Mark Davies

Mark Davies

When you're managing a team and you know it's time to hire more staff, it can be hard to get the green light. For a start, you have to check if the company budget will let you and you will have to get the 'go-ahead' from senior management. If you're in urgent need of more staff and your senior management is resistant to the idea, then here is how to build a business case to hire more staff.

Why is building a business case the best approach?

It's easy for a senior manager to say 'no' when you don't have any evidence to back you up.

Hiring new staff is an additional cost for the company so senior management will always want proof that hiring new employees will be beneficial (and profitable). Having a business case is a supported proposal you can use to persuade your management that hiring new employees is the best solution for you, your team and the company.

What does a business case look like?


Your business case can take many different forms.

You can create a presentation or a multiple page document. It all depends on what your senior management is like. Do they have time to read a detailed report or would they rather have a 10-minute presentation? You don't want to spend hours on your business case if the format will have no impact.

Before you start building your case, speak to your senior management first and tell them you would like to hire more staff. If they say, "yes, that's fine" then you won't need to build a case but if they don't seem keen on the idea, then you will need to book a meeting with them to talk about it.

From your own experience working with your management, you might already know the best format for your business case, otherwise, ask them which they would prefer to see: a presentation, a report, a spreadsheet, etc.

Once you know your format, then it's time to start building your case.


How to build a business case (and what to include)

To help you create a business case quickly and successfully, we've highlighted the key elements you really need to include to state your case and persuade your higher management, your team will benefit from extra help and it will benefit the company too.

Perform an audit of your staff's current work

Doing an audit will help you show how much work your team is doing. Your management will want to see your team's current performance and determine whether they are actually working at full capacity.

You can complete an audit by speaking to your team individually. Ask each of your staff how much time it takes to complete their tasks and responsibilities. Mapping out their weekly tasks on a spreadsheet and highlighting how much time it takes to do each task will help you show each employee is working at their full capacity.

By showing your team is struggling to complete workloads or it's just impossible to take on any more work, it will encourage senior management to hire more staff.

Highlight the negatives of not hiring more staff

Explaining the negatives will help senior management realise there is a detriment to the company if they don't hire. Here are some examples:

  • Projects will not be completed on time
  • Customer satisfaction is declining
  • Work quality is significantly reduced
  • Negative impact on ROI
  • Current employees are suffering from stress and overworking

Make sure you have evidence to support your claims.

For example, if your team is working at full capacity and you've noticed your customer satisfaction has declined, you can show testimonials or responses from customer surveys. Having evidence will have a bigger impact on your senior management rather than repeating what you've heard someone else say.

The financial benefits of new staff

Once you've explained the negatives, explain the benefits of adding new staff to the team. Explain how new employees will benefit the company and benefit how your team works.

Here are some examples:

  • Your team will be able to take on more work because you will have a bigger workforce.
  • Bigger teams mean more support which means your team will have more help when working on time-sensitive projects.
  • You won't have to hire freelance or temporary staff anymore. If you're currently hiring temps or freelance, they will be a major and recurring cost. There are many benefits to having an in-house employee instead.
  • Growing internal teams looks good for clients and customers, from their point of view, a bigger company looks more successful so inspires repeat business.

Explain what type of staff you need

After you've explained the benefits of hiring more staff, you need to explain what type of staff you're looking to hire. It will show your senior management that you've thought this through and you've got a plan prepared.

Describe what type of employee(s) you're looking for:

  • How many people do you want to hire?
  • What would their job title be?
  • How much experience will they need?
  • What skills will they need?
  • What will their main responsibilities be?
  • Who would they work with?
  • What salary would they need? This gives your senior management a clearer indication of how much it will cost.

Having a clear plan of action will likely impress and show your manager that your business plan is clearly planned and organised. It's probable they will rely on you to hire the new employee (which is perfect because you will know exactly the type of person you need for your team).

After you've prepared your case, practice your presentation to friends and/or colleagues. They can help identify anything you've missed. When you're ready, present your business case to hire more staff to your senior management. Good luck!

Your business case was a success... what's next?

Once you've got the green light to go ahead and hire more staff, it's time to create your job advert and start the recruitment process.

