By Nick Day, CEO at JGA Recruitment Group

 

Introduction: A Season of Change

It is now January 2025 and the Premier League’s transfer window has already sprung into life!  As a result, I find myself reflecting on the parallels between football’s talent acquisition strategies and the evolving landscape of professional recruitment. Just as Premier League clubs are mobilising their scouting networks to unearth the next game-changing talent (please Spurs can you sign some reinforcements!!), organisations across industries also face crucial decisions about approaching talent acquisition in an increasingly complex market.

 

My own journey in recruitment mirrors the evolution I’ve seen in the industry. When I started in recruitment two decades ago, I approached talent acquisition with the same naive enthusiasm as a football fan who believes they could spot the next Lionel Messi just by watching highlight reels. I thought that with enough determination and a basic understanding of the industry, I could match any specialist recruiter’s results.

 

The humbling lessons came quickly. Just as a football scout must understand a player’s technical abilities, psychological makeup, cultural fit, and growth potential, I learned that true recruitment expertise involves layers of complexity that no amount of enthusiasm alone can master (although it helps!). Through years of specialising in payroll and HR recruitment, I’ve discovered that success comes from knowing where to look for talent, building deep relationships, understanding subtle market dynamics and talent insights, and developing an intuition that can only come from focused experience in a specific sector.

 

The Value of Specialist Expertise: Beyond the Surface

Let me paint a picture: Imagine if I, whose football expertise extends no further than coaching Exmouth Town’s under-11s at the Grassroots level, attempted to scout players for Liverpool FC during this January’s transfer window. While I might get lucky occasionally and spot a talented player online, the likelihood of that player succeeding within Liverpool’s specific tactical system, adapting to the Premier League’s intensity, and embodying the club’s values would be minimal.

 

Consider Liverpool’s acquisition of Virgil van Dijk. While many saw a good defender at Southampton, Liverpool’s specialist scouts recognised something more: they saw a transformative leader who could adapt to Jurgen Klopp’s high-pressing system and embody the club’s values. The £75 million price tag, which many questioned at the time, has proven to be one of football’s shrewdest investments.

 

To understand the actual value of specialist expertise, let me share two illuminating analogies demonstrating why cutting corners in talent acquisition often proves costly.

 

The Tale of Two Builds: A New Year’s Resolution

I think this personal story perfectly illustrates the value of specialist expertise. In October 2024, my mother announced she wanted a new garden shed and that she would build it herself “to save money”. Despite her PhD and entrepreneurial success, she had never used a drill or hammer. While she knew she could figure it out, it also dawned on her that it would likely take her a week of learning and building, with no guarantee of professional-quality results, so she asked if I could do it instead!

 

While I could build it and I am mildy more familiar in the use of DIY tools, it would still take me a weekend, and as someone who isn’t a professional builder, the quality would likely fall short of professional standards. So, instead, I responded by recommending that she hire a specialist—someone who could complete the job in four hours with quality results and a build guarantee.

 

This scenario perfectly mirrors the recruitment landscape as we enter 2025. While internal HR teams (like my mother in this analogy) are certainly capable, and in-house recruiters might be appear cheaper, neither can match the efficiency and quality of true specialist recruiters. When you factor in the opportunity cost of time spent, the “savings” of DIY recruitment often prove illusory – just as many January transfer window panic buys cost clubs far more than a carefully planned acquisition would have.

 

This pattern of false economy isn’t unique to construction projects. Let me share another analogy that perfectly illustrates how attempting to cut corners in specialised services ultimately leads to more significant costs.

 

A Lesson from the Kitchen and the Transfer Market

This second analogy comes from my obsession with Gordon Ramsay’s Kitchen Nightmares. Time and again, when I watch the show, struggling restaurants attempt to cut costs by switching to frozen food and microwave cooking. Initially, this appears to work—costs drop significantly. However, as quality suffers, customers stop returning, and the business ultimately fails (until Gordon saves the day).

 

Now, consider the January transfer window. Clubs desperate to avoid relegation or secure Champions League qualification often make panic buys, bringing in players without proper scouting or consideration of fit. Like restaurants serving microwaved meals, these clubs might solve an immediate problem, but the long-term costs can be catastrophic.

