Feeling overworked is a modern-day problem that is common in a large portion of the workforce. A recent survey found that 28% of employees felt overworked often, or very often, with 55% reporting that they feel overworked most of the time.

Additionally, a CIPD survey found that 1 in 4 employees put in at least 10 hours of overtime each week. “Great!” you might be thinking, “Overtime means extra pay!” – but what if I told you that the vast majority of overworked employees are not compensated, either fairly, or at all for their efforts.

It is this combination of being overworked and underpaid which causes stress and eventually burnout – work-related stress and anxiety now accounts for over half (57.3%) of all sick days taken in the U.K.

To avoid this, employees should be aware if their job is causing them undue stress and what to do if it is. In this article, I will share the recruiter’s guide to taking action if you are overworked and underpaid.

What Am I Worth?

Working out if you are being compensated fairly for the work you do can be tricky. If you have been in the same role or company for a while, it can be easy to accept the incremental changes to your salary and not question if you should be asking for more.

If you aren’t comfortable asking your manager right away, you can do some of your own research. If you work for a large company, take a look at the current vacancies and see what they are offering for similar roles to yours.

When you stay with the same company for a lengthy period, but your salary hasn’t changed much since your initial offering, this can be a sign that you are being underpaid.

Am I Being Asked To Take On Increased Responsibility?

A common problem in workplaces across the U.K. is that the longer employees stay with the same company, they are expected to take on more responsibilities – without any increase in salary.

As you stay and grow with the company, you will naturally learn about processes that are directly in your job description and outside of it too.

Perhaps you had to cover for a co-worker when they were on holiday; your job is in marketing, but you helped out in the accounts department, and now you help them out when they ask you because they ‘know you can’.

Often, increased responsibility comes in the form of a long-term staffing issue – either a co-worker is on long-term sick, or there is a vacancy that your employer can’t seem to fill. You and your colleagues take on the extra responsibilities at first, but these ‘extra’ responsibilities soon become the norm.

There are also physical and psychological signs to look out for which can indicate that you’re overworked; these include-

• Difficulty relaxing and ‘switching off’
• Feeling overwhelmed
• Feeling tired all the time
• Loss of interest in things outside of work
• Increase in, or loss of, appetite
• High blood pressure

Being overworked for extended periods can have significant adverse effects on your physical and mental health, and it is advisable to decrease back to your contracted hours to alleviate these effects; otherwise, issues can occur for you as time goes on.

Benefits and Perks Aren’t Everything

Many employers believe that offering generous benefits and perks is equivalent to a salary increase – and many employees agree with them.

If you prefer flexible working, a free gym membership or early finishes on Fridays over a monetary reward, then that’s great if your employer offers them.

But if you started your job thinking that the perks were a nice bonus, but you also had salary expectations which have not been met; then it becomes an issue.

If you believe that your employer is offering you extra perks to try and deflect away from the fact that they are not paying you enough, this is a sign that it’s time to act and do something about your career.

Should You Strike a Deal or Not?

If you realise that you are overworked and underpaid, you have two options; either ask for a pay rise or begin the search for a new job.

If you plan to go to your manager to discuss your situation – always go prepared.

If you are planning to ask for an increase in pay since you have taken on more responsibilities, make a list of everything extra you now do (and if possible – the time it takes to do these extra tasks) for the same salary.

You should have had a performance review in the last 12 months; admittedly, this doesn’t always happen in some organisations. If your manager gave you praise for your work during this review, you could use this as an example of your excellent performance.

What Next?

Are you overworked and underpaid? If the points raised in this article sound familiar, there is a good chance you could be.

If you want to talk to someone about your employment options and how to secure a job where you are fairly treated and compensated – get in touch with us today.

We help employees find roles where they thrive, and we only work with the highest-standard of employers in the North West.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

The hiring market is changing.

With employment at an all-time high, many companies are finding it hard to locate the right kind of staff they need to help them reach their business goals.

As recruiters in the North West, we have seen an increase in the number of candidates enquiring about temporary work and this is echoed in the UK as a whole, with temp work being one of the fastest areas of recruitment.

However, many organisations are still reluctant to take on temporary staff, and quite often view it as a ‘last resort’. In doing this, many companies are missing out on a vast array of talented employees who are looking for less-permanent positions.

If you are not fully utilising temporary workers in your business yet, and are unsure as to why you should start, here are the five reasons that employers should take on more temporary workers this year.

1. A Clever Staffing Solution

We work with organisations of many different sizes, serving a range of sectors. And what we find more and more often is that they cannot locate the talent they need to help them achieve their business goals.

Many companies will persist with and repeat their recruitment process with the view to finding a permanent member of staff to fill a position. Many organisations would not consider a temporary employee: because the role is permanent, they want a permanent member of staff.

