As we head towards the end of the year and get ready to welcome a new one, it’s an ideal opportunity to reflect. That’s why we’ve put together this blog, to help you assess what difficulties the world of business has faced this year, and how to plan so that 2019 gets off to a successful start.

Challenges and opportunities in 2018

Businesses have faced many challenges over the last year, and this has been reflected in the job market. Job stability is always something that worries candidates, and this has been a hot topic of conversation that we’ve had with clients this year. Good retention rates are attractive to the top talent; they want to feel reassured that their skills and contribution will be appreciated and held onto.

However, Brexit has made this challenging, continuing the theme from 2017. Companies across all sectors are having to work harder than even to attract and retain the very best talent. It’s been well publicised that industries that rely on migrants from the EU to complete low-skilled work have been the hardest hit.

It’s not all doom and gloom however. The Edge Foundation has reported that despite the predicted one million vacancies due to a tech skills shortage by 2020, Brexit could give the UK access to new markets and pools of international talent. That’s good news on the horizon for tech companies, a sector that’s ever-more important to our digital society.

What’s happening in the market: plan now, succeed later

As we pointed out above, Brexit is proving tricky for employers and the uncertain climate is something that comes up regularly with our clients. The best way to protect yourself from fluctuations in the market is to plan for all eventualities; in fact, CIPD found that 26% more businesses are focused on developing current staff. Not only does this improve your retention rates, making your business attractive to candidates, it means you’ll have exactly the skills that you need in-house.

Back in January we reported that some of the most in-demand job roles were fork-lift truck drivers, administrators and telesales executives. Naturally, as we have neared the end of the year and Christmas there’s been an increasing focus on temporary positions. This is something that we’ve been continuing to grow, following our client’s needs and demands. We recognise that for many businesses, there’s often the need for extra help without wanting to take on the commitment of a full-time member of staff, so a temporary staff member is a great alternative.

Partnering up with Clayton Recruitment

Whether recruiting for temporary or permanent positions, quality candidates will always make the process of hiring much more efficient and this is exactly what Clayton aims to deliver to our clients. There is a number of ways in which we work to achieve this:

• Providing you with a dedicated account manager
• We build trusting, long-lasting client relationships – we always take the time to listen to your needs and challenges. We don’t just want to understand your business, we learn about your culture and values so that the candidates we put forward are the best all-around fit
• Consistently growing an established database of quality talent

By focusing on your success, we have reinforced our own values of trust, relationships, and growth. These values are what clients appreciate, and we often share the same values as the businesses that we serve, making for a stronger partnership.

We take building positive client relationships seriously, and also strive to build strong relationships with our employees too. So if you’re the kind of company that is committed to building an employer brand that not only attracts but retains talent, then we could be a good match!

In fact, we recently helped a multinational technology business with offices across the UK, who had been struggling to source quality candidates with the relevant skills. They would often receive too many irrelevant CVs, which wasted time sifting through. Training staff internally would take a long time to get to the required skill level; the business was growing and there was pressure to recruit the necessary skills into the company.

By comparing what we knew about the business with our talent pool, we were quickly able to fill the post. The client was delighted and we were thrilled with their glowing review: “I would recommend Clayton Recruitment because the feedback, quality of candidates and speed of response are all critical, all of which Clayton do well.”

Of course, every business measures success differently, although 91% of clients have reported being really pleased with Clayton and the results of working with us.

Talent can be the scarcest resource, which is why our goal is to use our market expertise, insight and networks to ensure that we provide the right people to the right company, so that they become their greatest asset.

Clayton Recruitment’s success stories

It’s great to hear such positive feedback, and plenty more employers agree: in our lifetime, Clayton Recruitment has filled over 2,000 placements. We’ve helped fill vacancies for everything from middle to senior management, mass recruitment to seasonal positions. Each new assignment teaches us something, whether it’s better understanding a client’s business or deepening our industry insight, we strive to improve our service constantly.

Offering our clients a comprehensive and seamless recruitment service is what makes us tick. Thankfully, this passion is paying off because since our MD, Lynn Sedgwick, took charge in 2013 we’ve grown year on year.

