Candidate attraction Employer value proposition (branding) Social media strategy Assessment process Screening and vetting The world’s largest family-run recruitment company
Reed is the world’s largest family-run recruitment company. Having spent over 60 years hiring workers across 20 specialist sectors, we are pioneers in specialist recruitment solutions.
Reed’s purpose is improving lives through work. We achieve this every day by living our three core values:
We are fair, open and honest
We take ownership
We work together
18% of Reed is owned by the Reed Foundation, which supports charities around the world, meaning that one day a week, we’re working for charity. By working with us, you’re also helping us to support these great causes.
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.
Market leading guarantees
Our thorough, meticulous approach to recruiting c-suite professionals is unbeatable, so Reed is confident enough to be able to offer competitive guarantees when you find your next high-performer through us.
Industry leading screening
Reed’s top priority is the safety and wellbeing of everyone we work with. All our candidates are pre-screened by our dedicated in-house screening team. We perform reference checks, eligibility to work checks, and ongoing compliance checks.
Data and technology driven
We use a combination of data and technology to optimise your recruitment solutions. The teams use cutting-edge recruitment technology to deliver the best candidate and client experiences, as well as capture data to provide insights for our optimisation process.
Using this data, we constantly measure whether your desired results are being delivered. Our teams will optimise your service and deliver continuous improvements to ensure that your desired outcomes are achieved.
Reed’s Hungary salary guide 2022
With the economy beginning to recover from the impact of Covid-19, businesses are starting to increase investment in all operations, including recruiting new staff to boost growth. This investment has led to a surge in demand for new employees. Given the need for talented professionals is rising across the country and it is vital companies understand the salaries and benefits they need to offer to attract and retain talent. Reed’s Hungary salary guide 2022 provides the information both organisations and professionals need to understand the market rate for poplar jobs. Who should read the salary guide? The salary guide provides important – which is important whether you are an employee, jobseeker or employers. If you need a benchmarking tool to align your compensation packages for current employees and prospective hires, then this guide will provide you with the right insight to do the job. The competitive recruitment landscape means that organisations who fail to research the market rate will lose talent to competitors offering better remuneration packages. With the economy rebounding, if you are actively searching for jobs or looking to understand your worth, can calculate the salaries and benefits they could receive in a new role. What sectors does the Reed salary guide cover? The guide covers all six of Reed’s specialist recruitment sectors in Hungary, providing information on roles across all seniorities. From customer service representatives, to finance managers, we have tracked salaries for the most popular jobs across these industries. Reed’s Hungary salary guide 2022 covers the following sectors: Accountancy & finance Business support Human resources Multilingual shared services Sales & marketing Technology Why should I download the guide? “The pandemic not only altered the way we work but changed what many professionals are asking of their employers. As the demand for talented, qualified employees across Hungary increases, candidates are aware of this and have raised their expectations for salary and benefits.” - Klára Pethő, Area Manager, Reed As Klára states, with professionals’ expectations raised, employers must re-evaluate what they need to offer to satisfy their demands. Reed’s Hungary salary guide 2022 contains four years’ worth of salaries, including minimum, maximum and average salary figures for 2022 – allowing organisations to understand what they should be offering and individuals to know what their market value is. Along with salary data for jobs in each of Reed’s six sectors, our industry experts provide you with insight into key developments and interesting trends across their area of expertise. In addition to salaries, our recruitment experts also outline the benefits packages which are effective in attracting professionals and examine the impact increased flexibility and remote working have had. Access this valuable information now by downloading Reed’s Hungary salary guide 2022.
