The new year has just started and it begins with a new recruitment company launched with the help of SSG. 2017 – meet Kris Feaviour of Revision Recruitment! Kris is a great example of an SSG launch, so here is the story of how Revision Recruitment came to be.
Tell me about your recruitment background.
My recruitment background is fairly recent as, unlike so many others, I came into recruitment at a relatively late stage in my career. My first role in recruitment started in my early thirties after 10 years of packaging sales, and I knew after a short while I had found my calling.
I’d never experienced a role in which you were so intrinsically linked to people you worked with on a daily basis – be it the clients, candidates or colleagues with whom you spent so much of your time talking to. I found myself making friends and forging long-standing relationships from day one, and I still count many individuals as good friends even from those early days.
As a trainee recruiter at a regional business called Cooper Lomaz, I was thrust into the deep end working on an already established FMCG desk, working with the food and manufacturing industry locally. This was an easy fit for me, as I had 4 years’ experience of working in the sector and had sold packaging into many of the same businesses previously. Following redundancy, I was fortunate enough to be able to start a business with a colleague under the guidance of a trio of experienced recruiter directors, and during this time I learned a huge amount about what it takes to be successful in that role. The daily challenges of being a business leader, manager and recruiter were exhilarating and exciting, so it was with some trepidation I took those new-found skills back into the market and joined my first national brand in Barker Ross.
Being part of the senior management team and understanding the importance of hiring the right people to work with you was another new experience, but one I relished and we had two and a half very good years during my time with them, I also learned a huge amount from my then Managing Director.
More recently I have spent time working on the high street, gaining valuable knowledge of how recruitment works at the sharp end, where a consultants day changes by the minute, day in day out.
1. What was your motivation for starting your own recruitment business?
Autonomy, and a better standard of living for my young family. Having spent 10 years making money for others, the chance to make it for myself was a huge part of the decision-making process. Being able to occasionally do the school run, or take the youngest to her swimming classes, has had a fantastic impact on my quality of life. As recruiters, we struggle to switch off at times, and we have all burned the midnight oil to ensure we are successful, but to do those things in my time, when I want to, means I don’t miss out on all of the things I hold important to me.
2. What sectors do you cover? What roles do you specialise in?
I am a manufacturing, engineering and logistics specialist pure and simple. I’ve never recruited finance, HR or customer services roles, so to offer my services to clients as a specialist in those areas would be folly – I’d be overpromising on the expectations I’d set – something its criminal to do in the recruitment market. I have recruited from graduates and entry level roles through to Senior Managers and Directors for businesses large and small. If you were to look at any business out there today and lay out the organogram from that company, I’d be pretty confident I could discuss at length the job specification for each position on there, but just knowing the sum parts of the role isn’t always enough, you have to understand the position and the candidates who can do the job, every day.
3. What can customers expect when they work with you?
Commitment. Not just the ‘never say die I will work until midnight to find you that candidate!!’ type, but a commitment to hold true to the things I think recruiters can and should be – honest, knowledgeable and diligent.
My commitment to the client is to not just find candidates, but to also ensure those candidates are sent to the client for the right reasons, and not to make up a shortlist or to hit a KPI, or because I think they have a skill set they might find interesting.
My commitment to the candidate is to be available, to be honest, and to be empathetic to their needs, I’ve been a job seeker too and looking for a new job can be quite a tough process.
4. What are your long-term plans for the company?
Growth, I have a 1, 3 and 5-year plan for the business, having grown businesses and teams before I have a good understanding of how it can be done, and done well.
Ideally, I’d like to be in a position where I am looking for hire staff this time next year, and moving into an office, with further growth in years 2 and 3.
That is the idea, but this is recruitment and a huge amount can change in a minute, let alone a year. All I know is, I’ve made this choice because for once, I will be the one who decides what next year, and the year after, and the year after that – look like.