 

These two analogies mirror what we’ve observed in recruitment through 2024. Recent research shows that 57% of hires made in the last 12 months simply aren’t working out in some capacity, with 25% not working out at all. The primary reasons? Poor role fit (46%) and poor cultural alignment (44%). These statistics become even more sobering when you consider REC research found that replacing a mid-manager level employee earning £42,000 can cost an organisation upward of £132,000 (mirroring similar research findings undertaken by the CIPD).

 

The Power of the Passive Market: Creating Transformative Opportunities

Just as January’s transfer window demonstrates, the most valuable talent often isn’t actively seeking new opportunities. The most influential signings frequently come from identifying individuals whose situations open them to the right opportunity (need to avoid relegation, David Moyes is your man), even if they’re not actively looking. Let me share a success story that I hope perfectly illustrates this principle.

 

In 2017, I was approached by a top five global accounting firm seeking what they termed “a unicorn” – a rare combination of payroll leadership and sales experience, bureau expertise, and the interpersonal skills to navigate demanding stakeholder relationships. Their internal recruitment team had spent three months in a frustrating cycle of advertising and LinkedIn searches, finding plenty of payroll managers but none with the precise blend of experience they needed. Their situation reminded me of a football club desperately searching for a striker in January – plenty of options, but none quite right (Jorden Ayew anyone?)

 

Fortunately, I had developed a connection with an exceptional candidate through my show The Payroll Podcast, events, and years of relationship building. While she wasn’t actively job-seeking, I knew from our regular industry conversations that she consistently delivered outstanding results. Almost a year before this opportunity arose, she had shared with me her openness to a move – but only for a role that would provide genuine growth and fully utilise her diverse skill set. When this perfect opportunity emerged, one conversation was all it took.

 

The result? Eight years later, this placement has transformed into something remarkable – she became the first-ever payroll equity partner for a top 5 firm in the UK. This long-term success story illustrates why specialist recruitment insights are invaluable and unattainable for non-specialist recruiters.

 

The AI and Technology Evolution: Enhancing Rather Than Replacing Expertise

As we navigate 2025’s recruitment landscape, AI and technology play an increasingly significant role in identifying and engaging talent. However, much like in football scouting, where advanced analytics and AI-driven performance metrics have become commonplace, technology enhances rather than replaces human expertise.

 

Consider how Premier League clubs approach the January transfer window. They analyse how a player’s style would mesh with their tactical approach, assess their adaptability to the Premier League’s intensity, and evaluate their personality to consider how that will complement within the dressing room. Similarly, while AI-powered platforms and enhanced LinkedIn features have democratised access to professional profiles, the real art lies in interpretation and engagement.

 

The statistics tell a compelling story: LinkedIn reports show cold approaches yield response rates as low as 21.6%.  In contrast, at JGA Recruitment, we achieve higher than 90% engagement rates with our targeted outreach. This dramatic difference isn’t about having better technology – it’s about combining technological tools with deep industry expertise and trusted relationships built through our industry podcasts, newsletters, and consistent market presence.

 

The Environmental Factor: Understanding Talent in Context

Expert recruiters possess a crucial skill that technology cannot replicate and that’s being able to identify when exceptional talent has become misaligned with their current environment. Consider the case of Marcus Rashford at Manchester United – an England international with proven world-class ability who hasn’t suddenly lost his talent but finds himself in an environment (or a headspace) that no longer enables him to perform at his peak potential.

 

This situation mirrors what we frequently encounter in professional recruitment. Recently, we worked with a senior HRIS professional who, like Rashford, was underperforming in a role that once seemed perfect. We knew that the candidates’ technical skills were exceptional, but organisational changes had left them disillusioned with their employer.  Hence, we knew that when the right opportunity arose with a new organisation that better matched their working style and ambitions, that they would prosper once again.  Subsequently, when this opportunity presented itself, we quickly acted and introduced the applicant to the client.  Let’s just say that the transformation was remarkable – within three months and reinvigorated, they had identified and implemented HRIS automation improvements that saved their new employer over £200,000 annually.

