As an organisation with our finger on the pulse of all things recruitment in the North West, we have an understanding of the skills that firms in the region seek.

But what are the five most in-demand roles in the North West at the moment?

Fork lift drivers – reach and counter balance

These are the two main types of fork lift truck and an increase in demand is generally noted around this time every year as organisations begin to prepare their operations for the busy Christmas period. A rise in orders and products moving through factories and warehouses obviously facilitates a need for this type of professional. In addition, the rise of e-commerce has also contributed to the rising demand, as more staff are required to manage the ever-growing numbers of orders conducted online.

Customer service with sales and order processing

Along similar lines, customer service specialists are being sought after by the more organised retailers looking to get their workforces into shape in the run up to Christmas. This time of year always drives an increase in the number of products bought and with the aforementioned growth of e-commerce, along with the minor resurgence of in-store shopping, retailers are recruiting accordingly.

Commercial financial analysts

The growth of e-commerce has also driven an increased need for data specialists who can analyse huge information stacks and identify trends for their employers to base marketing and promotion campaigns around. Retailers and other organisations are much more reactive now than ever before and seek real-time updates that allow them to refresh their product displays and pricing in line with demand and popularity. These skills are highly transferrable and firms seem open to hiring from other industries, as long as the requisite skills are in place. Professionals in the likes of the financial services industry, are particularly highly sought after for their experience in working with large and often highly complex data sets.

Marketing and brand managers

Having a strong brand has perhaps never been as important as it is today. Commercial sectors across the board are crowded with companies competing over the same narrow vertical market share and are seeking ways to stand out from the crowd. This has driven a major rise in demand for marketing and brand managers who, as with commercial financial analysts, often possess transferrable skill sets and are being hired from other industries.

Production workers

Finally, the run up to the busy Christmas period has also driven a need for manufacturing and production staff across the board. This one is easy to attribute – consumers buy more products at this time of year than any other and rather obviously, professionals are sought after to actually create these products, both physical and digital.

If you’re looking for your next position in one of these highly sought after roles then you’re likely to be in luck, as organisations across the board are on the hunt for professionals to fill their teams – get in contact with the experts if you’re looking for your next game-changing position in the North West.

Take a look at some our other blogs to gain some more valuable career advice

Or take a look at our current roles to find your next game-changing role.

Being a Recruitment Consultant is challenging, make no mistakes about that. While you have responsibility for one of the most potentially pivotal moments in someone’s life, you’re also open to criticism, will be expected to hit often challenging targets, and have to put in a considerable amount of hard work. At the same time, the rewards are plentiful, and the most successful Consultants have the opportunity to earn a huge amount of money.

Here at Clayton Recruitment, we’re constantly on the lookout for our next new hires. We like to think our Consultants, and the company as a whole, does things in the right way, which is why we’ve provided our top tips to be a better Recruiter:

Know your clients and candidates inside out

All Recruiters should focus on learning as much information as possible about their clients and candidates. If you have outstanding, deep knowledge of the people and organisations you’re working with, then you’re likely to be able to match the two together more effectively. For example, one individual, who may not initially seem like the perfect fit for a position, may be ideally suited to the culture of the organisation, but the only way of discovering that is to dig deeper and have a full understanding of everyone and every opportunity you’re working with.

Network, network, network

No top tips to be a better Recruiter list would be complete without some advice on networking. It isn’t everyone’s cup of tea but it’s an incredibly effective way of getting to know more people and therefore expand your potential candidate and client base. However, relatively few of us are entirely comfortable with speaking to a room full of strangers so it’s important to ensure you’re fully prepared. Check out our recent guide on effective networking for some top tips, and remember to keep the potential benefits it could bring to your current role in mind. Word of mouth travels fast, and it’s likely that effective networking could exponentially expand both your network and your client and candidate base.

Be clear with job specs

Clarity is also a valuable trait from the candidate’s perspective. Recruitment has developed a bad reputation in some quarters for misrepresenting opportunities, which most commonly occurs within the initial job specification. It’s critical to remember that the job specification is the main way you will attract candidates to roles, so it’s worth spending time on them to ensure you get them right. If you’ve struggled to source candidates it can be tempting to overstate the role somewhat, but don’t fall into the trap. This will only create issues in the long run and could erode any goodwill you’ve spent a considerable amount of time building up. It’s your responsibility to prevent this from happening and you must ensure you get a minimum of five hard and clear performance objectives that clarify real job expectations, rather than just a list of mildly desirable traits.

