This award is aimed at individuals who have shown true promise in their new recruitment role. Entrants should be consultants with fewer than 18 months’ industry experience and be an affiliate member of the Institute of Recruitment Professionals.
Judges will be looking for evidence of the following:
- What is your role in the company and how long have you been employed in the company?
- Describe what measurable impact you have had on the team or organisation in the past year.
- Describe what achievements or contributions you have made to the business. This should include your contribution to the company’s revenue or profit performance.
- Describe how you have added value to a client and/or candidate experience (matching and placement).
- Describe how you stand out from the crowd. Ensure that you include any in-house recognition.
- Outline what steps have you taken to develop within your organisation.
The winner will demonstrate that he or she has made a positive impact on the business by building great relationships with candidates and clients. Finally, entries must be supported by at least one supporting statement from a client and one from a candidate.
This award is open to recruitment consultants who consistently perform above their peers, show excellent client retention and growth, achieve outstanding candidate feedback and demonstrate professionalism and commitment in all they do.
Judges will be looking for evidence of the following:
- How many placements have you made in the past year?
- Your average income generation per month.
- What your clients see as your key attributes.
- Your awareness of current legislation and regulations and how you use this in your day to day work.
- How you consistently exceed company expectations and targets.
- Describe what drives and motivates you and how you apply this in your role.
- Provide an example of when you have “gone the extra mile” for a client or candidate.
- Give examples of your approach to customer service.
- Give examples of what steps you have taken to enhance your skills and capability.
The winner will demonstrate an outstanding level of customer service in relation to balancing the quality of service with revenue generation. Judges will also be looking for individual career progression and any in-house recognition given.
Finally, entries must include a minimum of three testimonials: two from external customers (a candidate and a client) and one from a colleague or manager.
This category has a submission limit of three pages, you will also be allowed to upload up to five pages extra for your supporting statements. Do not feel that you must fill all three pages for your main submission - this is simply an upper limit. Use as much space as you feel you need to fully answer every aspect of the category criteria.
This award is open to recruitment consultants who consistently perform above their peers, show great client and temp retention and who generate growth opportunities.
Judges will be looking for evidence of the following:
- Your revenue for the past year.
- The average number of temporary workers you place daily and weekly.
- How you use your key attributes to have a positive impact on your clients and candidates.
- How you meet and exceed your company targets.
- Your awareness of current legislation and regulations and how you use this in your day to day work.
- How you demonstrate your commitment to professional standards.
- How you have exceeded clients’ and/or candidates’ expectations.
- Examples of your dedication to customer service.
- Examples of what steps you take to develop your skills and capability.
- How you balance the quality of service with revenue generation.
Judges will also be looking for detail on individual career progression to date and any in-house recognition given.
Finally, entries must include a minimum of three testimonials: two from external customers (a candidate and a client) and one from a colleague or manager.
This category has a submission limit of three pages, you will also be allowed to upload up to five pages extra for your supporting statements. Do not feel that you must fill all three pages for your main submission - this is simply an upper limit. Use as much space as you feel you need to fully answer every aspect of the category criteria.
This award will be presented to the manager who best demonstrates an ability to consistently lead a successful team.
The judges are searching for somebody who exudes professionalism, provides direction and is able to motivate a team to achieve success. This manager must prove that he or she leads from the front, has credibility in his or her organisation and acts as a professional role model while striving to exceed company targets.
Judges will be looking for evidence of the following:
- Provide evidence of how your team or branch outperforms your peers and industry standards.
- Describe how you motivate your team or branch to exceed targets.
- Outline the approach you take to develop and train your team.
- Describe how you have developed your business development and planning skills since starting as a manager.
- Give examples of outstanding performance from your team or branch, not just in terms of sales but in relation to client and candidate satisfaction.
Finally, entries must include at least two testimonials from the applicant’s team and/or boss outlining his or her skills as a manager.
This award is aimed at owners, managing directors and chief executives.
The judges will be looking for somebody with a well defined business plan who exceeds goals regularly. The winning applicant will be someone who leads by example, provides personal development, inspires and recognises staff and encourages industry best practice. The individual will also be recognised by his or her peers as leading a successful business.
Judges will be looking for evidence of the following:
- Give examples of the performance improvements achieved.
- Describe how you support and motivate your employees.
- Describe how you have created competitive advantage for your business.
- Describe how you go beyond the traditional role as a boss.
- Describe how you have added value to your organisation’s approach to customer service.
Applications must include at least two testimonials from employees and/or clients.
This award is aimed at individuals operating within the recruitment industry who can demonstrate their ability to balance the ever increasing expectations of their clients while providing excellent candidate management.
