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.

Accountancy can be incredibly rewarding, but as with many great jobs, there comes a set of specific difficulties. Going through a tough period at work, and wanting to leave and join a different firm are two different things – so, how do you spot the difference?

There is a big difference between dreaming of a new job and actively seeking out new opportunities. At this time of the year, many people’s minds start to wander to the ‘what-if’ situations.

If you have come back from your summer holiday and realised that something isn’t quite right in your role – this article is for you. A little time away from your company can sometimes give you the fresh perspective on your career that you need to ask the question – ‘have I got the mid-year blues, or it is time for a change?’

This article should help you find out which it is.

The Accountancy ‘Calender’ Isn’t Always Easy

Now, this is an understatement if we’ve ever heard one. Yes, accountancy can be incredibly tough – long hours, deadlines that seem impossible, and not to mention the hectic seasons dictated by the taxman.

Did you predict that accountancy was going to be tough when you decided on this as your career path? Think back – you probably did, but might not have realised the extent of the pressures.

It is natural in any sector to have peaks and troughs – times when you feel like you’ve got the best job in the world, and times when you don’t want to get up in the morning. The usual ebb and flow of any career is not something which should be making you write your resignation letter, but if you’ve felt unhappy in your accountancy role for quite a while now, it could be a sign you’re ready for something new.

January through to March is when an accountant’s work will seem never-ending, with the end of year tax deadlines looming and every client wanting a moment of your time.

This can make some people feel overwhelmed, while others thrive on it.

If you feel as though you’ve lost your passion for accountancy of late, is it simply the mid-year slump that has left you feeling deflated? If you’re someone who thrives on being busy, having quieter times such as the summer can be the last thing you want.

During quieter periods, however, there are steps you can take to make sure that you’re not getting bored in your role.

Ask your manager if there are any other tasks or projects that you can take on during the summer lull. They will be happy for the help, and you might learn a part of your firm’s processes that you weren’t aware of before – it could be the start of a learning curve for you.

It is important to remember that if your firm always gets quieter this time of year -it might be just a lull. Compare January to June during the times you’ve been in your current role to assess the typical trajectory of your workflow.

Where Do You Fit In?

Some people say that when you know a job isn’t working out – you just know.

As a recruiter, I witness accounting employees and candidates at all stages of their career journey and this experience has given me a good handle on some of the main reasons people feel unhappy, and finally decide to leave their current role.

Yes, sometimes it is about the salary and the compensation packages, but quite often – it is down to the company culture.

Working for an accountancy firm where you get on with and share the same values and interests with other staff members can be a joy. It some cases it can even make up for other less desirable elements of your job.

A recent workplace study found that 56% of employees valued a good company culture fit over salary.

Did you take this particular accounting job because of the high salary? If so, did you also carefully weigh up if you are a good fit within the culture of the firm?

Quite often, when employees start to feel disengaged and eventually unhappy at work, they think ‘why do I feel like this? I’ve worked hard to get to this salary level!’ without realising that their ‘perfect fit’ of a job is to do with far more than the salary that lands in their bank account each month.

Your mid-year blues could be a sign that you are working in a firm whose culture you don’t fit in with. Talking to a specialist recruiter can help you figure this out.

How Can a Recruiter Help?

Recruiters don’t just deal with placing candidates in roles (although, that is what we are famous for!). Every day, we deal with inquiries about roles, we are sought out for advice from both candidates and clients, meaning we have an in-depth knowledge of the deep-seated and variety of reasons people have for looking for a new job.

If your current accountancy role isn’t making you as engaged as it once was, call us today to discuss your options. We recruit for a variety of accountancy roles – we might have the role you’ve been searching for.

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 month of March is all about leadership with International Women’s Day at the start of the month and World Leadership Day at the end.

Why the big focus on leadership?

Being a great leader will determine how successful your organisation is and becomes as you move forward.

You don’t need to be a wildly dynamic, charismatic, gung-ho person to be an exceptional leader. If you have quieter people on your team, that approach may well be counter-productive.

What you do need is a considered, communicative and natural approach: one which will send the message to your team that though you have a job to do you’re on their side and working together is about everybody winning.

So, what are some of the traits of great leaders? We explore what they are in this week’s post.

Set Big Goals

The best leaders know how to set goals in a way that makes everyone feel involved.