 

Global Perspectives: Breaking Geographic Boundaries

As the January 2025 transfer window demonstrates, talent knows no geographic boundaries. Just as Liverpool’s scouts might find their next star in Japan’s J-League or Brazil’s Serie A, specialist recruiters understand that the best talent can come from anywhere. Hence, at JGA Recruitment, we’ve developed an omnichannel approach to talent acquisition, tapping into professional associations, industry events, podcast audiences, WhatsApp group chats, academic institutions, as well as our extensive network of referrals.

 

Consider this recent example: In late 2024, a UK-based technology company approached us needing a Global Payroll Director with APAC experience.  Some recruiters might have focused solely on UK-based candidates, however, our specialist network allowed us to identify an outstanding professional in the USA who brought fresh perspectives on Asia-Pacific payroll operations who was able to deliver value working remotely.

 

The Strategic Advantage: Measuring Impact

As organisations plan their recruitment strategies for 2025, the value of specialist recruitment becomes clear through measurable outcomes. Our data tells a compelling story:

 

• Time-to-Hire: While industry data suggests that the average time it takes to hire senior roles is 62 days, JGA’s specialist approach reduces this to just 19 days. This dramatic difference mirrors how established football scouts can move quickly when opportunities arise, having already done the groundwork of relationship building and talent assessment.

 

• Retention Rates: Industry research shows an average 12-month retention rate of 43%, while JGA placements maintain a success rate of 97%. This echoes how carefully scouted football transfers, like Salah, Alisson and Van Dijk to Liverpool, tend to have a lasting impact rather than become expensive mistakes.

 

• Engagement Success: Traditional recruitment methods struggle with response rates. LinkedIn’s cold approaches achieve just 21.6% engagement with job boards not faring much better at 28%.  However, JGA Recruitment’s targeted outreach achieves over 90% engagement, demonstrating the power of established relationships, trust and industry expertise.

 

• Long Term Value: McKinsey’s research reinforces these findings, showing that superior talent is up to eight times more productive than average performers, with this multiplier effect increasing with role complexity. Just as a transformative football signing can elevate an entire team, the right hire can revolutionise an organisation’s capabilities.

 

Navigating 2025’s Challenges: The Path Forward

As we begin 2025, organisations face a critical choice in their approach to talent acquisition.

 

Remote work has transformed how teams operate, making cultural fit assessment a specialised skill. The acceleration of digital transformation demands increasingly specific combinations of technical and adaptive capabilities. Global talent pools have expanded, requiring expertise navigating international markets and cultural nuances as well as an ability to move quickly to attract, engage and hire talent when it comes available before competitors can.

 

These challenges mirror those faced by Premier League clubs in the transfer market. Just as clubs invest millions in scouting networks despite having access to advanced analytics platforms, forward-thinking organisations recognise that true talent acquisition expertise can’t be replaced by technology alone.

 

Conclusion: Making Your 2025 Strategic Choice

As January’s transfer window reminds us, the most successful talent acquisitions come from combining deep expertise with strategic timing and careful relationship building. At JGA Recruitment, we’ve embraced our role as specialists in the payroll and HR sector. Like Liverpool’s scouting network, we focus on our expertise and excel within it.

 

The best boutique recruitment businesses are built for those who understand and appreciate their value. We grow through word-of-mouth and deep relationships, not through mass marketing or trying to be all things to all people. Just as Liverpool’s scouting network isn’t trying to serve every club in the world, we’re not trying to be every company’s recruitment partner – and we’re not designed to be.

 

As we enter 2025, remember Simon Sinek’s wisdom:

“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears.”

 

Finding these believers in today’s complex talent landscape requires more than access to LinkedIn or AI tools—it requires the expertise, network, and dedicated focus that I believe only specialist recruiters can provide.

 

The time for reassessing your talent acquisition strategy is now. As the new year begins, will you continue with broad-brush approaches or invest in specialist expertise that can transform your organisation’s future?

 

Are you Everton, a club that has spent over £716.6million on players since 2016 and yet still they find themselves in a relegation battle?  Or are you Liverpool who have spent £735.6m, following a carefully thought out and strategic plan that looks likely to bring them the title in 2025?

