There are only so many hours in the working day, so making the most of your time can be crucial. With different styles of working and different work environments, it’s important to understand how you work best and how this can help you remain productive. Here are our top tips for increasing productivity in the work place.
1. Prioritise tasks
It is easy to put off large/time consuming tasks until the end of the day when we feel like we will be in a better work flow. But by the time we get to them, we’re often burnt out and lacking attention to finer details. Figuring out your optimum work flow and prioritising your tasks according to how you work best is key to getting those big projects done on time and effectively.
2. Focus on one task at a time
Whilst multi-tasking may seem productive, it may be more efficient to focus on one task at a time. When we concentrate on more than one task at a time, it’s easy to get distracted by hopping to and from each activity, leaving certain tasks incomplete or of a low quality. Prioritising tasks and focusing on a single objective allows you to consider your tasks in order of importance so you can dedicate realistic timeframes for each.
3. Take regular breaks
Consider planning out regular breaks throughout your day to help you remained focussed and refreshed. Most offices have allocated break time, allowing for a short break after a few hours of work, alternatively taking time to breathe and gather your thoughts in between tasks could also be productive.
4. Block out your schedule
Set time limits for each of your tasks (consider 30 minutes, 60 minutes, or 90 minutes for each task for example). Time blocking helps visualise your schedule and keep you on track.
5. Reduce distractions
Whether it’s distractions from technology, a cluttered desk or a busy office environment, eliminating distractions naturally makes us more productive. Many of us check our devices throughout the day which can break our concentration. Silencing notifications can help us remain focused.
Keeping desk space clean and tidy can also help keep us productive and distraction-free. It allows us to find what we need, when we need it, without the added stress of trying to locate items and documents amongst personal items and clutter.
6. Temporarily turn off email notifications
Another simple way to increase your productivity is to manage your notifications. If you are hoping to focus on a task without any distractions, one option may be to temporarily disable your email notifications for a set period of time, ensuring you do not go on and check any new messages. This allows you to get into a work flow without checking up on your incoming emails that may disrupt you.
Whilst office atmosphere and colleague conversations are an important part of work, they can also distract us from ticking off our to-do list. When faced with time sensitive and highly important tasks, retracting from such activities and dedicating yourself to your to-do list is an easy way to increase productivity.
We are delighted to announce that we have recently joined the life science membership organisation OBN. OBN is the not-for-profit Membership organisation supporting and bringing together the UK’s life sciences companies, corporate partners and investors. They have a growing network of 400-plus member companies, located across the Golden Triangle and beyond in the UK.
OBN host more than 40 events throughout the year not to mention their flagship events, Biotrinity, BioTrinity, BioForward and the OBN Awards, as well as a monthly schedule of smaller events, including:
• BioTuesdays: monthly seminar and networking events featuring expert speakers addressing business, finance, or science related topics; • BioThirstdays: informal networking events open to the whole of the life sciences community; • Senior Executive Events: high level, discussion-based forums for senior decision makers; • BioLearn: OBN’s annual programme of expert-led training events open to the whole industry.
We hope to support the life science industry by attending these events in a recruitment partner capacity.
” We’re delighted to be associated with the OBN again in 2023. We have a longstanding track record of providing support to life science organisations across the UK for over 30 years, so to be associated with the OBN and having the ability to tap into their network and experience helps us understand what’s pressing / at the forefront in the industry right now and how we might be able to help play our part to support its growth.” Ben Traies – Director
With conferences such as COP27, and recent grassroots protests, it is fair to suggest that concerns surrounding the environment and climate change have gone mainstream. Regardless of age, it seems there is a new understanding and demand for positive change in our efforts to save the planet and our day-to-day practices as both companies and consumers. But how does this affect the decision making of candidates looking for new roles?