Cubiq is geared for people who want to expand their team quickly and find the best talent. We partner you with a specialist consultant within your field who will guarantee to represent you and your business in the most professional way and deliver quick and accurate results.

See how easy and simple it is to recruit with us by calling our team on 0161 214 3842 or email for a call back.

Some interviewers detest doing phone interviews. But, without a doubt, one of the best benefits of doing them is you can create a list of high-quality candidates you want to interview and it helps reduce the time to hire. These are the telephone interview questions you need to ask.

One of the best things about telephone interviews is they can be casual and last about 10-20 minutes. This quick conversation gives you a clearer insight into your candidates and determine which are best suited for the job you're advertising.

Here are the best telephone interview questions you can use to create a shortlist to invite to an interview:

1. Why were you interested in this vacancy?

An obvious question but a good one to start with. It helps you determine whether they're seriously interested in the job or they just happened to send their CV when frantically applying for jobs late one night.

This gives the candidate the opportunity to talk about their skills and experience and explain how they're relevant to the job vacancy.

2. Do you have the skills we require?

Of course, say the above more eloquently and make it relevant to the job spec.

For example: If you're searching for a new department manager and you want someone who has 5+ years’ experience in a similar role, then you should be asking in the phone interview, 'Do you have over five years' experience?'

On the phone, you can quickly scan the candidate's CV and ask them to clarify any areas you're not sure about, and also ensure they tick all the boxes you're looking for.

3. Why are you leaving your current position?

If you have a candidate who is currently working full-time elsewhere, there's no harm in asking why they want to leave. Are they applying for your vacancy because they want to have more responsibilities? Have they been waiting to apply for a job in your company because they respect your brand?

Finding out their intention can also help you determine whether they're going to be staying at your company long-term or move on again in the near future.


4. What do you know about the company?

Candidates who do research about the company before a telephone interview show a real interest in the job. There are many candidates who don't make much of an effort for a phone interview. By asking the candidate to tell you what they know about your company, you can determine whether they've prepared for the phone call by getting to know the brand better.

5. Where are you based? Are you willing to locate?

As you sift through the CVs, don't be surprised if you get one or two candidates who live miles away. During the phone interview, make sure you ask them if they're willing to relocate. You don't want to invite them to a face-to-face interview, offer them the job and they decide they're not really interested in moving over. It's a waste of your time and resources.

6. What salary are you looking for?

This can seem like an awkward question but it's an important one to ask. The purpose of a telephone interview is to help screen through potential candidates before you invite them to your office. You don't want to waste time with a candidate who is adamant they want to be paid 5-10k more than what your company are happy to offer.

7. What is your notice period?

This is very important. Some people have to work one month or provide a longer notice period and if you were hoping for them to start in 2 weeks it's going to cause a problem. Having a job role vacant costs a company so you will have to consider how long your company is willing to wait for the right person to fulfil the position.

8. If you were invited to an interview, what is your availability?

In some cases where you're trying to find new staff quickly, you may end up conducting phone interviews and face-to-face interviews in the same week. Check what days and times candidates can come for an interview.



Telephone interviews don't have to be long, provided you ask the right questions, it can be an effective way of determining who you want to invite to an interview.


Are you looking for ways on how to reduce the time to hire?

Above, are the 8 telephone interview questions you really need to ask to help speed up the interview process. But there are more ways you can reduce the time it takes to find and hire your next candidates. Don’t get it wrong, check out our blog on what not to ask here!


Do you feel like some of your employees have an attitude of non-accountability? Do they have a habit of dodging responsibility when projects fail to report positive results? Here is how you can build a culture of accountability in the workplace.

Before we start, why is accountability so important?

Employees feel more responsible for their work when someone is accountable for the outcome of a task. It encourages consistency in how work is carried out and it inspires people to work together as a team.

When employees feel like they are accountable for their actions, they put more thought into their work and this benefits the end result (i.e. sales, profits, leads, etc). More workplaces are creating a culture of accountability to help ensure all projects and tasks are carried out successfully and meet the expected deadline.


One of the main reasons some people avoid accountability is because they're not sure what targets and responsibilities they have in the first place.

When you don't have any particular targets, it's hard to be motivated to excel and it can naturally discourage responsibility. For employees who don't have clear job roles or responsibilities, they may feel like they can't commit to tasks 100%.

