Maxwood Furniture’s Post

Morning all, Today's headlines bring some grim news. ✅ Beck Interiors collapsed owing £38m to trade creditors. ✅ ESS Modular staff start looking for new jobs. ✅ ISG supply chain facing a £700m+ hit. It's tragic to think of all the innocent people who work for these companies and those who were reliant on them for work, now facing uncertainty and stress. The ripple effects of these collapses will affect many within the industry and beyond. My thoughts are with the employees and the countless families impacted by these events. As a recruiter, I understand the anxiety that comes with sudden job loss, and it's crucial that we rally around those affected. ❓How can we as professionals extend our support to those in need? ➡️ Share any current job openings in the comments below or recommend opportunities within your network. Every little bit helps! #ConstructionNews #JobSupport #EmploymentHelp 🤝 Let's come together and make a difference.

What else would you want to be doing on a wet and windy afternoon 🌧️🌧️ First you go to the beach Then record a video about alll the talented candidates we are working with at the moment If you are thinking of hiring in any of these sectors: 👉 Kitchens 👉 Bathrooms 👉 Home & Interiors 👉 Builders Merchants 👉 Construction Supplies Let’s start a conversation about how Foyne Jones can take all the pain away from the recruitment process Because this is what we do Stay Lucky ✌️

Many people in the real estate community see a story like the one posted below and move on, thinking that what happens in Columbus OH does not impact them. My hunch is that many of the people that move on are the ones thinking there "is no inventory" and talking about how bad conditions are. Projects like this create plenty of opportunities for everyone from investors to brokers to contractors to vendors and so on. A facility such as the one being built will need restaurants and services nearby. Some employees may wish to move closer. There are projects like this in a lot more areas than Columbus. If you aren't finding opportunities to increase your business, hire my team and me to find them for you. We have so much to choose from! https://lnkd.in/gypcYm9x #construction #planning #Columbus #Dublin #Ohio #contractors #opportunity #manufacturing #restaurants #RealEstate #RealEstateDevelopment #firstin

In the world of hiring for the joinery sector, whether it’s cabinet makers, shopfitters, or joiners there’s a recurring theme that’s impossible to ignore.... loyalty. Loyalty doesn’t come from a lowball offer. A recent conversation with a client hammered this home. They decided to test a candidate’s loyalty by offering a lower pay rate than initially agreed upon until the end of his probation, thinking they could gauge his dedication to the job. This candidate was a trade-qualified worker with six years of post-trade experience and a family to support. Guess what? He walked away. Why? Because loyalty isn’t a one-way street; it’s a mutual investment. When you’re hiring skilled tradespeople, especially those with the experience and expertise to back them up, you’ve got to value them from the start. If your opening offer screams, “I don’t see your worth,” you can’t expect them to stick around. These aren’t just workers—they’re professionals who’ve honed their craft, often juggling responsibilities outside of work, like supporting a family. Many blogs and articles from industry veterans will tell you the same thing: if you want loyalty, show respect and appreciation from the get-go. A fair wage, honest communication, and a clear path for growth aren’t just nice-to-haves; they’re necessities. In this industry, word gets around fast. The best tradespeople know their value, and if you aren’t prepared to acknowledge it, they’ll find someone who will. Hiring in the joinery space is about more than just filling a position—it’s about building a team that’s committed and invested. Loyalty is earned through actions, not assumptions. So, if you’re not willing to meet a skilled tradesperson where they are, don’t be surprised when they keep searching for a better fit. Show value, or let them move on to where they’ll be truly appreciated. After all, it’s not just about hiring someone who can do the job; it’s about hiring someone who wants to stay and grow with you. How are other hiring managers and business owners building loyalty in their teams? Would love to hear your strategies and insights! 👇 #TradeRecruitment #EmployeeLoyalty #JoineryIndustry