When discussing team goals, bring everyone together and paint a picture of success – one which they can see themselves contributing to and can get excited about getting involved and doing their part.

Use examples and case studies of other teams or companies who have achieved greatness; it doesn’t have to be within your specific market. This will demonstrate that goals can be achieved in business and by their organisation too.

Make sure you relate the goal to their part in delivering results. For instance, if someone has to organise and develop a new CRM system, understanding that this makes the sales team more productive which equals more sales, will connect the dots for team members as they understand how critical their role is in delivering a team goal.

They Remove Ego From The Equation

Remove ego from the equation. As a manager of a team of you will need to lead, motivate, and direct your team.

Remember, your role as a leader is not to show your brilliance, but to support and encourage theirs.

This is the case across all departments, whether you’re leading a team of customer service advisors, salespeople, or finance administrators. If you’re not an expert in every aspect of your team’s work, be upfront about that, explaining that your role is to facilitate their success rather than be able to do their job as well as they do.

Listen Like Never Before

Listen as you’ve never listened before. This is the most powerful skill you can have as a leader, and the best leaders listen more than they talk.

Effective listening not only alerts you to possible opportunities and issues you might have missed, but it also makes your team members feel like their voices are heard and valued. There is no better building block to a high performing team than good communication.

Understand Your Team

Bring the team together. Extroverts will need no encouragement, but introverted employees will often display a preference to work alone, which can stifle collaboration and morale within the team if it’s allowed to progress too far.

Be understanding and accepting of natural work-style preferences, but also be sure to bring the team together regularly for meetings and collaborative efforts, or you might find you are working with a set of individuals rather than a team.

Be Authentic

Be your authentic self. Showing your vulnerabilities, admitting mistakes and talking about life outside work may seem like admitting weakness, but authenticity is a quality that draws a team together and builds mutual trust. In a team with an authentic leader, mistakes are admitted rather than hidden, and the team are loyal to the leader. Showing your human side is a powerful leadership quality.

Praise and Give Feedback

As a specialist recruitment company, it’s fascinating how often candidates state that their reason for wanting to leave their current employer is that they didn’t feel valued or recognised for their contribution.

Saying thank you is powerful. I know people have a role and expectations; however, a ”thank you, I appreciate what you have done this week for us”, can make all the difference.

All employees need feedback on how they are doing and where and what they need to do to improve.

All your team will have performance objectives at some level that feed into the companies’ overall goals, and feedback on objectives needs to happen consistently.

A more formal six-month review is what many companies implement. However more regular ‘catch-ups’ can help your team improve much faster and stops any veering off track too.

Be Transparent Whenever Possible

Bring your team in on the big issues. Nothing consolidates a team more than a challenge – if issues are discussed with transparency and a solution-focused mindset. Bring the team together to honestly discuss issues, ask for their opinions, and always keep an upbeat attitude that a solution will be reached.

The alternative is to hide problems, which everyone senses on some level, causing a wedge of distrust to form between your team and you.

People aren’t born great leaders; it’s something you learn over time. If you can incorporate these steps into your leadership style, you will be well on the way to becoming the standout leader you want to be.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable 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.

Whether you love spending your free time on social media or use a few sites to stay connected, the way you present yourself online can help or harm your job opportunities.

Used correctly, social media is an excellent platform for job seekers to share their accomplishments, highlight their strengths, personable style and more. However, a mistake regarding attitude or content can easily harm your chances of getting a great new commercial role.

Commercial recruitment companies and employers frequently use the internet to find information about possible employees and their suitability for a vacancy.

Put Your Best Foot Forward

On any social media network, show that you’re ready to excel in your career. On LinkedIn, highlight the recent training you got in the sector.

When you’re on Facebook or Instagram comment professionally on the latest news updates for the industry, even if you’re just interacting with friends, ask yourself whether what you post would make someone want to employ you.

Countless employers and recruitment teams use social media to get their first look at a candidate today. They will be looking for evidence that you know how to conduct yourself in a social setting. If your social media profile shows you in the right light, you’re more likely to get an interview in the first place.

What Would Your Mum Say!

An easy, quick win on social are the images you share on your profile and your profile banner. Though we all like a bit of fun, think about the impact of a photograph on a potential employer who might be visualizing how you will fit in their company.

A drunken image of you on a ski slope doesn’t put you across in the best light. However, a picture of you with your family sends an entirely different message.