But in doing this, they struggle on with a vacant position, or worse; they employ the ‘wrong’ permanent employee in haste. The cost of rehiring for permanent employees can become very costly indeed.

This is the perfect opportunity to utilise an employee on a temporary contract – to solve an ongoing recruitment issue.

2. For Flexibility

In an ever-changing economy, and especially during the Brexit transition period, many employers are finding that their staffing needs are fluctuating.

Sometimes it is not feasible for employers to take on staff with permanent contracts when they know that they cannot predict how long they will be needed.

Temp workers are perfect for the changing demands of your business. Many employees are looking for short-term and temporary work. You can work with a recruiter to outline your businesses needs, and they can find you staff who fit into exactly what you’re looking for, skills and contract-wise.

3. When Your Team Needs a Lift

On the flip-side, there are times when businesses are booming, and they need all the help they can get. It’s great when you see an increase in custom, but this can have negative repercussions on your team.

Continuing with the same size of team and expecting them to take on extra duties when you need them to can cause stress and anxiety among your employees, and will eventually lead to a drop in productivity.

If your team needs a morale boost in the form of some extra help to see them through unexpected busy times, bringing in some fresh faces for a limited period is a smart solution.

4. Access to Untapped Talent

Is your organisation going through a period of change? Are you changing your services or processes? Are you expanding?

You might already have an excellent team in place, but sometimes you need access to new talent to help you through a transition period.

In the past, there was a stereotype of temp work being associated with low-skilled talent looking for very casual contracts, but this is not the case anymore.

There is a wealth of talent considering temporary work for a variety of reasons, such as alongside part-time studying, new parents looking for employment to fit around raising their family, and those looking to change sectors. All of these employees can add real value to your business in the time you need them most.

5. With a View to a Permanent Hire

Finally, probably the most significant benefit that employers can get out of temporary hires is temp-to-perm positions.

Organisations can work with recruiters to find employees looking for temp-to-perm contracts to ‘try before they buy’. This is a great way to find out if the employee fits into your organisation – if they are the ‘right’ person for the job before you sign on the dotted line.

And it’s a two-way street, too. Many temp workers prefer these type of contracts (when they are looking for permanent work eventually) as they can see if they like the role and the company without being tied down.

Finally

Do you currently employ temporary workers in your organisation? Perhaps you have used them in the past, or only use them at specific points in the year, such as over the Christmas period. Consider taking on temporary workers in your organisation at different times to enjoy the benefits that I have outlined here.

There are plenty of candidates looking for temporary contracts who are waiting to hear from your organisation right now – get in touch with us to find out more.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, Nursing, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Temporary employment, or ‘temping’ is one of the fastest-growing sections on the job market – why is this?

Once considered to be only for students, or people between jobs, temp work has taken off in the last few years, as people from all sectors and at all stages in their career realise the benefits of this flexible working style.

Employees are now taking on temporary employment for a variety of reasons – to help during a career change, to fit around your studies, for flexibility when starting a family or looking after young children, or when you are looking for a more permanent job but haven’t found the right one yet.

If you have been considering temp work but aren’t sure if it’s right for you – these seven benefits of temp work should be able to help you to decide.

1. Gaining New Skills

The job market is constantly changing. Clients frequently contact us with roles which require new and emerging skills, especially in commercial divisions. To fill these roles, we need employees who love to learn new skills and are looking for a challenge.

Taking on temp work in an area that you are unfamiliar with is an excellent way to build up your skills repertoire, as increasingly, employers are looking for candidates with transferrable skills. Candidates with a broader range of skills from temping are often looked on more favourably for specific roles than candidates with a more limited skill-set due to being in the same position for many years.

2. Experience

As well as new soft and hard skills, temp work allows employees to gain new experiences, both personally and professionally.

Temp work can take you into organisations you never thought you would be a part of, and allows you to meet new people and experience different roles within different sectors. Working for a few different well-respected companies makes your CV instantly more impressive to employers.

3. Career Change

Speaking of experience, many people utilise temp work when they are in the middle of a career change. Temping is a great way to experience roles that you have you been interested in for a while, without being tied into a permanent contract.

You might find that the job or sector you thought you wanted to get into isn’t the right fit for you; likewise, you could be pleasantly surprised by a position you had not have otherwise been aware of.

4. Flexibility

Choosing temp work gives you control over your life that those in permanent positions don’t have. If you’re in a transitionary period, are figuring out what to do next, or fancy seeing more of the world – temping allows you to do this.

You decide the hours that you are available and the period that you want to work for – there are a variety of different temp contracts so you can choose one to fit your requirements.

