The 'ATA Way' is our way of working - it's a set of values that our recruiters use to ensure that they provide a great service to our candidates and clients.
We provide a first class experience during the recruitment process by achieving excellence in all of our activities.
Every interaction with our clients, candidates and colleagues demonstrates extreme levels of individual and brand pride.
Our network, expertise and consultative processes provide insight and benefit throughout the recruitment process.
Our processes underpin the quality that drives cost and efficiency gains for client, and enhance experience for candidates.
Questioning the immediate expectation, response and size of the opportunity to achieve tangible gain and benefit for all parties.
Recruitment training is something we take very seriously. We want to equip every recruiter with the tools they need to be successful. Whether you're an experienced Recruitment Consultant, or considering your first recruitment job, you'll have time dedicated to you to help you understand the sector and how to progress your recruitment career forward.
Your Initial Training
You will learn how to recruit the ATA way and how to transfer your skills into recruitment. Topics we cover include selling, interviewing and candidate management.
You will take part in regular group training sessions, lead by experienced Recruitment Consultants, as well as daily huddles and weekly 1-2-1s.
Various training workshops including leadership, and a particular focus on your route of progression. We'll also do refresher training any areas you want to improve in.
We believe in promoting internally! Our progression is mapped out from the beginning and is based solely on performance. From day one, you will know exactly what is required from you to enable you to develop. Although our progression is structured, there are various routes available depending on where your strengths lie.
Client Relationship Manager
Business Development Manager
Talent Sourcing Specialist
Senior Talent Sourcing Specialist
Our success is down to our employees and we believe it is important to reward their hard work. Working for us is more than just a competitive salary - we invest in our employees and we invest in your future.
Cycle To Work Scheme
Employee Assistance Programme
Buy Additional Days
Our quarterly incentives and annual trips are our recruiters' chance to celebrate their success and be rewarded for their hard work. Prizes have included days out to the races, 5* dining expenses through to all-expenses-paid trips to New York and Las Vegas. Here are some of the highlights:
We have two offices across the UK in two fantastic cities. Hover over your location of choice to find out more about that particular office and to see available recruitment jobs.
ATA Recruitment Leeds
Our city-centre based office is a few minutes walk from Leeds Train Station. As well as a bright and modern office, we offer subsidised parking close by and there's plenty of amenities.
View our recruitment jobs in Leeds below, or arrange a call with our Talent Acquisition Manager to discuss your recruitment career.
ATA Recruitment Leicester
Our Leicester office is brand new, busy and modern. A mile from the M1, it's accessible from multiple areas of Leicester and has free parking on site.
View our recruitment jobs in Leicester below, or arrange a call with our Talent Acquisition Manager to discuss your recruitment career.
Working for ATA Recruitment is great, because no two days are the same. I really enjoy how dynamic and fast-paced the job is, and it really helps that I'm competitive too. There's no better feeling than seeing your name at the top of the leaderboard, and I get such a buzz from placing candidates into new roles.
The Leeds office is a great place to work, it's really handy being in the city centre and having a gym next door! The best part of my job is definitely the working environment and the people I work with - I would recommend it to anybody.