Follow the Right People And Stay Active

As social media becomes a more active part of the hiring process, it pays to make sure that you’re following the right people. Following leaders in the industry will show that you’re passionate about your sector and eager to learn and develop.

A successful social media presence doesn’t mean hiding all your posts, so employers can’t see them. Many recruiters using social media will actively avoid candidates without an active social presence, as it can look as though they have something to hide. The key to success is auditing your online ‘image’ and making sure you make the right impression wherever you are.

Think of your social profiles as an extension of the CV and cover letters you use to apply for a job. All of these things are a part of the professional brand you build for yourself in today’s digital age.

Think Before You Post or Comment

Once you’ve started following the right people on social media, you’ll need to make sure that you’re thinking twice about both what you post and what you comment on.

Remember that your followers can potentially see what you say on other people’s content, as well as what you post on your newsfeed.

Though it’s not deemed correct in today ’s society to judge; people do, so be aware.

For example, if you got some great feedback at your current workplace, share that on your social media feed. Comment on something you learned about business or your specific sector or discuss your plans to develop your skills in certain areas. Other things to share include:

• Your work in volunteering or mentoring programmes.
• Recently updated qualifications or skills.
• ….. or what about the fact that you have had a fantastic day helping a client

Avoid Negativity

It’s common to use social media as a platform for venting negative thoughts and feelings and utilising the ability to hide behind your keyboard; please don’t.

Complaining about your boss is something that you need to do offline, as online it makes you appear like an immature mood hoover who won’t fit into their team

Be careful posting comments about your job in general, as your words may suggest that you have a bad attitude. Even complaining about things outside of work can be a mistake. Too much negativity online may make employers question the kind of influence you’re going to have on your team when you join their company.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable 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.

Every company wants a team that performs well and critically delivers the results the organisation needs. Identifying, hiring, engaging and developing these individuals isn’t as easy as it looks.

Working with different personalities, agendas, and abilities to develop into a single unit devoted towards a specific goal is a task that requires exceptional focus.

So, when you want to build the most productive team for your commercial business, here’s where to start.

1. Decide On The ‘Ingredients’ You Need

In some circles, people call this finding the fit in other words matching roles to requirements. If your department has lots of team members, they will all have specific tasks that they are responsible for. It’s not uncommon that one or two key hires might be missing which leaves a gap in your teams’ capability.

This might seem logical and yet it’s not uncommon for some firms to limp along wondering why everything seems a struggle. When it might be that they need a customer service advisor, or a project manager to ensure everything is working like clockwork.

This needs to be your first start to ensure you have all the right ‘cogs’ in place to enable the engine to work effectively’. Depending on your growth plans you might be able to develop someone from another part of the business or more likely recruit someone into a specific role you create. This is where a recruiter versed in your sector can help.

2. Shared Goals

The goals your team have as an objective need to be clear. If your team doesn’t have a joint mission, then they’re just people working together.

Focused goals connect people as a unit, through passion and understanding. If you have multiple results in mind, then link them to objectives and priorities so that all the members of your team can begin to map their way towards success.

3. Set Clear Expectations

Research suggests that only about half of most teams at work understand clearly what is expected of them. If you want to develop a high-performing team in your organisation, then make your expectations clear from the beginning.

Whether you’re onboarding new hires or bringing internal employees together to work on a specific project, make sure that you highlight clear requirements during your first conversation with each person.

4. Be a Leader and Lead

You’ve heard the term “practice what you preach”, and that phrase fits perfectly into the professional world of business growth. Beyond any high-performing employee, is a confident leader. Think about how you can support your staff and guide them on your joint success journey.

A highly-engaged leader can increase engagement by 39% according to this CIPD report.

Considering this it’s then necessary too:

• Focus on building commitment and trust
• Be solution rather than problem orientated
• Provide opportunities for all team members to achieve
• Be accountable

No matter how skilled and adept your team members might be, there’s always a risk that they’ll run into a challenge or two on the road to success. The difference between most staff and high-performing groups is that the latter know which strategies to use, and which techniques to access to overcome these hurdles.

To reduce your risk of having to deal with constant problems or issues with productivity, set up a few established guidelines for what your people must do if they face a challenge with their work.

5. Provide Coaching and Feedback

The only way for a team member to know whether they’re performing well in their role is to receive consistent coaching and feedback from you, their leader.

