South Yorkshire based recruitment business, Multitask Personnel has expanded its service offering with a new division and team of highly experienced recruitment professionals focussed on providing an outstanding service to candidates and clients within the energy and renewables sector.

As an established recruitment business operating within the M&E and Utilities sector for over 13 years it was a natural step for us to align our business offerings to support this exciting industry, Multitask Personnel plays a pivotal role in working with the best talent and companies, now with a specific emphasis on renewable energy sources.

The company engages with a diverse range of positions in the industry with recruiters focussed on a certain skill and type of role from engineer level to business support and executive level roles, working with some rapidly expanding companies across solar PV, battery storage, heat pumps, EV charging and metering.

By bridging the gap between talented individuals and the dynamic needs of the energy & renewables industry, Multitask Personnel aims to facilitates the growth and success of companies and organisations committed to advancing renewable energy solutions. This collaboration reflects the company’s commitment to contributing to a sustainable and environmentally conscious future through its recruitment services.

Headed up by Managing Director, Claire Lee, and newly promoted Recruitment Manager, Faye Tune, who have over 40 years combined experience in the recruitment sector, the move enables both Multitask Personnel and their clients to future proof their businesses and facilitate their rapid growth plans.

Clare Lee, Managing Director at Multitask Personnel comments: "I'm excited to announce our strategic expansion into the energy and renewables sector. As a recruitment partner, we play a pivotal role in placing individuals across various roles, from renewable energy production to policy development and installations.

“Having worked across Utilities and M&E for over 10 years, we are very adaptable to clients who have naturally moved into these sectors, so this move reflects our foresight and dedication to driving positive change in the energy sector. We look forward to making a meaningful impact and contributing to the success of individuals and organisations committed to advancing renewable energy solutions."

Further information about Multitask Personnel’s new recruitment service to the Energy & Renewables sector can be found here.

In the competitive world of job hunting, an interview is your chance to shine and make a lasting impression. To ensure you are well-prepared and confident, it's essential to conduct thorough research and anticipate the questions you might be asked.

At Multitask Personnel, we're committed to helping you every step of the way, from finding the right role to preparing you for interviews. In this blog, we'll guide you through the key areas you need to research and the top interview questions, as well as the questions you should ask and be prepared to answer.

Researching for Your Interview

1. Company research

Understanding the company you're interviewing with is crucial. Research the company's history, mission, values, products, and recent news. This knowledge not only demonstrates your genuine interest but also allows you to tailor your answers to align with the company's culture and goals.

2. Role and responsibilities

Study the job description in detail. Analyse the key responsibilities and qualifications required for the role. Be ready to provide examples from your experience that demonstrate your ability to meet these requirements.

3. Industry trends

Stay up-to-date with industry trends and developments. This knowledge will showcase your industry expertise and your potential contribution to the company's growth.

4. Interviewer's background

If possible, research your interviewer. LinkedIn and company websites can provide valuable information about their background and professional journey. Knowing who you'll be speaking with can help build a connection.

5. Your own CV

Be prepared to discuss your own CV. Familiarise yourself with the details of your work history, achievements, and any gaps in employment. The more confidently you can discuss your own experiences, the better.

Top Interview Questions

1. Tell me about yourself.

This is often the first question asked. Provide a brief overview of your professional background and skills.

 2. Why do you want to work for our company?

Demonstrate your understanding of the company's values and how they align with your career goals.

3. What are your strengths and weaknesses?

Highlight your strengths and how they benefit the company. When discussing weaknesses, show how you're actively working to improve.

4. Can you give an example of a challenging situation at work and how you resolved it?

Use the STAR[1] method (Situation, Task, Action, Result) to structure your response.

5. Where do you see yourself in 5 years?

Show that you're goal-oriented and see a future with the company.

