GRS Recruitment

Author: Lorraine Piggott- Brown

  • The Advantages of Salary Benchmarking

    The Advantages of Salary Benchmarking

    Salary benchmarking is the process by which organisations identify, track, and compare salary levels for similar roles in the market in order to determine appropriate pay packages for their employees. From an HR perspective, salary benchmarking is a critical tool for evaluating how competitive an organisation’s pay and benefits are when measured against those offered by competitors.

    Today, salary benchmarking has become very important for both companies and job seekers. With ongoing skills shortages, rising living costs, and increased employee expectations around pay transparency and flexibility, organisations must ensure their remuneration strategies are both competitive and sustainable. Salary benchmarking enables businesses to compare salaries and benefits across specific industries, job functions, and seniority levels, helping them remain attractive employers in a highly competitive environment.

    Effective benchmarking directly supports higher employee retention rates. Employees are increasingly informed about market salaries and are more likely to question or challenge pay that falls below market value. By using reliable benchmarking data, organisations can make informed, objective, and non-discriminatory remuneration decisions that support long-term growth and organisational stability.

    Salary benchmarking is equally valuable from an employee perspective, as it provides reassurance that they are being paid fairly for their role, skills, and experience. Retaining high-performing employees is a key priority for most organisations, particularly given the high cost of recruitment and onboarding. When employees feel fairly rewarded, engagement, productivity, and morale tend to improve.

    For example, if a competitor begins offering more attractive salary or benefits packages, this can quickly capture the attention of your workforce. However, organisations that carry out regular salary benchmarking are better positioned to respond proactively, ensuring their pay structures remain aligned with market rates. This approach helps reduce staff turnover, control long-term costs, and maintain a motivated and productive workforce.

    Modern salary benchmarking also allows organisations to look beyond base salary alone. Many employers now benchmark total reward packages, including bonuses, benefits, hybrid working arrangements, and career development opportunities. This enables businesses to create tailored remuneration strategies for different departments or roles, helping to recognise and retain key talent over the long term.

    In a nutshell, salary benchmarking is essential for organisations and employees at all levels. When customised to a specific organisation, industry, or role, it supports fair pay, stronger retention, and better overall business performance.

     

    Salary Benchmarking at GRS

    At GRS, we understand the challenges organisations face when it comes to attracting and retaining top talent in a rapidly evolving employment market.

    As part of our services, we offer an annual generic salary survey covering a wide range of professions and seniority levels. This survey is published annually and is available to download free of charge. In addition, we provide a bespoke salary benchmarking service tailored to each client’s specific needs.

    Through our bespoke service, organisations can define precise parameters, including time period, industry, job titles, disciplines, and location. Using data from our extensive database, we conduct detailed research to produce an in-depth report outlining low, median, and high salary ranges for each benchmarked position.

    These reports enable businesses to compare their current remuneration packages against those of industry competitors, identify gaps or strengths in their reward strategies, and make informed adjustments where necessary.

    By analysing current salary trends and market movements, your organisation will be well positioned to offer competitive remuneration packages that support employee satisfaction, engagement, and long-term retention.

    To ensure you are retaining your most valuable assets by offering competitive, market-aligned remuneration packages, contact GRS to discuss your salary benchmarking requirements on +357 25 342720 or email Ioulia Ananikidou, our Business Manager, at ioulia@grsrecruitment.com

    Editor’s Note: This post was originally published in February 2021 and has been updated for freshness, accuracy, and comprehensiveness.

  • You’ve Got this! | 10 Signs of a Successful Interview

    You’ve Got this! | 10 Signs of a Successful Interview

    Even though reaching the interview stage when job hunting feels like a huge win, it can be challenging to determine if you’ve had a interview  interview or not.

    So, how can you know if the interview was successful? Certainly, most hiring managers or recruiters will provide more specific feedback for candidates, post-interview, but while you wait to hear back from them, here’s some signs to keep in mind.

    1. Conversational Tone

    Most often than not, instead of being a Q&A concept, the interview had a more fluid, conversational atmosphere. This means that you’ve shown a positive image and strong interpersonal skills. As a result, the interviewer will take that as a good sign that you will get along with the rest of the team, and match the culture of the company!

     

    2. The Interviewer was Engaged

    Body language is just as important as verbal language. And so, that positive body language, such as agreeing with what you are saying, smiling, and actively listening, and maintaining eye contact shows the interviewer’s engagement. Their positive gestures suggest that they liked what you were saying, and which can really enhance the overall interaction experience!

     

    3. Long Interview

    When an interview extends beyond its scheduled time frame, it often indicates the interviewer’s genuine interest in the candidate and the conversation at hand. By extending the interview, the interviewer demonstrates a commitment to gaining comprehensive insights into the candidate’s qualifications, experiences, and potential fit for the role. Recognising the value of the hiring manager’s time, this extended interaction suggests a strong level of engagement.