Don’t stop digging

Not everyone is a good interviewee, in fact, relatively few of us are. That means that a candidate might not always open up and reveal information that could show they’re actually a perfect fit for a role. Even if they are ‘a good skills match’ with the position, you may have concerns about their fit with the company culture, so it’s critical to learn as much you can and to find out as much information as possible. Don’t be afraid to ask probing questions as it may help you to identify characteristics that may not have been immediately obvious, and that could perfectly align the individual with your client.

Follow up everything

Just because a candidate didn’t get a role this time, doesn’t mean they won’t be a good match for one that you may be filling later. If you’ve worked long and hard to bolster your reputation with clients, it makes no sense to throw it all out of the window and forget about the person once the process has been completed. Post interview, a shocking 74% of the feedback candidates receive is little more than a standard template, which doesn’t exactly encourage them to apply for another role with you in the near future. Taking time to inform candidates about the decision and the reasons why it was made will bolster your reputation and is likely to increase referrals.

If you’re looking to join an organisation that can enable you to develop all of these skills, then check out our current vacancies.

Take a look at some our other blogs to gain some more valuable career advice.

Or take a look at our other current roles to find your next game-changing position.

George Osborne (remember him?) and the idea of the Northern Powerhouse have been absent from the public eye in recent times. While the former left politics altogether and now holds approximately 47 different jobs, including Editor of the Evening Standard, the latter suffered from the Brexit vote and the ensuing general election and has, until recently, been relegated to the back burner. However, according to recent reports, the Northern Powerhouse is back on track, but what will it mean for recruitment?

Rising optimism

Jim O’Neil, the former Goldman Sachs economist – who quit as Treasury minister last year after a series of disagreements with the government – is now feeling more positive about the prospect of the Northern Powerhouse project actually happening following the departure of two key advisors. He commented that the resignation of Nick Timothy and Fiona Hill removed two significant barriers that had previously held back the development from taking place. “[Theresa May] has lost the two main internal opponents of the Northern Powerhouse…They would not even use the term.” He also insisted there was now ‘sufficient momentum’ from government to press ahead, adding, “It is up to people locally to take that momentum and carry it on.”

But what would the Northern Powerhouse mean for recruitment in the UK?

The development of the Northern Powerhouse would spell good news for firms based in the Northern regions of the country. In a survey we conducted last year, 75% of companies were optimistic about the potential impact of the project with the main reasons cited as improved transportation links between major employment hubs as well as an increase in population, meaning a larger, skilled talent pool for organisations to hire from.

The success of businesses – aside from those that are now employing robots – tends to hinge on the skills and expertise within their workforces. Without access to skilled talent, firms have little chance of being successful, regardless of the strength or willpower of their leadership. However, in recent years many have struggled to attract the potential employees they need to facilitate growth and expansion and instead have faced significant hiring challenges. The introduction of improved links with the rest of the country, and the knock on investment and development that this infrastructure would attract, could bring thousands of professionals to other areas of the UK, removing the current economic mismatch between the North and the South and potentially creating a myriad of jobs across a wide range of industries.

The Powerhouse is still certainly in the concept stage and there is a major amount of work and activity that needs to take place to even get it off the ground. However, if Jim O’Neill’s predictions are correct and it does get closer to being given the green light, firms across the UK, but particularly in the Northern part of the country are likely to benefit.

Businesses in the North specifically are justified in feeling that the region has been neglected in favour of the South in recent years, however the development of the Northern Powerhouse could change all that. It could level the playing field, respread investment across the UK and mean that businesses in areas that had previously struggled to hire, would now have access to much larger talent pools, what’s not to like?

What benefits do you think the Powerhouse could create for northern businesses?

Take a look at some of our other blogs to find out about employment opportunities in the North.

Or take a look at our current jobs to find your next game changing role.

You’ve landed a new job, so why do you feel so stressed? Part of the reason in probably the worry over handing in your notice. It can be challenging to part ways with an employer, particularly if you’ve been there for a long time. After all, you don’t want to seem disloyal, or like you’ve gone behind their back to secure a new role. You may also be worried about burning bridges or impacting long term-relationships. We’ve provided some helpful tips that should make handing in your notice a stress free experience.

Bringing it up

Don’t hang about when you’ve been offered a new role and look to book a date in the diary as soon as possible when handing in your notice. Leaving it until later will only mean the issue is hanging over you and it could even begin to potentially eat into your notice period.