5 Tips for Utilising Social Media in Recruitment
As a recruiter, you will know the importance of using social media as part of your recruitment strategy, but do you know how to do this effectively? And how can you use social media systems like LinkedIn, Twitter, etc… to recruit without spending too much time online and not on the phone? This blog with Lisa Jones will help you to generate more inbound leads through social media, spend less time on job boards, and more time managing your pipeline.Lisa Jones, the founder of Barclay Jones, has worked in recruitment for nearly 20 years and coaches recruitment businesses and their teams to generate better leads, opportunities, and sales. An expert in all things recruitment marketing, Lisa has compiled her 5 top tips for utilising social media in recruitment. Read them below:How Recruiters can generate more leads from social mediaThe most common of all maintenance shifts is the Continental pattern. In a nutshell, you would be working 12-hour shifts on a 4-on-4-off basis. Typically, week one would be 4 straight days, week two 4 straight nights, with 4 days off in between. Your rota would look something like the below:Spend 5 minutes a day cleaning your LinkedIn notifications and checking for leads – this will ensure that LinkedIn only shows you genuine leads, and only shows your face to genuine leads. This is a great hack for improving speed.Use LinkedIn SSI to understand where you need to improve your LinkedIn profile – You need to maximise your time, so need your profile and activity to really work, even whilst you’re sleeping.This is one of my favourites. Use Awards in your niche sector to generate warm calls – Have a calendar of the awards in your sector and be ready to congratulate/mention the awards in your messages to prospects and clients.Grow your connections with content (add a link to one of your blogs in your LinkedIn invites) or find content online which really nails any issues they may have in their jobs/sector. If you have nothing on your blog which does this, give your marketer the Paddington Bear stare.Use Calendly to give your candidates and clients the opportunity to fill your diary with calls, then get on the phone!Your time is really precious, and you candidates to source, clients to keep happy, jobs to place – and pipelines to protect. The recruiter tips above should really speed up your day and make you more effective. What tips do you have for using social media to recruit and sell?Recruitment JobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant? We’re always on the lookout for ambitious recruiters to join our teams in Derby, Leicester, London and Leeds. We have an unrivalled training programme that will give you all of the tools you need to be successful – not forgetting our generous basic salary and uncapped commission! Contact our Talent Acquisition Manager, Rachael Bailey, below for an informal chat about a career with ATA Recruitment.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
A Recruiter’s Guide to Managing Counter-Offers
As a Recruitment Consultant, this blog will equip you with the tools required to successfully manage counter-offers when they do happen and increase your chances of coming out on top.Counter-offers are part and parcel of recruitment, and don’t believe anybody that tries to tell you that they’re completely avoidable – they’re not. Having said that, there are several techniques you can adopt to significantly reduce the risk of counter-offers during the recruitment process.What is a counter offer and why do they happen?You have interviewed a fantastic candidate, you offer them the job, and everybody is happy. That’s the ideal scenario. A counter-offer is when the candidates existing employer reacts to their resignation by offering them something seemingly better. This typically comes in three forms:More money – This is the most common counter-offer as it’s very easy to forget the issues you’re having at work when you’re offered a sizeable pay rise – at least temporarily.Promotion – It’s surprising how quickly a candidate can be promoted following a resignation. It may have been the title they always wanted, and it’s good for the ego.Benefits – Ensure you complete the tasks you have set out for yourself. There is no point in planning ahead and then letting things build up. Have a daily clear down of tasks and emails.As well as the ‘you don’t know what you’ve got ‘til it’s gone’ mentality, there are many reasons as to why an employer may counter-offer. Including:The cost of recruitment and training – It’s estimated that training a new employee can cost anywhere from 20% to 40% of their yearly salary. This combined with any potential recruitment fee on top, makes a counter-offer a much more cost-effective option.Loss of income – If somebody isn’t doing the job, there’s a reduction in output which can delay projects or production. Businesses will want to retain existing employees to avoid this happening.Pride – How would you feel if one of your best employees wanted to leave your business for another, or even worse, a competitor? There can definitely be an element of ego involved in counter-offers.The downside of counter offersCounter-offers are frustrating for both the new employer and the recruiter involved, and it can often feel like an impossible task to compete with a generous pay rise or promises of promotion.If our 50 years of experience has taught us anything, it’s that the counter-offer scenario rarely has a happily ever after. We have seen a large number of candidates looking for a new job again within 6 months of accepting a counter-offer, and this is typically for the following reasons:Back to the status quo – The short-term gain doesn’t last forever, and the reason you were looking for a new job in the first place creeps back in, resulting in frustration.Promises aren't kept – Sometimes, despite the best intentions, businesses can’t follow up on the promises made during a counter-offer for a multitude of reasons.Hostility – Although less common, accepting a counter-offer can result in hostility from colleagues. No matter how much discretion is involved, they’ll often know that you received a pay raise or a promotion because you resigned.We’re not claiming that every counter-offer situation ends badly, but more often than not, candidates we talk to have experienced one or several of the above.This knowledge is valuable when it comes to managing a counter-offer with a candidate, even before it arises. Remember to ask questions in the early screening process to minimise the risk and understand the real reason they’re looking to move jobs. If a candidate’s primary motivator is money, it’s much