By having clearly defined roles and goals, people will feel like they should be more responsible for their actions.

Prepare targets for all members of staff. These goals should not be designed to exhaust employees or push them past their limits but give them a specific goal to aim towards. When they meet their monthly/quarterly targets, they will be proud of their achievements and feel more responsible.


For every department, there should always be a chain of command.

This chain will help clarify who is in charge of certain roles and responsibilities so there is always someone who can be held accountable. It's easy to avoid blame if you're not included. In a working environment, there should always be someone accountable to help ensure everything is running smoothly and rectify problems when they arise.

You can easily create a sense of leadership by providing a diagram which highlights who is responsible for each team. This is useful to have in an office because if someone needs to talk to a more senior employee, they will know exactly who to talk to by looking at the diagram.

You can build a culture of accountability in your workplace by rewarding people who work hard.

When you feel like you're rewarded for your hard work, you naturally want to work even harder and tell people you're the one who is responsible.

Offering rewards encourages employees to be more passionate and invested in the work they do. Rather than doing a 9 to 5 job, they are working towards a specific goal and they know if they surpass expectations, they will be rewarded too. It's also a great way to increase morale in the office.

Be an example, be accountable.

If you want to create a culture of accountability in the workplace, you need to be accountable for your actions too. You cannot expect people to be responsible and own up to mistakes, if you cannot accept responsibility.

During meetings, share your results with the team and be accountable for them. If you think there can be improvements made, talk about them.

You can only create a culture of accountability if you're willing to lead by example.

Preparing to hire new staff? Want to build a business case to hire?

When it's time to hire new employees, you need to build a business case. Check out our guide here



Regardless of what’s being reported in the media, companies are still recruiting, albeit cautiously. Hiring Managers are slowly returning from furlough and there is a lot to sort out for many before revisiting the hiring process. We can look forward to some delays with decision making whilst project timescales and update meetings take place, but after that we expect a significant upshift in activity as the economy bounces back into life.


So what can you expect as a job seeker in the (almost) post lockdown era and are you prepared?


One thing is for sure, it won’t go back to where it was

The landscape has shifted for certain and many of us don’t know exactly what the main long-term implications will be. Therefore, it’s more important now to read and listen to as much as you can about what’s happening. Prepare for all eventualities and plan what you’d do given a few circumstances. If you’re worried about redundancy, update your CV now and register for job alerts. If you have fallen victim to the downturn and are looking for work, keep your profile high and stay visible to your agency partners so you don’t get forgotten in the rush.


Keep at it

It may feel like things are running slowly but it will change. Keep applying for jobs and keep chasing down your contacts for updates. When the economy creaks back into life, you want to have a headstart in the job race so keep your activity levels high and don’t become despondent if you don’t receive feedback immediately following your application.


Manage your expectations

It’s hard to see how the UK market can avoid serious redundancy levels, that’s a fact. However, job losses will be disproportionate across sectors. We know that retail has been hardest hit, whereas new tech, pharma, and food manufacturing are on the up. Some markets will remain ‘candidate-driven’, where the market is driven by candidate availability, but many have made a very sharp and definite move towards ‘jobs-driven’, where job vacancies in a given market are harder to come by.

Understanding where your profession sits within this should drive how you focus your job search. If your markets are jobs driven, you should be registering with multiple agencies. If you’re in a skill short sector, only registering with a few trusted agencies should be your priority to save being overwhelmed with jobs.


Be prepared to do things differently

Companies have been forced to alter the way they interview and onboard new hires, which means that we’ve seen a major upswing in video interviews, online competency testing, and virtual onboarding. At Cubiq, we’ve introduced video cover letters, meaning candidates can record a short introduction for the customer to view with their CV or even answer prepared questions as a precursor to a formal interview.


What did you do during COVID-19?

Hiring Managers will want to know what you did during your time in lockdown so be prepared to answer truthfully. If you haven’t done so already, enrol on some short courses, update or learn new skills so you don’t get caught out or have to admit to drinking wine in your garden all day for 2 months.


It goes without saying that with most Hiring Managers working from home that your online presence is kept squeaky clean – check out our blog on how to make sure online image isn’t hampering your job prospects by clicking here!


Fancy a free CV review or a chat with the team on available vacancies? Give us a call on 0161 214 3842.