Questions to ask and be prepared to answer

Questions to ask the Interviewer

1. What does a typical day in this role look like?

2. What are the company's short-term and long-term goals?

3. How does the company support professional development?

4. What is the company's culture and values?

Questions you may be asked in return

1. Why do you want to leave your current job?

2. What do you know about our competitors?

3. How do you handle stress and tight deadlines?

4. How do you stay current in your field?

At Multitask Personnel, we understand that the interview process can be daunting. That's why we're committed to supporting our candidates at every step of their job search journey. We take the time to get to know you and your employment needs, ensuring that we match you with the right role and company. Once we've found your ideal position, we prepare you for the interview, handle feedback, and negotiate job offers on your behalf.

If you're ready to take the next step in your career with the perfect employer, don't hesitate to get in touch with us. You can reach us at 01709 820102 or via email Let us be your recruitment partner for achieving your career goals!

[1] Indeed, 2023

Are you contemplating a career change? Embracing a new direction in your professional life can be both exhilarating and challenging. Making the decision to pursue a different career path is an exciting opportunity for personal growth and fulfilment.

As experienced recruitment specialists, Multitask Personnel is here to guide you through the process of preparing for your next adventure. In this blog, we will share valuable insights on how to handle a career change and effectively prepare for finding a new job that aligns with your passions and aspirations.

Self-Reflection and Goal Setting

Before diving into a career change, take the time for self-reflection. Assess your skills, strengths, values, and interests. Consider what motivates you and what you envision for your future career. Set clear goals and define the type of role and work environment that best suits your aspirations.

Research Potential Career Options

Once you have a clear understanding of your career goals, research potential career options that align with your interests and qualifications. Take advantage of online resources, career assessments, and industry insights to explore new fields and understand the demands and prospects of each.

Networking and Seeking Guidance

Reach out to your professional network, friends, and colleagues to gather insights and advice. Attend industry events, webinars, and workshops to connect with people from different fields and gain valuable perspectives. Recruiters and recruitment agencies like Multitask Personnel can also provide invaluable guidance and support in navigating your career change journey.

Update Your CV and Online Presence

Tailor your CV & Personal Statement to showcase your transferable skills and experiences relevant to your desired career path. Ensure your LinkedIn profile and other professional platforms reflect your new career interests. A consistent and compelling online presence can attract potential employers and recruiters in your target industry.

Acquire New Skills and Training

Identify any skill gaps between your current expertise and the requirements of your desired role. Invest in gaining additional certifications or training to boost your qualifications and enhance your marketability in the new industry.

Be Adaptable and Open-Minded

Embracing a career change requires flexibility and an open mind. Be prepared to start at an entry-level position or take a slightly different role to gain industry experience, or try temping. Each step is a building block towards your ultimate career goal.

Stay Positive and Resilient

Transitioning to a new career can be challenging, and setbacks are a natural part of the process. Stay positive, resilient, and patient throughout your journey. Every experience and opportunity, even if it doesn't lead to immediate success, provides valuable lessons and insights.

A career change is a bold step towards creating a more fulfilling and rewarding professional life. By engaging in thorough preparation and utilising the guidance of recruitment specialists like Multitask Personnel, you can make a successful transition into your new role.

Remember, the path to a new job may have twists and turns, but with determination, self-awareness, and continuous growth, you'll find yourself on the path to success. Take charge of your career change journey today and embark on a future that excites and inspires you!

Are you ready to take the leap?

Reach out to Multitask Personnel, your trusted recruitment consultancy, to discover how we can support your career change and help you find the perfect fit for your new job.

Contact us on 01709 820102 or email and let's build your future together!

As a leading recruitment specialist, Multitask Personnel understands the significance of effective onboarding in retaining talented employees. Recruiting and hiring the right candidate is just the beginning; a successful onboarding process sets the tone for their journey within the organisation, maximising their potential, and ensuring long-term commitment.

Step-by-step guide to onboarding new staff

1. Preparing for the arrival

The first step to a successful onboarding process begins before the new staff member even walks through the door. Ensure that their work area is clean, organised, and equipped with all necessary tools. Prepare any technology or software accounts they might need, including email, server access, and other relevant systems.