     

    4. Clear Job Role

    When the interviewer discusses your potential responsibilities using phrasing like “In this role, you would be expected to…” rather than generic statements, it indicates envisioning you in the position and a desire to provide a comprehensive overview.

     

    5. Your Questions Are Answered in Detail

    Enthusiastic and detailed responses to your inquiries not only indicate the interviewer’s eagerness to present the opportunity but also suggest a strong alignment with your interests. Moreover, their detailed responses indicate determination to ensure that you have a clear understanding of how the opportunity resonates with your goals and preferences.

     

    6. You Match with the Company and Role

    Leaving the interview feeling enthusiastic about the opportunity often results from the interviewer’s vivid description of the role’s benefits and organisational culture, which creates the vision of how you could thrive within the company.

     

    7. Introduction to Potential Colleagues

    If you are being introduced to your ‘potential’ team members, usually towards the end of the interview, it is, once again, a good sign that you gave a positive impression and can be a potential cultural fit within the organization!

     

    8. Introduction to Senior Decision Makers

    Introductions to senior members of the company such as Directors, Business Managers (can vary depending on the industry), shows the interviewer’s confidence in your candidacy and a desire to make the decision-making process faster.

     

    9. Closing Questions

    Inquiries regarding notice periods and availability for start dates suggest forward-thinking and interest in progressing to the next stage, demonstrating the interviewer’s intent to align timelines and move the hiring process forward seamlessly.

     

    10. Clarity on Next Steps

    Clear communication regarding following stages and timelines indicates that you have a chance to get to the following stages, so maintain your attention.

    Hopefully these 10 signs helped you get a clearer picture about whether your interview was successful!

     

    Excellent interview performance is a positive start, yes, but it doesn’t guarantee you’ll progress to the next stage of the application process because you can’t control the competition. So, even if you feel like you did great in a job interview and still didn’t get the offer, don’t get discouraged. Continue your job hunt with determination! The right job could be just around the corner!

    After each interview through GRS Recruitment, your consultant will call you to discuss your feedback and your interview experience in general. We will also endeavor to get feedback from our client to ensure clear communication between everyone involved in the process. This helps us provide personalised support and guidance tailored to your needs.

    Get in touch with our team today and find out how we can assist you with finding your desired job role! You’ve got this!

  • Empower Your Hiring Process with Global Recruitment Solutions

    Empower Your Hiring Process with Global Recruitment Solutions

    In today’s competitive job market, organisations need efficient and effective ways to source the best talent globally. That’s where global recruitment solutions come into play. At GRS Recruitment, we specialise in providing top-notch global recruitment services, connecting employers with skilled professionals across various industries. With our comprehensive global recruitment solutions, we empower businesses to find exceptional candidates and fill critical positions with ease.

    Cyprus, known for its vibrant economy and favourable business environment, offers a multitude of exciting job opportunities. Our global recruitment services in Cyprus enable job seekers to explore and secure Cyprus jobs in diverse sectors such as Financial Services , IT, and more. By leveraging our expertise and extensive network, we connect talented individuals with reputable companies in Cyprus, facilitating successful career advancements.

    How does global recruitment work?

    When it comes to global recruitment solutions in Cyprus, GRS Recruitment stands out as a trusted partner. Our specialised team understands the unique dynamics of the Cypriot job market and possesses the knowledge and resources to navigate it effectively. We utilise advanced strategies and cutting-edge techniques to identify, screen, and present the most suitable candidates for Cyprus jobs, ensuring the best match for both employers and job seekers.

    It involves leveraging technology, networks, and industry expertise to identify and engage with candidates on a global scale. At GRS Recruitment, we utilise our vast candidate database and industry insights to source and connect employers with highly qualified professionals. Our thorough screening and assessment processes ensure that only the most suitable candidates are recommended for Cyprus jobs, streamlining the hiring process for employers.

    What are recruitment solutions?

    Recruitment solutions encompass a range of strategies and tools designed to optimise the hiring journey. They go beyond mere candidate selection and include comprehensive services such as talent acquisition, employer branding, and candidate onboarding. GRS Recruitment offers holistic global recruitment solutions in Cyprus that support organisations throughout the entire recruitment cycle, from sourcing to successful placements, contributing to their long-term success.

    What is international recruitment? 

    It refers to the process of sourcing and hiring candidates from different countries to meet the talent needs of an organisation. International recruitment allows businesses to tap into a diverse talent pool, bringing in a variety of skills, experiences, and perspectives. By embracing international recruitment, companies in Cyprus can enhance their competitiveness, foster innovation, and gain a global perspective that drives growth and success.

