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Total Employment

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Total Employment

Offering one-stop recruitment solutions... Working side by side, we can help companies develop their entire recruitment strategy.

As one of the top recruitment agencies in the East of England, we specialise in supplying staff to Norfolk, Suffolk and Cambridgeshire companies. We recruit experienced and skilled individuals for temporary and permanent roles, including managerial and executive positions. Committed to quality and finding great candidates, we recruit the right individual for the role, where their career aspiration

s are met, and business ambitions and goals are realised too. From adopting new ways of working, changing shift patterns or restructuring to creating goal-orientated teams with a shared purpose, we can manage the on-site recruitment for any company. Friendly, positive and informative, our experienced team with over 100 years of combined knowledge is always up to date with industry trends and market movements. We’ll listen and question to understand your recruitment requirements, committed to developing long-term client partnerships that enable us to deliver cost-effective tailored recruitment solutions for any size of business. Our experience tells us that one size does not fit all, and we know how to find the right people when needed. We don’t promise what we can’t deliver; in fact, what you’ll get from us is straightforward recruitment from a straight-talking team. Based in Thetford, we supply experienced and skilled staff to the following sectors:

✔️ Commercial
✔️ Engineering
✔️ Executive
✔️ Industrial
✔️ Hospitality
✔️ Manufacturing
✔️ Logistics and distribution
✔️ Transport
✔️ Waste management

Accreditations

✔️ GLA (Gangmaster Licence) URN no TOTA0001
✔️ CSI Ethical Audit
✔️ TLWG Audit (Temporary Labour Working Group)
✔️ CPC Qualified Transport Manager Operator Licence
✔️ NMC Registered Nurse
✔️ MTC training Accreditation
✔️ REC Member (Recruitment & Employment Confederation)
✔️ ALP Member (Association of Labour Providers)

03/09/2026

Is having a policy enough?

You have a harassment policy.

But is that enough?

From 30 October, employers will be expected to take all reasonable steps to prevent sexual harassment, with greater responsibilities concerning harassment involving third parties too.

That should prompt businesses to think beyond what is written in an employee handbook.

What risks do your people actually encounter?

Do managers know what to do when concerns are raised?

And does your training genuinely help prevent inappropriate behaviour, or has it simply become another annual exercise?

It's one of several employment changes businesses need to be thinking about this autumn.

We've brought them together in our latest LinkedIn article and looked at what they could mean for employers and workforce planning.

Read the full article: Autumn is a time for change, is your workforce ready?
https://ow.ly/1yLr50ZHIYc

02/09/2026

Three months becomes six

How easily could you find the notes from an employment meeting that happened five months ago?

From 1 October, the time limit for bringing most Employment Tribunal claims increases from three months to six.

That puts even greater importance on what happens long before a dispute ever reaches a tribunal.

Good records.

Clear processes.

Documented conversations.

And being able to demonstrate why decisions were made.

Sometimes the biggest implications of employment law changes aren't contained in the headline.

They're hidden in the everyday processes behind them.

We've looked at this change, alongside the wider autumn employment reforms, in our latest LinkedIn article.

Read: Autumn is a time for change, is your workforce ready?
https://ow.ly/7a6050ZHIPA

27/08/2026

🌟 Thrilled Beyond Words! 🌟

At the time of posting, we’ve had 223 Google reviews, and we couldn’t be more thrilled with the feedback. ⭐

🌟⭐⭐⭐⭐ 4.9 Stars out of 5 ⭐⭐⭐⭐🌟

A huge shoutout to our incredible customers for taking the time to leave us such positive feedback. 🙌 Your support means the world to us, and we’re committed to delivering even better experiences in the future! 🌍

Thank you for choosing us and for sharing your thoughts.

☎️ 01842 820494
📩 [email protected]

25/08/2026

📣 Recruitment should be a business function.

⚖️ Hiring decisions shape productivity, culture and growth.

Recruitment is often treated as an HR responsibility, but every hiring decision affects the wider business.

The right hire can improve productivity, strengthen customer service, support growth and bring energy into a team.

The wrong hire, or a delayed hire, can create pressure, increase workload, affect morale and hold the business back.

That makes recruitment a business function, not just an HR function.

Leaders need to be involved. Managers need to be clear about what the role requires. Teams need to understand how the new person will contribute. Decision-makers need to be aligned on salary, expectations, training and timescales.

When recruitment is left too late, it becomes reactive. Businesses hire under pressure, job descriptions become rushed, candidates are assessed too quickly or too slowly, and decisions can become more difficult.

When recruitment is treated strategically, the process becomes more effective.

The business understands what skills are needed now, what skills will be needed next, and where temporary, permanent or developmental hiring may be most appropriate.

Hiring is not simply about filling a vacancy.

It is about building the business's future capability.

Employers who recognise recruitment as a commercial decision are more likely to make better people decisions, and better people decisions support stronger business performance.

24/08/2026

Are we doing enough for early-career talent?

Many employers want experienced candidates.

But the long-term question is simple:

Where will experienced candidates come from if businesses do not invest in people at the start of their careers?

Early-career recruitment is not just about graduates. It includes apprentices, trainees, entry-level workers, career changers and people with strong potential who need the right opportunity.

For businesses, these candidates can bring:
• Fresh thinking
• Loyalty when properly supported
• Skills that can be shaped around your business
• A future pipeline for harder-to-fill roles
• The chance to build culture from the ground up

The challenge is that early-career candidates need structure.