Communicating with your employees can help them to understand what they need to do to improve their performance.

If a team is underperforming, it generally boils down to a few key things. It might be the wrong person in the wrong role or more likely an employee that needs coaching guidance and support.

People want to be successful they don’t want to fail. All they need is feedback and guidance. Deploy this strategy, and you will be amazed how quickly your results start to change.

6. Actively Appreciate Your Team

Finally, as human beings, we are happiest when we feel appreciated and recognised at work. The research department at Warwick University conducted a study to validate that happy employees are more productive. No surprises that the answer came out that the two are closely linked.

That being the case how can you appreciate your team? As I write this post, we are gripped by snow across the country. Maybe it’s hot chocolate all round or finishing an hour early.

Alternatively, how about a good old fashioned; ‘thank you, Amanda, I appreciate what you have done for the team this week.’

While creating a high performing team might not be a simple process, it is an incredible way to improve the profitability and potential of your company. If you can unite and empower your staff, then you can achieve anything.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable 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 building your team or looking for your next career move, we can help. Call us on 01772 259 121 or

If you would like to know even more about building a high performing team this year you can download our latest guide here.

The first 30 days are critical to any job. There’s a lot to take in, new names to remember and you’re still finding your feet and getting settled. On top of all of that, you’re keen to make a good impression, demonstrate your worth and integrate with colleagues. Not much to do then!

We’ve put together the essential tips to help professionals make it through their first thirty days. Follow our guide and you’ll not only survive the first month, you’ll be set up to thrive for a long time to come.

What to do in your first thirty days

The start of a new job is your chance to demonstrate to your new employer what a valuable asset you are. According to Forbes’ research, ‘professionalism’ is the number one trait that employers value. So how can you balance a high degree of professionalism with being focused, positive and enthusiastic?

There are three stages to bring all of these elements together:

1. Your first day: The most important thing you can do on your first day is to be on time. Lateness is unprofessional and gives the impression of a lack of care. Be friendly and open when introduced to colleagues, but don’t overshare or be tempted to speak negatively about your former employer.
2. Your first week: Show enthusiasm when delegated work and don’t be afraid to ask questions if there’s something that you don’t understand. Continue to meet with management and directors. Show an interest in what your new employer tells you about the department, the business and its vision. If relevant, relate this to your own experience, as it may well help the company.
3. Your first month: A new role, a new business and new colleagues all take a little adjustment. Be sure to attend one-to-one meetings arranged by your manager, and if these are not forthcoming then you can request them. Be open to feedback and give feedback in a thoughtful, constructive way. Make your development goals known and work on a development plan with your manager.

Being proactive will put you in the driving seat of your new career and will help you feel more settled and secure. It’ll leave a good impression on your new employer too!

How to make a good impression in your new job

Making a good impression at the start of your new job sets you up for success. It’s about demonstrating your value. You want to reinforce in your employer’s mind that they were right to hire you. The ability to work in a team shows that you’re interested in the collective success of colleagues and the company. Listening, enthusiasm and a willingness to get stuck in show that you’re a good fit while showing off your skills.

When meeting management, be open to what they are saying, especially if they are communicating their vision of what the business or department is working towards. Show an interest and bring your experience to bear: even if you’re not in a leadership position, your experience is valuable and if you have skills or knowledge that will help the organisation achieve what they want, share it. This will impress leaders and demonstrate your skills and commitment.

Making sense of the company culture

Getting to grips with a new job is one thing, making sense of the culture of a business is another. There are several simple things you can do to help you get familiar with your new workplace.

• Make use of your mentor – If you’ve been partnered with a mentor, they can prove invaluable in helping you understand the business. If you have questions about how things work, potential office politics, or anything that’s not necessarily related to the work but the everyday ticking over of the place, your mentor will be able to give you the inside view.
• Attend orientation, meetings and introductions – This will give you a good overview of the company and how it works. Meeting key players and observing them in action will give you a good idea of the leadership style and how this influences the business.
• Pay attention to feedback – Whether feedback is delivered as an everyday drip-feed or in more formal one-to-ones, it gives you a good idea as to the culture. Keep your ears open to what’s being said and learn to understand what is expected of you – being told what to adjust and how to make it better, helps you understand the company’s values in a tangible way.

