Jigsaw Specialist Recruitment

01/09/2026

📢 HR Opportunities | Dorset & Hampshire
We’re currently working on a number of exciting HR opportunities across the Dorset and Hampshire area, and I’d be keen to hear from experienced HR professionals who may be considering their next move.
🔹 HR Business Partner – Christchurch
• 18-month FTC
• Circa £45,000
• Hybrid working
• Broad HRBP role partnering with key stakeholders
🔹 Senior HR Advisor – Christchurch
• Circa £40,000
• Hybrid working
• Ideal for an experienced HR Advisor looking to step up
• Mix of operational HR, ER and business partnering
🔹 HR Business Partner – South West (home based)
• Established national organisation
• Operational, commercially focused HRBP opportunity
• Strong stakeholder management and employee relations focus
• Opportunity to make a real impact within the business
🔹 HR Business Partner – Bournemouth
• Not-for-profit organisation
• Circa £40,000
• Predominantly onsite with some hybrid flexibility
• Hands-on role with a significant ER and operational HR focus

We’re particularly interested in speaking with HR Business Partners, People Partners and experienced Senior HR Advisors who enjoy being close to the business and working in fast-paced, operational environments.
Some of these opportunities are being handled discreetly, so I’m happy to have an initial confidential conversation before sharing further details.
📩 Please drop me a message or get in touch with Jigsaw Specialist Recruitment if you’d like to find out more.
Natalie Brian Rob Brian

27/08/2026

NEW ROLE - HR Business Partner - Remote (with travel) - 12 month FTC
Great opportunity for an experienced HR BP or a Senior Advisor looking for that next step up.
Get in touch with the team today to learn more!

31/07/2026

A few weeks ago we wrote about how to reveal top performers in the interview process, this week we flip that on it's head and focus on a candidates perspective and how candidates in todays marketplace can make sure they are getting the most out of their interviewing experience.

When we’re preparing candidates for interviews, one question we always ask is, “What are you going to ask them?” It might sound obvious, but so many people spend all their time preparing answers and forget that the interview is just as much about them deciding if the company is the right fit. ...

27/07/2026

🕵️ Case File #002 – The Candidate Who Wasn't Looking

One thing we've learnt over the years is that the best candidates don't always come from job adverts.

Sometimes they do. But more often than not, the person our client ends up hiring wasn't actively looking for a new role.

They weren't searching job boards or applying for vacancies, but they were open to a conversation if the right opportunity came along.

That's why we spend so much time talking to people, keeping in touch and building relationships, rather than relying solely on advertising.

When a client asks us to find someone with a very specific skill set, we're often able to pick up the phone because we've already built that relationship.

Sometimes it's not about advertising a vacancy, it's about knowing who to call.

24/07/2026

Summer Holidays Are Here!

The summer holidays have officially begun! While children are excited for six weeks of fun, adventure and freedom, many parents are preparing for a very different reality. Balancing work, childcare, family commitments and the pressure to create the "perfect summer" can quickly become overwhelming.

In this week's blog, we're looking at how to let go of unrealistic expectations, manage the mental load, prioritise your own wellbeing, and focus on what really matters—creating meaningful memories, not perfect ones.

The countdown is over. School bags have been emptied, uniforms have been packed away, and children everywhere are celebrating the start of the summer holidays. For many parents, however, the six-week break doesn’t come with quite the same excitement. Instead, it often brings a familiar mix of emot...

20/07/2026

🕵️‍♂️ Recruitment Detective at work...

Some vacancies need more than a job advert... they need a detective.

This IT Application Support Analyst role (£38,000–£45,000) certainly did.

Our client wasn't looking for just another IT support professional. They needed someone with the technical expertise to support business-critical applications, troubleshoot complex issues, contribute to a SharePoint migration and, just as importantly, build great relationships with users across the business.

The problem? The ideal candidate wasn't actively looking for a new role.

So, the investigation began... 🔎

Instead of waiting for applications, we:
✔️ Mapped the local market
✔️ Identified passive candidates
✔️ Had meaningful conversations to understand motivations
✔️ Carefully assessed both technical ability and cultural fit
✔️ Presented a shortlist of candidates we'd be happy to hire ourselves

Case closed. ✅

We successfully filled the role with an outstanding candidate who was the right fit technically, personally and culturally.

Recruitment isn't about collecting CVs. It's about uncovering the people other businesses can't find.

If you're struggling to recruit, we would love to hear from you.

🕵️ No stone left unturned.

Stay tuned to see what Robin gets up to next week 🤣🤣

17/07/2026

5 Interview Questions That Reveal Top Performers

Recruiting the right person isn't just about finding someone with the right qualifications—it's about identifying candidates who will thrive in your business, solve problems, and contribute to your team's success.