5. A ‘Way In’

For those who are looking to get into a particular sector but have not been able to find a permanent job – temping is a great way to get your foot in the door and meet industry connections: to build your network.

Some sectors are very competitive, and with high volumes of applicants for each role, those with temp experience will have much more of a chance of being considered when a permanent position becomes available.

6. Time Out

Work-related stress and burnout are on the rise. The number of new cases of work-related stress, depression and anxiety in 2019 was 246,000 – an incidence rate of 740 per 100,000 employees.

Increasingly, people now realise the importance of managing workloads and not trying to battle on through when you are struggling.

Taking a career break from your long-term career is a great way to manage stress, and temp work can fit into this perfectly. If you decide on having a year out from your job, intending to carry on or change your role slightly when you return, taking on temporary employment is a great way to help tide you over while you figure out your plan for the future.

7. Your Rights are Covered!

Some employees are reluctant to explore temporary work as an option because they believe that temp workers are not afforded as many rights as permanent employees.

But this is not the case.

Temp workers are protected both by law and by the contracts that your recruiter negotiates with your new employer to ensure that your rights as an employee are protected and so that you are not treated any differently to permanent staff.

Finally

Have you been considering temp work? Whether you need something fast to cover a period coming up, or you are thinking about a career change and are exploring your options for the future – we can help.

We specialise in temporary contracts and have a range of positions to suit you – get in touch with our team today to find out more about the roles we have available.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

The start of a new year – how many business owners have been mulling over their plans for 2020 and the coming decade while they were at home celebrating with family? I know I was!

Here is the thing.

To achieve growth, to scale your business and to more importantly – increase revenue – what you need is a great team.

Some people go as far as saying that your team are as equally as important as your customers. No successful business has ever made it with a sub-standard team in place, and engaged employees are widely considered to be essential to higher efficiency, productivity and profits.

The cost of a bad hire, while expensive in monetary terms (estimates range from £12,000 to up to tens of thousands of pounds) will potentially send shockwaves which will be felt throughout your business.

And the smaller your company, the more impact making the wrong hire will have. Increased workloads and stress for current employees, low morale, decreased productivity…all of these put a strain on your business in a time when you were planning on growing.

So, with this in mind – what are you doing to ensure the hires that you make in 2020 will be the right ones to ensure your business grows and moves in the right direction?

Make 2020 the year that you put your recruitment process in the hands of the experts by working with a specialist recruiter; and here is how it will benefit your business.

Unrivalled Expertise

Unfortunately, many business owners who are not well acquainted with the world of recruitment don’t realise the vast difference in service they will receive between a specialist and a general recruiter.

This is understandable, as those who don’t live and breathe recruitment (unlike us!) have less of an understanding of what different recruiters provide within their service.

Most people don’t realise the extent of the knowledge gaps that a general recruiter can have, and the impact this will have on your eventual hire. Every employee in your organisation has a bearing on your success, and so each employee must be hired for the value that they can add to your business.

You can only achieve this by working with a recruiter who has an in-depth understanding of your sector, and sadly, this is not what a general recruiter will provide.

Local Knowledge

As well as extensive sector knowledge, one of the most crucial elements of working with a specialist recruiter is their geographical location. Can you expect your recruiter to understand current issues affecting your town or city when they are based elsewhere in the country?

Understanding, and having a good knowledge of the businesses in the area is an added benefit that people often overlook when choosing a recruiter.

If your specialist recruiter focuses their recruiting in one geographical area, this means that they can give a vastly improved service. Understanding your local area, the current economic and job climate, and the local candidate base is an added layer to your specialist recruiter’s service, which strengthens their hiring process.

The Skills Shortage

A recent survey of recruitment in the accounting and finance sector found that there is a current ‘moderate’ skills shortage in pivotal roles. Another accounting survey found that 95% of recruiting partners have struggled to find skilled accountants – does this sound familiar?

There is a distinct lack of talent in the active accounting candidate market. Firms who attempt to recruit by themselves, or use a general recruiter, are failing to interview candidates who possess the right skills and attitude.

A niche specialist will have access to the broader talent pool and will have contact with candidates that would not otherwise be looking to apply to your organisation.

An Efficient Process

How fast is your recruitment process? How many stages are there to ensure that the candidate is right for the role?

Or is it more of a relaxed affair that can take weeks depending on when the senior staff can get together? Is it more a case of hiring the person who can start the soonest? Your specialist recruiter will have every stage, and more importantly – the time frame already in mind.

One of the biggest complaints I hear from candidates, and sadly, one of the reasons many businesses miss out on great candidates is that ‘the hiring process took too long’.

The speed and efficiency of your hiring process is something which many business owners fail to recognise as essential to the candidates. Your specialist recruiter has the time to keep in touch with candidates at every step of the way, ensuring that they don’t switch off or worse – get approached by a rival company..