    Why is international recruitment important?

    International recruitment is vital for businesses operating in a globalised world. It offers numerous benefits, including access to a wider talent pool, increased cultural diversity, and the ability to expand into new markets. Employers who engage in international recruitment open doors to a wealth of opportunities, allowing them to stay ahead of the curve and meet the demands of a rapidly changing business landscape.

    Feel free to contact us for more information, consultation, or to explore how our global recruitment solutions in Cyprus can transform your hiring process. At GRS Recruitment, we are committed to connecting employers with exceptional talent, assisting job seekers in finding rewarding Cyprus jobs, and driving growth through our comprehensive global recruitment services.

  • Stand out from the crowd | How to write a winning CV

    Stand out from the crowd | How to write a winning CV

    Where to begin when putting together a winning CV? Our CV creation guide covers key CV writing areas that will help you to get it right first time and impress potential employers. It’s important to remember that your CV is your marketing tool. When shopping are you attracted to a shop with a blank window, or a store that looks just like the last, I would think not. Your CV is your shop window and it’s time to stand out.

    It’s important to polish your CV when you start your job search. A great CV can make all the difference in getting yourself noticed by HR Managers & Recruiters who are tasked with finding the very best candidate. You want your CV to grab attention, cut through the competition and generate enough interest to get you an interview.

    Tailor Your CV

    Often people make the mistake of sending the same CV time and time again. It’s important to ensure it is targeted to the role you are applying for. It may seem like a timesaver but if you haven’t adapted it to the industry and job sector you’re applying for, it’s unlikely to persuade the potential employer or recruiter that you’re committed to a career in that sector and that you’re the best fit for the job. The more your CV resonates with the person reading it, the more chance there is that you’ll be called for an interview. Emphasise your industry-relevant qualifications and experience throughout your CV and give prominence to these at the top, so the reader immediately gets an idea of your suitability over that of other candidates.

    Let’s Begin

    The starting point for your CV should be your contact details and personal profile at the top of your CV, before moving to your work history. List your name, location, email and mobile number. In this digital age it’s not unusual for the recruiter to contact you via WhatsApp if you are unable to speak. Having a personal statement, otherwise known as a personal profile, is a great way to capture the reader’s attention by summarising your skills, strengths and career goals. Essentially you can use your personal statement as an ‘elevator pitch’ for the role. Write a focused summary of what you have to offer, keeping it concise. Sum up your personal and professional attributes, tailoring it towards the specific role by highlighting your skills that most closely match what they are looking for. Your profile should sit at the top of the CV, just after your name and contact details.

    What I’ve Learned

    Your CV should include after your personal profile your education including date of attendance, the name of the institution and subject, along with your final grade. Be sure to highlight any other certifications, courses, training, and accreditations you have obtained. Competency in the use of various IT applications is an important factor in many industries and recruiters will look out for this when shortlisting candidates for interviews. Highlight your skills in IT applications at the top of your CV so it won’t be missed.

    A Lot of Experience

    Often candidates are unsure if they should list all of their roles if they have built up a lot of experience. As a general rule you should be more detailed about the previous 10 years and highlight the roles which are most relevant to your chosen career and the job you’re applying for. Start with your current and most recent roles at the top of your CV as the recruiter will read these first, listing the rest of your work history in reverse chronological order. It’s important to include duties and responsibilities as a job title does not sell your capabilities. Aim for 5 bullet points for each role allowing the reader to understand what you were responsible for, what you did well and where you added value.

    How Long Should my CV be?

    The length of your CV will depend on the number of roles you’ve had as well as the skills and accomplishments which unless you are a fresh graduate is unlikely to be a single page. The ideal length of CV is around 2 pages as most are skimmed for initial interest within 30 seconds. Ensure you have a good structure with clear sections and headings, and that everything you’re including is relevant. Top tip avoid the use of any tables, columns or fancy graphics as these can play havoc with recruitment software.

    How do I Look?

    Keep your CV clean and uncluttered, with wide margins and generous spacing between sections, ensuring you use the same font throughout. For a guide on font size, use 10-12 point for your body text, and a maximum of 16 for headings. Don’t reduce font size to fit more in, your CV should be clear and readable. It is best to avoid using capitals for entire words and be sure to embolden any headings. It is so important to check your CV thoroughly for spelling and grammatical errors, as a mistake gives a bad impression and could even cost you the job.

    Help!!!

    The experienced GRS team are well equipped with the knowledge to assist you in producing an effective CV that will be your personal marketing document that employers will want to read, and which will help you get that all important interview. Our interview coaching and preparation will give you the tools you need to perform a winning interview to take you on to the next step in your career.