Looking ahead to 2019

Of course, it’s important to reflect on the year and to celebrate growth and success – but it’s also exiting to look to the future as well! Each and every win for us means that we’re better able to serve you in future.

And if you are thinking of recruiting, it’s not too late to get things underway and welcome a new-starter in January! We’ll be here until the 24th of December and will be more than happy to help with whatever recruitment challenges you’re facing.

Whether it’s a last-minute temp emergency for the festive season or a full-time employee for your 2019 growth plans, call us on 01772 259 121 and our friendly consultants will be happy to assist you.

In the meantime, you might like to find out more about what a specialist firm can bring to the table in our blog: Big firm, little firm…get the best from your recruitment provider.

You may also like to download our latest report on trends in recruitment: The 7 critical recruitment trends for businesses that will impact your talent pipeline in 2019.

We hope you have a great end to 2018, and we wish you a very Merry Christmas and a Happy New Year!

A new job brings with it new challenges and the opportunity to make a positive change. But what if you’re on the fence about leaving your current role? Deciding whether to stay in a job or to leave is a complex process. For many, there is a whole range of considerations to make, from skills and experience to job security and family commitments.

There’s no one-size-fits-all approach, the choice has to be an individual one that suits you. That’s why we’ve put together this blog to walk you through important considerations and hopefully to make the decision a little easier for you.

Weigh up your options

If the possibility of leaving your position is on your mind, it’s useful to start by weighing up your options. The first step is to consider your job role and the business generally, and look at all of the positives, followed by all of the negatives. Does it meet your career ambitions, are you achieving your own goals of where you’d like to be now or in the future? When you compare the two lists side by side, does one significantly outweigh the other or is there not much in it?

The next step is to think about your skills and experience: what value can you add? Hands-on experience is a real asset to any company, so look for opportunities where your work experience matches up with demand. The Edge Foundation has published research on the skills shortage in the UK and according to its findings, ‘employers are looking for individuals with work experience…above the paper qualifications that are often only used to sift.’ Paper qualifications do matter, but practical skills such as the ability to handle a situation confidently and think on your feet are usually much more useful to an employer. The trick is to research what’s out there, trends that are affecting your industry, and how your skill set could fit with the kind of roles that are available.

Don’t forget about skills that aren’t strictly related to the work either. Having managerial experience, another language, or knowledge of a particular sector can all be valuable to a potential employer, so make sure you highlight these aspects too. Many job seekers also find it beneficial to have a chat with a recruitment consultant as well as doing their own research.

Approaching the end of the year; time for a change?

If the thought of finding a new job is playing on your mind, the start of a new year is the ideal time to make a change. According to HR Magazine, January is the most likely time for employees to start a new job, with nearly a fifth of people (18%) saying that it’s the most popular time to move. If you’re making plans for the future of your career, a new year and a fresh start can give you the impetus to bring the plan into action.

Important considerations

When weighing up whether to leave your job or to stay, there are considerations to make that will impact your decision. One of the most common factors that crop up for working professionals is the issue of job stability. And while uncertainty can be exciting for some, many people find that the stability of their job is not something they want to risk. This can be a deciding factor on whether to stick with a company or to leave. If you feel that your position would be more secure elsewhere, it may make sense in the long term to make a change now.

The big issues like stability are important, although a range of smaller issues can add up to influence your decision. Some of the most important considerations when deciding to stay or go are around ‘push’ and ‘pull’ factors.

Push factors are exactly as they sound – things that make you want to look elsewhere. They might include:

• Doesn’t meet with your career ambitions and goals.
• Work life balance – are you able to achieve your life goals?
• Feeling that the work isn’t suited to you, that you are not challenged by it, or that the workload is simply too much or too little.
• Disagreeing with the overall direction of the business.
• Is the company growing, or does it feel like it’s staid?
• The general company culture doesn’t fit with your values.

