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Angela becomes Chair of the IoD

Institute of Directors Dorset branch appoints Angela Fletcher as new Chair

Rock Recruitment founder Angela Fletcher has been appointed the new Chair of the Dorset branch of the Institute of Directors (IoD). An existing committee member, Angela established Rock Recriutment in 2007 and now operates from branches in Christchurch and Poole. Her clients include Manchester Airport Group, Merlin Entertainments, PruHealth, RNLI, Carphone Warehouse, M&S, Farrow and Ball, and many other local companies.

Angela was named Entrepreneur and Businesswoman of the Year in the South West Venus Awards in 2010 and 2011 respectively and has been a finalist in both the IOD Director Awards and Dorset Business Awards. In 2013 Rock was a finalist in the Recruitment and Employment Confederation (REC) Best Company to Work For with under 20 employees.

Angela works extensively supporting schoolchildren across Bournemuth and Poole and in 2013 established the Rock Star Awards to give local young people the opportunity to up skill and be recognised for their achievements, offering winners training opportunities, job offers and business support.

Angela says: 'I have a passion for business and connecting people and my sole ambition is to make a difference. The Institute of Directors has played an absolutely critical role in my professional development and one of my key objectives will be for the branch to support the next generation of directors through training and mentoring. It is essential that the education and business communities work hand in hand to deliver the right skills for growth in the region.'

Angela succeeds Warren Munson, Director of Inspire Accountants, who steps down after over three years in the role.

1. We are fair, legal and ethical in our resource planning and recruitment procedures, with
specific regard to actively promoting diversity and inclusion within the workplace.
2. We exercise good recruitment practice and apply this equally to temporary, contract, fixed
term, zero hours and part-time workers.
3. We deliver a high standard of candidate experience, with ongoing communication during the
recruitment process, including two-way feedback for all those interviewed.
4. We offer flexible working arrangements and adaptive working practices, wherever possible,
as a way of boosting inclusion and attracting talent.
5. We ask that those managing and delivering the recruitment process (whether internal staff
or external providers) work to recognised standards, undertake any relevant training/qualification,
and commit to continuous development.
6. We ask that our external recruitment providers are signed up to industry codes of practice and
demonstrate a commitment to good recruitment practice.
7. Our supply chain delivers good recruitment practice throughout, including where
different resourcing models, such as recruitment process outsourcing or vendor
arrangements, are in place.
8. We help to address youth employment through our recruitment procedures;
for example, through the provision of apprenticeships and traineeships,
and by working with recruitment organisations who have signed up to
the REC’s Youth Employment Charter.
9. We regularly review our recruitment procedures with feedback from
candidates (those appointed and not appointed) and keep up-to-date
with new recruitment/resourcing approaches.

 

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