RSI LONDON Group | Russian Specialist Recruitment Consultancy
You’ve done it: You’ve come up with your revolutionary idea and launched your own business. But to ensure the quality of your product and be able to grow your startup, you’re going to need funding. Let’s take a look at three ways to get startup funding in the UK.
Launched in 2012 to encourage entrepreneurship, theStart Up Loan scheme is a government-backed personal loan of between £500 and £25,000 available to anyone looking to launch or expand a small business. The interest rate is fixed at 6 percent per annum, and the loan can be repaid over one to five years. You’ll need to submit a detailed business plan and cash-flow forecast to prove that your startup can afford the monthly repayments—there are plenty of helpful guides on the startuploans.co.uk to help you—and if you’re accepted, you’ll be paired with a business mentor for 12 months.
There are a few startup-business grants available to new UK companies specializing in innovation across a number of fields, from technology to the arts.
This is one of the most popular ways to attract startup funding in the UK, with a range of platforms offering different models of investment. Crowdfunding gives startups an opportunity to not only simultaneously raise money and generate publicity, but also to gauge interest in a product and develop it as the business grows. Crowdfunding comes in two different types.
If your business is product-based, crowdfunding through platforms like Kickstarter and Indiegogo offers a way to ensure a healthy number of guaranteed sales before you even begin manufacturing. Not only does this give you the capital needed to get your startup off the ground, but when the investor’s reward is the product itself, you won’t have to give up shares in your company. Just make sure your pricing structure accounts for all of the hidden costs of producing and distributing your backers’ rewards.
Platforms such as Crowdcube and Seedrs allow you to raise cash by turning your supporters into shareholders. This is great for startups with a business that isn’t product-based, or for small companies that need to raise larger amounts of funding to expand. Investors on these platforms are given equity in your company, and so will likely invest more than a typical customer would.
source.wework.com
The job market has gone through massive changes due to the pandemic. More and more companies are conducting job interviews online, and offer remote roles. For many candidates, it’s still challenging to be interviewed virtually.
In some ways, virtual interviews are easier than in-person meetings – you don’t have to commute, you don’t have to sit in a tense waiting room or worry about showing up on time. However, it’s important to pay attention to the tricky nuances of a virtual interview in order to ensure a smooth conversation that displays your best professional self.
Test your equipment
Familiarise yourself with all the necessary equipment and software. If you are invited to connect via Zoom, download your app in advance and try it out with your friends. The microphone settings are on the left bottom corner of the screen just next to the camera settings. Make sure that your microphone and speakers are working and that your internet connection is stable. If you have issues with the internet, ask your family or flatmates not watch Netflix or download something large while you are on a call. Also, check and make sure you are using a professional screen name that will be easy for the interviewer to recognise you.
Eliminate distractions
Close the door and windows in your room to avoid unnecessary noise and distractions. Switch off the TV. Put away your mobile phone and make sure it’s on silent mode. Banish the pets and if you have kids at home, ask them to stay quiet.
Have your resume, portfolio, and references ready
Many video conference platforms, like Zoom, offer screen-sharing capabilities. It doesn’t hurt to have your resume, portfolio, references and other materials ready to share with your potential employer. Usually it’s done via email, but better to have all relevant materials easily accessible on your desktop so you can call them up at any time, just in case.
Every business process in the world has been affected by the circumstances associated with the Pandemic, and that includes recruitment as well. Our company continued helping our clients hire and onboard new employees remotely.
Not long ago, after a successful publication on how to hire IT team during the COVID-19 outbreak, we were approached by the RBCC and invited to participate in the webinar. We will be sharing our expertise and experience with those in charge of hiring on the 10th of June.
We invite business owners and hiring managers to join our free webinar “How to recruit remotely” which will take place on the 10th of June at 11 am UK time. In this talk, we will discuss:
What are the specifics of hiring and onboarding remotely?
How is the job market changing now, and what makes it different in the UK?
and more…
We will provide practical advice on how to adapt your hiring process to the circumstances.
RSI London (former Red Square International, est. 2008) is a leading recruitment agency in the UK that focuses on recruiting the Russian speaking community in the UK and Europe. The lead speaker is our CEO Nia Sheremeteva assisted by business psychologist Svetlana Elfimova.
The webinar “How to Effectively Hire Remotely” is organised in collaboration with the Russo-British Chamber of Commerce.
PLEASE BOOK YOUR PLACE HERE / REGISTER
“Sorry, we put this position on hold”… – this is what many of our clients say since the London lockdown. Like other business and industries, recruitment is facing a lot of challenges right now. However, today I would like to talk about something positive and maybe share a little bit of hope for those who are actively looking for a job during the pandemic.
