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Highly professional approach combined with Reed's ability to create friendly and welcoming environment for the candidates is something that really works - for Reed, for us and mainly for the candidates. This win-win-win situation makes them exceptional.
Reed has great attention to detail and is responsive to their client's needs. They provide a "one-to-one" recruitment service, ensuring both employer and candidate are the optimum match and best cultural fit for each other. Definitely recommended.
Reed has always been a very professional agency to work with. Very patient and does their best to understand a client's needs.
The main difference between Reed and other agencies is that I've never felt like "just another candidate", or "just another client".
The only agency that kept their word and called when they said they would. I felt I was always being listened to and received frank and honest feedback.
I particularly appreciate the professional approach and quick response to my questions.
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5 mins read
Allyship in tech careers: benefits for employers
In the tech sector, where much progress needs to be made in diversity and inclusion, allyship can solve many cultural challenges as well as create opportunities for tech-related careers.
Q: How important is allyship in the tech sector?
A: It’s no secret that businesses are struggling with digital skills gaps, which is hampering their ability to develop and remain competitive. This scramble to find tech-savvy talent means many companies are missing out on skilled professionals who have been offered higher salaries when they could instead showcase their commitment to diversity and inclusion. They could be looking to hire people who have been traditionally underrepresented in the sector, including women and people from ethnically diverse communities.
They could also invest in retraining existing staff who show enthusiasm and aptitude for tech roles. When experienced professionals mentor others, it can make a real difference to the business, not just in terms of filling jobs, but in creating a culture change where employees feel they can develop their careers within the organization.
Q: How can tech employers build a culture of strong allyship, and how does it work?
A: Allyship takes time to establish so should be viewed as a long-term investment. It involves a combination of top-down support with leaders dedicated to the in-house training and upskilling of individuals. Managers should also act as allies in support of team members taking on additional tasks to develop their skills.
Tech careers are fast-paced and require workers who enjoy learning about new developments, identifying where improvements and efficiencies can be made across the business with tech, and keeping abreast of trends. Pairing employees who can naturally form strong working relationships really helps, and the partnership should also be supported by regular feedback and measurable goals.
Consider setting up employee resource groups for underrepresented communities, where members can network and gain insight from external speakers and advocates to bolster their careers.
It can also help to cement your allyship plans by promoting it in your job adverts and on your website and social channels. It’s a great benefit so should be shouted about – especially by those who are involved. Encouraging people to spread the word on their own channels and through your employee ambassadors, can be hugely beneficial for business.
Q: What types of professionals make good allies? How should allyships be formed?
A: Anyone can be an ally, but the title is not something that can be self-proclaimed, but rather something recognized by the individual or group on the receiving end of the partnership. It is easy while having good intentions, to slip into ‘white knighting’, ‘mansplaining’, or other forms of negatively received behavior. To train yourself out of these habits, if you think you/the ally are prone, is to remember that the focus should be on the individual – their experiences, how they like to learn, and what they want out of the allyship.
It's a privilege to be asked to be an ally – and speaks volumes for the professional reputation of those selected for the role, usually by HR or senior leadership. But it’s important to be realistic about the partnership, what the ally can offer in terms of time and skills, and measurable outcomes.
Personality clashes happen sometimes, so it helps to have trial periods where both parties have time to settle into the partnership and work through any teething problems.
We’ve heard time and again from mentees how useful it has been to have that solidarity – someone in their corner giving them a professional and personal boost, and a new perspective on navigating an industry that can seem challenging at times.
Q: What forms of allyship work best – does it always have to be about practical support?
A: We’ve often found that practical and emotional support go hand in hand.
People wanting to learn new skills are often passionate about their futures and will naturally have concerns about that – as well as how they are progressing and what they want from the partnership. They might want assurances that they are on the right track, or be keen to demonstrate new knowledge. They may see their ally as someone to bounce ideas off as well as to help clarify in their own minds what they ultimately hope to gain from the relationship.
Other ways to be an ally include acting as a sponsor, a champion, or an advocate for individuals or groups. This might include promoting the allyship externally, standing up for individuals experiencing issues in their careers, or inviting members of underrepresented groups within the business to take on roles with greater visibility, at events or within internal communications.
Q: Organisations with a culture of allyship will be more attractive to job seekers. What other benefits are there?
A: Allyship is a benefit that all organizations should seek to offer. It can make the difference between an employee staying or leaving for pastures new. It can attract job seekers and inspire employees who may realize mentoring talents they didn’t know they had.
