Birkirkara

Business Risk Manager

Salary Negotiable

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Birkirkara

Administration Executive - HR

21,000-21,000 EUR (Euro) Per annum, Salary Negotiable

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Żejtun

Business Development Executive

24,000-28,000 EUR (Euro) Per annum, Salary Negotiable

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Gżira

Compliance Executive

Salary Negotiable

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Malta

Business Analyst (Digital&Data Integration)

30,000-30,000 EUR (Euro) Per annum, inc Benefits

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Birżebbuġa

Junior Accountant

20,000-30,000 EUR (Euro) Per annum, inc Benefits

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Working with Reed, you don't have to go it alone. With over 60 year's experience in specialist recruitment, our dedicated consultants work with you to find talented professionals, to help your business flourish.

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Somebody starts a job every

5 min

through Reed

love our expertise

Shanice Abela

Shanice Abela

HR Officer

Giovanni Guarino

Giovanni Guarino

General Manger

Michael Portelli Madden

Michael Portelli Madden

General Manager

Daniel Cumbo

Daniel Cumbo

Electronics Engineer

Elisa Lo Iacono

Elisa Lo Iacono

Associate Service Manager

Carlos Alvarez

Carlos Alvarez

Full Stack Developer

Shanice Abela

Ella has always been a very professional person to work with. Very patient and does her best to understand a client's needs.

Giovanni Guarino

​Meeting Giuseppe Buda at Reed was very important to me. He is a fantastic and professional recruiter, who immediately understood my profile and gave me precious pieces of advice with regards to the Maltese labour market. His availability and attention to details make him undoubtedly a precious resource for any organization. I have met several recruiters in Malta, but he is probably one of the best ones I have met.

Michael Portelli Madden

Ella shows great attention to detail and is responsive to her client needs. She provides a “one to one” recruitment service, ensuring both employer and candidate are the optimum match and best cultural fit for each other. Definitely recommended.

Daniel Cumbo

​I am lucky to have been a candidate of Reed. They were genuinely invested in placing me at a great company and in reaching my career goals. Very insightful, particularly in the tech industry here in Malta. Reed are always conscientious, pleasant and friendly, even if the outcome was not for his own best interest. Definitely a recruitment company you want on your side. I highly recommend Reed if you're just starting your career or if you want to up your game.

Elisa Lo Iacono

​Luke is a highly qualified and professional recruiter who helped me in my job research. We met for a first interview where I felt at ease and he was able to summarise my skills and competences in a well written cover letter. He is definitely a good referee in case you are seeking for new opportunities in Malta.

Carlos Alvarez

It was a pleasure to work with Reed during a recruitment process, I can guarantee that their impeccable dedication, effort and kindness along the process reflects their professionalism, making Reed one of the bests recruiters I ever worked with.

What's happening...

How to ace your video interview
2 mins read

How to ace your video interview

​Use the following video interviewing tips to help you secure your next role.There are two types of video interviewLive interviews are what you would expect – a video call with the interviewer which is very similar to a face-to-face interview, but slightly different. Some may feel more relaxed knowing that they are speaking face-to-face with a person, even if it’s only through a screen.Pre-recorded interviews provide you with questions you must answer by recording yourself. These interviews are usually recorded with specialist software, such as Shine, and you will have a certain number of attempts to answer each question.Check your techTest your microphone, camera and internet connection before you start, and make sure your device is compatible with the software your interviewer is using. Making a test call will give you piece of mind that everything is set up correctly.In case of any unexpected audio issues, or your connection drops, ensure you have the interviewer’s contact number so that you can continue your interview over the phone. Don’t forget to fully charge your device or have it plugged in to avoid any potential disruption from a low battery.Just as you would in a face-to-face interview, you must also check that your phone is on silent and any notifications are off.FramingTo frame yourself well, position yourself in the centre of the screen, with the camera at eye-level, an arm’s length away. If you give the illusion of eye-contact by looking at the camera, you will seem more engaging to the interviewer. The interviewer will have a better impression of you, and will be more engaged in your answers.It is most important to choose a location where you won’t be disturbed and are least likely to pick up noise from your surroundings. Choose a space which is not too dark or too bright and remove anything from behind you that you wouldn’t want your employer to see, such as dirty clothes.Body language and appearanceBe as professional as possible, both in how you dress and in your body language – remember that this is your potential employer. Even if the interviewer can’t see all of you, dressing well will put you in the right mindset for a job interview and you will make a much better impression.Other than your facial expression and hand gestures, your non-verbal communication is limited, so it will be more difficult for the interviewer to pick up positive body language. Ensure you don’t fidget too much, avoid covering your mouth, and make sure to smile.Our YouTube channel has a fantastic series of interviewing advice videos detailing the dos and don’ts for candidates.If you’re looking for a new career opportunity, contact your local office via email or over the phone.​