At about three months ago our client – a huge legal firm, was looking for a part-time legal secretary which is a quite common role that we receive on a regular basis, thus we managed to find an excellent candidate quickly and left a positive impression, well…I hope so since they came back with a new position just before the lockdown announcement.
We started the search and that’s it – we found a perfect candidate who is very interested and holds all the required skills. First stage interview via Zoom went great and also helped us to learn more about the role. When it came to the second interview, I received a call from our client 10 minutes before the initial start saying that unfortunately it is cancelled because of uncertainty related to the COVID-19 outbreak. Luckily, our candidate showed patience, sympathy and enormous understanding! After various changes and different interview negotiations, there was a final video meeting which successfully led to a job offer!
Since this vacancy required an immediate start, the next challenge for all parties was to sort out all the documentation and paperwork taking into account that there is a strict rule of self-isolation.
So, what happened next? Because it is a legal firm with specific compliance, a passport copy via email was not an option. Therefore, our candidate sent all the originals to the main office of the company, while they were preparing a contract. Here, I would like to emphasise that each conversation with either the client or candidate started with phrases such as ‘let me know if you need any additional support’ or ‘we will do our best to make sure everyone is safe’. Everyone was incredibly supportive and understanding!
Eventually, the candidate received all the necessary equipment such as a laptop and important documents via post without any face to face contact. The whole recruitment process took around two weeks but most importantly a great candidate got an excellent job he dreamed about.
As a recruiter, I did not feel right to give our usual advice during the pandemic or rush either of the bodies. What I rediscovered through this experience was that a simple human, kind and sensible approach would sort anything despite the circumstances!
And yes, it is possible to find a job even now, keep your mind positive and let us know if we can be of any help.
Kind regards,
Kate
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Recruitment agency RSI London Group contact details:
If you would like to register your vacancy with us, get in touch via:
admin@redsquareinternational.co.uk
If you are seeking for a new role, check out our Vacancies page
We provide Recruitment services during the pandemic and help you hire remotely!
You might have heard about this news in the recruitment world! Not long ago we joined forces with IT recruitment agency Lucky Hunter to accommodate our clients’ needs in the field of IT and Technology. Our collaboration with Lucky hunter is a new format of a recruitment approach. The main factor for this successful cooperation is understanding of the current market, highlighting adequate requirements, as well as the willingness to work with clients as partners, rather than having a one-off vacancy to fill in.
Two successful agencies decided to improve the recruitment worldwide through introducing new standards for the selection as well as speed we operate on. We believe that it’s time for the recruitment to become aligned with IT dynamics. IT is indeed the most fast moving industry, and there is no time to waste. That’s why we emphasise the importance of making decisions within adequate timelines so that the top IT talent signs your contract, not someone else’s. That’s what your success depends on.
– We build partnerships with our clients. This means that we initiate an open and honest two-way communication, where we talk about the real situation on the market, using only relevant data. In addition to that, you do not just get a one-time service for IT selection, but also gain strong partners for many years.
– If we took your vacancy to work on – congratulations, you will find your ideal candidate with 100% probability!
– Your risks are on us! We invoice upon the result and don’t request any pre-payments. Also, if a candidate fails a probationary period, or changes his mind, we are there to help you to sort it out with one time free replacement. Our partnership is built on the best conditions for the client: we guarantee the replacement of an employee who has not passed the trial period and we do not take pre-payment, so you do not risk anything if you decide to stop searching.
In addition, our talent pool consists of top-notch technical and creative minds from Eastern and Western Europe who are eager to succeed and available for a variety of jobs with relocation, remote, temporary/fixed/permanent contracts options. Therefore, if you are currently seeking for IT personnel – check our website and get in touch with us
For IT and Tech recruitment services call us on + 44 (0)203 829 3480 (London, UK) or email to: ks@redsquareinternational.co.uk
For enquiries in Russian: tatiana@luckyhunter.io
IT recruitment agency Lucky Hunter specialises in supplying highly qualified IT personnel for companies from all over the world for over 10 years. They are the ones who can find rare Rust or .Net developers in under 16 days!
RSI London is International London Based Recruitment and Executive Search Consultancy operating for over 12 years. We cover a range of roles from C-level and Top Management in Tech, Finance and Energy Industries to Sales and Support, while promoting Eastern European talent in Europe and the UK.
Dear clients,
We hope you are doing well despite the circumstances.
We are writing this post so that you know that like many other businesses we have embraced remote support for our clients in need of sourcing personnel during the COVID-19 outbreak. As usual, we continue registering available candidates via Zoom. We also encourage prospective clients to get in touch with us if there is a vacancy that you are currently struggling to fill in. As we have the largest database of Russian speaking professionals in the UK, it allows us to source effectively even now. We arrange phone and Zoom interviews, assist with headhunting and provide shortlists as usual, saving you time and money.