A study by Gallup has shown that in a post-pandemic world, candidates are more likely to consider the environmental practices of a company before applying for their vacancies, with 71% of workers saying they do consider a company’s environment record. It can be argued that a company’s sustainable efforts and eco-friendly practices are now a desirable factor, as well as the likes of salary and benefits, when attracting candidates.
Gallup found that candidates want to work for businesses that align with their personal beliefs as 74% of people want to feel like their job matters. Eco-friendly practices naturally elevate a company’s reputation. Not only can sustainable practices attract talent but also create a positive workforce, creating a sense of giving back and protecting the planet whilst fulfilling the duties of their role. A survey by Cleartrace states that nearly 70% of Gen-Z respondents said that if a company had a strong sustainability plan, it would impact their decision to stay with the company.
As new entrants into the workforce, Gen-Z lead much of the sustainability debate. For many companies looking to hire the future top talent, Gen-Z are a generation they need to appeal to when hoping to fulfil vacancies with long lasting employees.
In order to appeal to a wide audience of candidates and be at the forefront of environmental change, businesses need to implement green initiatives. Such initiatives could be as simple as making office space and waste greener, and carbon offsetting various areas of the business. A more in-depth approach may be adding competition and initiatives for employees or making a committed environmental plan for the upcoming years. Without this environmental consciousness, businesses could be less attractive to top talent in the market.
What can you do to make your business more environmentally friendly?
Making Office Space Greener
Creating a greener office environment could be as simple as implementing designated recycle bins, creating a ‘Go Paperless’ policy to encourage less use of printed goods and paper, or even reducing the use of single use plastics.
Carbon Offsetting and Environmentally Friendly Commutes
Being green doesn’t just have to stop at the office, you can also make your business miles and commutes a lot greener too. Your business miles can be carbon offset by planting a tree for every mile you travel, whilst introducing cycle to work or carpooling schemes to help your employees have wider access to greener travel. As electric cars become more accessible, installing electric charging points at offices/warehouses could also be beneficial.
If you would like to see how we can help you find top talent to fill your vacancies, take a look at our services below.
Searching for a new job can be a challenging time. Whether you’re looking to climb the career ladder or move to a new industry, there are many ways to make your job search successful.
Tailor your CV
Tailoring your CV to each role you apply for is essential for a successful job search. When reading a job advert, pick out key words that match your personal skills and experiences and add these to your CV. This will help to highlight how your skills match the desired criteria of the job description and increase the chances of your CV catching the eye of the hiring manager and the specifications of an applicant tracking systems.
Audit your online presence
Whether it’s a professional platform or personal social media, your online presence is often considered during the hiring process and should be a consideration during your job search. Professional profiles such as LinkedIn should be updated, accurate and informative, including your most recent professional experience and skills. Though they are not part of your professional portfolio, personal social media accounts are increasingly reviewed as part of the hiring process. Personal social media profiles should be free of any imagery or posts that could harm your chances of being hired by a new company and privacy settings for each account should be considered. If you’re unsure of your digital footprint, conducting a search of your name on a search engine may highlight which of your profiles can be found.
Utilise your network
Often job opportunities can be found through word of mouth with the idea of ‘it’s not what you know, but who you know’ being coined for many industries. Utilising your network to see if there any upcoming roles at their companies, or any vacancies they are aware of in the industry can be a fulfilling exercise for a successful job search. Reaching out to connections on LinkedIn may also be a successful route to finding your ideal role.
Don’t limit yourself
Whilst we all reach for the internet to find our new roles, it’s important to remember not to limit yourself as there are several avenues that can be utilised. As well as company websites, online job boards are also incredibly popular and successful when searching for a new job as they give the option to filter by industry, location, salary and many other categories to help you find potential roles quickly and efficiently. Other online resources may include reaching out to companies who do not have visible job ads to see if they will have any openings, training opportunities or careers advice in the future.
A more traditional route, but often less accepted due to the rise of the online world, is handing CV’s out to local businesses. Introducing yourself in person could be a successful way to find a new role and set you above the rest.