The Right Hire – First Time

Finally, but certainly not least – perhaps the most value-adding aspect of working with a specialist recruiter is the guarantee that the right hire will be made for your organisation.

As I have highlighted in this article, it is so essential to make the right hire, the first time around, and working with a specialist recruiter will ensure that this happens. It reduces the chance of being left for weeks (or months) of uncertainty as you attempt to carry out the recruitment process around your businesses daily tasks.

Or the worry that a sub-standard hire might be made, as a result of working with a recruiter who doesn’t understand your businesses and your sector-specific needs.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Back in March, we covered the topic of what to do in the unfortunate event that you are made redundant – it’s never an easy situation for anyone to deal with and can usually come as an unpleasant shock.

But unfortunately, it is a reality for many organisations and employees.

While redundancy might be inevitable for your current role, spotting the signs of it can help to prepare you for when the time comes.

So, in this article, I will cover the signs to look out for which typically indicate that your company is soon to go through a ‘restructuring’ period resulting in redundancies.

1. Difficult Times

One of the earliest signs of looming redundancies is that your sector or particular company is facing an economic downturn.

For example, while there is always a need for in-house and specialist accountants, there will be economic up and downturns which impact the commercial and financial sector. Is your industry or company currently enjoying growth, or are you aware of problems which are causing your organisation to struggle?

Shorter periods of economic unsettlement are less likely to cause redundancy issues, but if there has been a prolonged period of downturn, then this can be a sign of approaching redundancies.

2. A Freeze on Recruitment

Have there been vacancies in your department that have remained unfilled for a while? And every time someone raises the issue with a manager, there is some excuse?

Companies who are experiencing financial issues typically put a freeze on recruitment while they attempt to save money and sort out the more significant problems related to how they can improve their situation.

It can be normal for some harder to fill roles to appear vacant for extended periods, but if there has been a sustained blanket ban on recruitment for a while, this can be one of the earliest signs that redundancies are on the cards.

3. Cost-Cutting

While regular cost-cutting is usually a symbol of good fiscal sense, large cost-cutting at the expense of the work your company does, or to the detriment of the organisation, can be a warning sign that there is trouble which could result in redundancies.

Have expenses that were once routine been pulled-up for inspection? This can be anything from the daily office newspapers being cancelled to the annual conference that every team member was once invited to being cut to a select few.

4. Secretive Managers

Has the atmosphere in the office changed recently? Signs that all is not well at the top can include your managers becoming guarded. Even something as seemingly insignificant as your managers avoiding eye contact or 1:1 conversations can be a clue.

One candidate who I worked with in the past told me that they had been unsuspectedly made redundant. They were then shocked to find out that their colleagues had realised what was happening weeks before when their manager had started disappearing down corridors and avoiding eye contact at all cost.

5. Seeing More of the Director or CEO

Organisations who are at risk of redundancies will typically go through a period where the CEO is more visible and observant of daily goings-on, and this will be especially notable in organisations where these executive visits are usually a rarity.

This can be as they seek to observe what is going on in your office and where they can make cuts in tasks or, eventually, people. If you have witnessed an increase in senior staff getting together in meeting rooms or private offices, this could be a sign that they are planning redundancies.

7. Lack of Work

Finally, a significant decrease in your workload that lasts over a longer time-frame is one of the surest signs that your company will be making redundancies soon.

Have clients or customers been dropping contracts and taking business elsewhere? Commercial organisations need recurring custom to stay afloat, and the cold hard truth is, if your company has been losing business for an extended period – there will be redundancies.

Finally

Most people fear redundancy but remember that it can, and does, get better.

It can be an opportunity to reassess your career, and to make avenues into a new role with a different company. When a company makes redundancies, it is often the last option for the employer and is a sign of severe problems within the organisation; try not to dwell on the negative and accept that this company was always going to have to make cuts due to their failing position in the market.

My first advice to anyone who is facing redundancy, even just rumours – is to speak to a recruiter in your sector.

They will provide you with the best impartial advice of current or upcoming job opportunities in your sector, and might even be able to offer you an upgrade on your current role before the ‘R’ word is mentioned in your current company.

About Clayton Recuitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

How many millennials do you have in your organisation? If you’re not sure as to what constitutes a ‘millennial’ – it is generally accepted that this generation was born between 1981-1996, meaning that their current age is from their early 20s to late 30s.

As a Manager, it is vital to understand the needs of all generations in the workplace, but as of 2020, millennials will make up the most significant section of the UK workforce, so it pays to understand what they’re really looking for from their job.

Managers who understand what millennials want, and who offer them the opportunities that they’re looking for, will reap the benefits in the long run – these employees will stay and grow with your organisation rather than moving on in a year.