 

Like so many January decisions, the choice concerning how you invest your recruitment this year could define your success in the year ahead.

 

Your Next Step

At JGA Recruitment, we’re ready to apply our proven expertise to meet your specific needs. Whether you’re seeking to fill a crucial position, build a new team, need interim resource to get a project back on track or you simply want to explore how specialist recruitment could benefit your organisation, we invite you to start the conversation.

 

Contact us today:

• Email: [email protected]
• Phone: +44 (0)1727 800 377
• Website: www.jgarecruitment.com

 

Let’s form a recruitment strategy together that delivers exceptional results in 2025 and beyond.

 

JGA and LACE Payroll Fantasy Football League 24/25

 

JGA Recruitment and Lace Partners have ‘teamed’ up for a game of fantasy football! Brace yourselves for office rivalries, questionable managerial decisions, and hopefully, some bragging rights! Whether you’re a top-scorer in ‘Salah-ry Sacrifice’, ‘401-Kane’ or ‘Kompany Car Schemes’, join our FPL League and get it in the ‘back of the NET’!

 

Sign up here: https://jgarecruitment.kit.com/b94f040782

 

By Nick Day

CEO at JGA Recruitment Group

 

Image: © Photocreo via Canva.com

As the calendar flips to a fresh start, professionals in HR and payroll are prompted to think critically about their own career growth and whether it’s time for a change. At a crossroads? Figuring out your next move can be overwhelming, but taking the time to recharge and reflect can make all the difference. Ask yourself: what do I really want from my next role?

First, take time for meaningful self-reflection. Consider what truly matters to you in your next role. Think about the work environment where you’ve felt most energised and productive. What sparks your “A-game” in those high-pressure situations? Forget being coy – disclose your salary expectations and let your employer know which benefits would genuinely improve your quality of life.

When you know your stuff, you hold all the cards – research is your ace. Peel back the layers of a company’s surface to reveal its true character. What’s the consensus on their professional standing? How do they treat their employees? What’s the plan to take their skills to the next level? Modern companies often share insights about their culture through social media and company blogs – these can be goldmines of information about what it’s really like to work there.

Make a powerful impression on paper and on the web – it’s where your professional reputation takes shape. Thoughtful presentation can make all the difference. What’s the narrative thread that ties your career together? Let your CV tell that story, with achievements and milestones taking centre stage. To make your application stand out, strip away the extraneous and lead with the experiences that align most closely with the job requirements. Your LinkedIn profile serves as your digital first impression – make it count with a professional photo, detailed work history, and meaningful endorsements from colleagues.

Building connections is like collecting superpowers – each one ups your chances of landing your dream job. Make the most of industry gatherings, online or off, and turn acquaintances into valuable contacts and even potential job opportunities. Brush up on company cultures and roles by chatting with insiders – these informal conversations can reveal hidden gems and grow your network.

Interview preparation deserves serious attention. Don’t just memorize answers – show you’re an expert by crafting responses that reflect your true voice and perspectives. Research your interviewers beforehand – understanding their background can help you build rapport and ask more informed questions. Remember, interviews are two-way conversations – prepare thoughtful questions that demonstrate your genuine interest in the role and company.

While job boards and recruitment agencies play an important role, use them strategically. Choose platforms known for quality HR and payroll positions, and partner with recruiters who specialise in your field. Through their connections, you’ll discover A-list opportunities and closely guarded industry secrets that never see the light of day in mainstream channels.

Take a step back, breathe, and remember that your own welfare matters just as much as your search. Job hunting can be emotionally demanding, so maintain a healthy balance. Regular exercise, time with loved ones, and activities that help you relax aren’t luxuries – they’re essential components of a successful job search strategy.

Your dream role won’t land in your lap overnight; it takes a calm and steady approach to find the perfect fit. Set clear targets for yourself, and at the same time, be willing to take advantage of surprising opportunities that come your way. You’ll learn something new with every application and interview, even if it doesn’t land you the job – that’s progress.