The judges will be looking for someone who consistently goes the extra mile for both the client and candidates. The winner will be innovative in his or her approach and demonstrate insight and relationship skills beyond his or her peers and the industry norm.
Applications should include the following:
- At least two examples of meeting client assignments that were particularly difficult through an innovative approach to exceed the client’s expectations.
- Examples of where different approaches have been used to attract candidates from different sources or specifications to a role.
- Feedback on how client and candidate satisfaction is used to improve performance.
- References from clients and candidates about why this consultant should win this award.
This award will recognise a recruiter who operates in-house.
The person will be perceived to be an expert on attracting and selecting talent for the organisation. He or she will understand how to attract high quality candidates and have an outstanding track record at selecting the right candidate list.
The judges will be looking for an individual who has credibility within his or her own organisation, who consistently demonstrates high staff retention, innovative approaches to attracting talent and is recognised for his or her professionalism and commitment to ethical recruitment practices.
Judges will be looking for responses to the following questions:
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How have you had an impact on the company’s business results?
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How have you demonstrated your commitment to professional standards?
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Describe a specific recruitment project you are proud of and show how it delivered for your organisation.
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Provide evidence from a line manager of the impact you have made to the business in the past year.
This category has a submission limit of three pages.
This award is open to providers who deliver high quality interim management services and work for an organisation thatis either a member of the Interim Management Association (IMA) or meets the high professional standards set by the IMA.
Judges will be looking for an individual who consistently performs above his or her peers by providing a first-class service to clients and interim managers. The winner must show how his or her revenue performance is above his or her peers and industry norms.
Judges will be looking for responses to the following questions:
- Describe two assignments that have added value for your clients.
- What is your average monthly fee income?
- Define your key attributes and why they make you worthy of being the industry’s interim recruiter of the year.
- Demonstrate how you get and act on feedback from your interim managers.
Applications should include at least two testimonials, one from a client and another from an interim manager.
This award is open to executive search consultants.
The judges will be looking for an individual who consistently performs above his or her peers, demonstrates excellent industry knowledge as well as the ability to identify and deliver quality candidates into senior management appointments.
Judges will be looking for evidence of the following:
- What are the key markets or sectors you service?
- What is your average fee income per month?
- Define your key attributes and why they make you a successful executive search consultant. How have you built and developed sustainable relationships with clients in the past 12 months?
- Give examples of where you have exceeded client expectations.
- How have you helped to develop the overall business plan of your organisation in terms of revenue, standards and professionalism?
Applications should include at least two client testimonials.
The Award for Best Business Support Team seeks to recognise those often unsung heroes — the people who provide the glue and day-to-day support for fee-earners and management. Entrants should be affiliate members of the Institute of Recruitment Professionals and be in a non-front line business support area, such as marketing, admin support or resourcing.
We hope and expect that many REC corporate members will put their business support teams (regardless of size or delivery area) forward for this new award.
Judges will be looking for evidence of the following:
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How the organisation invests in the team ensuring ongoing and continual professional development.
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Nominees in this category will be expected to provide details on the activities they have undertaken and their impact these have had on the business and the staff within the business.
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How they have demonstrated initiative in meeting the changing demands of the business and supplying appropriate support within their organisation.
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The difference their work has made to the organisation and/or the industry through their response to key challenges and problems.
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Activities and commitment that demonstrate they have gone the extra mile in providing support.
Applications should include at least three testimonials, one from a senior manager and two from internal customers.
The judges will be looking for a recruitment business that has invested the professional recruitment skills, experience and commitment of their employees to benefit the local community.
The award will be given to the recruitment business (regardless of their size) that demonstrates how they have made a difference to the community. Judges will be looking for professionalism and ethical behaviour and practices that have resulted in the enhanced image of the recruitment industry as well the recruitment business itself.
Judges will be looking for evidence of the following:
- Describe in detail what the activity was, why you did it and the difference it made.
- Outline how the activity benefited the community.
- Describe the benefits to your organisation.
- Describe how you promoted the activity and its outcome and how this enhanced the image of the recruitment industry.
Applications must include a testimonial from someone who benefitted from this activity.
In this category, judges will be looking for a recruitment business that invests in the development of its people as part of its business strategy.
The award will be given to the recruitment business (regardless of size) that demonstrates excellence in its approach to people development. Entrants will be expected to demonstrate why people development training is important to the organisation, and how training needs are identified at individual and organisational level.
The business will show many examples of investment in a range of development interventions, including mentoring, coaching, open learning as well as formal learning. The direct benefit of this investment must be an improved performance. Evidence of success and the benefits will score highly, as will evidence of genuine senior management commitment to people development, qualifications and endorsement of Institute of Recruitment Professionals membership.
Judges will be looking for evidence of the following:
- Outline the organisation’s people development strategy.