What to say

The vast majority of meetings will only be awkward if you make them so. Your manager is most likely an experienced professional so this won’t be the first time they’ve dealt with someone leaving. They’ll probably ask you where you’re moving to, and why, and if you want to avoid burning bridges, focus on the opportunity you’ve been presented with, as opposed to the reasons for you leaving the current firm. It’s advisable to resist the temptation to criticise the company and instead focus on confirming your resignation, telling your boss about the new role and thanking them in person for the support you’ve received.

The counter offer

Unless your boss has been counting down the days until you hand in your resignation it’s possible that you’ll be made a counter offer in the form of a promotion, pay rise or potentially even both. But what do you do when you’re intent on handing in your notice?

Whatever you do, don’t accept anything there and then. Weigh up your current options and consider whether a pay increase or change of role is actually what you’re looking for. Can your current company keep up with your ambitions? If so, why haven’t they already? It can be tempting to accept an offer on the spot, but if the same problems will reappear a few months down the line, then it’s probably not worth taking it.

What to write in your resignation letter

When it comes to your resignation letter, keep it professional and as straightforward as possible. Inform your manager of your decision and, if you’re genuinely sad to be leaving, write something along the lines of “it is with regret that I have decided to move on.” Then you should confirm when your last date will be, state that you are happy to assist with handovers or training and end on a positive note and again thank them for the support they’ve provided during your time with the business. You can, if you like, go into greater detail about why you’re leaving, but it’s likely you will have broached this in the meeting.

How to deal with workplace emotion

If you’re a valued member of staff and have a good relationship with your boss then they may find it hard to mask their emotions, but in this instance it’s ok to be empathetic and express your sadness about your departure. However, it’s also advisable to keep a level head – this is still a professional relationship and you’re, hopefully, doing what’s best for your career. You might feel a touch of guilt once the decision has been widely announced but, again, this is only natural, particularly if you’ve got friends at work and/or a supportive boss. Just remember, if they really care for you, they will want you to succeed so shouldn’t have any ill feeling towards you.

Handing in your notice can be stressful, but it doesn’t need to be. Follow our handy tips and get in contact if you’re considering finding a new role at a new company.

Check out some of our blogs to gain more cutting edge career advice

Or take a look at some of our current jobs

©Depositphotos.com/AndreyPopov

Regular readers will know we often use this blog as a platform to provide cutting edge insight and offer tips to professionals on how to get ahead in their careers. However, after a period of rapid growth and expansion we’re now looking to bolster our ranks and take on skilled recruiters – of all experience levels – to work out of our North West base. But could you make it as a recruiter?

Hard-working, but satisfying

It would be remiss to suggest that working as a recruiter is all sunshine and lollipops and the role can include a lot of hard work in order to be successful. However, it’s worth the occasional stressful day because you also get the satisfaction of knowing that you’ve potentially changed someone’s life. Securing a job can often be a pivotal moment for an individual, and their wider network, and contributing to such a major step is a highly gratifying feeling.

Communication

This is a key attribute and there are few, if any, top-level recruiters who don’t possess the ability to convey their point clearly and concisely. You’ll often be dealing with incredibly busy professionals who don’t necessarily want to take time out of their day to speak to a recruiter, which means it’s critically important to get your point across quickly yet accurately. It’s not just oral communication either, you’ll also have to possess the ability to engage effectively with people via email and through employment platforms like LinkedIn.

Belief in your ability

You’ll be placing professionals who are often true subject matter experts and they’re hardly likely to take career advice and guidance from someone they suspect may not know as much as they say. You have to be able to portray confidence to both clients and candidates if you want to be taken seriously, and that only comes from possessing true belief in your ability. As mentioned, changing roles can be one of the most significant moments in an individual’s life and they won’t want to be led on that journey by someone who doesn’t come across as credible and professional. Believe in yourself and those attributes will begin to shine through.

Self-motivation and resilience

As with any other job, recruiters will have good days and bad days. However, unlike some other sectors, it’s near-on impossible to ‘hide’ in the hiring industry and your employer will expect you to be able to take the rough with the smooth while still performing to the best of your ability.

The benefits

Now for the good stuff. After all, that hard work isn’t for nothing and one of the major perks of working as a recruiter are the benefits on offer. While the job descriptions promising you “45K BASIC SALARY OTE AFTER TWO WEEKS 400K” are, frankly, nonsense it’s certainly true that you can earn a significant amount working in the hiring field. Recruiters secure commission on the placements they make so hard-working and adept professionals are able to take home added benefits. Depending on the firm you work for, you’re also likely to get alternative perks. Here at Clayton Recruitment, for example, we offer an annual car incentive, raffles for super prizes, corporate days out and a team and company profit share system. We’re also firm believers in the power of CPD and offer training and development opportunities – along with potential study leave – to all of our consultants. Obviously, not all organisations will offer these types of extra-curricular perks however it can be a good way of identifying which firms will make the best employers.