How to integrate with co-workers

It’s likely that you spend more time with your colleagues than anyone else. So it makes sense to have good relationships with those you work with, even if you aren’t best friends. In order to integrate with colleagues in the first thirty days of your new job, there are a few steps you can take.

On your first day, be friendly and open. A smile and a firm handshake convey trust and create a good first impression. Take time to introduce yourself to your mentor and make sure that you go to lunch! Chatting with people away from your desks is much more likely to see you get along on a personal level which helps to enhance working relationships. Just beware of oversharing and don’t be tempted to talk negatively about your former employer: you’ll quickly destroy trust and be viewed as a gossip.

Over the coming weeks is when you can start to build and solidify working relationships. If your manager hasn’t arranged it, ask to be introduced to the department head. Being aware of who’s who will help you understand your work and build positive relations. If you’re invited to events or networking make sure to go along. Avoiding these kinds of situations gives the impression that you’re not a team player and can damage relations with colleagues.

Hit the ground running

Joining a new business can be a challenging process. But by going through things in a logical and proactive way, you can make the best of your first month. Ensure you tie up your own goals with the goals of the business, demonstrate your value and your boss will be thrilled with their new hire.

Our guide on ‘How to excel in your first 30 days‘ will give you more hints and tips on settling into your new role – download your complimentary copy or contact us on 01772 259 121. We’ve decades of experience working with professionals from a range of industries to place them in their ideal careers and we’d be happy to help with whatever challenges you’re facing.

And if you found this blog interesting please take a look at our other blog on ‘How to onboard yourself into a new job’. You can also register your CV with us online.

Sales professionals often get unfairly criticised by those who say they’re just in it for the money. While that may be true to a degree – after all, very few salespeople become successful without that basic drive to make cash – there’s a considerable amount outside of commission that professionals should seek out from an employer before committing to a job move. Here’s what you need to find out before taking a role with the wrong firm.

Training and development opportunities

In some cases, training is seen as a distraction from delivering what your job requires, but in fact, developing your skills is crucial to progressing your career and any employer worth their salt will look to build on their employees’ pre-existing competencies. If nothing else, it makes simple business sense to want to maximise the potential of the people they’ve invested in. In an ideal world, every job should come with opportunities to further your skills, however not enough organisations actually appreciate the value of developing their staff.

A company that provides a structured training programme is one that’s committed to the ongoing development of its staff, so ensure that you ask for information regarding available development opportunities before making a decision. Asking these types of questions is also likely to look good in the eyes of the employer, as it shows that you’re passionate about growing with the business.

Work/life balance

Yes, it’s true that this possibly isn’t the easiest profession to incorporate flexible working practices, but it can, and should, be done. The working world has changed and, as we all know, modern professionals tend to want more of a balance between work and social time than their predecessors. If businesses want to retain their best employees, particularly those from the millennial generation, then they need to be offering this to their staff. It won’t be suited to everyone and you may not even want to work on a flexible basis, but it’s crucial that employers at least offer this to their employees. Giving these types of perks to staff is one indication of a firm that cares for the development and wellbeing of its people.

Career progression

The last thing you want to do is find yourself stagnating in a role with no potential for climbing the career ladder. Look at the position and consider where it can take you within that particular organisation. It goes without saying that you should be asking about this in your interview, or even before then if possible, but you can also keep in mind that there’s likely to be a considerable amount of information available in the public domain. For example, see if you can track down salespeople on LinkedIn who’ve been at the firm for two-three years and find out how they’ve progressed. It’s a good sign if the organisation appears to have a structured progression path in place with clearly definable targets that allow you to have a clear idea of how you’re developing.

Sales roles are about more than just commission and while it may be the money that attracts you to a role, it’s likely to be the benefits that only the best employers provide that keep you there. Don’t be fooled by attractive OTE numbers alone and instead look deeper before committing to your next sales role, you’ll reap the rewards in the long run.

What other factors do you think sales professionals should look for in an employer? Share your thoughts with us below.

If you want some advice on your career or want to know our current opportunities, call the office on 01772 259121 or email enquiries@clayton-recruitment.co.uk. Visit our jobs page to view all our current jobs.

Senior workers are often given short shrift in the working world. Many are seen as technophobes, grumps and various other redundant and generally untrue stereotypes. However, we believe employers should be doing much more to value the silver end of the workforce, and here’s why.