Asking screening interview questions is an effective way of identifying which applicants you think are best suited for the job and your company. These types of questions are usually asked on the phone. After speaking to all the candidates, you can easily determine who should be offered a face-to-face interview. Here are some screening questions that will help you create a shortlist and find the best person for your next hire.

1. What sparked your interest?

This is one of the best screening interview questions to start with as you can quickly find out whether they're genuinely interested in the job. Many people apply for a job due to travel convenience or the salary rather than being interested by the job itself, the responsibilities and opportunities. Ask this question to find out why the applicant applied for the job in the first place.

2. Where do you see yourself in 2 years?

'Where do you see yourself in 5 years' is always popular but trying to think about where you will be in 5 years is a difficult question. Most people have a clearer idea of what they want to be doing in the next two years. You can also ask the candidate on what career role they like to see themselves in to get a better idea if they're going to be staying in your company for the long term.

3. Tell me...about us

If an applicant spends the time to do research about the company, it strongly suggests they're interested in the job role and want to work with you. The best candidates are those who engage with the company brand and show interest in how the company has grown over the years.

4. What salary are you looking for?

This is an important question to ask when screening applicants. If an applicant is expecting quite a lot more than you're willing to offer then there's no point offering them a face-to-face interview. Asking for a salary range is fine.

5. Have you thought about relocation at all?

For any job vacancy you post, you will probably get a few candidates who live 20+ miles away or are located on the other side of the country. Now is a good time to ask whether they're interested in relocating because you don't want to go through the entire interview process to discover they can't move.

6. Can you explain your understanding of the job role?

Nowadays more people are frantically applying for jobs because of the job title, rather than reading the complete job description.

Ask the candidate on how they interpret the job specification to see if they actually understand what is involved. This helps you determine whether they are familiar with the responsibilities and if they would be able to confidently do this job.

7. What skills do you have which will make you the best candidate?

This gives the applicant a chance to talk and tell you why they think they're suitable for the role. If they're genuinely interested in the job and your company, their answer will be full of supported reasons. If the applicant sounds uninterested or is failing to give you one or two reasons, then you'll know they shouldn't be invited to a face-to-face interview. They can be kept very broad at this stage.

8. Why do you think you're a great fit for us?

Again, this is another question which gives the applicant a chance to explain why they think they're suitable. The applicant can talk about their skills, experiences or perhaps their values. More serious candidates will have a convincing response to this question.

9. What do you like to do outside of work?

Rather than say, "Tell me about yourself", ask the applicant, "what do you like to do outside of work?" or "what do you do in your free time?" This gives you a chance to learn a bit about the candidate's personality. While "Tell me about yourself" is fine, it doesn't give the applicant a clear direction on what to talk about and makes it an unhelpful interview question. Giving them a directed question means you get better answers.

By learning more about a candidate's own interests, you can get a good sense on whether they will gel with other people in the company. If you think their personality or interests are incompatible with your company's values, then you will know this applicant cannot go any further.


Screening next steps: have you thought of this?

Once you're armed with the essential questions to ask, you need to figure out which screening method is best for you. Most HR teams choose telephone interviews because it's a common interview practice but there is another method you can use which we feel is much more effective. We're a big fan of video.

Video Screening

Video screening is fairly new to the scene but a service we offer and it's growing in popularity. It has all the benefits of telephone screening and more…

We can help you develop some questions to send to the applicant who will then video record their answers. It's a faster way of interviewing because you can send the same questions to all your applicants and then watch all their responses at your leisure. Without a doubt, you can get more out of video screening compared to asking questions on the phone. You can see the applicant and get a good idea of whether they're perfect the job (or not).

For example, if you're hiring for a sales position, a video screening interview will give you the opportunity to see how people present themselves. Do they look shy when talking to the camera? Are they overbearing?

Need some help with your recruitment process? Call the team on 0161 214 3842


You'd be surprised how many people spend so little time creating interview questions. They think it's okay just to wing it. But when you're responsible for finding the best candidate for a role, you can't risk being lazy. You need to create relevant questions that will help you determine who is the best person for the job. Avoid these worst interview questions at all costs!

Many interviewers like to be smart with their questions and think of painful brainteasers but in all honesty, it's a waste of time. It doesn't add any value to the interview process and these questions won't help you create a shortlist of valuable and potential candidates.