Prepare for all types of interview
In a post-pandemic world, interviews can come in all shapes and sizes. Be sure to prepare for face-to-face, video and phone call interviews when searching for new role. In order to prepare, research the companies of which you are applying and ensure you understand who they are and how they work. Often interviews will include scenario based questions such as ‘tell us about a time you successfully communicated’ or ‘tell us about a time you worked well as a team’. To prepare for these types of questions, conduct some research into your own CV and experiences in order to define potential professional experiences that may fulfill these types of questions.
Follow up
If you are successful in your search and secure an interview, it is often recommended to follow up with a thank you email. This email can be as simple as thanking the company for their time and reiterating your interest in the role.
If you’re looking for looking for a new job in the life science sector, get in touch with our team to see how they can help match you to your ideal role. If you would like to find out more about how to perfect your job search and professional documents, please visit the links below.
Here at CK, we’re pleased to have rejoined One Nucleus! One Nucleus is a not-for-profit Life Sciences & Healthcare membership organisation who support institutions, companies and individuals in the Life Sciences sector. With more than 470 members, One Nucleus members include medical device and diagnostic companies, biotech and associated technical and commercial service providers.
Having previously been members of One Nucleus, we thought it was important to renew our membership, giving our team access to a wider community, opportunities for workshops and events and to keep in touch with current trends and ideas within the Life Science sector.
“We are really pleased to have rejoined One Nucleus this year. In the scientific recruitment industry, the ability to network with the communities we serve and support is absolutely vital. One Nucleus provide a perfect platform for us to be able to do this here in the UK. The events, regular communications and the workshops that One Nucleus deliver give us the opportunity not only to keep in touch with our friends and colleagues in the Pharma and Biotech space but also to keep up to date with some of the exciting emerging science and its application.” – Jonathan Hart-Smith, CEO
The start of a new year offers the perfect opportunity to refocus your energy and set new career goals. Whether you’re looking to progress in your current role, develop your professional education or transition into a new industry, there are simple steps to help guide you through achieving your goals.
1. Reflect On The Previous Year
Taking a look back over the previous year and identifying your strengths and weaknesses could help inform your career plan for the next 12 months. Similarly, highlighting significant moments of pride and hard work can also be beneficial in defining what your long term goals will be. It may also be worth considering taking an inventory of your skills used in the past year to discover what you enjoyed and where your skillset may be lacking and what may be in need of further attention in 2023.
2. Research
The more you learn, the easier it is to make decisions so conducting research around your career is essential. Understanding potential routes to your goals, or significant learning experiences that may elevate your career are important aspects of planning your next steps. Be clear on what you want to achieve and how you want to get there.
3. Create A Plan
Detailing each step of your plan is just as important as setting specific time limits for each phase. Breaking down your yearly goal into smaller milestones can help manage your progression, make your goal seem less overwhelming and set realistic timeframes for each of your objectives. Your plan may help identify resources that are missing which may open up conversation as to how your current employer can help you strengthen your skillset within your role and help you achieve your aim.
4. Be Productive, Stay Focused & Disciplined
Once your plan is in place, remaining productive, staying focused and disciplined in your actions are key to elevating your career in 2023. Be sure to revisit your plan from time to time to ensure you’re staying on track and to add any additional opportunities that may arise along the way.
If you’re looking for a new job, why not get in touch with one of our recruitment teams or search our current vacancies.
The CK payroll department will be closed from 12:30pm on Friday 23rd December, re-opening at 8:30am on Tuesday 3rd January 2023.
The Christmas shutdown means we will have to make some changes to our normal payment procedures. We have listed these changes below, please find the relevant information for your contract type.
Weekly PAYE Contractors (pay day 29th December 2022)
To ensure that you are paid on time please make sure all timesheets up to and including the week ending 25th December 2022 are submitted and approved by close of business on Tuesday 20th December. Please note, you will need to submit your hours prior to working them and ensure your Manager approves them.