They need clear expectations, good onboarding, patient management and a realistic training pathway. Without that, both employer and employee can become frustrated.

For SMEs, this may feel like a big commitment, especially when teams are already busy.

But not every early-career hire needs a large graduate scheme behind them. Sometimes it starts with one well-planned role, the right support and a willingness to train for potential.

Total Employment works with employers to identify candidates who are ready to learn, contribute and grow, helping businesses build not just for the vacancy they have today, but for the workforce they will need tomorrow.

20/08/2026

💬 Salary is not everything, but it still matters.

💭 Culture and purpose cannot compensate for unfair pay.

There is an increasing focus on purpose, workplace culture, flexibility and employee benefits in recruitment.

All of those things matter.

Candidates want to feel that the work they do has value. They want to understand the culture they are joining. They want to know whether the employer is supportive, whether there is room to grow, and whether the working arrangements fit their life.

But salary still matters.

Candidates have mortgages, rent, bills, travel costs, childcare costs and other responsibilities. However strong the culture may be, pay has to feel fair for the role, the market and the level of responsibility involved.

When salary expectations are significantly out of line with the market, recruitment becomes harder.
Some candidates will not apply. Others will drop out during the process. Some may accept an offer, but continue looking elsewhere if they feel the package does not reflect their value.

This does not mean every employer can simply increase salaries.

Many businesses are managing tight margins, rising costs and careful budgets. But it does mean salary needs to be discussed realistically from the start.

A strong employer brand can support recruitment. Flexibility can make a role more attractive. Development can help retain people.

But fair pay remains the foundation.

The best recruitment outcomes usually happen when salary, role expectations, culture and opportunity are aligned.

19/08/2026

Skills-based hiring is changing how employers recruit.

The traditional CV still matters, but it does not always tell the full story.

Job titles can be misleading. Qualifications may not show current ability. Previous experience does not always reflect potential.

That is why more employers are looking at skills-based hiring.

This means focusing less on whether someone has followed a perfect career path, and more on whether they can do the work, learn quickly and contribute to the business.

Skills-based hiring can help employers:
• Widen the talent pool
• Identify transferable experience
• Reduce unnecessary barriers
• Improve diversity of applicants
• Recruit for potential, not just history

But it only works when employers are clear about what skills actually matter.

A vague job description will attract vague applications. A long wish list can put off good candidates. A practical assessment, structured interview or clear competency discussion can reveal far more than a job title alone.

For employers, the question is not simply, “Has this person done the exact job before?”

It may be, “Can this person demonstrate the skills, attitude and capacity to succeed here?”

Total Employment helps employers refine the brief, identify transferable skills and recognise candidates who may otherwise be overlooked.

Sometimes the right person is not the obvious one on paper.

17/08/2026

🌟 Feeling the energy!

😁 Our team is buzzing with excitement every time we hear from our fantastic clients. Your positive feedback fuels our passion for what we do! Thank you for choosing us to help you ace your recruitment goals! 🏆

Ready to kickstart your hiring process or land your dream job? Reach out now! 🎉

☎️ 01842 820494
📩 [email protected]

12/08/2026

🤔 Employer brand matters more than ever.

💬 Candidates are forming an opinion before they apply.

Employer brand is no longer something businesses can control through a single campaign or polished careers page.

Candidates now form an opinion long before they apply.

They may look at employee reviews, social media, job adverts, leadership commentary, website content, local reputation and how the business presents itself online.

They may also know someone who has worked there, applied there, interviewed there or dealt with the company as a customer.

That means employer brand is not just marketing. It is the reality of how people experience the business.

A strong employer brand is built through consistency. It shows in how vacancies are written, how candidates are treated, how employees are managed, how leaders communicate and how the organisation behaves when things are busy or difficult.

For employers, this has a direct impact on recruitment.

A business with a strong reputation may find it easier to attract interest, keep candidates engaged and secure offers. A business with a weak or unclear reputation may need to work harder, even when the role itself is a good opportunity.

Candidates are not only looking at the job title and salary. They are looking for signs of stability, fairness, communication, progression and culture.

The strongest employer brands are built from the inside out.

What people say about working for a business will always carry more weight than what the business says about itself.

10/08/2026

Candidate experience is now part of your employer brand.

A slow recruitment process can cost you the candidate you wanted.

Many employers focus heavily on finding the right person, but underestimate how the recruitment experience feels from the candidate’s side.

Candidates are paying attention to:
• How quickly you respond
• Whether the job advert is clear
• How organised the interview process feels
• Whether they receive updates
• How long decisions take
• Whether feedback is provided

Every stage creates an impression.

A candidate who has a poor experience may not apply again. They may also tell others, leave a review, or simply choose a competitor who moved faster and communicated better.

This matters even more when recruiting for hard-to-fill roles.

A good candidate experience does not need to be complicated. It needs to be clear, respectful and consistent.

That means agreeing the process before the advert goes live, keeping interview stages focused, providing updates, and being realistic about how quickly decisions can be made.

At Total Employment, we support employers by keeping the recruitment process moving, communicating with candidates and helping businesses avoid unnecessary delays.

Recruitment is not only about filling today’s vacancy.

It is about protecting the reputation that helps you recruit tomorrow.

Address

6 Market Place
Thetford
IP242AJ

Opening Hours

Monday	8:30am - 5pm
Tuesday	8:30am - 5pm
Wednesday	8:30am - 5pm
Thursday	8:30am - 5pm
Friday	8:30am - 5pm

Telephone

+441842820494

Website

http://www.total-employment.co.uk/

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