Here are the worst interview questions you should never use:

Why should I hire you?

These sort of questions should only appear in shows like BBC's The Apprentice. You may be thinking it's a good way to find an exceptional candidate but you rarely ever get a good response to this question.

Only a small fraction of people are genuinely good at selling themselves in an interview, most people don't like to show off their achievements and skills.

A better question than 'Why should I hire you?' is something more relevant like, 'What skills can you bring to this role?' or 'Why do you think you're the best fit for this position?' These alternative questions will give you more information.

What's your greatest weakness?

It's understandable why interviewers like this old question, it gives you the chance to get an insight into the candidate and see what they think they need to improve on.

But the better question you need to ask is: what are your greatest strengths? When hiring a new candidate, you want to know what strengths and specialisms they have, and what they can bring to your company. There are many nervous candidates who shoot themselves in the foot by being too honest in their weaknesses.

Tell me about yourself.

It's a simple and popular question but it's not always beneficial. Some candidates panic and tell you information that isn't relevant to the role they're applying for. You need to give your interviewee better direction with questions like:

  • Tell me about a passion of yours
  • What hobbies do you have?
  • What is your biggest work-related achievement?

If you could create a time machine and go back in time, what would you tell your 8-year-old self to do differently?

Some interviewers love to be creative. Too much creativity just causes confusion and doesn't benefit the hiring process. Save these sort of questions for the Christmas party.

If you were deserted on an island in the middle of nowhere, what 3 items would you need to survive?

Everyone has faced a question like this.

Why is this a terrible interview question? Because it's seriously not relevant, unless you're looking to hire a candidate who will be living on a deserted island for six months as part of a social experiment, there's no need to make the candidate struggle to think of a good answer.

If you were an animal, what would you be?

You can see where the interviewer is going with this. They want the candidate to choose an animal that has the personality and traits that are compatible for the job.

The main issue with this question is that there's no real right answer. In most cases, this type of question will just make people panic and pick a random animal that isn't relatable to their actual personality in anyway. Also, people have different perceptions about animals so it can be confusing and unhelpful. For example:

Candidate: "I suppose I'm like a shark because I'm fearless and face problems head-on."

Interviewer: Great, this guy's a maneater.

An interview is designed to help you create a shortlist of potential candidates, so the questions you need to ask have to be beneficial to helping you create a list of candidates who are suitable for the job. Don't waste time with the worst interview questions.

Want some free hiring advice from an expert recruiter within your field? Call the team on 0161 214 3842.


Finding and hiring new employees is expensive. When you calculate recruitment agency fees, time spent interviewing candidates and the cost of having a vacant job, you can see why hiring is an expensive process. Even though it is usually accidental or indirect, HR managers can make some very costly mistakes when recruiting. Here are some of the most common mistakes HR managers make (so you can avoid them!).

1. Choosing the same recruitment agency every time

Many HR managers are guilty of this. It's quick and easy to go to a recruitment agency you know and trust. But are they offering you the best service?

There are many agencies out there, but it's easy to prefer using the same ones every time. You need to regularly assess the agencies you work with and determine whether they are worth it.

Do they give you excellent applicants? Do the applicants they recommend stay at your company for the long term? Does the agency send you perfect CVs quickly?

Getting comfortable with a bad agency is bad for your hiring and your budget.

Record all your dealings with each recruitment agency. Then every three to six months, look at your data to see which recruitment agencies have worked successfully with you and which ones have caused issues. Custom data analytical hiring software can be used to help you determine where you get the best hires from.

2. No screening process

Screening applicants before inviting them to face-to-face interviews is an important step that should not be avoided. You may think it saves time, looking at CVs and picking the people you want to interview. But, in order to determine who are the best applicants to invite to an interview, you must screen them first.

Screening your potential candidates can help you save time later down the line. If you don't screen candidates beforehand, you could end up with 10+ to interview. This number can be cut in half by having a screening process.

While phone interviews are beneficial, video screening offers many more benefits. Being able to see what an applicant is important because you can get a better idea on whether they are suitable for the job. This is why more HR managers are using video screening over telephone.

With video screening, you can send interview questions and the applicant can record their answers. It's a quick and effective way of screening applicants.