These funds will be available in your account Thursday 29th December 2022.
If you are unable to get your timesheet approved by the 20th, payment will be processed week commencing 2nd January 2023.
Monthly PAYE Contractors (pay day 23rd December 2022)
Please can all timesheets up to and including week ending the 11th December be submitted and approved by close of business Wednesday the 14th December 2022.
Funds will be in your account on Friday the 23rd December 2022
Information for Subcontractors – Limited Company / Umbrella Company Invoices
Could we please ask that you get all your timesheets up to and including week ending the 18th December submitted and approved by close of business on Monday 19th December and that all invoices up to this date are invoiced dated December.
If you are working during the period 19th December – 31st December could you please submit your invoice and timesheets by close of business on Thursday 22nd December 2022 dating the invoice December.
This may mean you will need to get you manager to authorise your hours in advance, however if this is not possible you will need to issue the invoice dated 2023
Please follow the above procedure and pay close attention to when invoices must be dated. Due to the financial year end, any invoices not dated correctly will unfortunately have to be rejected.
UCB Contractors – Limited Company / Umbrella Company Invoices
Please submit your December invoice for the full calendar month as per your UCB timesheet, please send these by the 4th January 2023 dating your invoice January.
UCB Contractors PAYE Payment (pay day 6th January)
Please send your timesheet to Becky Gascoyne by the latest by Monday the 3rd January 2023 and payment will be in your account Friday the 6th January 2023.
Please remember that it is your responsibility to make sure your manager has approved your timesheet by the appropriate deadline.
If you have any questions or would like further information please contact Becky Gascoyne or Lynsey Parkes.
Yesterday we took part in King’s College London’s ‘PhD and Research Staff: Job Hunting with Recruitment Agencies’ event. The event was hosted online for King’s College students where a panel of experts hosted a discussions style forum.
Our Recruitment Manager, Naynesh Mistry, joined the panel to discuss how CK Group works, the type of roles available and how he helps transition candidates from academia into the life science industry. Other members of the panel included, Simone Mumbauer, PhD, (Lead Consultant Life Sciences – Kelly Life Sciences, Zürich) and Rudy Fernando of Nicholson Glover.
Naynesh is a very successful specialist recruiter focusing on mid to senior level roles within the pharmaceutical and biotechnology space with over ten years’ experience. Prior to moving in into recruitment Naynesh worked for 7 years in the pharmaceutical manufacturing industry as a Senior Scientist at Pfizer and 3M. His experience means that he thoroughly understands the science industries and can often provide industry insights.
Naynesh and the panel discussed various topics and answered questions including advice on how to transition from academia to industry, how best to work with a recruiter, the type of relationship you should have with your recruiter, how to move your mind set from academia to corporate culture and the average time taken and additional skills needed to land your first role in industry.
If you met Naynesh and would like to connect or learn more about his current roles, contact him using the information below.
Last night we were at the REC Awards 2022. The REC Awards are exclusively for Recruitment & Employment Confederation members, where recruiters are celebrated across 20 categories dedicated to individuals and company-wide successes.
We were proud to be shortlisted for 3 categories: Recruitment Team of the Year, Temporary Recruiter of the Year, and Newcomer of the Year.
Though we may not have won in our categories, our team had a wonderful night celebrating the talent and hard work of all those nominated and would like to extend their congratulations to those that won. The event was a great way to celebrate the hard work put in across the year, and the individuals who had made exceptional efforts to excel in their roles. Our team had a fantastic time together, sharing the evening with old faces and new. We’re incredibly proud of our teams and their achievements, and would like to congratulate each of our nominated recruiters for their recognition.
On LinkedIn, we asked potential hunters whether they would apply for a role that advertised the salary in their job description as competitive rather than a direct salary range. 64% said that they would not apply.