Pull factors are things that draw you to a particular job role or company. These might include:

• Career prospects – is there room for promotion within the business?
• Do they encourage people to learn and develop their skills and experience?
• Location – would a move mean a shorter commute, for example?
• Salary – money can be a powerful motivator and a higher salary can be an attractive pull for many people.
• Benefits – the right benefits package that appeals to you can be very appealing and can give an indication as to how the company treats their staff.
• Will a move to the new company help fulfil your own career plan?

How a recruitment agency can help you decide

A recruitment consultant can assist job seekers in a number of ways:

• Overview of the market: consultants are in constant communication with businesses of all shapes and sizes in a range of industries. They are well versed in what the market looks like currently. Chatting with a consultant will give you a good idea of what’s out there and what real employers are looking for.
• A fresh perspective: having knowledge of what businesses are looking for can help you, as consultants can encourage you to emphasise skills that you might not have known were sought after. They can also suggest roles that you may have otherwise overlooked, giving you a better chance of finding the ideal job role.
• Feedback and insight: any recruiter worth their salt will have developed good relationships with their clients over time. They can ask employers for feedback, which candidates can sometimes feel shy or awkward about asking for. This gives you useful insight into how you can improve your interview performance next time.

Decision time

When you’ve weighed up your options, thought about whether the timing is right and considered all of the various push and pull factors, it’s time to make a decision. Your recruitment consultant will listen to your goals, offer advice, make suggestions, and match your skills to available opportunities, or search for opportunities that better suit your career goals, now and in the future, with employers that you want to work for. Ultimately, however, they cannot decide which job is right for you – only you can make the decision to stay in or leave a job.

So if you’re feeling a little unsure about what to do, perhaps increasing your awareness of what’s out there will help you decide. Our recruitment consultants would be happy to talk through your options – why not give us a call? We’re on 01772 259 121 and would be pleased to hear from you, alternatively you can look at our vacancies online.

You may also find our last blog: How to tell whether your job is going well or not, useful in helping you evaluate what you’d like to do.

When things are going well in your job it’s a great feeling. Work that interests you and which you find enjoyable doesn’t just make the week go by quicker, it leaves you feeling fulfilled and that you are making a difference.

But what happens if things aren’t going quite so well? What tell-tale signs should you look out for, and how can you tell whether seeking employment elsewhere would be beneficial? With 24% of British workers feeling that their workplace culture is not supportive, being able to recognise whether your job is going well or if elements of it, such as culture, could be improved is important. That’s why we’ve put together this guide to help you determine how well your job is going – and what you can do to make a positive difference.

When things aren’t quite going right in your position

In life and at work things sometimes go wrong. Perhaps you applied for a promotion that you didn’t get or maybe you made an honest mistake in your work. Whatever the reason, when things don’t quite go right, it can be very off-putting. It can leave you feeling distracted, worried about your position, and this can often lead to underperformance, creating a vicious circle.

The most important thing is being able to recognise when you can make improvements and when things are beyond your control. For example, asking your senior team or even HR for feedback might explain what you could do differently next time to secure the promotion. Or maybe you’ll discover that the budget for the new position was unexpectedly withdrawn, which isn’t something you can help. Positive action will give you a clearer answer than worrying about a situation will, and will save you the sleepless nights too!

How do you know if you should stay in your position or leave?

Being positive and taking proactive steps are important. However, if you feel that things aren’t quite right it’s still important that you consider whether you should stay with or leave the business.

If you’ve asked yourself what changes you can make for the better, acted on those changes, and things still aren’t working out, the next step is to speak to your manager. Can they provide extra support? If things don’t improve, or if help is not forthcoming then it could be a sign that it’s time to consider a new position.

What are the warning signs for when things are not going well?

Determining whether your job is going well or not can be tough, although there are signs to watch out for which will help you decide.

Internal factors: Low motivation is a clue that your job is not fulfilling you. If you fear the thought of working with colleagues or seeing your boss then it’s also a sign that things could be better. Spending time wishing for the weekend or dreading Monday morning are also indicators that the job is not going as well as it could.