3. Inaccurate job descriptions

Posting inaccurate job descriptions can be accidental but it can attract the wrong type of candidates. In the end, you're left with inappropriate CVs and you need longer to fill the vacancy.

You need to make sure your job descriptions are as accurate as they can be. Make sure these areas are covered:

  • Skills: does the candidate need experience in certain types of software?
  • Responsibilities: what does the job involve?
  • Location: where will the office be?
  • Salary: give an indication on salary expectations? It will help you attract the right candidates.

4. Forgetting to use their talent bank

Taking the time to create a bank of talented candidates is definitely worth it, however you'd be surprised how many HR managers actually forget to use their talent pools. Which is a shame when you've spent so much time on it.

Before contacting recruitment agencies, you should always refer to your talent bank. This automatic check gives you the chance to see if you already have some relevant contacts who would be suitable for the job. Choosing a recruitment agency every time is incredibly expensive, if you can hire someone from your talent pool, you'll have saved the costs of working with an agency.

5. No candidate tracking process in place

When you're hiring on a regular basis, you need to have some form of candidate tracking, otherwise there will be problems.

Many delays in hiring are caused by miscommunication between HR employees. If there are multiple people working together to recruit new employees, it can get confusing who is doing what.

With online applicant tracking, you have a clear timeline of what you're up to with each job vacancy. For HR teams working together, they can quickly see what everyone is doing.

At Cubiq, our Consultants are trained discipline experts and our advanced internal systems are designed to make tracking candidate networks as efficient as possible.

Fancy a free consultation on how we can support you with your next hire? Call the team on 0161 214 3842.



Attracting top talent to your company can feel like a constant boxing match when your competitors are competing to snap up the best talent out there. Along with outmatching your competition, there is also the overall cost of hiring. Hiring the wrong person means you will need to rehire again in future and train up someone new. By getting the right person the first time, you won't need to hire new staff anytime soon and you can reduce the cost to hire. This is why it's so important to introduce strategies that will help you attract excellent and long-term talent.

Here is what you need to do to successfully attract top talent to your company.

1. Promote your company's core values

Yes, salaries and bonuses are highly valued. But, a company's core values are very attractive too.

Millennials, especially, want to work in companies whose values they agree with. They are more likely to move elsewhere if they dislike the company culture.

You can increase the salaries you offer to attract top talent but that is incredibly expensive for your business. Focus on creating a company culture and have core values people relate to. Do you believe your employees should have flexible working hours? Do you believe in building a culture of accountability? Once you've decided what your core values are, write them down and share them with your employees.

Creating and maintaining a great company culture will attract top talent and keep employees staying at your business for the long term.

2. Actively use social media

When there are millions of people using Twitter, Facebook, LinkedIn, etc, it's vital that companies use social media. There are many benefits to using social media: you can promote your business; interact with customers; build your brand and most importantly; engage with future applicants.

By using social media, you can interact with people who may not be ready to move to a new job but you can start piquing their curiosity. Share company news regularly, especially pictures and videos, as they are easy for other people to share and learn from.

Every month, you can check the job status of talented candidates you really want to hire for your company. Looking at their LinkedIn profile is less obtrusive than ringing them up every four weeks.

You can also use social media to promote your company's values and personality. Nowadays, more and more people are looking at company's social media before they apply for job vacancies to see if they like the company's culture. It's imperative you show a human side on your social posts as they're more engaging compared to automated.

When posting online show the benefits of working with a company like yours. It will attract the attention of higher quality talent and will likely interest people who aren't even looking for a new job yet.

3. Transform your employees into your biggest fans

Hearing the benefits of working with a company from their employee is incredibly persuasive, when you're wondering whether to apply for one their vacancies. Get employees more involved in the recruitment process. Let them know when new vacancies are coming up so they can tell people they know and share on social media. Using your employees is also great for reducing recruitment costs.

Using recruitment agencies to find exceptional talent is expensive. When an employee refers somebody they know, they are saving you a huge expense. Offering incentives to employees who recommend successful candidates, like vouchers, additional holidays and cash bonuses is far cheaper than paying for the services of a recruitment agency.

By giving incentives, you will inspire more people to spread the word about your company and encourage more people to send you their CV (without needing to use an agency).