While every role is different, there are certain interview questions that consistently reveal how a candidate thinks, works under pressure, and approaches challenges.
Here are five questions we recommend every hiring manager considers asking.

1. "Tell me about a time you faced a significant challenge at work. How did you handle it?"
This question goes beyond technical ability and explores resilience, problem-solving, and accountability.
Listen for candidates who:
• Clearly explain the situation.
• Take ownership of their actions.
• Focus on solutions rather than blame.
• Can demonstrate measurable results.
Top performers don't avoid challenges—they embrace them and learn from the experience.

2. "What's the biggest achievement you're most proud of, and why?"
This question reveals what motivates a candidate.
Strong candidates will often describe achievements that demonstrate:
• Initiative
• Leadership
• Collaboration
• Continuous improvement
• Delivering measurable results
Pay attention to whether they focus solely on personal success or acknowledge the contribution of their team. The best employees usually recognise both.

3. "Tell me about a piece of constructive feedback you've received."
Everyone receives feedback. High-performing employees use it to improve.
Look for candidates who:
• Accept responsibility.
• Show self-awareness.
• Explain what they changed.
• Demonstrate personal growth.
Candidates who claim they've never received constructive criticism may lack the self-awareness needed to develop professionally.

4. "If you joined our business tomorrow, what would your priorities be in your first 90 days?"
This question highlights preparation and commercial awareness.
Exceptional candidates often discuss:
• Learning the business.
• Building relationships.
• Understanding customer needs.
• Identifying opportunities to improve.
• Delivering quick wins while thinking long-term.
Their answer can reveal whether they've researched your organisation and genuinely understand the role.

5. "Why do you want to leave your current role?"
This isn't about catching candidates out—it's about understanding their motivations.
Listen for positive reasons such as:
• Career progression
• New challenges
• Professional development
• Greater responsibility
• Better alignment with company values
Be cautious if the conversation centres entirely around negativity or blame without any reflection.

Remember: It's Not Just About the Questions
Great interviews aren't about asking difficult questions—they're about creating meaningful conversations.
Follow-up questions are often where you'll uncover the most valuable insights. Asking "Can you tell me more about that?" or "What did you learn from that experience?" often reveals far more than moving on to the next scripted question.
Likewise, consistency is key. Asking each shortlisted candidate the same core questions makes it easier to compare responses fairly and objectively.

Final Thoughts
Finding exceptional people is rarely about spotting the perfect CV. It's about understanding attitude, potential, and how someone will perform in the real world.
At Jigsaw Specialist Recruitment we interview candidates every day and know what separates a good applicant from an outstanding hire. If you're recruiting for your business, we'd be happy to share our market insight, salary benchmarking, and interview expertise to help you make your next hire with confidence.

Looking to strengthen your hiring process or fill a key vacancy? Get in touch with us today to discuss how we can help you attract and secure the talent your business needs.

14/07/2026

Ten years ago, when we started Jigsaw Specialist Recruitment, fitting a spa visit into a lunch break would have seemed impossible.

Yesterday, we managed exactly that. 💙

Running your own business isn't about working less. But one of the biggest perks is having the flexibility to carve out a little time to recharge when we need it.

A couple of hours away from our desks, then straight back to it in the afternoon.

Sometimes it's the small moments that remind you why all the hard work has been worth it.

10/07/2026

This week we take a look at the ever changing attitudes of candidates when it comes to what is most important in their job search.

The world of work continues to evolve, and so do candidate expectations. While salary remains an important factor, today’s job seekers are looking for much more than just a pay packet. For employers looking to attract and retain the best talent in 2026, understanding what candidates value can make...

03/07/2026

"Salary is the only thing candidates care about."

It's one of the biggest misconceptions in recruitment.

While a competitive salary is important, it's rarely the only factor influencing a candidate's decision. In fact, many professionals are willing to choose a role with slightly lower pay if it offers greater long-term value.

Today's candidates are looking at the bigger picture, including:
✅ Flexible or hybrid working options
✅ Opportunities for career progression and training
✅ A positive workplace culture and supportive leadership
✅ Work-life balance and employee wellbeing
✅ Job security and meaningful work
✅ A comprehensive benefits package

For employers, this means attracting top talent isn't just about offering the highest salary. Show candidates why your organisation is a great place to build a career. Highlight your culture, development opportunities, benefits, and the impact they'll have within your team.

For candidates, it's worth considering what matters most to you beyond your monthly pay cheque. The right role should support both your career ambitions and your overall wellbeing.

At Jigsaw Specialist Recruitment, we take the time to understand what our candidates and clients truly value, helping create successful, long-lasting matches—not just quick placements.

What matters most to you when considering a new role? Is salary your top priority, or do factors like flexibility, career growth, and company culture carry just as much weight?

Let us know in the comments!