So, what exactly is it that millennials are looking for from their job?

Innovative Technology

Millennials have grown up around technology, and figuring out how to make the lives of everyone in the office a little easier is part of their DNA.

You might be thinking ‘, but we’re a small accountancy company, we don’t have any innovative tech’ – but this is not as complicated as it might sound.

Any office with a computer system will have processes in place – the organisation of files, the procedure of dealing with a client, even updating your website; these are all examples of conventional technology which millennials are adept at working with.

If your cloud filing system is a mess (or non-existent), if you have held back on upgrading your website or even your internet speed, these can all put millennials off from wanting to join your company.

They are looking for forward-thinking and innovative workspaces; however, it isn’t all about how futuristic your office is, it is more a state of mind – which brings me onto my next point.

Collaboration and Flexibility

The millennial workforce is known for their love of collaborative working, of pushing boundaries and of rejecting the style of work where you basically get your head down, do as the Manager says and don’t ask any questions – this is seen as a ‘baby boomer’ trait, and is now less common in the world of work.

When you harbour and encourage an atmosphere of collaboration and shared knowledge, this is an attractive trait to high-performing millennials. Equal partaking makes millennials (and indeed employees of all generations) feel that they are valued, rather than simply a ‘cog’ in the wheel, and gives them a sense of purpose – let me explain this in more detail.

Purpose

Millennials want to undertake work which gives them a sense of purpose. Whether that’s on updating a mortgage administration process, taking ownership of their bookkeeping role, or doing an excellent job of pulling together contracts for your contracts administrator role.

Older millennials might be old enough to have experienced the world of work before open-plan offices and when being an ‘angry Manager’ was still seen as a reliable leadership quality – not any more.

The workplace is a much more open and forward-thinking place these days, with companies of all sizes and in all sectors striving to show their clients and their employees that they are purpose-led. A recent Forbes article even highlighted that purpose-driven companies evolve faster than others.

So, to attract the best millennial talent, make sure your company not only has a mission and a vision statement but that all employees are committed to the cause. If you are an accountancy firm who has honesty and customer service at the heart of your ethos – highlight this to your millennial candidates; it will make them consider working for your business even more seriously.

To Be Developed

Lastly, I want to talk a little bit about millennials and their long-term career plans. Many employers wrongly believe that this generation of workers are ‘job-hoppers’ and they have gained a reputation for being more likely to leave their jobs than their boomer predecessors.

But how true it this?

In reality, millennials are actually no more likely to leave their job than any other employee of different age.

Yes, it is true that the workforce, in general, changes their jobs more often now than previously, but this is the same across all ages. The average employee now changes their position up to 12 times throughout their career, but this is not because they are flighty. It happens because the idea of a ‘job for life’ is not in practice anymore, because of the unstable economic times of the last ten years in the UK and because there is more choice for employees.

A recent study on millennials in the workplace found that the number one factor that they consider before taking a new job is if they will be trained and developed in their role.

Millennials want to develop and grow with your company – they will be put off any role which does not offer scope for growth, and this is not just for the increase in salary; they want to feel the sense of accomplishment that comes from personal growth and pride in doing their job increasingly well.

Finally

Do you need help locating quality candidates for your finance or accounting vacancies? We work with accounting talent for roles in the North West and have been recruiting in this sector for 30 years – get in contact with our team today to find out more.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

Your accountant has a central role within your business, so the notion that they might be about to leave can be an alarming one.

But the reality is that accountants rarely stay in the same place for a long time; they are often recruited onto bigger contracts and higher salaries elsewhere – you probably won’t even know if your accountant is planning on leaving.

However, there are some signs that you can look out for.

As a recruiter, I am used to hearing the reasons that top accountants give when leaving their jobs. Starting a family is a primary example – considering leaving for a higher salary in preparation for an addition to your family, and also planning on a reduction of hours to accommodate new parental responsibilities are both reasons candidates regularly give.

Perhaps they have simply been given a better salary and compensation with a firm they have been on the radar of for a while – this article contains the signs to look out for which might indicate your accountant is about to leave.

1. Their Performance Has Dropped

A drop in performance indicates that your accountant is either less engaged with their role, which often leads to the desire for a new role, or worse still, that they are actively looking for a new job and they have mentally checked-out of your business.

Have they started giving less detail in their financial statements, making careless mistakes or missing deadlines which is out of their normal character?

Keeping regular reviews and even informal chats every couple of weeks to discuss your accountant’s projects and how they are generally feeling at work can prevent negative emotions from harbouring, and solutions can be worked out for problems before they become serious.