4. Offer incredible benefits

Nowadays, more people want a job that comes with benefits and perks. Millennials and Gen Z workers, especially, are looking for jobs with clear career paths, flexibility, perks and benefits. These two groups will actively do more research about a company before they apply with their CV. They will want to know what benefits are available for working with you, such as:

  • Gym memberships
  • Health care benefits
  • Discounts
  • 1+ extra holiday day for every year they work with you
  • Flexible working hours (or working from home)
  • Company trips and training opportunities

To help you attract top talent, you must offer some stand out benefits. Other companies are already doing it and they're going to attract all the attention of talented candidates if you don't offer something special. One company has started offering 'puppy leave' for new dog owners, this is an incredible perk which would be tempting to some people looking for a new job.

Companies who join Perkbox can offer perks, benefits and discounts for their employees. There are rewards for high achieving employees. When one of your employees helps secure a new hire, they can receive a premium award. Now that's what you call an incentive!

If you offer incredible perks and incentives to your employees, make sure you shout about it on social media. People appreciate the extras they can get at work when they work hard. Hearing you offer incentives can prompt people to apply for your next vacancies.

5. Keep your talent pool in the loop

When you're responsible for recruiting new staff, it's certainly worthwhile to build a talent pool. This is a bank of CVs from people you've offered jobs to in the past (but they've declined), people who were next in line for an appointment and talented candidates you want to hire in future. Many HR managers only look at their talent pools when it's actually time to hire new staff. But that's a mistake.

You should try to communicate with your talent pool on a monthly basis. A simple email updating them with the latest news about your company is a great way to keep them interested in your business and it's easier to contact them in future.

If you haven't spoken to a contact in 12 months, it's likely they will struggle to remember you when you email them. Keep in contact with talented candidates as it will increase your odds of a successful outcome when you approach them next time.

In your emails, make sure you share company achievements and show off what incredible perks you offer. These can be very persuasive at tempting people to re-apply to your company and they will be more receptive to your attempts to recruit them.

Attracting top talent takes time, speed up the process by booking in a free consultation with one of our specialist advisors.



We’ve all seen advice about the best way to resign from your role but there are certain basic protocols to follow to ensure you leave with your reputation intact, a strong reference in hand, and your profesional relationships undamaged, just in case you happen to end up working with a former colleague in the future.

“Giving notice is always a conversation people dread but is seldom as bad as people think, provided the discussion is professional, courteous and you keep to company procedure”, says Mark Davies, MD of Cubiq Recruitment

Adhere to process

Review your employment contract and company handbook so you know your notice period and the expected process when it comes to terminating your contract. Working your notice is not good etiquette, it’s a legal requirement for you to do so unless your employer offers you the flexibility.

Clarify any non-compete clauses

Be aware of any non-compete clauses or restriction periods and gain clarification on the parameters of the arrangements as soon as possible. Do not sign any additional paperwork without taking advice and ensure you back up every conversation with an email to avoid any confusion about what was discussed And any potentially contentious issues.

Be prepared to leave immediately

If you are going to a competitor you may be considered a security risk, even if you’ve been with the business for a long time, so make sure you’ve cleared any important items from your desk before having the conversation just in case you’re asked to leave the premises immediately!

Do it in person

Do not hand your notice in over text or email! It doesn’t matter if your direct manager is not in, somebody will step in to have the initial conversation in their absence.

Don’t be vitriolic

Regardless of the circumstances surrounding your departure, thank your boss for the opportunity. If you have an exit interview, keep any advice or grievances strictly professional.

Remain positive

Allow your manager to handle any internal communications about your departure to avoid destabilising the team and don’t tell anybody before you’ve told your boss! Don’t be the person who leaves and spends their remaining days within the business causing unrest by publicly airing your gripes and reasons for leaving. It’s unprofessional and damaging to your reputation.

If you do get asked about the reasons you’re leaving, replying with something like, “I’ve enjoyed my time here but I felt like I needed a change so when this opportunity came up it was too hard to turn down”, is better than “I hate it here and I couldn’t wait to get out”.

Mark’s advice is to keep it short and sweet, “The resignation meeting shouldn’t take long. Any follow up meetings with management will be booked in if further discussions are required. Be honest, professional and make sure you back up your reasons for leaving.”

