The Burford Recruitment Company Has Moved!

We're in!

The Burford Recruitment Company are delighted to confirm that we have completed the move into newly refurbished offices and join a number of other growing businesses in the Witney Business & Innovation Centre

Our new address is:

The Burford Recruitment Company

Witney Business & Innovation Centre

Windrush Park Road


OX29 7DX

01993 225055

 An Improved Service For Our Clients

Vacancy management meetings
Salary bench-marking
Advert creation
Advertising on multiple platforms
Pre-screening and shortlisting applications
Skills testing / assessment centre management
Interview coordination
Interview support
Management of the offer and the rejection process
Induction training
Flexible payment options
Reduced rates for exclusivity

Reception Area

Waiting Area

Training and Induction

New Office Space

New Office Space

Meeting Area

Find Out How We Can Help

Pop in for a confidential discussion on how we might be able to help you with your recruitment needs, or contact us via email or on the phone on 01993225055

General Data Protection Regulation (GDPR) – Client Guidance

General Data Protection Regulation (GDPR) – Client Guidance

General Data Protection Regulation (GDPR) – Client Guidance

With a significant change to data protection legislation going live in a few short weeks’ time, we thought it would be useful to provide some insights into how the new General Data Protection Legislation (GDPR) is going to affect the recruitment industry.

How companies collect and process personal data has always been a contentious issue, but from May 25th 2018 a new regulation will come into force that will further clarify what is expected of companies in this regard. GDPR is sure to have an impact across multiple sectors of business, and this is certainly the case in the recruitment industry, affecting not only how recruiters operate but also how companies that utilise recruitment services handle personal data provided to them.

What is GDPR?

The General Data Protection Regulation (GDPR) sets out how “personal data” of individuals living inside the EU can be collected and processed. It also gives individuals (known as a data subjects) a number of rights which will allow them to regain some control over their own data.

What constitutes personal data?

According to the European Commission, “personal data is any information relating to an individual, whether it relates to his or her private, professional or public life. It can be anything from a name, a home address, a photo, an email address, bank details, posts on social networking websites, medical information or a computer’s IP address.”

With regards candidates, most of what recruiters provide to you should be considered as personal data. This includes CVs, right to work, work portfolios and work references.

Who can process data?

In terms of collecting, saving and processing personal data, companies will need to demonstrate that they have at least one lawful basis to do so. These being either:

  • The data subject has given explicit consent to the processing of personal data for one or more specific purposes;
  • Processing is necessary for the performance of a contract to which the data subject is party to, or to take steps at the request of the data subject prior to entering into a contract;
  • Processing is necessary for compliance with a legal obligation to which the controller is subject;
  • Processing is necessary to protect the vital interests of the data subject or of another natural person;
  • Processing is necessary for the performance of a task carried out in the public interest or in the exercise of official authority vested in the controller;
  • OR Processing is necessary for the purposes of the legitimate interests pursued by the controller or by a third party unless such interests are overridden by the interests or fundamental rights and freedoms of the data subject, which require protection of personal data, in particular if the data subject is a child.

If recruiters are to follow not only the letter of the law but also the spirit of the law then recruiters are required to gain “explicit permission” from candidates to share their personal data with specific people for specific purposes. For example to send details to a data processor at company A in relation to vacancy X.

Some recruitment businesses may instead argue that they have “legitimate interest” in finding an individual a job and therefore do not require explicit consent. This may be technically correct however they must still be able to show that they have informed the data subject of their rights (below) including how their data will be processed prior to processing it.

What rights do individuals have over their data?

  • The right to be informed – Data subjects should have clear and concise information on how their data is to be used
  • The right to access – Upon request, a data user should be informed of the type of data being processed, be given a copy of that data and informed on the purpose of the processing
  • The right to rectification – Data subjects have the right for all data to be rectified if it is proved to be inaccurate
  • The right to erasure – Data subjects have the right for their data to be erased when retention of data is no longer necessary, where the data subject withdraws consent or when it has been gained unlawfully
  • The right to restrict processing
  • The right to data portability
  • The right to object to their data being processed by company A
  • Rights relating to automated decision making and profiling There are a number of exceptions to this right

 As a “data processor” (someone that receives and processes personal data) what do you need to do?

