Monthly Highlights August 2017

August is over but the sun was still shining on Fish4jobs last month! With 1,182,540 visitors on site generating 175,069 applications the site was a busy place to be over the holidays. With continued partnerships from our huge regional newspapers we have an ever-growing audience of jobseekers. The month has also seen some big brands on site – Parcelforce, Department of Transport, Primark & more

Take a look at our August highlights here. We’ve got details on our top locations and sectors for the month.

If you’d like to advertise a job with us, please get in touch.

Monthly Highlights July 2017

July was another good month for the Fish4jobs family. With 1,228,311 visitors on site generating 190,868 applications we’re seeing positives in the summer months! With continued partnerships from our huge regional newspapers we have an ever-growing audience of jobseekers. The month has also seen some big brands on site – Barclays, Amazon, British Gas & more

Take a look at our July highlights here. We’ve got details on our top locations and sectors for the month.

If you’d like to advertise a job with us, please get in touch.

The Benefits of Internal VS External Recruitment

If a business is looking to recruit new staff, there are two ways they can do so. The first way is internal recruitment, which is filling a vacancy with staff currently employed in the business. The second way is using external recruitment, which is when the company fills a vacancy by hiring someone new from outside of the business. But what are the advantages and disadvantages of each? Which strategy best suits your company?

Internal vs external recruitment

Internal recruitment

Internal recruitment is the process in which a company will use internal sources of recruitment to fill a vacancy with an existing employee of the business. This type of recruitment is typically used for promotions, however horizontal position shifts can also be filled with current staff.

Advantages of internal recruitment:

  1. The selection process is much easier and quicker as there is likely to be a smaller pool of high calibre candidates to choose from.
  2. It’s more cost efficient as the business does not have to pay recruiters’ fees or to advertise the job.
  3. By recruiting internally, you already know the capabilities of the candidate and have a better idea of how they will perform in this new role.
  4. Promoting staff from within the company can be motivating for your employees who will recognise that their hard work is being rewarded.
  5. You already know that the candidate is happy with the company and work culture and gets on well with the rest of the team.

Disadvantages of internal recruitment:

  1. There are no new ideas or energy coming into the business.
  2. Promoting from within may create the ‘Dead Man’s Shoes’ atmosphere in which employees feel they can only be promoted when an employee in a more senior position leaves their role.
  3. It limits the potential number of candidates that you have to choose from.
  4. A new vacancy will be created when your candidate takes the new role.
  5. It may create resentment between employees who feel that they were overlooked for the promotion.

External recruitment

External recruitment is the process in which a company will search for new candidates from outside of the business to fill a new position. This can be done using the company’s HR department, hiring headhunters, or by advertising your vacancy on an external job board (such as Fish4jobs).

The advantages of external recruitment:

  1. It brings in new talent and new ideas to the business.
  2. There is no limit to the number of candidates you can screen/interview.
  3. The company will be exposed to a more diverse set of skills and experiences.
  4. It is less likely to cause resentments with your current team.

The disadvantages of external recruitment:

  1. Recruiting externally is typically a more expensive process with costs for advertising the job and arranging interviews.
  2. External recruitment is usually a longer process.
  3. It is more difficult for the company to assess the candidate as you have no proven experience to work only.
  4. It is less unknown whether or not the candidate will fit in with the work culture of your company.

Methods for internal recruitment

If recruiting internally is the right strategy for your business, the next step is to decide what opportunities there are with your existing employees and which method is best for filling the vacancy.

Internal recruitment methods include:

  • Internal advertisement.
  • Promoting a talented junior member of staff to a more senior role.
  • Hiring temporary employees into a permanent role.
  • Hiring employees from another department into a position in a different department.
  • Filling a freelance position with a retired employee.

Sources of external recruitment

If you’re looking to bring a new individual into the business to fill a job vacancy, there are numerous ways that you can search for a suitable candidate.

External recruitment sources include:

  • Using a recruitment agency.
  • Advertising the role on social media, the company website or in a newspaper.
  • Listing the job on an external job board (such as Fish4jobs).
  • Asking for referrals from existing employees
  • Hiring headhunters to find the best talent.

Whether your company chooses to recruit internally or externally will very much depend on the structure and current circumstance of the business. If, for example, you have an employee who you are confident will be the best fit for your new role, internal recruitment makes the most sense. However, if there are no stand out candidates currently employed by the company it is best to look for external candidates.

Whichever recruitment method you decide on, the key is to ensure that you thoroughly understand the advantages and disadvantages of both strategies to make sure that the method you choose works best for the business both practically and financially.

The Importance Of An HR Team

Every medium to big company needs an HR team, and even small to medium companies should have at least one HR employee. Your HR team can be invaluable and provide help and support to the administrative running of your business.

What is an HR team?

The HR, or Human Resources, team is responsible for managing issues related to the people in an organisation. Human Resources put emphasis on employees as assets to the business and manage all employee related issues. There are a few main functions of the Human Resources team, in particularly: recruitment, employment termination, employee relations, training, and benefits.

Main responsibilities of the HR team:


One of HR’s responsibilities is recruitment and the on-boarding process of new members of staff. Often the HR team will oversee the entire recruitment process managing from writing and posting the job description, inviting candidates to interview and sending out offers and rejections. The HR team also help with scheduling interviews and integrating new employees into the business.

Employment Termination:

Although firing an employee comes under the jurisdiction of the employee’s line manager, often the Human Resources team will be involved in the process. It is common for the company to ask a member of the HR team to be present at the firing as a witness and to ensure that the process runs as smoothly as possible. The HR team will also help with scheduling exit interviews and filing the necessary paperwork.