Hand over your projects

Make sure your handover is comprehensive and that you leave your customers and colleagues fully in the know with any live or unfinished projects. Before you go, organise a review meeting to clear up any loose ends and address anything that could potentially cause any problems later on down the line.

Get your references before you go

Asking for recommendations while you are still in post means that they will be more likely to be favourable. If you can, get the recommendation sent on email but also get a hard copy on headed paper.

Mark’s final advice is as follows: “The resignation process is something we will all have some experience of. You should always aim to leave a company in the best possible light but if you need any advice or pointers on this, you can always contact me or a member of our team on 0161 2143842 for help.”


With more than 60% of employers researching potential employees on social media, it’s fair to say that your online presence plays an increasingly more important role in shaping your career prospects.

It’s therefore imperative to put time and effort into ensuring your online profiles are a true reflection of who you are and a side that you want prospective employers to see!


LinkedIn is probably the largest and most influential online platform for professionals and often viewed as an unofficial online CV, whether you’re looking for work or not. It’s where most people shape their professional image and engage with peer groups within their respective fields. It’s important to consider the following:

  • Have a professional, high-resolution, recent profile image
  • Ensure your job history and education is up to date
  • Highlight key skills, accountabilities, and accomplishments
  • Create, or join and contribute to relevant groups
  • Request recommendations and endorsements from customers and not just current colleagues will make you a much more attractive prospect for potential employers


It’s important to ensure your privacy settings on Facebook are restricted and that your profile doesn’t allow those outside of your friendship group to see your timeline. Funny videos and memes probably aren’t going to positively impact your job search.

  • Know what others can see on your page through the ‘view as’ facility on your profile page
  • Review Facebook’s privacy settings and ‘limit past posts’ if required
  • Review and keep your photographs, posts and tags hidden
  • Remove your Facebook page from being searchable via third party applications, such as Google.

Misconstrued or poorly judged comments that are visible to the public can result in you losing out on job opportunities or valuable interviews.


Twitter is a microblogging site considered by most to be more appropriate for personal use.

Twitter is renowned for heated debate on trending topics so it’s important to remember that all discussions and contributions are visible to the public unless you have your privacy settings under control. Don’t get drawn into debating risky subject matter that could be misinterpreted or deemed inappropriate by potential employers. A Twitter presence can be valuable and rewarding, but creating private lists is a good way to maintaining some privacy on who you follow and who follows you. While it‘s possible to hide personal information from the public on Twitter, including your tweets, tweets you’re tagged in, people you follow, and people who follow you, employers will be able to see details you provide about yourself in your bio so keep it clean!

Matt McKenna, Head of Software Development at Cubiq says, “Social media is a powerful tool and can open up a world of opportunities, but it’s also important to keep in mind that all past posts on any platform can come back to bite you! Keep your privacy in check, especially if you’re an active jobseeker…”


Page 1 of 2


0871 200 1407 / (+44) 0161 214 3842

Riverside, 1st Floor,
Delphian House, New Bailey Street,
Salford, M3 5FS

iconfinder facebook square 107117  iconfinder twitter square 107066  iconfinder linkedin square color 107091  iconfinder instagram square color 107096

joscar registered logo

Cubiq offers a tailored and comprehensive service by taking the time to understand your needs and then partnering you with a specialist consultant within your technical field and geographical region.

We use cookies to provide you with the best possible browsing experience on our website. You can find out more below.
Cookies are small text files that can be used by websites to make a user's experience more efficient. The law states that we can store cookies on your device if they are strictly necessary for the operation of this site. For all other types of cookies we need your permission. This site uses different types of cookies. Some cookies are placed by third party services that appear on our pages.
Necessary cookies help make a website usable by enabling basic functions like page navigation and access to secure areas of the website. The website cannot function properly without these cookies.
Resolution Used to ensure the correct version of the site is displayed to your device.
Session Used to track your user session on our website.
Some recruitment software applications, such as applicant tracking systems, use cookies to track the source of job applications.
Job Indeed CTS Job Indeed CTS description
Apply Indeed CTS script Apply Indeed CTS script description
Apply Indeed CTS noscript Apply Indeed CTS noscript description
Apply Google CTS Apply Google CTS description

More Details