Hiring a new building for an office or warehouse involves several key steps: 1. **Define Requirements**: Determine your needs including location, size, budget, and any specific requirements such as loading docks for warehouses or meeting rooms for offices. 2. **Research Locations**: Identify potential areas that meet your criteria. Consider factors like accessibility, proximity to suppliers or clients, and local regulations. 3. **Engage a Real Estate Agent**: Consider hiring a real estate agent or broker who specializes in commercial properties to help you find suitable buildings. 4. **Visit Properties**: Tour potential buildings to assess their condition, suitability, and compliance with your requirements. Check for essential facilities and infrastructure. 5. **Evaluate Lease Terms**: Review lease agreements carefully. Pay attention to lease length, rent amount, escalation clauses, maintenance responsibilities, and any additional costs. 6. **Negotiate Terms**: Negotiate lease terms with the landlord or property manager to ensure they meet your needs and budget. 7. **Conduct Due Diligence**: Perform inspections to check for any issues or repairs needed. Review property documents, including compliance with zoning laws and building codes. 8. **Finalize Lease Agreement**: Once you are satisfied with the terms and conditions, finalize and sign the lease agreement. 9. **Plan Move-In**: Coordinate logistics for moving in, including setting up utilities, IT infrastructure, and any necessary renovations or adjustments. 10. **Compliance and Setup**: Ensure that the building complies with all regulatory requirements and make any necessary modifications to suit your operations. By following these steps, you can effectively manage the process of hiring a new building for your office or warehouse needs.

𝐑𝐞𝐬𝐢𝐝𝐞𝐧𝐭𝐢𝐚𝐥 𝐑𝐞𝐚𝐥 𝐄𝐬𝐭𝐚𝐭𝐞 𝐉𝐨𝐛𝐬: Thinking about your next career move within the industry? We have some incredible opportunities with a range of amazing clients. Check out our latest vacancies and get in touch with me to learn more. Click the link below. #residentialrealestate #estateagency #salesnegotiator #lettingsnegotiator #propertyinvestment #businessdevelopment

As spring blooms 🌷, so does the need for seasonal hires in the landscaping industry. Yet, seasonal hiring often becomes a last-minute scramble for many organizations. This handy checklist ✅ from Team Engine, an Inova partner, offers a year-round strategy for hiring and keeping the best landscaping employees: https://lnkd.in/eeg6_Vfn #seasonaljobs #hiringtips #landscapingbusiness

Hot off the presses! The Q1 2024 Central Arkansas Market Report has arrived! Office vacancies are on the rise, investors on the hunt for industrial space, WLR leads with retail renewal rates and more! https://hubs.li/Q02yTTRP0 #ColliersAR #LoveLR #MarketReport #CommercialRealEstate

Staffing analogy… I want new hardwood floors put in my house. I go to a floor company and after some back and forth on type of floor, color, price, and installation time, we finally agree on what I’m getting. They come over and it takes 4 people all day to remove the old floor and install the new floor. I tell them I love it and it’s exactly what I asked them for… but would like to see 3-4 more options, so ask them to do it over again. How do you think they would reply? #staffing #hiring #theresnojobsoutthereunlessyouwanttowork40hoursaweek

At the moment I am doing a back yard renovation and it's interesting to see how effectively the stonemason, the builder and the landscaper communicate and successfully operate as a 𝙩𝙚𝙖𝙢. They clearly get on very well and it's easy to see how they enjoy working together. When partners in law firms are recruiting for their teams they are looking for people who can do the job well; and make a skills based assessment during the interview. But they are also looking for fit. They look for lawyers who will work effectively with them, other members of the team, with clients, and who will integrate and gel with the other members of the team. They are trying to assess if everyone will enjoy working together.    When we are trying to do our job as recruiters it's important that we build strong relationships with recruitment teams. But when we are trying to assess whether a partner will like a candidate, and whether a candidate will be a fit with a particular team, our most effective matches are where we know the partners and know the teams we are recruiting for. If you are a partner recruiting associates for your team working with us at Marsden and you don't yet know us personally, or if you a new client wanting to work with us, we would love to meet you in person to build a more successful partnership. We can do a better job for you when we know you better. Here are the people in our associate teams who are always open to calls or coffees with recruitment and hiring partners. Australasia: Jonathan Walmsley , Daniel Hogan , Ben Smith , Lucy Cullinan , Jak Yasuda US: Matt Moody , Sophia Arkley , Bridget White London associates: Alex Russell , Sally Gardner , Michelle Mills, Tim Andrews London interim: Amanda Chard , Carl Pace  or James Herbert Europe: Steve Salem or Luke Marsden Middle East: Sonia Patel PS not my back garden but it is a pretty garden!