2. Welcome package

Create a warm and inviting atmosphere by preparing a personalised welcome package. This could include a welcome letter from the company's MD, a brief introduction to the team, company culture and values, an organisational chart, and any necessary paperwork to get them started.

3. Assign a buddy or mentor

Pair the new staff member with a buddy or mentor who can guide them during the initial weeks. This person should be a seasoned employee who can help answer questions, introduce them to colleagues, and offer insights into the company's dynamics.

4. Introduction to the team

Organise an informal meet-and-greet session to introduce the new staff member to the team. Encourage team members to share a bit about themselves, their roles, and how they collaborate. This fosters a sense of belonging and helps break the ice.

5. Comprehensive training

Offer a well-structured training programme that covers not only the job responsibilities but also the company's values, mission, and long-term goals. Provide access to training resources, online courses, and workshops to enhance their skills and knowledge.

6. Setting clear expectations

During the onboarding process, ensure that the new staff member understands their role's specific expectations, key performance indicators (KPIs), and how their contributions align with the company's overall objectives. Clarity on performance expectations is crucial for motivation and productivity.

7. Regular check-ins

Schedule regular check-ins with the new staff member and their direct supervisor to provide feedback, discuss progress, and address any concerns. These meetings demonstrate that their growth and success are a priority for the company.

8. Encourage open communication

Foster an open-door policy that encourages new staff members to ask questions, seek guidance, and share feedback. This promotes a positive work environment and makes them feel valued as part of the team.

9. Team-building activities

Organise team-building activities and social events to strengthen relationships and build camaraderie among team members. These activities can help the new staff member feel integrated into the company culture and team dynamics.

10. Performance reviews

Conduct regular performance reviews, especially during the first few months. Recognise achievements and identify areas for improvement. Constructive feedback helps new staff members grow and thrive in their roles.

Incorporating these steps into your onboarding process will undoubtedly increase the likelihood of retaining talented employees for the long term. At Multitask Personnel, we recognise the value of a strong onboarding process, and as recruitment specialists, we are committed to assisting you in finding the best-fit candidates for your organisation.

Are you ready to elevate your onboarding process and set your new staff members up for long-term success?

Contact Multitask Personnel today at 01709 820102 or drop us an email at to discover how our expertise can enhance your talent acquisition strategies and ensure seamless onboarding experiences.

Remember, investing in your employees from day one is the key to fostering loyalty, motivation, and productivity. Let's work together to build a strong foundation for your organisation's growth and success. Your team's success starts with us!

In the fast-paced and competitive world of the construction industry, finding and attracting top talent can be a daunting task. Employers need effective recruitment solutions to connect with skilled professionals who possess the right qualifications and experience. In this blog, we will explore key recruitment strategies that help construction companies overcome their hiring challenges and connect with the best candidates.

Online Job Portals and Platforms

Dedicated online job portals and platforms have transformed the recruitment landscape for the construction sector. There are platforms that cater specifically to construction companies, enabling employers to post job listings and connect with potential candidates easily.

Working with a recruitment consultancy, like Multitask Personnel allows for the access of a centralised hub of skilled professionals actively seeking construction job opportunities, meaning employers can save time by using the agencies resources and connect with top talent quicker.

And from a candidate’s point of view, they can showcase their expertise, upload CVs, and create profiles to highlight their skills, providing employers / or agencies acting on behalf of an employer, with comprehensive information for candidate evaluation.

Mobile Technology

Mobile technology offers construction employers on-the-go access to a vast talent pool. With mobile apps and responsive websites, employers can browse CVs, review candidate profiles, and conduct remote interviews. Video conferencing and messaging features eliminate geographical barriers, allowing employers to connect with candidates as quickly as possible.

Real-time updates, notifications, and instant communication through mobile technology helps streamline the recruitment process, enhancing efficiency and ensuring a seamless experience. Combined with a team of industry-specific recruiters who possess deep knowledge and understanding of the construction sector, you can be assured of finding the right candidate.