  • Check that you have a GDPR compliant data protection policy
  • If your company has over 250 Employees you will need to appoint a Data Protection Officer
  • Regularly check your recruiters have a lawful basis to process candidates data
  • Minimise the number of people that are able to access candidates data
  • Erase data from your systems following the application process or gain permission from the data subject to retain their data
  • In cases where more than one recruiter puts forward a candidate, in the first instance ask both recruiters to demonstrate that they have a lawful basis for passing on a CV. We would also strongly recommend that you only work with recruiters who can clearly show that the candidate has consented to being represented by them to you.

Sanctions for non-compliance

While it is likely that a written warning will be issued for first offences or for non-intentional non-compliance, ongoing or intentional non-compliance can result in fines of up to €20 million or up to 4% of the annual worldwide turnover.

If you would like to discuss any of the above please contact Christopher Hannah on 01993 225055 or via email on

Quick Interview Tips For Candidates

Quick Interview Tips For Candidates

Quick Interview Tips For Candidates

With Hiring Managers seeing on average 4-5 applicants for each role, it is important that candidates show themselves in the best possible light in order to secure an offer.

Nerves are often blamed for poor performance in an interview, so how do you overcome the nerves and make a lasting impression on the hiring manager?

Here are The Burford Recruitment Company’s quick interview tips for candidates to ensure you minimise your nerves, give a good account of yourself and make a lasting impression on the interviewer.

Be Prepared!

There is a clear correlation between how prepared you are and how nervous you will be, so reduce your nerves by doing your homework! Hiring Managers will expect you to know what the company does, what their values are, and what you will bring to the role. This shouldn’t phase you. You have all the tools you require in order to prepare. You can find out about the culture of an organisation by visiting the company website and you can prepare answers to questions of how you demonstrate their values in advance. You can (and should) review the job description (which you should have been issued) thinking of examples of when you have demonstrated the skills required.

Be confident!

Be confident but not overly confident so that you appear cocky. Bear in mind that having seen your CV, the Hiring Manager has decided that he or she is prepared to take time out to speak to you further about the role so it is likely that you have many of the skills and experience required to do the job. You are already half way there!

Look the part!

Different people have different ideas here but in general we would always suggest that you make an effort to dress smartly for an interview. Try to also be aware of your body language, give a good handshake and make eye contact with all interviewers. Sit up straight (which has the added benefit of helping you speak clearly) and if you can manage it try the occasional smile!


Be careful not to talk over your interviewer no matter how keen you are to answer their questions.

End on a high!

A list of pre-prepared questions will help to avoid any awkward pauses as you frantically try to think of something to say when they ask “Do you have any questions?”. Once that is out of the way and the interview is finishing, make sure you end it positively. Thank each of them for their time and shake their hands. If it is an opportunity you think you would like to pursue then let them know and ask what the next steps might be. If it is a close decision between you and another candidate it might just be enough to tip it in your direction.

Remember, you only get one chance to make a great first impression!

Telephone Interview Tips for Candidates

Telephone Interview Tips for Candidates

Telephone Interview Tips for Candidates

When applying for a job, whether it is a face to face interview or a telephone interview, it’s critical to make a good first impression! Unfortunately, all too often a poor telephone interview can cut short your application. With that in mind, we thought we would give you some simple tips on how best to prepare and what to do to improve your chances of a successful telephone interview.

Before the call:

  • Ensure you are in a location with a good mobile phone signal, or better still arrange the call to be on a land line. If you have one, wear a headset to keep your hands free for your notes.
  • Ensure you are in a quiet place where you are unlikely to be disturbed or distracted.
  • Research the company website and spend time looking over the job description and advert prior to interview. Match your skills on your CV to the job spec and have examples ready of when you have demonstrated the key traits or tasks associated with the role.
  • Have a pen and paper to hand to make notes
  • A list of pre-prepared questions will also help to avoid an awkward pause as you frantically try to think of something at the end.

During the call:

  • Be confident and speak clearly. Standing up might help! Amongst other benefits such as projecting more confidence, standing up puts less pressure on your diaphragm and should result in clearer speech.
  • Be careful not to talk over your interviewer no matter how keen you are to answer their questions.
  • End the call positively by thanking them for their time
  • If it is an opportunity you think you would like to progress, confirm your interest in the role and ask what the next steps might be.

We hope this helps and you get through to a face to face interview where you can let your personality come through even more.

Good luck!