The most powerful position in the world has been filled by 72 year old Donald Trump since January 2017. That’s not to mention in this country where the leader of the Labour party, Jeremy Corbyn is 67 and the Queen is 90. In the business world the likes of Warren Buffett make a mockery of the idea that senior professionals can’t be effective and with people likely to live considerably longer in the future it makes sense for firms to take advantage of these skills much more than they currently do.

One of the reasons is that, naturally, senior professionals will have considerably more experience than the rest of the workforce. This means that they’re highly valuable assets to have on board because they’ll have a stronger understanding of the long term effects of specific actions. Rather than thinking in the short term, older workers are likely to think more strategically and over a longer timeframe. As we all know, diversity can be the key to business success and having these different perspectives in your team can be immensely valuable. Experience also brings a wider network and older employees are likely to have built up a greater array of potentially useful business contacts than a more junior professional.

Another major factor is loyalty. While it may sound like a sweeping generalisation, it’s very often true. Younger generations tend to job hop – which isn’t necessarily a bad thing – more regularly than their predecessors, while senior professionals are more likely to be loyal to their employer, if you treat them well that is. Part of this stems from the fact that they’re much more likely to have a clearer idea of what they want from a job, rather than eyeing up their next potential opportunity. In fact, a report published by BLS (Bureau of Labour Statistics) found that the average tenure at a specific organisation was considerably higher (10.2 years) for older professionals, than it was for younger employees.

More organisations should also channel the experience held by these professionals to mentor other employees, particularly in communications skills. Older workers will have been around at time when we people communicated face-to-face considerably more than they do now where e-mails, texting, social media and apps like WhatsApp are common place, even in the working wold. They’ve therefore generally got much more advanced communications skills which are essential in the business world, even today.

What attributes do you believe older workers can bring to an organisation? Share your thoughts with us below.

Call the office on 01772 259121 for some expert advice or read our other blogs here.

It’s no secret that businesses want to recruit the best talent. The right skills combined with several years of industry experience is invaluable; a suitable candidate makes a big difference not only to the quality of work but the bottom line too. Yet many businesses are struggling to recruit individuals that have the necessary experience or the relevant skills – and just the right combination of the two. Skills shortages, tough competition and an unstable political and economic climate combine to make the recruitment market extremely tough across all industries – though not impossible with the right help.

Why experience matters

In any industry or line of work the more time someone has spent carrying out tasks successfully, the less supervision they will require and the more effective they will be. Once an individual has three, five or ten years’ experience under their belt they will have encountered many different scenarios, have experience handling clients and varying workloads. At this point the employee may become more useful generally to the employer, as they start to think about developing their career in terms of management or specialising in a certain area that delivers a competitive advantage.

And it’s not just well-honed practical skills that form the backbone of experience. Take the engineering sector; EngineeringUK reports that annually the UK is ‘at least’ 20,000 short of the graduates required to fill engineering posts. The chronic skills shortage is a difficult hurdle for many different businesses to overcome yet it may not be as simple as hiring someone with a degree. Speaking to Director magazine Helen Atkinson, engineering professor at the University of Leicester, says that recent graduates often lack the commercial know-how that is the sum of technical ability and knowledge of how businesses stay profitable.

Experience delivers on the bottom line: businesses need well-rounded candidates that are capable, commercially savvy and have seen most it before. And once they have them, they need to hold on to them.

The three-year itch

Once an employee reaches a point where they are trained and they have some relevant industry experience they become a valuable asset, hence the reason why it’s so difficult to recruit candidates at this stage of their career. The business that spent time and money training the individual is faced with the prospect that they may jump ship, taking valuable knowledge and experience with them. It’s in the company’s best interests to keep hold of those individuals and retain those valuable skills. Simultaneously, they need to attract more staff at that crucial stage of their career in order to keep growing – and competition is high.

Competition isn’t just rife from other businesses within comparable industries, it’s an issue facing all industries. The IT sector is a good example of this: as technology changes and develops the need for people with those skills increases. An IT expert isn’t just needed at Microsoft or IBM, they are potentially needed by any industry or by any company that employs its own IT personnel and requires those skills. So now the competition doesn’t just come from Hewlett Packard or Dell, it could come from the banking and finance industry, healthcare, retail – anywhere.