At Multitask Personnel we are always utilising the latest technology and features to ensure we have the most up-to-date industry information as well as the speed to find the right candidates for construction companies.

Social Media Recruiting

Social media platforms such as LinkedIn, Facebook, and Twitter offer construction companies a vast network of professionals. By utilising social media recruiting strategies, employers can showcase company culture, promote job openings, and engage with both active and passive candidates.

Multitask Personnel, for instance, incorporates social media recruiting to tap into a wider talent pool. This approach allows construction companies to attract candidates who align with their organisation's values and goals.

Data-Driven Recruiting

Data-driven recruiting leverages recruitment software and algorithms to analyse extensive candidate data. By considering factors such as skills, experience, qualifications, and cultural fit, employers can make informed hiring decisions.

Partnering with a reputable recruitment consultancy, like ours, that specialises in the construction sector, provides access to an extensive database of pre-screened skilled candidates. This saves time and helps employers quickly find suitable candidates for temporary, permanent, or contract placements.

Solutions, not problems

Offering a streamlined recruitment solution is essential for construction companies aiming to connect with top talent. Online job portals, mobile apps, data-driven recruiting, and social media platforms provide powerful tools that streamline the recruitment process and help employers find skilled professionals.

By partnering with a trusted recruitment consultancy like Multitask Personnel, construction companies can access a pool of qualified candidates and benefit from their industry-specific knowledge and expertise.

Embracing these innovative solutions will enable employers to build a strong workforce, drive project success, and propel their businesses to new heights in the construction sector.

Contact Multitask Personnel today to experience the difference they can make in your construction sector staffing: or 01709 820102

Our client operates a variety of food outlets, restaurants, and coffee shops within airports and train stations nationwide.  We were approached by them to support with a mass recruitment drive for team members in several locations following the travel industry opening back up again after Covid-19.

Building a new client relationship

It was important to our client that they maintained the great working environment they’ve built up over the years when recruiting for new staff. This meant we had to ensure that we were reiterating to candidates what was on offer to them, such as full training and an excellent starting salary.

It was essential that we screened candidates to ensure they had the correct attitude, customer service skills, and present themselves well, as well as checking they could work the hours required of them. Once this was all in place, we could then book them in for a client interview.

To further strengthen the relationship with our client, we would arrange for a weekly team meeting to discuss any candidates in the process, and review how things were going with the recruitment drive. We maintain a great working relationship with the client because of this.

Managing the hiring process

With all new positions, we advertise and search for potential candidates, talk to them about the company, the opportunity, and benefits, ensuring they meet the criteria before organising a video interview and then sending them for a face-to-face interview with the client.

For this client specifically, we supported the recruitment process for both permanent, and temp to perm.  We have also managed their own direct recruitment campaign, overseeing the whole process for them by acting as their outsourced recruitment team.

Finalising the recruitment process

Once candidates have attended a client interview and are successful, we organise for them to attend an induction to obtain all the paperwork they need to take along over to them, plus explain what’s needed for the security pass. We keep in touch with the candidates before they’re due to start right through to their start date.

The result

Since working with our client, we have filled in excess of 100 positions between March 2022 and September 2022, all over the country. Offering temporary and permanent positions in roles such as: Fast Food Assistants, Chef, Front of House, Supervisors, Bar Staff, Baristas, Hosts and Kitchen Assistants.

"We have been working with Claire and the Multitask team for a number of years and we love their ingenuity. They have helped us find management roles, casual roles and managed a recruitment campaign for us as we did not have the resource to do in house, all of which have been a great success. No matter how challenging the recruitment sourcing is the Multitask team will always think outside of the box and try new ideas, and if something isn’t working or can work better they are always the first to suggest a new approach to ensure they achieve our recruitment needs. It’s a pleasure to work with all of the team."