It’s out with the old and in with the new: the start of a new year signals a clean slate for HR and payroll pros to make their mark. Searching for a new job can be a real drag, but with a little intention and a positive vibe, you can find a role that not only gets you excited but also aligns with your personal values and career goals.

Your career growth is a personal mission – take the reins and own it. Take it one step at a time, stay true to your goals, and trust that the right opportunity will present itself.

 

JGA Recruitment Group: Connecting Talent. Driving Success.

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Telephone: 01727800377

Email: [email protected]

Website: https://jgarecruitment.com

Fast-paced companies are starting to clue in on a super effective way to attract the best talent and keep them happy. Break free from the outdated compensation approaches. With salaries stagnating, companies are shifting gears to focus on the whole employee package.

 

The Changing Landscape of Workplace Rewards

Money matters, but it’s no longer the be-all and end-all of employee motivation. The employment landscape has shifted: people now demand an environment that creates whole-person development, not just professional growth.

Imagine a workplace that sees employees as whole people, not just resources to be managed. There’s real power in benefits that don’t involve a salary increase – it’s a way to show employees they’re truly valued. Imagine an office where you’re understood, motivated, and driven to succeed – that’s what we’re striving for, a space that sparks remarkable achievements.

 

Flexible Working

Modern employment gets a fresh spin with flexible working arrangements taking centre stage. No longer confined to traditional nine-to-five structures, employees now seek workplaces that adapt to their lifestyle. Remote working options, flexible hours, and compressed work weeks are no longer perks – they’re expectations.

This productivity mindset says it’s not about clocking hours, but crafting quality work that really counts. Trust and respect are earned when companies offer flexible work arrangements, recognising that their employees can balance work and life effectively.

 

Investing in Whole-Person Wellness

Comprehensive wellness programmes have become a critical component of progressive workplace strategies. This health coverage shoots way past the usual insurance offerings. Picture a robust safety net that catches every fall – this support combines the three pillars of wellness: mind, body, and heart.

No longer seen as a luxury but a necessity, companies are now committed to protecting their employees’ mental health. From confidential chats with in-house counsellors to mindfulness workshops and a commitment to maintaining a stress-free environment, companies are prioritising their people. Mental health is getting the recognition it deserves – it’s now seen as equally important as physical health in the workplace.

 

Professional Growth

Career development has transformed from a simple progression to a more dynamic, personalised journey. Imagine having the chance to level up your skills, explore new areas of expertise, and work alongside experienced pros – that’s exactly what some leading companies are offering their employees through a range of development programs and resources.

It’s clear these initiatives are centred on fuelling employee success – now and in the years to come. By focusing on growth, we create a workplace where learning and development become the norm.

 

Financial Wellness

Understanding that financial stress can significantly impact work performance, progressive organisations are expanding their support. If companies want to make a real difference in their employees’ lives, they’re turning to financial planning services, employee assistance programmes, and retirement planning tools. These provide the support staff need to thrive financially.

Your money situation can have a profound impact on your life’s satisfaction level – it’s that important. It’s more than just a payslip – companies that provide these resources are invested in their employees’ overall well-being.

 

Surrounding ourselves with people who care

When virtual windows and wires define our daily existence, human touch is what keeps our hearts beating with purpose. There’s magic in casual conversations and planned team activities – they help coworkers turn acquaintances into friends, elevating the office vibe and fuelling creative collaborations.

Hierarchical walls crumble when these initiatives take centre stage, replaced by a warmth that makes everyone feel at home. In just about every corner of the corporate world, they spark a revolution, transforming workspaces into spaces where connections are forged and synergy ignites.

 

The Strategic Advantage of Comprehensive Benefits

For businesses navigating challenging economic landscapes, a thoughtful non-monetary benefits strategy is more than just a nice-to-have. We can’t afford to overlook this – it’s critical. In a competitive talent market, these benefits can be the difference between attracting top-tier talent and being left behind.

The most successful organisations understand a fundamental truth: investing in employees is investing in the company’s future. Imagine an environment where talent is unlocked, motivated, and praised – the consequences are simply revolutionary, inspiring businesses to shatter benchmarks and deliver the impossible.