Remote onboarding: successfully settle into your new job online
Working remotely is not a new concept, but there are some employees who have never worked from home before. With organisations now looking to remotely onboard new employees, some may find it more challenging than starting a role in an office.This blog will explore the considerations you should make so that you can be an essential member of the team and acclimate quickly to your new role.Home officeOne of the first things to consider is finding a good working environment within your home, with minimal interruptions and maximum concentration. It doesn’t have to be an office of your own, just a place that is yours, that you can leave at the end of the day.Work-life balance is crucial to our mental health, but it’s impossible to completely maintain during the lockdown, so you need to compartmentalise and use indicators that let you know you’re either working or not working i.e. a desk for work use only.TechnologyYour company should send you all the resources you need, including computers, keyboards etc. but you need to prepare your home for the increased and prolonged use of technology. You may need to upgrade your broadband or the capacity of your own computer, for example. Your electricity and internet bills will rise, but there are tax reliefs for that, so look into how you can claim money back for the increased cost.Find out what platforms your team is using and how they want you to share your work or collaborate – then familiarise yourself with these systems and processes. Your routine may depend on that of others going forward. Get acquainted with their system in the first day or two so you can start contributing as quickly as possible without mishaps – this may require seeking out the best person in your team to be ‘on-call’ for any support.CommunicationWhen you’re in an office environment, it’s more likely that you’ll have casual conversations with your new colleagues in the vicinity. Now, you must make an effort to get in contact with them. You will likely have an introductory team meeting over Zoom, MS Teams or other software, but to get to know people better, you should be proactive. Aim to set up meetings with everyone individually, to find out who they are, what their role is, how you can support them – and also a bit about them outside of work.Most new starters, especially if they’re new to the industry, will need a lot of support and your team will expect you to ask for help rather than figure it out alone. Utilise the technology to keep in touch with your manager and colleagues as and when you need to. There will always be someone in your team who can help you out, but you need to ask. Find someone who can help you connect to others you need to know in the organisation.ExpectationsWhen anyone starts a job, you must first learn what your boss and team expect of you, and what you should expect from them in turn. Part of getting to know your team and their roles is learning what you will need from each other. You might find that your boss is checking on you a lot to begin with, but that will lessen over time as you build their trust by meeting or exceeding their expectations.Ask if there is anything you need to learn more about and aim to build your skills as you work – there are so many online resources and courses to choose from, it’s good to ask for some recommendations. Gaining relevant skills will benefit your team as well as yourself.Soft skillsCommunication is one of the most common soft skills that employers look for – others such as flexibility, resilience and time management are also highly desirable, especially during the lockdown. Having a good attitude, being eager to learn, and offering to do more to support your team will help you stand out as a valuable team member.Part of being proactive is having your own opinions and ideas, and sharing them in order to help the team. This may take a while to get right if you’re just getting the hang of things, so no one will expect perfect solutions right away – but if you do have an idea, don’t be afraid to share it because it may spark others’ creativity. The worst that can happen is they say no. It’s better to make mistakes and ask questions at the beginning so that you can learn and grow.You may be working from home for a long time, so make as much effort as you can to stay professional, stay connected, and make a good impression.If you’re still searching for your next remote role, or a talented candidate to share this information with, contact any Reed office via phone or email.
How to prepare for an interview presentation
Particularly for executive level positions, a presentation stage can be an integral part of the short-listing process.Many employers opt for a presentation interview as it gives a better overview of your general aptitude when compared to (or combined with) a traditional question and answer interview. The presentation is your opportunity to showcase your knowledge, experience and communication skills as well as your general organisation and diligence.Here are our tips on how you can ensure you deliver the best interview presentation possible.Preparing your presentation for an interviewKeep each slide short and significant, aiming for no more than 10 slides. This ensures the information you deliver is memorable and will help you to stand out from other intervieweesUse a range of formats to help illustrate your points. Include graphs, statistics, diagrams, video clips, and images to help break up large volumes of text and maintain the attention of the interviewersInclude quotes from industry leaders and/or research pieces. This helps give your points authority and demonstrate your commercial awarenessIncorporate company colours or fonts in the design of your presentation. This will show you’ve done your research and highlight your brand awarenessCheck spelling and grammar thoroughly – small mistakes can really undermine the content of your presentationPresenting tipsPresent confidently and enthusiastically. Remember to speak clearly, make eye contact and use open body languagePractice, practice, practice. Ensure you are well rehearsed so that you are familiar with the structure and are able to deliver your presentation smoothlyArrive early to give yourself time to set up the presentation and settle any nervesGet comfortable with PowerPoint and presentation equipment. Make sure you know how to work the projector, visual screens or remote control before you begin to avoid any awkward stumbles or pausesHave access to multiple sources of your presentation. Email the file to yourself and the recruiter, bring a copy on a USB stick and bring printed handouts. This way you are covered if anything goes wrong with the file you’re intending to useStay within the allocated time. If you have not been given a guidance on length, aim for the 10 minute mark. Time your presentation when you are practising to make sure it will fit within your allowed time slot. If you need to reduce the content of your presentation, cut out the least relevant or weakest pointsBe prepared to adapt. You may have practiced your presentation in a certain way, but the interviewer might not respond accordingly. Be prepared to be stopped for questions or further discussion unexpectedly10 minute interview presentation templateBelow is an example for the structure of your interview presentation. Use this as a baseline and adapt or reorder where appropriate based on the task you have been set by the interviewer.Slide 1:Introduction – Reiterate the objectives you have been set and lay out the structure of your presentation so that the interviewers know what to expectSlide 2:About you – Detail your professional experience, skills and working styleSlide 3:Company history – Give a brief summary of the company history, any milestones or awardsSlides 4-7:Answering the brief – Give your responses to questions you’ve been asked to answer, the benefits and limitations of your suggestionsSlide 8:Question and answers – Include a slide titled ‘questions and answers’ as a cue to pause for interactionSlide 9:Conclusion – Sum up the key points you have made, reach a decision and explain your reasoningSlide 10:Personal achievements – End the interview on a high with a brief slide on achievements that show you will succeed in the roleTaking these steps should help you to succeed in your presentation interview.