Head of Human Resources, Hospitality - London

A tailored approach

Not only are we delivering candidates for both temp to perm and permanent positions, we have also put resources in place to support our client in managing their own direct recruitment campaign which involves working closely with their HR and management teams, and utilising their own recruitment system to track this.

If you need support in finding the right candidate for your company, get in touch on or 01709 820102 

Our client delivers people-focused, intelligence-driven property services offering better outcomes for customers and clients. The company repair and maintain buildings, manage properties, build homes, and support clients with all their property needs.

They require up to 70 Trades and M&E candidates, and 30 active roles to fill at one time.

Providing temporary and permanent candidates

Here at Multitask Personnel, we pride ourselves on the quality of service we deliver to each client, therefore the knowledge and background of our recruiters is essential to the hiring process.  Having experienced recruiters behind us means we can understand and meet our client’s needs, finding candidates to fit their requirements and help them develop a strong work team.

Our Account Manager and resource support personnel, source, and screen suitable candidates for our clients on an ongoing basis to utilise the specialist recruiters within the business, when required. 

Managing the hiring process

Each week our Accounts Manager will obtain an up-to-date list of vacancies from each of the nationwide Property Services’ departments, making sure we have full job details, pay grades and benefits for each live vacancy. These will be a mixture of Trades People, Gas Engineers, Electricians, Office Support Staff and Management positions. 

Throughout the process we discuss the vacancies in more detail with the relevant managers to ensure that we have covered all requirements; this allows us to identify the urgency of the position and pinpoint key attributes needed from a potential candidate.

With this client being nationwide, we work closely with many different departments and hiring managers old and new. We take the time to get to know each hiring manager and understand what their expectations are for us to help identify the right candidates. The Account Manager will visit each hiring manager on a regular basis to review the candidates we have supplied, and the service received, plus discuss upcoming requirements and changes within the business. 

Finding the correct candidate

With Multitask Personnel being an established company, we have a huge database of workers. When a suitable role is matched with a candidate, a text will go out advising them of the role. This gives candidates the opportunity to see vacancies before they go on the internet, leading to early application.

It’s impertinent to us that we advertise the roles on numerous job boards and websites, including social media. We aim to advertise the roles in a way that is with the candidate in mind; highlighting the key points we think they want to see.  We’re able to utilise online job boards through detailed CV searches. For more specialised roles we also use LinkedIn and ‘head hunt.’

Once we have identified, or have been approached by suitable candidates, they are put through a full screening process with one of our specialised recruiters. This allows us to gather further relevant experience the candidates have, and to fully brief them on the company, role, and benefits on offer. And once they have passed the screening process, we will put them forward for the position and obtain all Compliance Documents required to make the transition into the new role as seamless and as organised as possible.

Informing our client

We would at this stage send the client all the information necessary – including a formatted version of the candidates CV, and a brief bio on the candidate; highlighting their relevant experience, current situation and why we think they fit the role, plus relevant qualifications for the role.

The relationship we have with our client usually allows us to receive feedback on the candidate within 24 hours.

Successful candidates will either be offered an interview with the client which we will arrange, which could be over the phone, video, or face to face. Or in some positions such as trades roles, are offered a start date from the client following our submission of the candidate, as we provide enough information for them to decide.

Once a successful candidate has verbally accepted a position, we put together the confirmation details and email out to the candidate and client. We will remain in contact with the candidate right up to the start date, wishing them luck on the day and checking in to see how they found everything.

The result

Multitask Personnel have recruited thousands of temporary and permanent positions per month for our client over the years, along with providing pre-employment support.

“I have had the pleasure of working with Claire and Multitask for several years now and cannot fault her and the teams professional approach and dedication.”

Assistant Director of Operations, Property Services

A tailored approach

As an independent company, we can offer a tailored service to all clients. We understand that one size doesn’t fit all, we listen to the needs of each customer to give a bespoke service. Having this approach allows us to offer flexibility with terms, service level agreements, rebates, and payment options to suit. We have account managers in place to allow a direct contact on hand, offering a prompt service at all times.