Employee Relations:

A key function of the HR team is dealing with employee disputes and relations. If employees are experiencing issues with one another or feel unhappy at work they can contact the HR team and ask for guidance and support. The HR team can also help with arranging company events and socials to encourage strong workplace relations.


Often it is one of the responsibilities of the HR team to organise and execute training for staff members. Sometimes, the HR team themselves will conduct the training while on other occasions they arrange for speakers or mentors to come to the office.


Managing employee bonuses and benefits is an important function of the HR team. It is common for line managers to submit information to Human Resources who will then enter the information into the company system. HR also deal with benefits such as gym membership or health care.


Of course the HR department also undertake a multitude of administrative activities such as providing guidance to employees in particular new starters or employees with payroll queries.

Recruiting for an HR Manager? Take a look at how to write an HR Manager job description template.


The Pros and Cons of Video Interviews

Video interviews are becoming a more and more common part of the recruitment process. We’re here to help you look at the benefits and drawbacks of video interviews.

What is a video interview?

A video interview is an interview conducted remotely via a video call system such as Skype or Facetime. Video interviews are typically conducted as the first stage of the interview process.

The pros of a video interview:

  • An easy way of screening a potential candidate before inviting them in for a face to face
  • Very cost and time efficient
  • More personal than a phone interview and you can gauge more about the candidate

The cons of a video interview:

  • It could be interrupted with poor connection/technical problems
  • Video interviews can sometimes feel awkward or jarring and may not represent your candidate in the best light
  • There is a limit to the amount of people who can be involved in the interview

Ultimately it’s about finding the right recruitment process for your company. If, for example, you have had a great number of high quality applications, a video interview is a great way to quickly screen potential candidates. Additionally,  if you are interviewing candidates from abroad a video interview is invaluable to you and removes location restraints from the process. On the other hand, if you are interviewing for a high level position or a role that needs to be skill tested, you will need to interview the candidate face to face. Knowing more about the pros and cons of video interviews will help you make the right decisions for your hiring process.


Receptionist Job Description Template

If you are looking to hire a receptionist but you are not sure how to write the perfect job description, we are here to help you. Our receptionist job description template will guide you on how you should advertise the receptionist position to attract the best talent.

The receptionist job description template below uses a fictional company and role, but the experience required, responsibilities and skills can be transferred to your vacant receptionist role.

About the company:

We are a Designer agency called Movoo. Our busy office based in London and our friendly team need a receptionist to take care of every day’s essential within the office.

Our company needs someone who likes to take on challenges and is able to adapt and learn things quickly.

About the receptionist role:

The role will include, ordering equipment into our workshop, setting up meetings, greeting and meeting clients, managing switchboard, emails and letters and providing administration services to our clients and the team.


Have at least 1 years of experience as a receptionist from a fast paced environment.

What are the responsibilities of a receptionist:

  • Set up business meetings between the clients and the team
  • Plan journeys for staff meetings
  • Have the right equipment ordered into the workshop and the office
  • Manage telephone calls, emails and answer letters
  • Keep dairy for each employee and files for each employee
  • Write contracts and other important documentations

Skills we require:

  • Being able to multitask in a fast paced environment. For e.g. answering phone calls while writing an email
  • Excellent written and communication skills
  • IT skills including Excel and Word
  • Fast learning and adapting to new things


Central London

Part time

You only need to work 3 days a week. Between the hours of 8.00 – and 18.00

Receptionist Salary

£8/hour + travel expenses

If you would like to check an example of the ideal receptionist CV and cover letter in anticipation for your applicants, then visit our Career Advice blog.

Want help attracting the right talent? Advertise on Fish4jobs today!

Accountant Job Description Template

Finding the right person for a job role is always hard. If you’re looking to fill a new accountancy job position in your company, please use our Accountant job description template to attract the best possible candidates.

Our accountant job description can help you guide and show you what you should include in your job description.

About the company

Square Accountants is a highly reputable accountancy firm that has an innovative and commercially minded approach to business. A company who deals with many dot-com businesses, young entrepreneurs and high net worth people.

About the role

We are looking for an accountant to join our upbeat and fast growing team. Someone who has a strong background in providing a full accounting service from managing accounts, tax and VAT, preparation of accounts with good one-to-one query management and resolution.

You will be a team player, comfortable in working in a busy environment and display good Excel, Sage or Cloud based accounting skills


  • 1+ year of experience in accounting
  • Practice – Industry candidates are welcome to apply

Key responsibilities of an Accountant

  • Responsible for providing a full bookkeeping service with the preparation of management accounts.
  • Maintaining strong working relationships and standards.
  • You will ensure that all deadlines for month-end processing are met, supporting with monthly analysis and reporting, and providing ad-hoc support where needed.
  • You will assist with filing deadlines for year-end accounts and tax returns as necessary.
  • You will assist the wider team where necessary in particular, support more junior members of the team.


  • The ideal candidate will have experience as an Accountant within Practice or Industry who can demonstrate a good commercial business senseIt.
  • It is also essential that you have the character and confidence to deal with entrepreneurs and business owners in an informal yet professional way.
  • You have achieved or are working towards achieving ACA/ACCA/ CIMA or related Qualification or experience.
  • You are computer literate, able to pick up systems quickly.



Permanent/ Part time


Accountant Salary

£25,000 – £30,000

Apply today!

If you would like to check an example of the ideal accountant CV and cover letter in anticipation for your applicants, then visit our Career Advice blog.

We know how hard hiring can be… That’s why Fish4jobs makes it cheap, quick and easy. Advertise your job position now!