2. They Have Closed Themselves Off

Any good leader will be able to recognise a change in their employee’s behaviour. An unfavourable change in behaviour might mean a few different things – your accountant might be going through personal issues, they might be finding their current work too stressful, or not challenging enough; or it might mean that they have disengaged from your company.

An informal chat with your accountant who appears to have shut down might reveal that they are struggling – and this is something you can help them with. Likewise, if they tell you that everything is fine, but continue to be secretive with phone calls and checking their phone, or missing work without any good reason – more on this next – it could signal that they are about to leave.

3. They Have Begun an Irregular Working Schedule

A sudden irregular working schedule might mean that your accountant has things going on outside of work – it is not up to your employees to tell you every detail of their personal lives, but a sudden or drastic change to their once steady routine could be a sign of imminent disruption.

Working late to reconcile the accounts and coming in late regularly over consecutive weeks are two different things – the latter might mean that your accountant has been attending interviews elsewhere.

4. They’ve Got a Big Life Change Going On

If you share a great relationship with your accountant, there’s a good chance that they will divulge their personal news with you. You will probably be aware of any significant life changes your employee has going on – a house move, planning a wedding, looking after a family a member, etc.

Sometimes the personal circumstances of an employee mean that they are forced to reassess their career. Your accountant might not necessarily want to hand their notice in, but a significant change in their personal life might make it the only option.

Have they been mentioning starting a family recently, have they been decreasing their hours to take care of an elderly parent? Life comes at us all fast, but being mindful of at what stage your accountant is at in their personal life should mean that you are better equipped to predict their career movements.

Unfortunately, however, sometimes when employees leave there have been warning signs, but their employer has failed to notice them.

5. They Have Demonstrated That They are Less Fulfilled

If only every employer listened to their employees! Many times, when a great employee like your star accountant leaves, they have been exhibiting visible warning signs that their employer has overlooked.

Quite often, candidates who we work with tell us that they are planning on leaving because they have been unhappy in their accountancy role and have tried to offer solutions to the company to no avail. A recent accountancy candidate who I placed in a great new role had been vocal about their previous company updating their recording systems for over a year, and nothing was ever implemented to help her out. In the end, she left to work for a more dynamic company and her old employer was surprised to receive her notice – he simply hadn’t been paying attention to the needs of his staff!

Finally

Actively listening to your key employees can prevent a surprising notice on your desk, but unfortunately, sometimes your accountant will leave for a career move, and there is little that can be done to avoid this.

If you need help in locating talented accountants or building your talent pipeline so that you have a great candidate in mind for the future of your business, get in touch with us to discuss our recruitment solutions.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

The average employee will now change jobs 12 times in their working life – that’s a lot of application forms and interviews to get through.

Where do you find the time in your busy life to get ahead in your career? There are ways that you can job hunt ethically while you are in your current post, which I will cover in this article.

First of all, let’s get one thing clear – do you really want to leave your current role? Starting a job hunt because you are disgruntled with your current employer is never a good idea – what are your reasons for wanting to leave your current company?

Perhaps you haven’t been given the pay increase you were promised at your last review, or a staffing problem has meant that you are dealing with an increased workload. Talking through your issues with your line manager is always the best thing to do if you feel unhappy with the way things are working out in your current role, as problems can be solved and your employer will want to keep a current employee rather than begin the recruiting process once again, which is becoming increasingly difficult in the current skills-short job market.

However, if you are adamant that now is the time to move companies, ensuring your job hunt is conducted graciously will set you in good stead with both your current, and future employers – burning professional bridges is never a good idea.

Job hunting ethically while you are still employed signifies a big part of your personality. The fact that you are respectful to an employer and team that you have says a lot about who you are.

Increasingly, in the skills short job market, employers are looking for people who have a good attitude and respectable morals, just as much as they are looking for skills and qualifications.

Our article today discusses the ‘do’s and don’ts’ of conducting a principled job search while you are still employed.

1. Don’t – Job Search While You Are at Work

The main thing to remember when beginning your ethical job search is that even if you have mentally moved on from your current role and are wanting your next position as soon as possible, until the last moment of your employment with your current employer, you need to ensure that you fulfil all of your outstanding duties.

We understand that it can be a tumultuous time when you are preparing for a job move, and it might seem like every second counts when searching for your next role, but resist the temptation to use your working hours to search for jobs online – and applying from your work PC is a big ‘no-no’.

Do – Use your Own Time

We also understand that some of the best roles get snapped up quickly, and so it always pays to be diligent in your job search. Instead of being tempted to scan job boards on your current company time, use your lunch break to search and apply for jobs, or dedicate an hour before work to your job search.

2. Don’t – Take Too Much Time Out

Your prospective new employer will understand that you might be limited to what times and days you can arrange interviews – and if they aren’t, this is a red flag in itself over their principles. You might have no holidays left to take, and your current company might be running on a skeleton team where every absence is impactful.