If you need support in finding the right candidate for your company, get in touch: or 01709 820102

The start of a new year has always been one of the best times to look for a new job. However, this year, it’s probably even more relevant as job vacancies hit an all-time high.

According to the Office for National Statistics (ONS), there were over 1.1m vacancies in the UK, up to Christmas – the highest level since 2001. And, with vacancies existing across most sectors, our latest estimate is that there are now as many jobs on offer as there were before the Covid pandemic hit.

This is despite the prediction that there would be major unemployment due to Covid-19. This didn’t happen as forecast, mainly due to several other factors that came into play around the same time:

According to insurance firm, Aviva, Covid has been a major decider for many to voluntarily remove themselves from the workforce. In the USA this has been dubbed the ‘Great Resignation’ with over 5m withdrawing their labour with a similar trend now occurring in the UK.

Aviva say that an increasing number of people are now taking early retirement at 60 rather than wait for the official retirement age of 66. This desire to re-assess priorities is nothing new, of course, but there is no doubt the pandemic has spurred on those who had previously been considering this option.

What does this mean for the current job market?

It means new opportunities are opening up as soaring demands and skill shortages start to have an impact on UK employment. There is no doubt, we are seeing increased competition as employers vie to attract talent; this implies that it’s undoubtedly a job seeker led market at the moment.

The introduction of flexible and hybrid working coupled with acute skill shortages, especially in certain sectors, and the ‘great resignation’ means a job boom that currently shows no signs of slowing down.

We believe this is a great time to consider a re-evaluation of your current employment. Covid has changed our attitude to work - for some, early retirement may be an option that could include an opportunity of returning to work on a part time basis. We have a specialist team of recruiters that can help you search out potential part time and / or flexible vacancies.

For many people, the Christmas break was a time for reflection. The possibility of downsizing to a smaller house, the chance to consider landscaping the garden, re-decorating the house, planning a summer holiday and for some, considering their future employment status and career.

Are you one of those ready for a change?

The good news is that we have a pool of Employers who are looking for staff, especially those possessing sought after skills (get in touch and we can explain more). For those looking for a move, we recommend researching the current jobs market (again, we can help) to understand what sectors are thriving and what skills are needed to respond to current vacancies.

The starting point is to identify your current skill set. And we are not just talking about accredited or on the job skills. Transferable soft skills such as good communication, leadership, problem solving etc. should be included to give you a complete skills package.

If you’re serious about a career move or employment sidestep, we suggest taking time out this month, to update your CV. Consider what skills and experiences will ensure employment in the future and how you can add value to their business.

These could be applicable to the job description, such as Construction or Building Services, or across the board ‘people skills’. It’s also worth spending time updating your LinkedIn profile. Add new skills, including those you’ve been developing through lockdown, and ensure you are re-connecting with former colleagues, friends and contacts made during the last 18 months. In fact, everyone whom you feel can help you step up to a new career.

To summarise

Businesses in this area are hiring. The number of vacancies continues to rise across most sectors and there is no doubt, the easing of Covid-19 restrictions in England, has helped open the current jobs market. The period prior to Christmas saw the highest number of job vacancies since before the Covid-19 pandemic hit in March 2020.

As you will see from our job board, we have plenty of vacancies across all industries and throughout the region. However, with a surfeit of redundancies over the past year, there is a lot of competition out there.

Our advice is to prepare well for your next position. Have an open mind when looking for new job opportunities. Do your research to identify growth sectors and match these with your current (and future) skill set.

And most importantly, register with a recruitment partner, such as ourselves, in order to hear first of suitable vacancies as well as receive help and support in your quest to make 2022 the year of opportunity.

For more information on looking for a new job in 2022, contact the team at Multitask Personnel on 01709 820102 or and we will help match you with employers best suited to your skills.

We have recruiters who focus on each area of a business within our specialist sectors, including Business Support, Blue Collar, White Collar & Executive level appointments.
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