Competitive salary can be defined as salary that is “equal to, or greater than, the average salary for the same/similar roles in the area”. According to a poll by Reed, one of the UK’s largest recruitment companies, 78% of workers said they were less likely to apply for a role that didn’t include the salary whilst 62% of hiring managers didn’t believe that salary secrecy negatively affected applications.
According to the New York Times, New York City is the latest state in the US to join a handful of others that require employers to disclose salary ranges when listing a new job vacancy, internally or eternally. With the potential for fines of up to $250,000 if they do not comply after a first offense, the hope is to change the landscape of recruitment, with job boards such as Indeed following suit, and no longer sharing new job postings in New York City that do not have salary ranges.
Why do employers insist on not advertising salary?
Even with all this infomation at their finger tips, why do employers still want to advertise their jobs without a salary range? As we know it’s not unusual for two people to be paid different salaries for essentially the same role. Pay can be based on many factors, including a person’s experience and performance and usually the market rate for the position when they were hired and their negotiation skills. It could be that the employer is having to pay more for a new employee because the market rate has gone up since they last recruited for that role for example. It could also be that the company does not employ a transparent salary structure and prefer to keep salaries private.
Why should employers advertise salary levels?
As experienced recruiters, we recognise the importance of posting salary ranges, particularly when working in conjunction with job boards such as Indeed who actively prefer job postings with a published salary. Studies have shown that candidates are more likely to apply for roles with advertised salary ranges, in fact not advertising the salary can negate the candidate market to nearly half or as our LinkedIn poll shows, nearly two thirds therefore it is within the interest of the employers to do so. Also not advertising the salary can also make the hiring time for roles much longer than it needs to be.
Not only does being transparent around salary make the recruitment process more efficient but surely transparency around salary will support fair pay equity goals across companies and in the long term employee retention.
Bearing all the factors in mind we always encourage our clients to publish salaries with accurate salary bands at the very least.
This year we are delighted to say that we have three nominees shortlisted for the REC Awards. We have been shortlisted in three categories, Newcomer of the Year, Recruitment Team of the Year, and Temporary Recruiter of the Year. We caught up with our Clinical Contracts Recruitment Team to learn more about their experience at CK and to see how they felt about being shortlisted for the award.
This team has been nominated for their wonderful work this year alongside supporting a special project that was to provide over 100 research staff to the world’s largest randomised trial of Galleri™ by GRAIL, a pioneering multi-cancer early detection test that can detect over 50 types of cancers. Not only has this team supported this study but they also have also become the benchmark for teamwork within CK. Their new approach to teamwork enabled them to source for the study and also take care of their current contractors.
Introduce us to your team…
SL: I’m Steve Lord and I’m a Principal Consultant at the CK Group. I’ve been with CK since 2016 and work in the Clinical Contracts Team. The team specialises in contract/interim staff involved in clinical research from clinical development & operations, to biometrics, to PV, to regulatory affairs.
KK: Hi, I’m Karen Kangley. I joined the Clinical Contracts Team last year. Recruitment can be quite the rollercoaster but there have definitely been more ups than downs and I’m so glad I made the decision to join CK Group and the CCT last summer.
RO: My name is Russell Oakley and I have been with the CK Group for 20 years this coming January. I have worked across all the recruiting teams here at CK but enjoy working within Clinical Contracts the most, simply because we have a great team!
HM: I’m Hendre Moolman, and am part of the Clinical Contracts team working as a Principal Consultant. I have been with CK Since 2008 where I have worked on both contract and permanent roles across a number of areas in the Clinical side of Pharma.
SC: Hi, I’m Sam and I’ve been in the Clinical Contracts team for just over a year and a half. It’s been a bit of a baptism of fire working in a new sector post COVID but wouldn’t of changed any of it. Working within the CCT has been great to build some lasting relationships and help grow the business.
Tell us about the team’s experience and knowledge?