more likely they’ll quickly accept a pay rise from their current employer. If it’s company culture, their boss, or similar frustrations, it tells you that there’s less chance of a counter-offer.We also recommend simply asking the question – how would you feel if your employer made you an offer to stay? This will help you to gauge their reaction.Managing a counter offerRecruiters get a bad rep, but we all want what’s best for our candidates. Placing our candidates into the wrong jobs is counterproductive, it means more work replacing them, a bad reputation and severed relationships with both candidates and clients.Building a good enough rapport with candidates will allow you to truly assess whether they’re making the right decision for them when accepting or refusing a counter-offer. Knowledge of your sector and the businesses within it also helps – you may start seeing a pattern of frustrations from candidates from the same business. This usually indicates that a counter-offer is a temporary fix, and the information in this blog will help to shape your conversations as to why.On the other hand, a business may learn the error of its ways after a resignation and things may markedly improve afterwards, it can happen, and every situation is unique. The important thing is understanding why counter-offers happen, what they typically are and why they may not work out so that you can deal with the situation when faced with it.Recruitment jobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant, what a Recruitment Consultant does or a day in the life of a Recruiter? We’re always on the lookout for ambitious recruiters to join our teams in Derby, Leicester, London and Leeds.We have an unrivalled training programme that will give you all of the tools you need to be successful – not forgetting our generous basic salary, uncapped commission and fantastic progression opportunities! Contact our Talent Acquisition Manager, Rachael Bailey, below for an informal chat about a career with ATA Recruitment.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
How to Use Thought Leadership in Recruitment
You’re a Recruitment Consultant or Salesperson that wants to book more business and ultimately earn more. But how? This blog goes further than your typical sales training and techniques and outlines the importance of engaging with your LinkedIn audience and the importance of LinkedIn in B2B sales.LinkedIn and B2B sellingWhen you send an email or leave a voicemail with prospective clients, if they’re interested, they’re likely to Google you to find out more information. What is the first result when they Google your name and business? Your LinkedIn profile! (try it).A study has shown that over 70% of B2B buyers use social media as a decision-making tool. You could be a great Recruitment Consultant, but if your LinkedIn profile and activity doesn’t reflect this, it’s going to have a negative impact on your business development efforts. On the flip side, understanding your LinkedIn audience and effectively engaging with them is great for your personal brand.What is thought leadership in recruitment?A thought leader is an individual or business that prospects, clients and even competitors recognise as an authority in their chosen specialism, resulting in them being the go-to person for their expertise.Let’s put it into a recruitment context – a business has an ongoing issue with their time-to-hire, and they need to hire new staff more efficiently. You know this is a common issue, so you write a blog on how businesses can dramatically improve their time to hire which provides great advice on the topic.Whilst your competitors are only posting jobs on LinkedIn, you can be using thought leadership in recruitment to generate valuable inbound leads.How do I use thought leadership to recruit on LinkedIn?There’s a number of ways that LinkedIn helps recruiters, but thought leadership is one of the lesser known ones. Before you write anything, start with the basics. The fundamental to more effective selling on LinkedIn is to understand your audience – Which sectors are they in? What issues do they come up against? What do they like or dislike? Identifying these things will tell you which content you need to write or share that will add value.When you have figured out who your audience is, start following some of the best news sources in your sectors. Who you follow will completely depend on your sectors but do your research! Once you have this, start sharing their relevant content on LinkedIn with your thoughts.Writing content for LinkedInAs a Recruiter, you don’t necessarily have to write anything from scratch to improve your B2B selling ability on LinkedIn, sharing content and engaging with others content is a great start and will make a difference.However, if you’re a confident and fluent writer, creating original content is a guaranteed way to separate yourself from the competition and really appear as an authority in your sector. Once you’ve identified your audience and which content will get you spotted, take to the LinkedIn publisher to create an article and share it with your potential candidates and clients – see an example of what this looks like here.Starting with the basics and simply getting to know your social audience better and how to help them will make a real difference to your lead generation. Of course, it’s important to continue sourcing candidates, posting adverts and other business development techniques, but also putting the effort into thought leadership will ensure your prospects come to you ahead of the competition.Recruitment Consultant JobsLooking for a new job in recruitment? A career at ATA Recruitment guarantees a fun, fast-paced and target-driven environment, with a generous basic salary and uncapped commission. As well as the perks of the job, Even the most seasoned recruiters will benefit from our outstanding training programme, which includes more help with business development and other tools for success in your recruitment career.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
5 Tips for Managing a Recruitment Sales Team