The future is loud and clear. A truly great workplace is somewhere your strengths are amplified and your weaknesses are supported – that’s the future we’re building, where people, not processes, come first. Will you be one of the pioneers who chart a new course?

 

JGA Recruitment Group: Connecting Talent. Driving Success.

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Telephone: 01727800377

Email: [email protected]

Website: https://jgarecruitment.com

Interviewing might seem straightforward, but getting it spot-on requires more than just running through a list of questions. Hiring for any position, from entry-level to executive, requires a strategic approach – let’s break down the steps to make every interview count.

 

Before You Begin

The groundwork for a brilliant interview starts well before the candidate walks through the door. Take time to really understand what you’re looking for. Read through CVs properly, not just for experience but for those telling details that might spark interesting conversations. Paint a mental picture of what achievement looks like in your new position.

 

Setting the Scene

First impressions matter – and that goes both ways. A warm welcome and a bit of casual chat helps put everyone at ease. Remember, even the most confident candidates might be nervous. A casual vibe has a way of stripping away pretences, revealing the genuine article – warts and all.

 

Getting to the Heart of Things

The real skill lies in asking questions that reveal more than rehearsed answers. Instead of “What are your strengths?”, try “Tell me about a time when you surprised yourself at work.” These sorts of questions often lead to more authentic conversations and better insights into how someone thinks and works. Listen closely to a candidate’s narrative – it’s often where the most telling insights are hiding. Do the words on the page flow smoothly, conveying the intended meaning without obstacles? Do they give credit to others? When they’re grilled about their stumbles, how do they respond? These details often tell you more than the actual answers.

 

Making It Count

Take notes, but don’t let it get in the way of natural conversation. Jot down key points and impressions – those little details that might slip away later. With multiple applicants vying for a single role, establishing a fair and balanced assessment method saves time and eliminates guesswork. It’s about finding a team player who can’t wait to contribute – someone who’ll click with your crew and exceed expectations. Ask yourself: would they blend in seamlessly with your existing crew, or bring a refreshing new perspective to the table?

 

Showing Your Best Side

Good candidates will be evaluating you just as much as you’re evaluating them. Be ready to talk honestly about what makes your company special. Share real examples of how people grow and develop in your organisation. If there are challenges, be upfront about them – it builds trust and helps ensure the right fit.

 

The Follow Up

Don’t leave candidates hanging. Whether it’s good news or bad, get back to them promptly. If you’re not moving forward with someone, a bit of constructive feedback can make a real difference to their job search – and it reflects well on your company.

 

Making the Right Choice

Trust your instincts, but back them up with evidence. Take note of how seamlessly candidates shift between unrelated topics or drastically different questions. Ponder how they’d tackle the role’s stickiest situations. Sometimes the person with the perfect CV isn’t the best fit, while someone with less experience but the right attitude could be brilliant.

 

Looking Ahead

Keep learning from each interview you conduct. What questions worked well? Which ones didn’t tell you what you needed to know? Equipped with these lessons learned, re-examine your techniques, squash those pre-interview jitters, and face your next big conversation with poise.

 

The Extra Mile

Consider mixing up your interview format. Sometimes an informal coffee chat can tell you more than a formal office meeting. When filling a team role, it’s smart to loop in current team members – they can bring fresh eyes and insider knowledge to the hiring process. Behind every successful interview lies a subtle dance between strategy and creativity. A business is like a tightrope walker – juggling rigid structure with a healthy dose of flexibility is what keeps things from toppling over. When you get it right, you’re not just filling a position – you’re finding someone who’ll help your organisation grow and succeed. What separates exceptional teams from the rest is the willingness to put in the effort required to snag the elusive ‘right fit.’ When you finally identify that sparkling gem amidst the rough, all the time and effort invested in the hunt seems a small price to pay. Talent makes all the difference – it’s the reason some companies soar while others stumble.

 

JGA Recruitment Group: Connecting Talent. Driving Success.

Looking for the next step in your career? Or looking for the best Payroll & HR talent to join your organisation? Contact our team on:

Telephone: 01727800377

Email: [email protected]

Website: https://jgarecruitment.com