SL: The team has a great blend of experience, characters and traits that mix well to create a great team to work in. Russell is the manager and knows his way around CK and Clinical recruitment like the back of his hand. He has led big projects for CK, like the Salford Lung Study and the EMS Grail project. He gives the team the support it needs, when it needs it, as well as being a contributor. Hendre is another longstanding team member and has specialised in PV. Karen and Sam joined the team in 2021 and have brought new energy and enthusiasm to the team, as well as new ideas and looking at problems differently.
KK: Have to agree with Steve, we all bring something a bit different to the team but I think the one thing that unites us is a sense of humour (that makes coming to work fun) and always being keen to support each other whenever we can.
RO: It’s all been said already. Everyone chips in and we truly work as a team. I would recommend more agencies working in this manner.
HM: Agree, we work together quite well, with each person contributing relative to their skill set and pushing in the same direction.
SC: Being the youngest in the team it’s great to hear the different approaches and ways of working the rest of the team uses, working in a team environment has been great.
Tell us a bit about the role of the team?
SL: As one of the seniors in the team, my role is often that of sounding board, 2nd opinion and devils advocate! We all appreciate having someone else in the team to ask questions and bounce things off and I seem to have that role!
KK: I think as a team we work well together and although we each gravitate towards different tasks, there’s no “well, this is my job, that’s yours”- it’s really collaborative and the variety helps keeps things fresh!
RO: Being the elder statesman of the team doesn’t mean I know everything, far from it. I love the ideas and fresh enthusiasm that Sam and Karen have brought to the team, making work fun an different everyday.
HM: I just smile and wave. Get on with things. Quite often piping up with a comment that is usually left field and followed by a few frowns…
SC: We all work well together and strive to hit our targets whilst having fun bar all the dad jokes.
What have been your challenges in the past year?
SL: This year has seen more staff returning to offices, and that has brought difficulties in itself. Our clients have been trying to convince staff to change their behaviours around working from home and this has made our task more difficult at times. Our clients often have head offices that are under occupied and they want to get staff back in. On the reverse, candidates have got used to working from home, they see all the benefits and no downsides, so asking them to go into an office is our big challenge. Candidates are in short supply and there isn’t as much movement from jobs as people are looking for more security in the uncertain financial times.
RO: I concur with Steve completely. It’s also great that we’re all in the office again to bounce ideas off each other. Successive lockdowns did affect the company culture, but we got through it and now have very strong team units across the company.
What has been the proudest moment for the team this past year?
SL: The biggest achievement of the team this past year must be the recruitment into the GRAIL project, which involved recruiting 120 research nurses into a cancer trial. Not only was it the size and scale of the project but because it was a trial that could make a real difference in the fight against at Cancer! All this was done, whilst the team carried on with recruitment to our customer base!
RO: Yes definitely the GRAIL project. It’s a great privilege to partner with a client on a project that will change people’s lives for the better. It was a great achievement and we should all be proud of our involvement in such a worthy study.
How does it feel to have been nominated?
SL: I’ve worked in recruitment for 20 years+ and have never been up for any awards before. So, to be included in the team award is a real privilege and is up there in my recruitment career without a doubt!
KK: It just feels genuinely great to be up for the award with a team that I’m so proud to be part of. A team nomination is fantastic and regardless of the outcome, I’m looking forward to celebrating with everyone on the 24th November.
RO: This is also the first time I have ever been nominated for anything outside of the workplace, so this is a great honour and the team and company should be immensely proud of this achievement.
HM: Being part of a team being nominated is a great feeling. Shows that we have made a difference.
SC: It really good feeling to be nominated as a team, we all put in a lot of hard work over the last year and is a fantastic achievement.
Good luck to our Clinical Contracts Team for the awards on 24th November.
This year we are delighted to say that we have three nominees shortlisted for the REC Awards. We have been shortlisted in three categories, Newcomer of the Year, Recruitment Team of the Year, and Temporary Recruiter of the Year. To get to know our nominees a little better, we interviewed Jade Stirk who is nominated as Temporary Recruiter of the Year.
Tell us a bit about your background?