If you must arrange interviews during your work time, try to give as much notice as possible – don’t leave it until the day before to ask for an ‘emergency appointment’ – keep in mind the needs of your current colleagues and the business as a whole.

Do – Schedule Interviews at a Time Convenient to You (Where Possible)

We know that it can be tricky scheduling interviews around your current work, so wherever possible ask for interviews to be arranged after work or during your lunch hour if it is possible to get there and back.

A client I recently worked with selected their final candidate based upon the fact that they rescheduled their interview because they didn’t want to let their current employer down – it proved how diligent and trustworthy he was.

3. Don’t – Post Your CV on Public Job Boards

Most online job boards have an option for you to post your CV publicly, but we suggest you refrain from doing this. You never know who might spot your CV, and your current employer might become disgruntled if word gets out that your CV has been seen and that you’re looking to leave.

Do – Tell Your Potential New Employer About Your Current Employment Situation

Apply through the private channels and ask your prospective employer to be sensitive if you think that it might cause a problem for you where you currently are; they will understand and value your honesty.

4. Don’t – Tell Your Current Colleagues About Your Plans to Leave

You might think that you’ve got a great relationship with your colleagues, but things can take a sudden turn when the question of leaving arises – we have worked with candidates for many years, and have witnessed this all too often. Sometimes it is done maliciously, sometimes it is mere office gossip, but the fact remains that you don’t want anyone to know about your plans until the deal has been sealed.

Do – Wait Until Your New Position is Finalised to Say Anything

Wait until you have signed your new contract to mention anything to your colleagues, and remember – tell your boss first before anyone else. Finding out in the corridor or at the water cooler will make you seem duplicitous – not something you want your lasting reputation to be.

Finally

Working with a recruiter is the best way to take the stress out of your new job application. They will find and arrange your interviews at a time that suits you, will sort out your references and make the entire process seamless. If you need help upgrading your job search, get in contact with us today – we can help.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

A recent survey by the accounting resource company Karbon found that 95% of accounting firm partners said that they had experienced challenges when attempting to recruit Accountants.

What’s even more shocking is that only 22% said that they are confident that their recruiting strategy is reaching the very best applicants.

It’s that word – ‘reaching’ where the importance of a good recruiter comes in. You might think your recruitment process is as slick as possible, with excellent salary and remuneration packages and your company culture is on point, so why aren’t you getting any takers?

The truth is that in the current tight employment market, the best candidates are not few and far between – they’re not even looking.

The ‘war for talent’ is much documented at the moment across many sectors, including finance, as the number of vacancies advertised continue to grow as firms ramp up hiring activity after a tumultuous 12-18 months. And, according to statistics from Broadbean, despite a 20 per cent rise in vacancies advertised in Q1 2021 compared to the last three months of 2020, applications to those roles rose by only 4% in the same period.

Businesses are one again competing for the same, sometimes scarce, pool of talent; some of whom are reluctant to move roles against the backdrop of a pandemic and perceived market uncertainty, and those that do have the confidence, have a whole host of options available to them.

I want to use this article to tell you about the issues facing hiring managers who are looking to recruit Accountants and how managers and recruiters across the country are attempting to remedy the problem.

Changes in Recruiting for Accountants

If you have faced challenges in your search for accomplished and suitable accountancy candidates – you’re not alone. Companies across the board are struggling to attract great accounting talent and are being forced to think outside the box, which has resulted in some unusual candidate attracting methods such as this archived LinkedIn accountancy job advert.

The job vacancy has long since gone, but LinkedIn has kept the advert up as an example of extreme advertising – the specification uses words such as ‘kick-ass’ and ‘misfits’ to describe their ideal candidate – a real deviation from the accountancy job descriptions from the past!

Many other accountancy firms who recruit in-house, as well as accounting recruiters across the board, have overhauled their recruiting process, and it is now the norm to ask prospective accountancy candidates to apply initially via video rather than the standard CV and cover letter – even more so over the past 12 months as video technology utilised in recruitment processes has accelerated.

Gone are the days of simple processes for hiring Accountants – hiring managers and recruiters are having to change their processes dramatically to have a chance of attracting the best Accountants.

Changes in the Industry

Not only are hiring managers struggling to find the number of candidates to provide a comprehensive interview process, huge changes in the accounting industry have left some managers wondering what kind of candidates they should be searching for.

The advent of cloud computing, automation and the millennial-age workforce has meant that the industry is unrecognisable to what it was just a few years ago.

This younger generation of Accountants has changed what it means to be a stand-out accountant. Alongside the quintessential traits such as excellent organisational skills, a true passion for numbers and an obsession with detail; millennial Accountants are active problems solvers, they are creative, and they are not afraid to ask difficult questions.