Getting the best from your interview
1 mins read

Getting the best from your interview

​Interviews give your potential employer the chance to see you – in the flesh, or remotely over a video call – to learn about your likes and dislikes, capabilities, and get an overall feel for whether you will fit in with the organisation.​However, getting the best from the interview doesn't just mean showing your best self to get the job - it also means using the opportunity to assess the environment you will be working in, those you will be working with and for, and making it clear in your mind whether the job and organisation are right for you.First interview, second interview, face-to-face interview, telephone interview, video interview: whatever the type of interview they all have one thing in common – you have the opportunity to shine.​"To be a great champion, you must believe you are the best. If you’re not, pretend you are."Muhammad Ali​What's inside the guide?​You may be the most knowledgeable professional for the job, but without performing well at an interview you won’t stand a chance of securing your next role.The guide takes you through the following:Getting to grips with the organisation you could be working forDress codeDifferent types of interviewTackling common first interview questionsThe big daySecond interviewsPreparing for a presentation taskOn-the-day tasksBy downloading this guide, you will learn the tips and tricks on the interview process which will help you to make the most of the short time you have to sell yourself.

Key things to consider for a person specification
3 mins read

Key things to consider for a person specification

The first step is to advertise the role with clear and accurate information about the position available. Something that works alongside the job description is the ‘person specification'.The person specification is an important part of the recruiter’s toolbox. It allows you to communicate the traits you find desirable in an ideal candidate, such as education, previous work experience, and any extra traits that are needed to succeed in the role."Many companies rely solely on a job spec, focussing on the job and not the person. With talent more sought-after than ever, the more people-focussed businesses are doing just that - focussing on the people."Chris Adcock, Managing Director, Reed Technology​The five purposes of a person specification:It makes the interviewing process more refined and streamlined from the startJobseekers are able to assess themselves before applying and understand how they will fit in with the role and your business. This allows them to match themselves according to suitability and not just skillsIt clarifies the two types of personal qualifications important to the employer, essential and desirable. This enables the employer to be explicit in what they want and how the candidate matches these criteriaIt helps to communicate equal opportunities policies within the recruitment culture of a business. The law is very clear about discrimination. A person specification ensures you are assessing a candidate on their abilities related to the roleIt means you test all of your candidates against the same list of priorities set out in advance. This helps remove bias, prejudice, and personal interest, all of which can be problematic for recruiting successfullyWhat to include in a person specificationBelow are just a few examples of the types of information about candidates. It’s important to know what is and isn’t appropriate for the vacancy you’re looking to fill. For example, some roles have a legal requirement for the candidate to have a set level of training and qualifications. For specialist advice on your industry, get in contact with one of our consultants here. It can be a sensitive document if approached incorrectly, so it’s better to be safe than sorry.Attainments - e.g. qualifications, experience, positions heldSoft skills - e.g. relationship building, public speaking, time managementJob-specific capabilities - e.g. use of different software or programs, or team managementPersonality traits - e.g. proactive, patient, motivated, attention to detailPhysical attributes - e.g. height, eyesight (note - these must be a justified requisite to complete the tasks within a role, not a preference)"While the employee and the employer have similar goals, ethics and job satisfaction, the employee will continue to work hard and give loyalty."Claire Harvey, Managing Director, Reed​Top tips when writingBe realistic: It's incredibly rare that any candidate will tick all the boxes. Ensure you know your must-haves from your nice-to-haves before startingIdentify existing skill-gaps: The most successful teams are those that are made up of individuals that bring something different to the department. Consider where your weak spots are and seek those out in the desired skills sectionConsider how you might assess the criteria: Can the candidate be tested or demonstrate the desired attributes in an interview situation when asked? If you can't think of an example, it may be unfair to expect them to.Check your tone of voice: It's a good idea to have one or two people read over the document to check all points are conveyed in an appropriate manner and cannot cause offense.Easing the onboarding processOnce a candidate has been chosen, the person specification makes integration and training much more organised because you will already be aware of what the candidate is able to do. For example, if your specification required someone with excellent computer skills as being essential to the role, then you would only need to give a brief induction to the computer systems of your business. It can also assist with creation of learning and development plans where they perhaps didn’t have certain desirable skills (yet)!Recruitment agencies are experts in creating person specifications. Get in touch with one of our specialists for more advice on finding the best person to help reach your business goals