    Our CV Writing service will give you a professional and formatted CV in English highlighting your skills, achievements and accomplishments throughout your career. Whether you are looking to enter the workforce or are a seasoned professional in your industry, we will produce a well written CV that will sell you to potential employers and hiring Manager’s. Our service includes:

    • A 1-1 session with and experienced CV writing Consultant.
    • An eloquent and well written CV in English in both MS Word and PDF

    For further information on the dedicated CV Writing Service, please contact a member of our team on +357 25342720 or +356 21680800 or email jobs@grsrecruitment.com

  • Extension of the Deadline for Submission of Employers and Individuals’ Income Tax Return

    Extension of the Deadline for Submission of Employers and Individuals’ Income Tax Return

    In April 2021 the Cypriot House of Representatives voted to amend certain provisions relating to the Assessment and Collection of Taxes Law 4/78.

    They agreed in extending the deadline for submission of certain direct tax returns and payment of certain tax liabilities.

    The changes are as follows.

    ‘Employees and Pensioners’ (Form T.D.1 employees)

    The deadline for electronic submission of the 2020 income tax return of ‘employees and pensioners’ (i.e. those individuals completing form ‘T.D.1 employees’) has been extended from the end of 31 July 2021 to the end of 30 September 2021.

    The deadline for the payment of the related tax via self-assessment has been extended to the same date.

    ‘Employers’ (Form TD7)

    The deadline for electronic submission of the total 2020 payroll (Form TD7) has been extended from the end of 31 May 2021 to the end of 30 September 2021.

    Settlement of second instalment of the 2020 provisional tax

    The deadline for settlement of the second instalment of the 2020 provisional tax has been extended from 31st January 2021 to 30th September 2021.

    For any advice or assistance in relation to the above please contact the expert team at Fairfax Yeaman on + 357 25558025 or email accounts@fairfaxyeaman.com

  • GRS’ Annita Paliou Obtains Hogan Assessment Certification

    GRS’ Annita Paliou Obtains Hogan Assessment Certification

    GRS’ HR & RPO manager, Annita Paliou, recently became a certified Hogan Assessment Practitioner.

    Her certification acknowledges completion of in-depth training, which focused on using and interpreting a number of personality-based assessment inventories, including Hogan personality inventory, as well as motives, values and preferences inventory.

    Annita, who holds a BSc in Psychology from the University of Manchester, and an MSc in Human Resource Management and Organisational Behaviour from the Cyprus International Institute of Management, is now able to use the Hogan personality assessment suite to carry out Hogan assessments.

    What is Hogan Assessment?

    Hogan is a cutting-edge assessment procedure considered an industry leader in the science of personality. Adhering to the professional and technical benchmarks established in the Standards for Educational and Psychological Testing, Hogan assessment scientifically measures personality for business.

    Hogan assessments identify various characteristics of an individual, including potentials, risks, goals, values and interests. By conducting Hogan assessments, recruiters are well-equipped to understand what motivates candidates to succeed and in what type of role and environment they will be most productive.

    By measuring basic employability, work style and organisational fit, the assessments help hiring managers assess the suitability of an individual based on their results. They also help organisations to predict job performance of an individual, thus helping to make more informed hiring decisions.

    Recognised globally, these non-discriminatory assessments allow employers to eliminate any potential bias based on gender, ethnicity and race as part of the selection process. They also enable businesses to develop talented employees, build great leaders and positively impact bottom line.

    The Importance of Hogan Assessment for Recruitment

    Engagement of staff is one of the most critical success factors in an organisation, as engaged employees are more likely to be motivated in their roles and remain committed to an employer.

    Whether your goal is to find the right hire or develop stronger leaders, performing Hogan personality testing offers valuable insight into how people work, how they lead and how successful they will be in their role.

    In an age rife with job opportunities, it’s never been more important to retain top talent. Retaining valuable talent increases productivity and reduces the need to regularly hire and train new staff. What’s more, the longer employees stay in a role, the more skills they acquire, meaning a highly talented and knowledgeable workforce.

    Benefits at GRS

    While Hogan possesses endless advantages to recruiters, testing must be performed by a certified practitioner to ensure appropriate and consistent application of the assessment. Hogan certification also equips practitioners with the expertise and resources needed to interpret personality profiles.

    As a result of Annita’s comprehensive training and subsequent certification, GRS will now be offering Hogan assessments as a value-added service to its clients as part of their recruitment search and selection process.

    Regardless of your unique business challenges, these assessments are guaranteed to provide empowering solutions to your talent management initiatives.

    To find out how Hogan assessments can support your personnel selection, please contact GRS Annita Paliou HR Services & RPO Manager annitap@grsrecrutiment.com +357 25342720 or Steve Slocombe, Director steve@grsrecruitment.com +357 22369769