External factors: Key things to watch out for which suggest that your job is not going well are missing targets, being invited to performance reviews by management, and not being asked to perform certain tasks. Ask for feedback wherever you can as this will equip you with information which you can act on and try to change things for a more positive outcome. If the feedback is vague, very negative or you don’t receive any, then it could be an indication that the job isn’t playing to your strengths.

What is your workload like: too much or not enough?

Your workload has a big impact on your success in a position. While being busy can be very motivating, having too much to do can be detrimental. Figures from the Health and Safety Executive indicate that 526,000 workers suffered from work-related stress, anxiety and depression during 2016-17. Earlier reports suggest that 44% of all work-related stress was caused by the individual’s workload. If you find yourself in a similar situation, then a discussion with your manager could result in something more achievable.

On the other hand, maybe you feel that you don’t have enough to do. If you’re unmotivated or under stimulated by your work, it could mean that the position isn’t quite right.

It’s about achieving a balanced workload that will challenge you without leaving you burnt out.

Is the company culture right for you?

The culture of a company influences not only your work but also how much you enjoy working in your job role. If the culture doesn’t appeal to you, then it can be a major factor in prompting you to leave. Research published by Deloitte found that 87% of companies believe that culture is important and are working to improve it. While that’s an encouraging thought, it doesn’t necessarily mean that your employer’s culture fits with you. In fact, as little as 13% of the global workforce is ‘highly engaged’. If you feel that there’s still work to be done on your employer’s company culture, or if you don’t feel engaged by it, this will impact on how you feel about your job and your performance in the end.

Do the firm’s values marry with your own?

The values of a business often link closely with its culture. If the values don’t match up with your own then you might find that things don’t go smoothly in your job. Company values often influence the everyday things about a workplace, such as how colleagues interact with each other. They also have an impact on much broader issues, covering everything from the company’s social responsibility to their environmental policy, it’s gender pay gap reporting to flexible working.

If any of these values differ to yours, the impact is likely to affect how you feel about your position. For example, Deloitte and Timewise carried out research which found that 30% of flexible workers felt less important than their colleagues. Whatever your company’s values, if they jar with your own personal values it can make your experience of a job very unenjoyable increase your chances of looking for a new position.

Feeling happy with your decision

Whether you decide to stay in your current job role or to move on, the most important thing is that it’s the right decision for you. Taking the above into account will help you establish whether or not you should stay and try to make improvements or to jump ship.

We’ve worked with professionals for decades to help them get the best out of their careers – whether that means staying or leaving a job. So, if you’re feeling unsure about the best course of action, then speak to one of our team on 01772 259 121 – we’d be happy to help.

If you are thinking of moving jobs, then you may like to read our blog: How can you tell if a job is right for you.

You can also register your CV online, and why not have a browse through some of our existing vacancies.

It’s perfectly natural to feel nervous and slightly uneasy in an interview, after all, it’s an important process and one that could shape your career prospects for years to come. Getting a job, as we all know, can change lives – particularly if it’s one you’re desperately keen to get – so it’s hardly surprising that for many people, interviewing can be highly stressful.

However, it helps to get inside the head of an interviewer and put yourself in their shoes. If you were hiring for your own company, what traits and skills would you look for?

Are they who they say they are?

This may sound obvious, but you’d be blown away by the number of people who openly lie on their CV. It’s easy to make yourself sound employable on your application if you just lie and any experienced hirer will likely want to run through your CV to clarify that you are who you say you are and that you’ve done what you’ve said you’ve done. They’ll probably want to throw a few open ended questions at you to allow you to talk through your CV in your own time and – as long as you are telling the truth – this should come naturally. It’s important to remember to consider how your past experiences can help you carry out the role. So rather than simply stating what you did, try and use examples and make a link with what you’ve done in your past and how it could help you in the position you’re applying for.

