisition within a business or simply change focus to retention and talent pipelining. One of the key reasons why organisations engage RPOs in 2022 is that they adapt to the reality of fluctuating recruitment needs without compromising on service, speed or quality.

RPOs save companies money 

A period of upturn means a sharp rise in activity, which, for many businesses, means spending more money to manage it. When it comes to engaging an RPO provider, the opposite is true. They are able to eliminate lengthy hiring processes, the money spent on job board posting and time spent screening – all of which can add up to a costly internal recruitment process.

Additionally, RPOs help to minimise the indirect costs of recruitment, such as those associated with poor quality hires, lengthy vacancy periods and high employee turnover. By streamlining everything for businesses, RPO providers deliver significant cost savings while ensuring they hire better and faster.

GCS Associates have provided flexible recruitment solutions, including Recruitment Process Outsourcing, for over 15 years. Our teams have sector experience and are true experts across our specialist sectors. Contact us if you are looking for a recruitment solution which will not only save time and money, but will also enhance your employer brand and help improve retention.


IF YOU’D LIKE MORE INFORMATION ON RECRUITMENT PROCESS OUTSOURCING OR ANY OF OUR RECRUITMENT SOLUTIONS, PLEASE CONTACT US.

e: enquiries@gcsassociates.com
t:  0161 660 2548


Meet The Team: Simon Cain, Recruitment Consultant

Tell us about your career journey so far?
My early career was spent working at Reeds Rains Estate Agents in Manchester City Centre. For 8 years, I worked across various offices with a focus on the rental market, and by 2009 I ran the Middlewich Branch over-seeing both sales and rentals.

In 2012 it was time for a new challenge, and I moved to Illingworth Ingham Timber Merchants into the position of Assistant Branch Manager. I then had the opportunity to run the Crompton Road branch in Macclesfield where I increased turnover 2.5 times until moving back to the Hurdsfield branch in 2019 to run the branch.

Why did you join GCS Associates?
After being at Illingworth’s for 10 years it was time for a new challenge. I knew of GCS Associates as they recruit into the Merchant sector and I knew I would have a lot of sector knowledge to bring into the team, as well as sales experience. I started at GCS Associates in Feb 2022 as a Recruitment Consultant covering the Construction Supplies sector.

It’s a refreshing change and a great team to work with every day!

What’s your role at GCS?
Currently my main role is the ‘resourcing’ side of the job which is basically learning the best ways to attract and engage with potential candidates. We use in-depth online searches and relevant advertising to attract the right kind of person for our clients, taking into consideration not just skillset but also culture fit.

The main thing I’ve learnt about recruitment is that job isn’t just waiting for people to reply to adverts – the vast majority of our time is spent actively headhunting for the best candidates.

What kind of roles are you working on at the moment?
Variety is the spice of life and as GCS Associates recruit for every type of position within the Construction Supplies sector, I’ve already recruited for lots of different roles – from Branch Management positions to internal sales and trade counter roles.

What’s the best thing about working at GCS or what gives you job satisfaction?
It’s very satisfying when you know you’re putting the right person into a role that will suit them and the employer.

I am also pleasantly surprised how people are happy to speak to us about their career goals and what might be a good next move for them. This job has changed my perception of the value a good recruitment consultant can bring to both employers and people looking for new jobs.

Tell me about how you help clients and candidates?
Regarding clients, it’s important we build up a picture of exactly what kind of person the client requires. This is crucial and saves a lot of time in the long run as we can then only put forward candidates which are the best fit for their organisation.

This really works – as if we find someone who fits in well to their new job then they will be happier in the role, if they are happier then they will be more productive and if they are more productive then that’s exactly what the employer wants.

It’s just about being helpful, informative, and really listening to our clients and candidates.

What do you do outside of work?
Spending time with my family and I am particularly passionate about most outdoor pursuits like hillwalking and cycling.

My house also needs a lot of work which also keeps me very busy in my spare time!

For more information on how GCS Associates can help your business recruit the best talent in the market, please get in touch.

e: enquiries@gcsassociates.com
t: 0161 660 2548


Meet The Team: Bradley Hannah, Senior Recruitment Consultant

Tell us about your career so far?
I originally started my career as an amateur golfer. At the age of 21 after spending 3 years in the USA, I turned professional and traveled to Europe & the Middle East to compete professionally.

I then spent 5 years in the UAE working within Real Estate progressing through the ranks, learning my trade in sales before moving back to the UK. After returning to the UK, I wanted a role that represented the harder I worked the more potential there is, and Recruitment was just that.