Could you make it as a recruiter?

So after reading that, could you make it as a recruiter? If the answer is yes then get in touch with our team to find out about the roles we have on offer in our North West headquarters.

Take a look at some of our other blogs to find out what life is really like as a recruiter. Or browse our current roles to find out what’s available outside of the recruitment industry.

While social media can be an excellent way of promoting your individual brand and add a personal context to your CV, it also has the potential to significantly damage your online reputation and may hinder you in your search for your next role. There is no way of knowing what the long term implications of posting content online will be, a status or photo that may seem harmless at the time may discourage a future employer from taking you seriously, or considering you for the position at all.

Protect your online reputation

According to research conducted by cyber security experts Norton, millennials need to be more conscious about their digital footprint. More than a quarter of 18-34 year olds have no idea what appears when their name is searched online, and perhaps more worryingly 48% of hiring managers indicated that they chose not to take on an applicant after discovering something on their social platforms. Moreover social media is a standard used by recruiters to help them select appropriate candidates for interview. So how can you manage your online reputation, and ensure that it bolsters your CV, rather than hinders your job prospects?

Start by googling yourself. This is the first step that any recruiter or potential employer will take, so it’s important that you know what they’re likely to find. As the number of social media profiles we have steadily increases, so too does the amount of information potential employers are able to find out. So it’s important to check your privacy settings. While you may want to have more professional platforms such as LinkedIn and Twitter open to the public, it’s unlikely that you’ll want employers to be able to trawl through your personal photos on Facebook or Instagram.

What would a potential employer think?

It’s also worth considering the type of content you are posting on your profiles and the impression this might give to a future employer. It’s definitely not advisable to post potentially embarrassing photos on any of your public profiles, or to ignore unprofessional ones you might have been tagged in. In addition it’s worth bearing in mind how a rant about how awful your day at work has been might look to someone thinking about hiring you. Impulsive updates are also not a good idea – take Donald Trump for example, who has launched countless Twitter rants and now faces a serious backlash which is likely to hurt his campaign for the most powerful job in the world.

Social media can be great at demonstrating your personality, however in terms of advancing your career it’s important that you find the right balance between personal and professional updates. You might want to tweet pictures of the salad you had for lunch, but you might want to counter that with a link to a recent blog you have written, or write about a professional development course you went on recently. For every five updates you post, it’s recommended that at least one is directly related to your career or personal development, that way an employer only has to scroll through your most recent updates to know you are hardworking and committed to your role.

Finally, make a note of who you are regularly engaging with on Twitter, if you are retweeting or sharing friends’ updates it’s vital that you consider how these might reflect on you. Try to engage with industry professionals or get involved with live chats to show that you are actively engaging with relevant sector conversations.

Don’t let your reputation be tarnished through social media

Social media can be great for interacting with friends, however it can also be a professional minefield so ensure you always remain conscious about how a potential employer may view your online profile, and make sure your profiles and privacy settings are all in order before beginning to search for a new role.

For more tips from the Clayton Recruitment team click here. And if you’re looking for your next role we should be talking. Get in touch today or take a look at our vacancies here.

©depositphotos.com/godlove

We recently undertook analysis of the North West employment market which was covered by recruitment publication, Recruitment International and professional body, The Association of Professional Staffing Companies(APSCo) featuring comment from our commercial manager, Tracy Bolan.

The research is based on a comparison of vacancy levels across our broad areas of expertise and highlights the ongoing skills requirements of employers in the region. The findings show that there are increased levels of demand for accountants in practice, sales administrators, sales hire desk controllers and welders here in the North West.

©depositphotos.com/AndreyPopov

There was once a time when onboarding was somewhat of an afterthought, or indeed, a non-thought, for many organisations, however most companies will now have comprehensive programmes to ensure that successful candidates are swiftly integrated into their culture. Even so, as a new starter you should make the most of your first few weeks at a new organisation, and take steps to ensure you onboard yourself to the best of your own ability.

Before you begin

Make sure to utilise the break between roles. Don’t let the grass grow beneath your feet on the gap between finishing an old position and starting a new one. While it is important to make sure you’re well rested and mentally prepared to start in a new job one of the most effective ways to make use of any time off in-between is to create the foundations for strong professional relationships. Write a personal thank you to your interviewer, or hiring manager, thanking them once again, and take time to find out what you can about your new line manager and colleagues.

