Reed provide a tailored service to help you recruit your next employee. So you can be confident you'll find an option to suit your needs, every time. Expert advice on your job description, the salary you should offer and talent attraction strategy A vast range of compliance and screening checks Support with arranging interviews and ensuring follow up Guidance on offer negotiation and counteroffer scenarios Post-placement reviews and candidate check up Great service and excellent choice
Our permanent recruitment services are customer focused and tailored to what you need. We offer you a choice of services so that you can choose the right level of support. Whether you require interview assistance and hosting, candidate skills testing, offer management, or expert advice on the recruitment market and salaries in your local area, we’re here to help.
In addition, our permanent recruitment services come with flexible guarantees of up to nine months, offering you peace of mind when selecting the next professional for your organisation.
Unmatched access to professionals
Reed is the largest family-run recruitment agency in the world. This gives us the reach to assist you in accessing the best talent available on the market. We use both our consultants’ in-depth local knowledge and our access to our large CV database, to locate the candidates you need.
We were the first recruiter to pioneer specialist recruitment services, recognising the different approaches required for different sectors. To date, we’re experts in the 20 sectors worldwide we recruit for and have a network of quality candidates which reflects this expertise.
At Reed, we spend every minute of the day fulfilling our purpose of ‘improving lives through work’. And to do this, we operate by the following values:
When working with us, we provide a first-class service which incorporates all these values, so you can have confidence you’re working with a trusted recruitment partner looking to make a positive difference to both your organisation and the wider community.
We are fair open and honest
We take ownership
We work together
We’re so confident in the service we deliver that our permanent recruitment services come with flexible guarantees of up to nine months, offering you peace of mind when selecting the next professional for your organisation.
Meeting all your recruitment needs
Our unique end-to-end coverage means we can support you with a range of services, beyond that of a typical recruitment agency. Whether you need to hire talent, a range of workforce solutions, consultancy services, professional development support or pre-employment screening – we're here to support all of your needs.
Reed Malta's salary guide 2023 - pre-register now
Pre-register for a free copy of our 2023 Reed Malta Salary Guide today and we'll notify you as soon as it's launched this February.
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.