Client Tips For Gaining The Best Results From Recruiters

Client Tips For Gaining The Best Results From Recruiters

Are your recruiters failing to deliver results?

Whether you are a small business owner, an internal recruiter, or a procurement director for a multinational corporation, if you use recruitment agencies to fill your vacancies, I would guess that when asked what you want from your recruitment team, that you would all say the same thing.

Whether you are looking to recruit temporary, permanent or contract workers into your business, all you really want is a professional recruitment service that is value for money… Right?

Now there are a lot of companies and individuals out there that will say they have had bad experiences with recruitment agencies. Maybe you are one of them. Maybe you have been struggling to get quality candidates to fill your vacancies despite a plethora of recruiters promising you the world…

But, without meaning to sound controversial, have you ever considered that your working practices might be contributing to your problems? That maybe, despite having the best interests of your company at heart when they were first created and introduced, that they no longer work in the current market?

Here are a few things that you might want to consider if you want to get the best results when engaging a recruiter or a recruitment agency:

Consider Exclusivity (or only using a couple of trusted suppliers)

Imagine you have an urgent vacancy to fill and you don’t have the time or resources to fill it yourself. What are your options? You may already have a PSL of 5-10 agencies in place, or you might be tempted to go to your pin board and call everyone that has contacted you over the last 12 months and get them all working on your vacancy. Surely that will get it filled quickly with minimal fuss? Well believe it or not but this might not be the best strategy:

  1. Firstly, good recruiters will be aware of what their competitors are working on, and as the number of recruiters working on a vacancy increases, so does the risk that the recruiter is working for nothing. As you can imagine this tends to put even the best of us off, and we will inevitably invest less time in your vacancy and more time on the vacancies that give us a higher chance of making money and earning a living.
  2. Secondly, knowing that you are up against other agencies means you are in a race. Speed becomes more important as every agency is fishing in the same candidate pool. This can result in less time being spent on matching and qualifying the candidates to your specific requirements. In the end, you might end up spending a good deal of time rejecting CVs and wishing you had just done it yourself.

Exclusivity however will give an agency a much greater chance of filling a vacancy and as a result they are likely to, not only offer better terms but also allocate much more of their time to you and your role. Knowing they are not in a race will mean the screening and qualifying process can be lengthier and you are more likely to see a higher calibre of CV but a much smaller number.

Remember “value for money” doesn’t mean cheap

So you are nearly ready to go. All that you need to do now is agree terms. You may be tempted to tell your chosen suppliers that has agreed to work at 10% and that they will have to match it if they want to work on the vacancy.

Again, this could be a mistake… We are all currently working in a candidate driven market (certainly in West Oxfordshire and throughout the Cotswolds) which means each candidate is likely to have several opportunities available to them.

Consider for a minute that a recruiter has two Project Manager roles with companies paying the same salary in West Oxfordshire. Company A from Witney has terms at 10% and Company B from Stow has terms at 18%. The recruiter sources a great PM. Which job do you think they sell to the candidate first? and which company sees the CV first?

By trying to save a couple of hundred pounds and avoiding paying market rate you could miss out on the best candidates. Worse still your vacancy might remain open for a greater period of time which comes with its own costs to your business.

If you really want value for money and not just the cheapest price, ask what service you will get for your money and negotiate your terms based on what you need from your recruitment partner.

…remember you can only pick two!

Treat your agency supplier like a business partner

Now it stands to reason that the more a recruiter knows about the client, the team, the role, the better placed they are to fully inform the candidate, and the better job they can do at matching candidates to a company’s culture.

So, if your agency partner asks for a visit, or asks to meet the hiring manager, make every effort to facilitate that request. If you don’t, then you shouldn’t be surprised when the first few CVs are not exactly what you were looking for.

It’s also a good idea to adopt a relationship based on “full disclosure”. If your position is vacant because the department leader is “difficult to deal with”, or the location is a “yet to be converted” barn then it is best to be honest about this from the beginning. Your Recruitment partner has a better chance of finding someone that can deal with these challenges if they know about them in advance and the likelihood of a candidate dropping out in the first few months will be greatly reduced.

Treat your candidates with respect

As I outlined earlier in this blog, if you are responsible for hiring or interviewing for your organisation, you need to understand that the way the market currently sits means that good candidates are likely to have a number of opportunities available to them. Unemployment rates and low and there are more jobs than qualified candidates to fill them.