Are you an experienced recruiter considering a step up into management? Are you wondering what it takes to be a good manager in sales or recruitment? If so, this blog is perfect for you.We’ve spoken to our Divisional Manager, Mark Lamb, about his tips for upcoming and aspiring recruitment and sales leaders. Mark has worked with ATA for over 14 years and manages a team of 15 Recruitment Consultants. Read his 5 top tips below:1. Be transparent with challenging but realistic targetsI make it my mission to ensure that every team member, new or existing, always knows what is expected from them. Make sure your team knows their weekly, monthly and annual targets, and they’re challenging enough to push them, but realistic enough to be achievable. Setting unattainable targets can result in low morale within the team and ultimately a higher staff turnover rate.2. Help them to succeed and measure successThere’s no bigger kick from my job than seeing my team achieve success, whether it’s a big fee booked or simply overcoming a challenging phone call or managing a difficult client, it never gets old. Provide your recruiters with the tools that will enable them to succeed, and make sure you’re measuring their success! Recruiters, especially top performers, are driven and competitive and so measurability is essential.3. Allow them freedom to develop (and make mistakes)Mistakes happen in recruitment, and they aren’t usually catastrophic. Allow your team the freedom to develop and learn from their mistakes, as often it will make them better Recruiters. Encouraging your team to go beyond what they think is possible will ultimately result in a happier and more driven team, which is likely to also result in more sales being made in the long run.4. Be honest and consistentConsistency is so important in management. Set your expectations and stick to them. Moving the goalposts, or frequently changing your mind, will not have a positive effect on your recruitment team. Be open and honest about being unhappy with the results, or activities, but also be as vocal when things are going well. Your team will come to know what to expect, and performances should be as consistent as you are.5. Don’t take everything too seriously!Being a great results-driven Recruitment Manager doesn’t mean you need to be unapproachable or too serious all the time. I can usually be found with a smile on my face and this has a hugely positive effect on my team. I think ruling with an iron first is outdated – if the job is being done, and the results are being produced, relax a little and let your team feel comfortable with you around.Mark has over a decade of experience in successfully managing Recruiters and adapting these tips to your own recruitment management job will help you to be successful in managing salespeople.Recruitment JobsWe believe in progression and development and our completely homegrown management team is evidence of this – even our Operations Director started as a Trainee Recruitment Consultant!If you’re looking for a recruitment job that will provide you with all the tools for success and the opportunities to develop, look no further. We’re on the lookout for ambitious individuals to join our teams in Derby, London, Leeds and Leicester. If you’d like to know more about a career with ATA Recruitment, contact Rachael Bailey below.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
5 Top Business Development Tips for Recruiters
This blog is perfect for recruiters that spend their days trying to avoid any business development. We’re joking… kind of. If you’re wanting to improve your sales techniques, have better conversations and ultimately book more business, you’re in the right place.Some recruiters are natural salespeople, and some aren’t, but this doesn’t mean that you can’t be successful. We’ve spoken to some of our highest billers and compiled a list of their top 5 tips on how to get better at business development in recruitment. Their job titles include Client Relationship Manager, Business Development Manager and Head of Sales. Read their tips below:1. Talk less, listen moreInstead of trying to sell a solution, ask about the problem. Gain a real understanding of the business, the issues they may be having, their challenges and goals, and use this to adapt your pitch. Prospects are much more likely to buy from you once they realise what you’re selling will add value to them, so avoid jumping straight in and take some time to understand your client’s needs.2. Have a real plan of actionPlan every sales call around the intelligence that you have gathered from other resources, such as candidates, references and market intelligence. Use this information to create a plan for your calls – what do you know? Why are you calling? What do you want to achieve? Approaching your business development this way will help you to be more efficient and more successful.3. Build relationships, not just accountsDo not underestimate the importance of relationship building, it’s fundamental for your business development efforts. Keep in mind that calls aren’t always going to convert into an immediate sale but making yourself memorable is likely to increase your chances further down the line. Some of our most successful business developers keep in touch with their clients, they ask how their kids are and remember their birthdays. Combining this with valuable recruitment advice and expertise will go a long way.4. Learn from the bestThis may seem obvious, but it’s surprising how many recruiters admit that they don’t ask their colleagues for advice. Whether you’re new to a recruitment agency, or been there for years, identify the recruiters that make business development look easy, and learn from them.When listening in on a sales call, look out for how they open and close their calls, the questions they ask, and how they do it. If they’re achieving great success from their technique, it’s likely you could be too.5. What’s the worst that could happen?Put things into perspective and remember that mistakes are the most vital part of learning. If your last sales conversation didn’t go great, work out what went wrong and move on to the next one. Sometimes business development can feel like a sea of rejection, especially in the beginning, but there’s no reason to be nervous about picking up the phone and making a BD call. The more conversations you have, the better you will get, and the better you will feel.These tips have come straight from some of our most successful recruiters and managers, each of which have a proven track record in business development. Using this advice will help you to feel more confident with cold calling your clients and candidates and ultimately have a more successful career in recruitment.Recruitment jobsLooking for a new job in recruitment? A career at ATA Recruitment guarantees a fun, fast-paced and target-driven environment, with a generous basic salary and uncapped commission. As well as the perks of the job, Even the most seasoned recruiters will benefit from our outstanding training programme, which includes more help with business development and other tools for success in your recruitment career.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
Recruitment Jobs: Which Path Will You Take?