I have worked in recruitment since graduating in 2010 and I’ve worked at CK for the past 9 years. I started off as a Resourcer, then moved into the full 360 on a dual desk covering both temporary and permanent recruitment. I really enjoyed the fast pace of temporary recruitment and I’ve never looked back.
Tell us a bit about your role.
I work as a Principal Recruiter within the Science Contracts Team. I specialise in recruiting scientists into contract roles for clients across the UK within the pharmaceutical, life sciences and chemical industries. I am a vital member of the team, and as well as recruiting, I help with ideas to support our marketing team and share my expertise with new starters or staff with temporary recruitment queries.
What have been your challenges in the past year?
The biggest challenge I have faced in the past year was the candidate shortage that we faced in our market. As unemployment was at its lowest record, most skilled workers only wanted to move from permanent roles into new permanent roles and contractors were few and far between due to changes with IR35. Obviously, working on a contract desk, we had to find people who were happy with a contract role. With building connections through linked in and sourcing candidates through our database and job boards, I made sure to speak to as many people as possible and build a trusting relationship that temporary contracts can pay off not only with good rates of pay but can sometimes change to go temporary to permanent.
What has been your proudest moment at CK this past year?
My proudest moment last year was returning to work from maternity leave and adapting to being a new mam and still wanting a career. I was so grateful to my colleagues for helping me get back up to speed quickly. It was great returning to work, back talking to people and helping them find their new job or first job in a challenging market, and also helping my clients meet the demands of needing staff at short notice. I was recently promoted to Principal recruitment consultant which has been my goal for a while, this shows that with hard work and commitment whilst being a new mum and working part-time you can still have a brilliant career.
What has been your career highlight so far?
This one is hard, there are so many highlights over the years. I would definitely say that feeling of your first client you get on board and bringing in new business. I started off my recruitment journey at CK running a dual desk in Scotland during a referendum for Scottish independence. Back in 2014, I was tasked with developing business in Scotland. It wasn’t long until I had a new client on board that was a start-up company that needed scientists. It was great over the years building a strong relationship with them and watching them grow into the successful company they are today but also experiencing my own growth of confidence, knowledge of the industry and independence of recruitment.
How does it feel to have been nominated?
It is amazing! I still can’t believe it. Out of all of the talented consultants at CK I can’t believe they picked me. It is so nice to know that I am so highly thought of and that the effort I put into my job is noticed by my manager and others. The nomination through CK was more than enough, and then to hear I had been shortlisted was just truly unbelievable. A little recruiter from a small village in County Durham heading down to London for the REC awards!
In my role, I like to think I change lives. I make my client’s lives easier by getting them staff but I also help my candidates by getting them a job they love that may get them better pay or closer to home to be spending time with their families. On another note, working in science is such a rewarding thing to do. I may not be at the forefront of developing a drug/product but to know in some part of the cog, I helped a scientist get in that laboratory that is helping develop science to get that new drug or product made. That is the highlight of my job every single day.
A word from Jade’s Manager…
“Jade has been with the group for almost 9 years starting her career as a Recruitment Resourcer. She quickly proved herself as an effective Recruiter and quickly progressed into the role of Consultant where she spent time learning her trade and building a solid knowledge of scientific recruitment.
Over the last 7 years, Jade has worked closely with me as a Contract Recruiter and is now someone I see as my right-hand woman, someone I trust to see a job through without me ever having to check a task has been completed… that’s usually because Jade has completed a task before I’ve even got round to asking her for help! Jade has also been instrumental in the running of the Science Contracts Team and has ensured our candidates and clients receive an excellent quality of service. This has included winning business from and acting as Account Manager for a Covid19 testing laboratory which proved to be a vital source of income for CK Group during the initial stages of the COVID-19 pandemic which was a very difficult period of trading.
Well done and congratulations Jade“
Graeme Pallas, Associate Director CK Group
Good luck to Jade for the awards on 24th November.