If you are not flexible in your approach, if you take too long, have too many stages, insist on irrelevant additional tests and forms (because you’ve always done them), and if you don’t understand that the candidates are interviewing you too, then you will lose out to your competitors, and it doesn’t matter how good your recruiters (internal or external) are.

Recruitment is a two-way street, and from the moment that a candidate’s CV is submitted you are being judged. Be prepared to give feedback on CVs and interviews in a timely manner, and make sure your interviewers are confident and competent. Your recruiter should let you know what a candidate’s motivation for changing jobs is prior to the interview so that you can cover these points off. If you do like them, you can tell them you like them. You don’t have to keep it a secret and keep them on edge. A positive ending to an interview could be the difference between accepting your offer or someone else’s.

If you do lack experience in interviewing and you don’t have an HR team to support you, your agency should be able to give you some help and many will sit in with you and help conduct the interview if you need that help.

I hope that you find this useful and something to think about when you next choose to employ a recruitment agency.

The Burford Recruitment Company

At the Burford Recruitment Company, we strive to work with clients who understand the value of a good recruitment partner. Should you need any assistance in recruiting across the Cotswolds we would happily have a chat about the best way to help you. We believe we can offer a solution that is “value for money”, just don’t be surprised when we ask for a visit!

CV Writing Tips For Candidates

CV Writing Tips For Candidates

 CV writing tips for candidates

Having worked in the recruitment industry for nearly 30 years between us, we must have read (or at least glanced at) tens of thousands of CVs. Some were good, and there was that excited feeling after the first few seconds that we might actually have found “the one” for our clients. Some on the other hand were very bad, and while we might have missed a trick and passed over the perfect candidate on occasion, poor CVs generally end up at the bottom of the pile so we can move on and look at the next CV.

You see the thing is, if a recruiter (whether they be from a recruitment agency or internal recruitment team) doesn’t like a CV, or can’t see how the applicant would fit the role in the first few seconds, then the likelihood of them persevering and reading through 3 sides of A4 to find out more is slim. Having a good CV is therefor critical to achieving your career aspirations.

Now my opinion is only one of many, and recently I have seen recruiters (and a number of CV writers) posting on social and professional sites that CVs need a shake-up. They say that most CVs are dull, and that they should have colour, quirky fonts and funky designs to grab the recruiter’s attention. They even suggest that self-imposed grades for showing what your best skills are a good idea.

Please don’t be fooled! While they might be good for artistic or design positions, in general, they simply confuse the recruiter who has to scan multiple columns and boxes to find the simplest of information.

Think of it this way; sending your CV is the first part of the application process, and can essentially be seen as being the first (blind) interview stage. You wouldn’t turn up for an interview wearing a multi-colour suit, with a henna tattoo on your face to make yourself look interesting, would you? No, because it would distract from the fact that you are qualified and capable of doing the job.

For the majority of vacancies, CVs need to do one thing and one thing only. That is to show, in as short a time as possible that you are capable of carrying out the role for which you are applying. If you do this effectively, it is likely that you will get the opportunity to show your personality off in the interview.

We are here to help, so if you would like a chat about your CV or how we can help you in yourjob search please feel free to contact us. Since opening for business in January 2017, The Burford Recruitment Company have a CV to interview hit rate of over 80% so we must be doing something right!

Alternatively try the following tips when writing your CV and remember, the first few seconds really do count!

Below are our top 5 CV writing tips:

    1. Read the advert properly…twice! Make sure you know what you are applying for, and don’t apply based on the title of the advert. Different companies use different titles. Remember no two jobs are the same. Marketing Assistant and Digital Marketing Assistant can be wildly different jobs!


    1. Tailor your CV to each application – If you are applying for a Sales Administrator position but your summary says you are passionate about business development you are less likely to get an interview


    1. Order it correctly – Generally a one or two paragraph personal summary followed by key skills, relevant employment history, relevant education / qualifications, and finally everything else is the way to go


    1. Use bullet points – These allow you to get over the main areas of each of your previous Jobs without waffling or diluting the key points (again highlight things from your previous jobs that relate to the job you are applying for)


    1. Use spell check! – (No explanation needed)

We think that applying these golden rules will help you get an interview and maybe even help get the job of your dreams. Good luck in your search!


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