- Describe the impact of people development on business performance.
- Outline how senior managers support people development through training, qualifications and endorsement of IRP membership (please provide supporting information of this approach).
- Describe how training and skills needs are identified (please provide supporting documentation).
- Outline your yearly development budget and the investment per employee.
- Describe the difference this investment has made to your organisation’s performance.
- Outline your level of staff retention.
Institute of Recruitment Professionals members are also invited to nominate their organisation, which must be a Recruitment & Employment Confederation corporate member, for this award.
This category has a submission limit of three pages.
Best Small Company to work for (fewer than 50 employees)
This award is open to recruitment businesses with fewer than 50 employees. Companies entering must be corporate members of the Recruitment & Employment Confederation and be able to demonstrate that they have a culture and an approach to motivating their people at the heart of their approach to business.
They must also be able to show that their business plans ensure they involve their employees to continuously improve organisational performance and ensure that the company effectively meets the needs of its entire customer base.
Judges will not simply focus on the company’s financial performance but nominated entries will be expected to provide evidence of best practice in the following areas:
- How your company vision and values drive your organisation’s activities.
- Outline your company’s approach to people development and engagement.
- Describe how employees are actively engaged in the development of your business strategy.
- Describe the business’s employee benefits package, including reward and recognition strategies, highlighting any innovative employee schemes, such as volunteering or community activity.
- Describe how employees’ skills are developed, measured and maintained so that performance standards are maintained and you retain a competitive advantage.
- Outline your company’s approach to measuring employee satisfaction and how this information is used to improve management behaviour and communication.
Judges will also be looking for evidence of how the nominated company has adapted its business approach to ensure it remains committed to professional, ethical people management best practice.
Institute of Recruitment Professionals members are also invited to nominate their organisation, which must be a Recruitment & Employment Confederation corporate member, for this award.
This category has a submission limit of three pages.
Best Medium Company to work for (fewer than 250 employees)
This award is open to recruitment businesses with fewer than 250 employees. Companies entering must be corporate members of the Recruitment & Employment Confederation and be able to demonstrate that they have a culture and an approach to motivating their people at the heart of their approach to business.
They must also be able to show that their business plans ensure they involve their employees to continuously improve organisational performance and ensure that the company effectively meets the needs of its entire customer base.
Judges will not simply focus on the company’s financial performance but nominated entries will be expected to provide evidence of best practice in the following areas:
- How your company vision and values drive your organisation’s activities.
- Outline your company’s approach to people development and engagement.
- Describe how employees are actively engaged in the development of your business strategy.
- Describe the business’s employee benefits package, including reward and recognition strategies, highlighting any innovative employee schemes, such as volunteering or community activity.
- Describe how employees’ skills are developed, measured and maintained so that performance standards are maintained and you retain a competitive advantage.
- Outline your company’s approach to measuring employee satisfaction and how this information is used to improve management behaviour and communication.
Judges will also be looking for evidence of how the nominated company has adapted its business approach to ensure it remains committed to professional, ethical people management best practice.
Institute of Recruitment Professionals members are also invited to nominate their organisation, which must be a Recruitment & Employment Confederation corporate member, for this award.
This category has a submission limit of three pages.
Best Large Company to work for (more than 250 employees)
This award is open to recruitment businesses with more than 250 employees who are corporate members of the Recruitment & Employment Confederation and who can best demonstrate that they have a culture of motivating their people at the heart of their approach to business. Their business plan should ensure that they involve their employees to continuously improve organisational performance and effectively meet the needs of its entire customer base.
Entries will be expected to provide evidence of best practice in the following areas:
- How your company vision and values drive your organisation’s activities.
- Outline your company’s approach to people development and engagement.
- Describe how employees are actively engaged in the development of your business strategy.
- Describe the business’s employee benefits package, including reward and recognition strategies highlighting any innovative employee schemes, such as volunteering or community activity.
- Describe how employees skills are developed, measured and maintained so that performance standards are maintained and you retain a competitive advantage.
- Outline your company’s approach to measuring employee satisfaction; how this information is used to improve management behaviour and communication.
Judges will also be looking for evidence of how the nominated company has adapted its business approach to ensure it remains committed to professional, ethical people management best practice.
Institute of Recruitment Professionals members are also invited to nominate their organisation, which must be a Recruitment & Employment Confederation corporate member, for this award.
This category has a submission limit of three pages
The judges will review all the 2011 winners and seek to identify the one person who best represents all that is great about the recruitment industry. This person will be professional, resilient, a relationship builder, a fee earner and a champion of what excellent recruitment looks like.
The Institute of Recruitment Professionals lifetime achievement award will go to an individual who during their career has made a significant contribution to advancing the professionalism of the recruitment industry and the REC.