The rewards extend beyond the organization itself, into the community – and can make an employer sought out by schools, colleges, and universities who admire the principles of allyship.
Brand reputation is everything, and today’s professionals won't settle for anything less than people-first organizations.
To expedite your search for tech talent, don’t hesitate to get in touch.
2 mins read
Hospitality resume template
Build the perfect hospitality resume with our free template
[Full Name]
[Home address]
[Contact Number] • [Email Address]
Personal Statement
Stick to no more than four sentences in this section of your CV.
“I am a professionally qualified chef with over 15 years’ experience. During this time I have worked in fine dining restaurants up to a 2 rosette standard and spent two years working for high society event caterers across Europe. I hold an up to date Level 3 Certificate in Food Hygiene, and am now looking for my first Head Chef role.”
Education
This is your chance to talk about your qualifications, academic and vocational. This is a particularly important section for those with little experience. You should give detail about what you studied, where and when, and list them in chronological order.
If you have many of one qualification, such as GCSEs or professional qualification e.g. HND in Hotel Management/NVQ Level 3 Professional Cookery etc. you might find it useful to group them together.
[University Name]
[Date M/Y– Date M/Y]
[Degree Class]
[Degree Name]
[College/School Name]
[Date M/Y– Date M/Y]
A-levels:
[Subject] – [Grade]
[Subject] – [Grade]
[Subject] – [Grade]
GCSEs:
[Number] GCSEs, grades [range], including Maths and English
Work Experience
Try not to repeat yourself when you are bullet pointing each job. Mix it up, and try to think of different skills/styles of environment you’ve worked in. This should be brief and, as a general rule of thumb, focus on the last five years of your career, or last three roles, in chronological order with the most recent at the top. You should highlight your key achievements and use bullet points rather than lengthy descriptions.
October 2010 – Present
Senior Sous Chef, REED Restaurant, London, 3 rosettes
Brief overview: [state any promotions you’ve had and your responsibilities e.g. staff training, recruitment, stock/cost control P&L, marketing strategy, managing suppliers etc.]
Environment worked within: I worked in a [size of brigade/team] to produce [style of food] in a [establishment e.g. hotel/bar/restaurant] with [status e.g. Rosette, Michelin etc.]. Or I worked on [event/contract catering/food retail/production/New Product Development] with [result].
Worked/managed [different sections/departments/teams e.g. F&B, events, reception, general/kitchen, corporate or leisure sales, revenue management etc.]
Received a [include achievements e.g. Bib Gourmand/Rosette/Michelin/Trip Advisor score, increase in revenue etc.] for [reason]
Hobbies and Interests
If you are a chef, clients would expect to see that at least one of your hobbies relates to cooking or eating out.
If you work front of house it would be advised to include interests in different styles of restaurants or bars, give examples of your knowledge.
“I have a keen interest in craft beer and whisky, and have recently discovered The East London Liquor Company.”
Make it relevant.
References
References are available upon request.
2 mins read
How to become a Concierge
What does a concierge do?
A concierge wears many hats throughout their day-to-day responsibilities. They are the ultimate problem-solvers, catering to the unique needs and requests of each guest. Whether it's securing tickets to a sold-out show, recommending the best local restaurants, or arranging for special amenities in a guest's room, the concierge is there to make each guest's experience unforgettable.
In addition to guest services, concierges also play a crucial role in maintaining strong relationships with local businesses and vendors. This ensures that they can provide guests with the best recommendations and access to exclusive experiences during their stay.
Is a career as a concierge right for me?
If you have a passion for customer service, enjoy building relationships, and thrive in a fast-paced environment, a career as a concierge could be the perfect fit for you. Concierges need to be excellent communicators, problem-solvers, and highly organized individuals who can juggle multiple tasks at once.
While a formal education is not always required to become a concierge, having a background in hospitality, tourism, or related fields can be beneficial. Many successful concierges have gained experience in the industry through internships or entry-level positions before moving up to a concierge role.
Career Progression
As you embark on your journey as a concierge, there are opportunities for growth and advancement within the hospitality industry. With experience and proven success in guest services, concierges can move on to supervisory or management roles within hotels, resorts, or luxury residential properties.
For those looking to take their career to the next level, pursuing certifications or further education in hospitality management can open doors to higher-paying positions and increased responsibilities. Some concierges may also choose to specialize in specific areas, such as corporate concierge services, event planning, or luxury travel, to further enhance their skills and marketability in the industry.
A career as a concierge offers exciting opportunities for individuals with a passion for providing exceptional service and creating memorable experiences for guests.