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Senior Business Manager Reed Malta
Ella is human resources professional with a demonstrated history of working in the staffing and recruiting industry. She holds expertise in Accountancy & Finance, Business Support, Financial Services, and Technology recruitment solutions.
Senior Recruitment Consultant Reed Malta
Jade started her journey with Reed in September 2020 and specialises in Business Support recruitment solutions. Beginning as a Candidate Consultant, sourcing the best talent, she has since progressed to an Senior Consultant and supports clients from a range of industries, including manufacturing, financial services, hospitality and more.
Recruitment Consultant Reed Malta
Marina is an experienced recruitment consultant, currently specialising in the Business Support division at Reed Malta, covering areas such as Sales & Marketing, Human Resources, Administration, Customer Service, Office Management and Operations.
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Reed’s Malta salary guide 2023
Our 2023 salary guide look at average salaries and benefits across six sectors in Malta. The guide uses data from jobs posted in Malta to highlight key trends and insights, enabling you to benchmark the average salaries for your workforce across Malta, or find out what you could be earning. Download our free guide now to compare average salaries and benefits across Malta.Entering 2023, the landscape looks uncertain, with many EU countries battling rising inflation rates. On top of this, the workforce in Malta has shrunk, with the demand for workers, alongside the ongoing impact of the pandemic, affecting the skills gaps across the country.It’s more important than ever that you check your salaries and benchmark against your competition to ensure you can attract and retain the right professionals to your workforce.Using data from jobs posted by Reed, our 2023 Malta salary guide is the ultimate salary checker. By using our guide to inform your average salary, you’ll be able to understand what job roles are worth across all regions in Malta, helping you to stand out when looking for new employees or searching for your next role.Who is this salary guide designed for?Whether you’re looking to find out what your current salary should be, what you could be earning in the next step on the career ladder, or whether you are paying your team a fair market rate, our salary guide allows you to compare salaries across Malta – from accountancy and finance jobs through to the latest technology roles. Take advantage of our guide and use it as a salary calculator throughout 2023.Are you an employer looking for benchmarking advice?You can use our salary guide to compare salaries and benefits, allowing you to make sure your remuneration packages are up to date and relevant. At a time when talent is hard to come by, you must stay ahead of the game to appeal to those looking to explore their options. Failure to do so could leave job application numbers low and your competitors thriving.Are you trying to find out what you should be earning?Use our 2023 salary guide to know your worth, help you decide on a new job you have been offered, or even plan the next step on your career ladder – would changing sectors enable you to earn more?What sectors does our salary guide cover?The Reed 2023 Malta salary guide assess salaries and benefits across the following six sectors:Accountancy & financeBusiness support & administrationHuman resourcesFinancial servicesMarketing & salesTechnology So, whether you’re looking to hire a chief financial officer (CFO), financial controller, HR business partner, sales professional, or marketing manager, or if you’re trying to find out what you should be earning as a banking officer, or IT manager, you can use Reed’s guide for reassurance.Why download the Reed Malta salary guide?It’s the most reliable salary guide in Malta, based on jobs that come to our specialist recruitment team. We highlight the average salaries for roles across the six sectors listed above, give you a minimum and maximum salary scale, and, for some roles, compare average salary growth over the past three years.On top of this, our guide features insights from our specialism experts who give an overview of the sector on a national level and what to expect from the jobs market in 2023.With up-to-date data at your fingertips, you have the tools to ensure you are best informed to make the right choices.How can the Reed salary guide help with my benefits/rewards benchmarking?We surveyed 172 Maltese workers about both their current and ideal working situation to help further inform you. You can read the full highlights in our ‘Our survey says’ section of the guide.Key findings from our research include:20% are ‘somewhat unhappy’ with their current salary – ten per cent reporting to be ‘very unhappy’ with it. When asked why they are unhappy, 65% of respondents said it was because they believe they could get paid more elsewhere.14% of those surveyed said they do not receive any benefits where they currently work.Of those who do, the top three benefits people receive are health insurance (62%), performance related bonus (45%), and flexible working hours (44%).When looking for a new job, 63% would find health insurance to be one of the most attractive benefits followed an annual salary increment (62%), flexible working hours (56%), and a performance bonus (54%).To help you make an informed choice on salary and benefits, download our salary guide using the button above.
How to choose between candidates
Sometimes during the recruitment process you may come across two candidates who ticks all the right boxes, but you may only have one position to fill. Trying to choose between candidates who have both impressed at the interview stage, and appear suitable on paper, can be difficult. So what exactly should you be looking for when choosing between two candidates?ExperienceWhile it may appear obvious that a candidate with more experience is more employable, sometimes two applicants will have similar levels. It is worth considering which candidate will provide more in the specific scenario of your company. One candidate may be more suited to the actual demands of the role (remember - desirable doesn't necessarily mean necessary); another may have experience in areas you may look to expand into in the future. Yet, don't write off the value of bringing in someone from an outside industry for a fresh perspective.Also ask yourself if you'd prefer a safe pair of hands – someone that can do the job already, but who may potentially get bored of it quickly; or someone who maybe has a bit less experience, but is ready for the next step up into this role.Who wants it more?Following on from this, how much the candidate wants the job is an important factor. It is important to determine whether they simply need a job or if the position you are potentially offering them is their ideal role.Someone who wants to work in your field, and for you specifically, could bring you a lasting tenure, whereas somebody looking for a stopgap position is more likely to move on when something more suitable presents itself.ChemistryIt is not only a potential candidate's skill set that should be taken into account during selection, but also their softer skills. A new employee with strong interpersonal skills who easily gels with you and your team will be able to start working to the best of their abilities and operating successfully within the team more quickly than others.A candidate should be gauged on their cultural fit to the company and their fit with those they will be working with and for. Moreover, someone who is predisposed to work as an individual may not be as effective in a team that tends to work closely together. Remember – you're probably going to have to get on with them every day, so liking them is also important.ConnectionsIf choosing between two potential candidates is still proving difficult, it can be useful to look at what else they bring to the table. A candidate with a strong client base or background with already established relationships and connections that will bolster your company could help to secure contracts that you otherwise may not have won.
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.