If a candidate feels tempted by an offer elsewhere there needs to be good incentives for them to stay. Globalisation is another key factor in competition for candidates. An increasingly connected world brings new opportunities for work as well as potential overseas employment that may prove tempting. If businesses are to remain competitive it’s essential that they attract and retain employees that are highly desirable to other businesses both in the UK and abroad.

How to beat the competition and recruit the best candidates?

Recruitment can be a stressful affair at the best of times and especially so in the midst of a skills shortage. Posting an ad on job board or the company website can feel like sifting through an awful lot of sand to find a small amount of gold. It’s time-consuming and takes the focus off running the business, winning new work and delivering existing work. This is where a recruitment agency can really prove its worth.

A reputable, experienced agency will have an extensive network of contacts and a large database of potential candidates at their disposal which can save a lot of recruitment legwork. Any agency worth their salt will have developed good relationships with their candidates and will be able to act as an effective, trustworthy middleman between the two parties.

While there is no magic solution, by being alert to issues surrounding competition and retention companies stand a better chance of attracting skilled, experienced individuals. A professional recruitment partner doesn’t just present a list of the best candidates, they can offer advice on how best to retain them: an investment that pays dividends now and in the future.

If you found this blog interesting, check out our other blog on Where’s all the talent gone?.  Furthermore, contact our team to speak about your recruiting needs, call 01772 259 121.

During a job interview, you might find yourself being asked some tricky questions which put you on the spot. Anticipating them and preparing your responses in advance will help you to manage your nerves and stay composed on the day. So, here are some of the most common questions that trip up interviewees and our top tips on answering them.

‘Tell me about yourself.’

This seems like a very straight forward question but many candidates fall into the trap of thinking this is just a warm-up question to put them at ease and end up telling the interviewer all kinds of irrelevant things that don’t relate to the job. This is an opportunity for you to give a brief outline of your current role and state the personal and professional work experiences that relate to the position you have applied for. One way to prepare for this question is to plan and rehearse a brief statement – a paragraph or so – that quickly describes who you are and what you can bring to the company. Don’t focus too much on your childhood, school life, early career, personal likes and dislikes or hobbies, unless they are relevant to the post.

‘What is your biggest weakness?’

This is tricky because the point of an interview is to present yourself positively. The best way to approach this is to identify a gap in your knowledge or an area where you are seeking to improve yourself, which can be addressed through training or learning. For example, you may need to refresh your skills at using certain software. If you can’t think of anything, look at the person specification before the interview and identify a ‘desirable’ skill that you don’t yet have but are willing to work towards. Whatever you do, don’t tell them about a character weakness such as being continually late or forgetful.

‘What do you like least about your current job?’

The interviewer is looking to see how you speak about your existing employer and role. Be utterly professional and never criticise any individuals that you work with. The best bet here is to mention an aspect that’s far removed from the job you’re seeking. Finish by explaining that, despite the unappealing element, you have learned something useful from it or achieved something fulfilling. This shows that you have resilience and a positive attitude.

‘What has been your biggest failure?’

This is a tough question because it asks you to go over something that you’d probably rather forget, and at a time when you are already feeling under pressure. It is designed to find out more about your previous job performance and anticipate how you might behave in the future. Most importantly of all, the interviewer wants to know what lesson you learned from your failure. The number one rule here is to keep focused on your career: don’t talk about a divorce or anything similar. Equally, don’t mention something minor from years ago, like not passing a school test. Some candidates avoid the question and claim never to have failed at anything, but that also suggests that they’ve never taken any risks.

A top tip is to use the STAR framework (Situation/Task, Approach, and Results) to explain what happened. For example, you had to pitch to an existing client to win £10,000 of additional business. You approached it casually because you felt certain that the work was a dead-cert. Unfortunately, the client felt that a rival went the extra mile and gave the work to them. You have learned to treat every pitch with equal attention, regardless of your existing client relationship.

‘Where do you expect to be in five years’ time?’

This one is so common that we have written a blog specifically on answering this question.

Remember that employers just want to get a better idea about your background, your communication skills and how you’ll perform if they offer you the job. If you rehearse answering tricky questions and frame your responses so that you present yourself in the best possible light, you will impress interviewers, even when talking about your mistakes or weaknesses.

​For more job interview advice from the team, check out our other posts here.

If you are looking for a new role check out our current jobs or if you want some career advice get in touch today.

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