We work together with a professional and efficient IT recruitment partner, therefore we are ready to accommodate your IT hiring needs associated with a dramatic change in the work settings – whether you need to upgrade your online services, improve the product, implement extra cyber security measures and so on.
We are here to support and tailor our search according to your unique request. Learn more on the dedicated page.
Some of our clients have embraced remote onboarding of the new employees, setting up the expectations and structure at the very beginning. We are also keen to share best practices if you are unsure how to support your new hires and introduce them smoothly in the team. However, we believe that there is no urgency to put on hold your hiring plans as it may lead to losing Top talent your company may need during this time of uncertainty. We help you hire those who make your business stronger! And we all need strength now.
“I strongly recommend Red Square if you are looking for a professional recruitment agency to work with. We have been using their services for many years and the quality of candidates they find is exceptional and has remained consistent, across all fields and positions.”
We wish you to go through this period of uncertainty as smooth as possible,
RSI Team
The lifestyle and habits of millions of people in the UK and around the world have dramatically changed in the past decade, and caused changes in the way we work. For example, poor concentration at work is a very common issue. It is often associated with screen watching and social media. It’s been researched that overuse of gadgets may also negatively affect our memory, ability to focus and even cause anxiety.
Resourceful state, in contrast, is when we are energised yet calm and balanced, eager to learn and develop, but also tend to rest on time. We usually feel more positive and stable mood-wise. We indeed have a higher level of concentration and focus. Resourceful state of mind is when we have more ideas and inspiration to experience new things in life!
In our agency, we make sure that everyone is feeling well, and supported. Last year we have moved to another office that is bigger and lighter. It has an access to fresh air and bubbly Covent Garden atmosphere is delightful. Our colleagues reported that it positively affects their mood and energy level. We’ve got a flexible approach to arranging time off work and open to feedback in order to improve work-life balance and work design. We often have casual chats about resourceful state of mind and well-being with our in-house organisational psychologist.
So, in order to come closer to resourceful state, try the following:
These little activities, if performed regularly, will become your new healthy habits and provide support in busy life. They will contribute to better concentration and overall well-being. Stay healthy and productive for your own benefit, and for the benefit of the company you work at!
People change jobs typically about ten times in a lifetime. There are multiple psychological, economic, external or family-related reasons for that. For the businesses, retention of employees is an important factor for the success. In order to extend the length of employment we need to understand the motivations that drive people to move on and look for a new job.
Another area of interest – is to explore whether at the stage of hiring new members you make the right decisions. And those are only can be evaluated if the job analysis has been done properly in order to define the person specification, requirements, responsibilities and form the job description that will truly represent the role. If you need help with recruitment, contact us. However, in this article we will look at the reasons why people change jobs and how to approach it if you are the manager.
So, why do people move on?
1. At a certain point in a job, an individual may start feeling that the values and culture of the organisation is not necessarily suitable anymore. It does not match with who they are. It links to an individual’s perception of career as well – whether a job is just a way to earn money, or it’s expected to be an extension of personality and life.
How to approach: it’s important to help an individual to express their concerns. Help to identify their main values together and help them see where in organisation they can do something that makes sense to them. Something that does not compromise on the main role. It can be a charitable event they could help to organise around Christmas time, for instance.
Tools: values cards and coaching.
2. After some time in the role, people experience that they have outgrown this job and thrive for more challenge. At the core of this reason – motivation to master the skills and see the improvement.
How to approach: and again, through open and transparent conversation explore the concerns. As a manager allow the employee to speak up. If that’s the case, think about the opportunities within the current organisation where the skills and knowledge of the employee can be applicable. Remember, that the level of the project should be a bit above the current project that the person is involved in at the moment. Also, talk about what the employee has learnt throughout current employment – what he/she gained in terms of new skills, experience, knowledge and competencies.
Another useful approach is to help to identify the blank areas, developmental areas where the employee what to extend the expertise towards. 360 degrees feedback tool can be appropriate to use. From that stage, help them to create a professional development plan and match it with available opportunities within the company.
Tools: coaching and 360 degrees feedback, PDP.
3. Stress-related health issues may be another reason for an employee to consider leaving the organisation. A huge number of corporate workers experience symptoms of burnout after prolonged exposure to stress and take sick leave when feel overwhelmed and exhausted. Some support from the organisation may be required.
How to approach: firstly, identify the issue is happening. These questions might help:
How is your team doing?
What’s going on in the lives of the team members? Any other factors outside of the office influence their well-being?
Any lateness, lack of concentration, overreaction, anxiety or any sort of difference in behaviour?
Notice it and talk to a person. Secondly, offer your help that is within your capacity – an extra day of leave, flexible working, consultation with an organisational psychologist and so on. Allow the employee that goes through tough time to understand that expectations are temporarily lower and you are there to support. Make sure to follow up and check on them.