Review your induction schedule and handbook. It’s likely that you’ll receive both before your start date, so make sure you set aside plenty of time to read them both through thoroughly. Pay particular attention to the dress code, and give yourself enough time to find appropriate outfits if the formality differs from your prior place of work. If you aren’t provided with a schedule or policy handbook, requesting them will certainly set a good impression.

In your first week

Regardless of seniority, as a new starter, it’s crucial that you take the time to speak with each of your new colleagues. Establishing the foundations for strong professional relationships creates a more enjoyable work environment and can help you grasp the office structure and culture more quickly. If it helps, prepare some small-talk topics to draw on when introduced to new colleagues – this can be particularly useful if you’re joining a large team.

At the end of your first week, schedule some time to sit down and speak with your line manager to discuss how you are finding your new role. This conversation will give you a chance to get some initial feedback, discuss anything you are finding challenging, and ask about how your progress will be reviewed in the coming weeks and months.

Looking forwards

Professional development should be an ongoing effort. Make sure to set yourself a 90 day goal at the end of your first week, and regularly review your progress towards achieving this. It is also important to regularly review your skillset and discuss opportunities to develop any skills which would benefit your new work, or team.

Find more career advice and insight here.

Lynn Sedgwick, Managing Director of Clayton Recruitment, recently featured in the Daily Mail offering her top three tips on negotiating the salary you want. Here is her advice:

Demonstrate your worth in monetary terms

‘That means giving examples of the times you’ve saved – or made – your employer money or have achieved something that has made a significant difference to the firm like changing inefficient processes, or opening a new business division.’

Be prepared to negotiate

‘You need to be able to state your case in a clear and concise way and don’t be afraid to haggle. The vast majority of interviewers will expect this to happen and so will leave a bit of wiggle room to potentially move your salary up.’

Good experience if handled correctly

‘The worst thing that can happen – if you conduct yourself properly – is that the interviewer says “no” and that answer won’t last forever. Even an unsuccessful salary negotiation can provide you with good experience so it’s worth giving it a go if you value your chances.’

You can read the article in full here. And more tips from the Clayton Recruitment team visit our blog.

©Depositphoto.com@ garagestock

Tracy Bolan, Commercial Manager at Clayton Recruitment, was recently featured in the Blackpool Gazette talking about the most in demand roles in the North West. The analysis was based on a study conducted by comparing vacancy levels across Clayton’s broad areas of expertise and highlights the ongoing skills shortages affecting many fields. Here’s what she had to say;

CSCS Cleaners

“There’s currently a real demand for, but short supply of, cleaners with the required professional certification to work on 80% of UK construction sites. The Construction Skills Certification Scheme (CSCS) Construction Related Occupations (CRO) cards act as industry standard documentation and demonstrates that professionals have both the skills and necessary health and safety knowledge to work in potentially dangerous work sites.”

Payroll Specialists

“At least one payroll specialist is required when a business exceeds a certain size, and the increased level of demand is a positive indication of growth in the region. HR roles and payroll specialists in particular often act as a barometer for both hiring sentiment and general business confidence. However unfortunately there is a shortage of both permanent and temporary payroll specialists, meaning that vacancies continue to outnumber candidates.”

Accounts Assistants

“Finance is a professional sector performing particularly well across the North West at present, and although accounts assistants continue to play a crucial role across both in house teams and accountancy practices, the latter is experiencing a particular shortage. This is likely, in part, due to the stable and lucrative career paths that firms offer, with professionals reluctant to move roles. However as more individuals realise the benefits of relocating to the ‘Northern Powerhouse’ it is likely that these shortages will fall into decline.”

MIG Welders

“As with many highly specialised jobs in the construction sector there is a dearth of MIG welders operating in the region. MIG is a particularly niche area of the wider welding specialism and is utilised in the construction, manufacturing and automotive industries to ensure contaminates don’t enter the weld. The government took action against the shortage of welders in 2013 by allocating £4m to fund high quality welding training, but more needs to be done to encourage both young people and individuals looking to retrain to enter the construction industry.”

Sales Administrators

“Another role which experienced a steady rise in demand is that of sales administrators, over recent years the organisations across the North West have become more profitable and have had a significant number of orders to process. At present administrators are stretched in their roles and candidate supply is falling short of demand.”

For more insights and tips take a look at our blog.

©Depositphoto.com/@ Devon