If your company is seeking to replace a boomer-aged accountant who was methodical, steady and old-school, it can be worrisome when every accounting candidate that you encounter seems completely different.

What companies must remember is not only that change is necessary; it is a good thing. The accountancy candidates that we are seeing coming through the ranks are a new breed – and this can seem scary – but they will bring skills to the accounting role that you didn’t know were missing!

Why Recruiters Are Needed to Find Accounting Talent

As you can see, there is a perfect storm of problems affecting the accounting world currently, with multiple reasons culminating in the inability for companies to find the accounting candidates they are looking for – with financial analysts and reporters, as well as mid-management candidates in highest demand.

How can recruiters help? A general recruiter might not have the network in place to know where the best veteran and upcoming accounting talent is – but a dedicated accountancy recruiter will – it is in this network of passive candidates that the best talent lies.

Not only this, but as accounting recruiters know which kind of candidates have worked, and not worked previously in different firms, we can source talent that a hiring manager alone might not have considered.

If you need help in finding accounting talent for your business, talk to a dedicated accounting recruiter today to discuss your options.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Be honest – is your current accounting role fulfilling all the expectations you had when you first started?

Next big question – how long have you been in your current role despite knowing that you could be doing better elsewhere?

Quite often, great accountancy employees tell us that they have wanted to change jobs for a while, but are hesitant due to several reasons.

Becoming comfortable in a position and company you are familiar with, fear of change and not wanting to “job hop” are among some of the reasons we hear from employees who are in two minds about leaving their current role.

While leaving any job can be stressful, it is only by progressing in your accountancy career that you will be able to reach your full potential.

It is no longer frowned upon to change your role or even your entire career direction at intervals in your working life like it once was. Forbes also states that the optimum time frame to change your job should be every three to five years at least.

So, how can you tell when it’s time to change your current accountancy role for pastures new? Here are the top five reasons to consider.

1. You Aren’t Challenged Anymore

Why did you get into accountancy? Because you love the responsibility of being in charge of accounts, you are adept at crunching numbers, or you like the thrill of saving time and money that no-one else has worked out yet?

None of us want a job that is so hard that they end up being stressed, but studies show that there is a happy medium. The longer we go on in jobs that fail to challenge us – the unhappier we become.

2. To Increase Your Sector Knowledge

You might be thinking, “I like my job, I’m paid well, and I get on with my colleagues – why would I leave?” However, from a career point of view – this isn’t the best approach to consider.

In accountancy, there are a plethora of career opportunities for you to take, and settling for a role that you have grown fond of is slashing your opportunity for personal and professional development.

Even if you are an expert in your specialism, there will be challenges that a new place of work can bring. Great Accountants know that there is always more to learn. Cloud technology and mobile-based accounting platforms have continued to dominate the innovative side of the sector, and with artificial intelligence still threatening some roles, it always pays to keep ahead of the game in an ever-changing market.

3. For a Better Company

If changing jobs isn’t on your agenda, it can be hard to admit that the company you have settled for just isn’t that great.

Your boss can be impossible; there is no camaraderie between your colleagues and the tasks are unrealistic.

You would be shocked at the number of candidates we speak to who report frankly unacceptable working conditions but put up with them because they have grown so accustomed to them they believe that it’s the norm.

If you have been considering a career move to a different company for a while, speak to an accountancy recruiter, who will be able to discuss with you your career options and where they think you can go with your career in terms of a new direction or a more rewarding salary.

4. Your Values Have Changed

If you have been in the same job for more than five years, there is a good chance that you are a different person to the one that accepted this particular job.

You will have been through changes in your personal life and will have learned new things about yourself and your sector. For instance, having children naturally makes people want to slow down and consider their work/life balance.

This change becomes even more apparent when employees have been at the same company and also in the same role for years and years. It seems almost unthinkable that it was once the norm to stay with one company for the entirety of your working life.

The world of workhas changed, and it is not just considered normal, but it is actively encouraged to change your company in line with your personal values.

5. A Better Offer

And finally, I’ve saved the best for last here – the number one reason to leave your job should always be for a better offer.

That can mean a better salary or compensation package, a more prestigious company, or a new area of workthat you have always wanted to be involved with.

If you imagine your accountancy career as a line graph, the line should be steadily going upwards. This doesn’t mean that it has to be accelerated at break-neck speed, but it should always be going in the same direction – upwards.

If your accountancy career has been on the same trajectory for more than five years, it really should be time to consider your options for the future.

Finally

If you need help with your accountancy job search, get in contact with a dedicated accountancy recruiter, who will be able to go through your options with you.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.