Tool: The General Health Questionnaire (GHQ) to identify the well-being level of employees in the organisation.
We covered today only three factors that may influence an employee’s decision to leave the job and gave you some ideas how you may approach it and make them stay.
We hope you have found this article helpful and we wish you all the best in keeping your team thriving. However, if there is a need to hire someone new, write us to admin@redsquareinternational.co.uk and we will be happy to assist.
Written for the Red Square Int. by in-house Organisational Psychologist Svetlana Elfimova
It was a lovely summer afternoon when my phone rang. It was an amazing lawyer and a good friend of mine who declared
– I am working with one client who needs a lot of staff, but he doesn’t want to go to recruiters!
– Why is that? – I asked. – Is it because he is on a tight budget and thinks recruitment costs more than running own searches? I can prove that it is not and, actually, can save a lot of money!
– No, not that… He doesn’t mind paying.
– Is it because he prefers to do it himself?
– No, he really can’t be bothered!
– Ok… Is it because his ex-wife was a recruiter?
– (Laughing) Nooooo (still laughing)…
– So why is that? There is something you are not telling me.
– I don’t know if I should tell you.
– Come on! – I said. – You can tell me anything.
– Well… he thinks that all recruiters are…. idiots (silence)
– I see. Fine. Bring him in!
– Are you sure? Because we are in Harrods, and can pop in now.
– Pop in!
Within thirty minutes I got a phone call from the reception that I have visitors. I breathed in and out, put my ‘killer shoes’ on, printed terms of business (just in case).
When I approached the reception, I hugged my friend looking at me with a cheeky smile and a hint of ‘I am not saying that, he does. Then, I turned to the potential client, his intriguing comment still playing on my mind, with the biggest smile and shaking his hand firmly said:
– Nice to meet you. Nia – the Recruiter, and the biggest idiot of them all 😉
We signed the deal the same day and placed many roles with his company. Some say ‘idiots’, but I say ‘idiots who put their clients’ needs first’ while changing opinions during the process 😉
Nia
It is an exciting time when a company grows! But how do you find people that will enhance what you do and add value to you team(s)? We are all different and finding a great match that will contribute to your business is not exactly rocket science, but it’s also not as straightforward as it may seem!
The dynamic
Every company has a specific dynamic that is not typically vocalised, but more like felt. It can be a mixture of tactics, behaviour, the communication style and so on.
Think of the following:
– What type of internal communication is common in your business?
– What type of leadership is practiced? Is there consistency?
– How does your business celebrate its successes or supports employees? This goes for small, medium or large organisations.
– How do promotions work? Are there opportunities for progression?
All of these questions are important to those that join your business. Candidates want to make sure your business will fit them and align with who they are.
We specialise in Russian speaking recruitment in the UK and Europe. We understand the specifics of the British and Russian mentality, and we know how to build bridges between these two worlds to ensure great matches between candidates and businesses.
Being in the UK job market for over a decade, we have a huge database of strong and available candidates. We know how to source, negotiate, attract and select the best candidates for your role(s).
Job design
When the time comes to grow your team, what do you name a new role? And what will this new role work? This process is called ‘job design’ and going through it properly will help you to best define a role’s duties, responsibilities, as well as any systems and procedures that may apply to a new role. From this stage it becomes far easier to write a person specification and to identify what criteria a candidate should meet in terms of their qualifications, experience and skills.
A selection process might be lengthy and demanding. It is important to have an understanding of who you are looking for. It will help us to sift out the candidates that won’t suit the role. When you hire a recruiter, we usually ask a bunch of questions that are related to the role in order to help you to better define the requirements for a potential candidate. We are also more than happy to assist you with writing a job specification if you’d like.
Advertisement and selection
We advertise on your behalf on job boards and on our website. We evaluate CVs based on the specific criteria you’ve requested, meet candidates face-to-face or via Zoom, run a semi-structured interviews, and then we create a shortlist for you of the best matching candidates. Basically, what we do for you is we look through hundreds of applications, scrutinise a long list, and then choose the most suitable based on your job criteria, the candidate’s experience and skills, and their interview with us.
Saving you time
We save you hours and hours of work by looking through hundreds of applications, evaluating and interviewing a long list of candidates, and scheduling and rescheduling meetings if we don’t get a result right away.
What brings results is choosing a recruitment professional like us to do the job we specialise in with our access to a unique database of strong candidates.
What maximises your chance of attracting quality candidates is by choosing us with our rigorous selection system and fast turnaround.
On top of all of that we also collect professional references on your request and check those candidates’ eligibility to work in the UK.
Contact us on + 44 0 207 969 1812 or via email when you know it’s time to grow your business.
Red Square International is your professional partner in the candidate selection process.
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