I understand This website uses Cookies More Cookie Consent plugin for the EU cookie law COVID-19 (Coronavirus) Update Meridian Office & Professional Jobs Search Go back We have 0 live office & professional jobs available today. Meridian places talented candidates into Office and Professional roles across all industry sectors. Our recruitment consultants are REC qualified, adhere to the highest standards of compliance and have extensive recruiting expertise and an in-depth knowledge of the Office & Professional market in the UK. Whether you need a great candidate to fill a role in your organisation, or you are looking for your ideal job, Meridian has a dedicated team of specialist recruiters ready to find the perfect solution for you. Previous IT & New Technology Human Resources Marketing & PR Next See our Office & Professional Vacancies Recruitment Administrator Chester £9.50 per hour, Benefits: New office/free parking Responsibilities: Are you confident speaking on the phone with good IT skills? Meridian Business Support require a temporary Administrator to support our branch in Chester Business Support to start ASAP. As Recruitment Administrator you will be pre-screening candidates on the phone, entering their details onto our compliance system and checking they have completed this as well as ensuring all candidates detailed are entered on our database. You will be comfortable speaking on the phone with excellent attention to detail and good level of IT proficiency. Supporting with Rota's and filling bookings with Clients. You will be working in our Chester office Full time with an hourly rate of £10.00 per hour. This is an ongoing temporary role currently. Systems Accountant Bournemouth £60000 - £75000 per annum Responsibilities: Are you a qualified Systems Accountant who'd like a role that's a mix of producing financial accounts whilst also using your advanced excel skills to add value to the improvement of everyday systems and processes? An exciting Systems Accountant opportunity on a 12 month contract basis has arisen within a busy finance department at an independent media business in Bournemouth where you'll be utilising your experience of producing monthly statutory and management accounts whilst also applying your Excel modelling skills to the every day reporting needs of the team. You will be also assisting the Financial Controller with systems and process improvements within the team including annual budgeting and quarterly forecasting process and modelling. As a Systems Accountant your role will encompass: Preparation of templates for monthly management reporting Interrogating all inter-company transactions and balances Aligning management reporting to statutory financial statements Assisting with systems and process improvements, ensuring accuracy of financial transactions, reporting and modelling Reviewing day to day short term cash flows and aligning with financial reporting Taking the lead on all financial systems in the department I am interested in speaking with a qualified Systems Accountant, Project Accountant, or Accountant who has practical experience of producing statutory and management accounts and an advanced to expert proficiency in MS Excel - including Excel modelling best practices and skills that can be applied to financial reporting. Salary c. £60,000 to £75,000 p.a. (depending on level of experience and in particular proficiency in MS Excel) This role will ideally be based with the rest of the finance team in Bournemouth however it could be based at one of the company's other offices in London, Surrey or Manchester - will also the opportunity for flexible working from home. View All Find Your Nearest Office Search Find your Office & Professional consultant filter by: Select Exeter Exeter Witney Salisbury Taunton Taunton Witney Yeovil Salisbury Salisbury Yeovil Yeovil Exeter Croydon Taunton Croydon Yeovil Exeter View all consultants Explore Latest News Employing the right people in a candidate shortage – Small things that mean a lot If you have been trying to get new people on your team recently, you may have found it slightly more difficult than usual. The current employment landscape is not quite as easy to navigate as it was in the past. It’s no wonder then the most common questions we are being asked right now are around how to attract and hire the right people in a skills and candidate shortage. The good news is that not only is it possible to attract the right people, but a few small changes in approach can make a big difference. Keep in mind that if you have a fair offer, money isn’t the only motivator. The first instinct in a skills shortage is often to increase the salary offer, but a huge pay hike may not be necessary if the job itself is appealing. That said, there is a noticeable rise in salary levels for skilled workers and in shortage areas, so it may well be a good time to do a review of your offer. We are happy to help with this if you need our input. Your employer brand really matters to candidates. One of the reasons for the first point about salary is that there are so many other motivators in the mix. Your employer brand is the shop window for your business. In a reduced candidate pool, it’s not just about attracting the right people, your brand also needs to encourage them to connect with you. Look to employ to train where possible. One option to increase your potential pool is to widen your search criteria. We have seen some very successful hires where employers have accommodated the idea of training someone into the role rather than demanding full experience. Of course, this may not always be an option in very specialist jobs, but where it is possible, it can open up new possibilities. Make the offer quickly, then follow up as soon as possible. If you need that great candidate, then other potential employers will also be looking. Once you see the person you want to hire, we suggest you make the offer right away. Hesitating could result in the candidate being snapped up or receiving a counteroffer from their current employer. Once the offer is made, it’s important to keep in touch before the start date to help offset any counter offers. Make the most of your recruitment partner. Talk to us about what you need, and let’s look at options together. With our combined experience, we will be able to work together to make sure you are reaching the right people. Building a development pipe of internal growth will help future proof your key areas. The skills shortage isn’t likely to go away quickly. One option is to build an internal development pipe and employ further down the experience chain to grow people into roles. Having a clear and appropriate development policy will also help attract new talent at all levels. It may take a while to fully develop, but this way, you have a pool of skills rich internal options for new roles. Think benefits, bonuses, and perks. Candidates are often swayed by ‘fringe’ motivations as much as they are by salary. Simple things like gym memberships, a parking space, the option to work from home as well as health plans and similar can mean a great deal to employees. Most importantly, though, they can be the deciding factor when weighing similar offers. If you want to future proof, then remember that Gen Z are not the same as Millennials. They are digitally native, flexible in their approach to the notions of ‘the workplace’ and invested in the ethos and brand of their employers. According to research by the Carson College of Business in the US, Gen Z workers are likely to be worried about their career and have a high level of drive to succeed. It would be wrong to mistake this as a success at all costs approach, though. 75% of Gen Z respondents said they look for an employer to prioritise work/life balance and almost as many felt it was important that the employers’ values matched their own. In terms of defining traits, though, it is the importance of inclusivity, diversity and positive impact that strikes you as high on the Gen Z agenda with the latter being important to over 80%. If employers want to attract and keep a new generation of skilled workers, then clearly, they need to encourage an inclusive workplace, display their business values and be prepared to allocate time to development. Small changes like these will pay off in increased applications and help offset the skills shortage problem. Despite what some of the doom and gloom merchants are saying, there are available candidates. To attract them, you need to have a good recruitment partner and reach out to them in the right way. Read Full Story 23 NOV Previous REVEALED | Habits UK staff want BANNED from workplace post-pandemic Employing the right people in a candidate shortage – Small things that mean a lot Is it time to move on? What a candidate shortage means to your career path Next Stay Connected In a candidate short market, it's no… Research conducted by our friends at… New opportunity! 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