I instilled the work ethic I had developed in Dubai into the UK recruitment industry and quickly came to grips with the market. After joining an agency and really enjoying working in the Recruitment sector, I made the decision to work for myself. I focused on Construction and Engineering and really immersed myself in those sectors, gaining a wealth of knowledge which I now gladly bring to the GCS Associates team.

Why did you join GCS?
I joined GCS because I believe in what they’re doing. Their focus on Engineering and my background within Engineering is a great match. I look forward to finding jobs for as many people as possible and bringing onboard my existing clients plus introducing new ones.

What’s your role at GCS?
My job as GCS is a Recruitment Consultant, specialising in Construction and Engineering. My role is to really get to know my clients & their teams then match the best candidates to their business, ensuring not only a skills fit but a cultural fit as well.

This approach really helps with our client’s retention rates and means their new recruits stay with them for a long time!

The absolute best part of my job though, is making the phone call to the successful candidate and telling them they have secured a new position.

It gives me job satisfaction to know I’m helping someone with their career goals!  My hope is to be making those calls more than ever this year and at GCS I have no doubt this will happen.

How do you help Clients & Candidates?
I believe in honesty when it comes to my clients. A lot of recruiters tell clients what they want to hear which in turn leads to failure in the partnership. Transparency is key and it’s important to provide accurate information on the current market.

I also help clients by securing the perfect candidates for their business. This, in turn, means I build long term partnerships and take on the role as trusted recruitment advisor for my clients. It’s important to me that I build long term relationships.

What do you do outside of work?
I continue to play golf. I regained my amateur status upon returning from Dubai and look forward to arranging a GCS Golf Competition for our clients and candidates soon (when COVID allows, of course!).

For more information on how GCS Associates can help your business recruit the best engineering talent in the market, please contact Bradley.

e: bradley.hannah@gcsassociates.com
t: 07515 553 468


Meet The Team: Andy Chambers, Business Development Director

Tell us about your career so far?
I began my career as a Yard Assistant at Jewson, straight from school when I was 16. I worked there for 12 years in total, progressing into roles such as Yard and Transport Supervisor, Counter Sales, Internal Sales, External Sales Executive for several branches.

I moved into a Branch Manager role for Build Centre, who Jewson then acquired, then moved to Wienerberger driving sales of brick into Builders Merchants. Then I went to EH Smith in a national specification sales role for their Porotherm division.

I returned to Jewson as a Business Unit Sales Manager looking after the external sales team then most recently, I was a Group Sales Manager for a local independent family business where I implemented and ran the external sales team whilst looking after key accounts.  After many years working in the Merchant sector I’ve now taken on a new challenge as Business Development Director at GCS – the leading recruitment company within the Merchant and Building Supplies sector.

Why did you join GCS?
I’ve known Mike Parry & GCS in general for many years. GCS are the recruitment specialist in the sector I worked in, and we had discussed potential career moves in the past.

What really drew me to GCS was the fact it’s a smaller, fast-growing, and ambitious business where I can really make a difference. My new job as Business Development Director at GCS is an exciting opportunity plus means I can change careers yet retain and utilise the knowledge I’ve acquired within the Merchant & Building Supplies sectors.

What’s your role at GCS?
My role as Business Development Director is to speak to new and existing customers about their long- and short-term recruitment plans. Whether it be one-off Executive level hires or a retained recruitment solution to make sure businesses always have access to the best talent in the market. We also offer services like Employers Branding and Video services to help our clients retain and attract new people.

I am not only working in the Merchant and Building Supplies sectors but also Manufacturing and Engineering, as those are the key areas GCS specialise in.

How do you help Clients & Candidates?
I help clients by getting know and understanding their business. By visiting their sites, meeting them and their staff and drawing from my experience so truly understand the exact person required for a certain role in terms of skillset and culture it – this approach saves time and money for all!  Also help to help highlight and offer the other recruitment options we can offer – there is massive benefit to businesses by partnering with a specialist recruitment business such as GCS

I help candidates by being able to talk from experience and helping them to understand the next steps in their career – helping with interview and presentation prep etc.

What do you do outside of work?
I’m passionate about fitness, particularly strength training. I’ve trained since I was 11 and have coaching qualifications in boxing, self-defence & calisthenics.  I am also a football coach and have football and goalkeeping FA badges plus coach my two young boys football teams.

After that I enjoy spending time with the family, good films, and great holidays!

For more information on how GCS Associates can help your business recruit the best talent in the market, please contact Andy.

e: andy.chambers@gcsassociates.com
t: 07826 653 724