This infographic is perfect for those starting out in their recruitment career, or those considering a job in recruitment. We outline all of the different recruitment jobs for you to understand which area is best suited for your skill set. The most common jobs in recruitment include:Talent Sourcing SpecialistBusiness Development ManagerAccount ManagerRecruitment ManagerRead our infographic below for more information on what’s involved in each of these recruitment jobs: Recruitment JobsWe believe in progression and development and our completely homegrown management team is evidence of this – even our Operations Director started as a Trainee Recruitment Consultant!If you’re looking for a recruitment job that will provide you with all the tools for success and the opportunities to develop, look no further. We’re on the lookout for ambitious individuals to join our teams in Derby, London, Leeds and Leicester. If you’d like to know more about a career with ATA Recruitment, contact Rachael Bailey below.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
How Time Management is the Source of Success
ATA Recruitment Operations Director, Paul Dickens, started with us shortly after University as a Trainee Recruitment Consultant. Now running the operations of the business, Paul puts part of his success down to his time management and organisation.It’s no secret that being organised and managing your time means that you will work more efficiently, but Paul is a prime example of how this translates into real career success. When talking about his progression with ATA, Paul said:“By planning my diary, implementing processes (and sticking to them!) good habits were introduced and the ‘basics’ of my role took care of themselves. It meant the time I had with my manager was more valuable – we didn’t need to cover the fundamentals of the role anymore, I was able to learn more complex strategies and techniques. After this, opportunities for development and progression followed. I wasn’t the most naturally organised person but realised quickly I was spending too much time on unimportant tasks. I was introduced to the Eisenhower Matrix, which allowed me to assess what actually needed my focus, what could wait and what was a waste of time.” How to be more organised at workOur Talent Acquisition Manager, Rachael Bailey, sat down with Paul to discuss what his top 5 tips would be for somebody who wants to know how to be more organised at work and improve their time management, they are:Utilise the tools available – Use the technology made available to you. Use the tasks in your CRM system, use your Outlook calendar and other resources your company puts in place to help you. They are there for a reason and they work.Plan ahead – If you plan the following day before you leave the office, the next day is easier. If you have goals you need to complete by the end of the week/month, plan for them. What may seem like a chore initially, will become a habit.Be disciplined – Ensure you complete the tasks you have set out for yourself. There is no point in planning ahead and then letting things build up. Have a daily clear down of tasks and emails.Focus on the important, not the urgent – By utilising the Eisenhower Matrix, you will begin to recognise what is important, prioritise these things!Be flexible – This may sound like an oxymoron, but you do also need to create flexibility in your planning. Despite best intentions, things don’t always go as scheduled. When this happens, take a step back, reassess and reorganise your priorities.Recruitment JobsLooking for a new job in recruitment? Want to know more about the role of a Recruitment Consultant or a day in the life of a Recruiter? We’re always on the lookout for ambitious recruiters to join our teams in Derby, Leicester, London and Leeds. We have an unrivaled training programme that will give you all of the tools you need to be successful and genuine career progression opportunities – not forgetting our generous basic salary and uncapped commission! Contact our Talent Acquisition Manager, Rachael Bailey, below for an informal chat about a career with ATA Recruitment.If you’re not looking for a new role but want to keep up to date with valuable recruitment content and advice, subscribe to our recruiter newsletter.TALK TO RACHAEL ABOUT A CAREER IN RECRUITMENT SUBSCRIBE TO THE ATA RECRUITER NEWSLETTER
If you like what you see and want to find out more about a recruitment career with ATA, contact us below to get started.