Cultural fit

One of the hardest things for an interviewer to gauge is whether the person sitting opposite them will fit into their current line-up. There are two distinct schools of thought. Some people like building teams with ‘disruptive’ characters who can challenge the status quo and create results and innovation by being different. Others recognise the value of employing people who can get on with their current employees and won’t upset the apple cart. Unfortunately, there’s no golden solution to this and if the employer doesn’t think you’ll work at their company for whatever reason, they’re unlikely to take you on. Your best bet is to be yourself. Your true personality will reveal itself further down the line and putting on a persona only raises the risk of you not actually being well suited to the organisation.

Are you up to the job?

Finally – and perhaps most obviously – the interviewer will want to know whether you’ve actually got the skills to do the job. This is where pinning examples to things you’ve done in your past really becomes valuable. If you can actually highlight times when you’ve made a difference to your former employer it saves them the task of linking your skills with the job specification and working out whether you’re cut out for the role. Others will do it in their interview and if a hiring manager has an obvious fit for a role, they’re hardly likely to think about other candidates quite so much. It also doesn’t come down to what you just say. If the role involves a lot of interaction with senior partners or associates then you’ll want to consider your speech patterns and ways of communicating. In addition, you should consider any obvious reasons why the company wouldn’t hire you and don’t let the interviewer jump to their own conclusions (which they will). If your CV shows signs of job hopping, for example, then provide reasons for why you’ve done so ahead of being asked.

For other tips, check out our career advice pages 

You’ve crafted a great CV, made a stellar application, and you’ve been selected for interview. Congratulations! You can rest assured that your personal brand is working well if you’ve made it this far. However, don’t be complacent. According to experts, only 2% of job seekers will be offered an interview. And just because your personal brand looks great on paper, don’t fall into the trap of thinking that an interview guarantees success. The work to secure your ideal role is only just beginning.

Acing an interview is not about being a business or an industry genius, it’s about the small practical things you can do that will give you the best chance at success. View the interview as an opportunity to enhance your personal brand further – our interview checklist will help you prepare for the challenge and to secure the best outcome.

Here’s a brief overview of what you need to know.

Practicalities

First of all, arrange time off with your current employer. Don’t just go AWOL on the day, as you want to retain good relations with the company that is currently paying your wages. Gather all of the relevant information from the recruiter – the who, what, when, where and format of the interview. Allow plenty of time to reach the destination and factor in time to find a parking space – don’t let traffic woes stress you out ahead of the important meeting with those you’re trying to impress.

First impressions count for a lot, so make sure you are dressed appropriately for the work environment you’re hoping to join. Even if you’re entering a creative field, anything too ‘out there’ is unlikely to be appreciated. Be smart – iron your clothes, clean your shoes and make sure your hair is freshly washed. Smile, and shake the interviewer’s hand firmly to portray a confident, relaxed demeanour.

Research, research, research. The best way to ensure interview success is to be clear what the job involves, and what is being asked of the candidate. If it’s a multi-stage interview process, ensure you have plenty of examples to showcase your skills as repeating the same anecdote will risk you sounding like a one-trick pony. Demonstrating that you have a wide range of skills and experience is much more impressive to company bosses and HR personnel. They want to see that you can cope with a range of everyday demands and situations.

The interview

There are plenty of steps you can take to enhance your interview success. If you have a phone interview speak slowly and clearly. You may well be on a speaker phone in a meeting room – not favourable acoustics at the best of times – and you want to make sure that everyone in the room hears you properly. A phone interview may be the first time you speak to a potential employer – put across what you need to well, and it won’t be the last.

Whatever interview stage you’re at, bear these tips in mind:

• Hone in on your skills and have the job spec in front of you – or at least review it before your interview. Relate your past experience to what the new company is looking for.
• Be specific when talking about your experience. The STAR method helps you to answer questions fully while staying focused. It stands for Situation, Task, Action, Result. Explain the situation you were faced with, the task that needed to be done, what action you took, and the end result.
• Asking about development opportunities is fine, as this shows that you want to stick around, but do not ask about salary or benefits!
• Your reasons for leaving may be a question the interviewer asks, so have a professional answer prepared. It’s OK to be honest but do frame it in a positive light – saying that the business was moving in a different direction to where you wanted to go, or that you feel you’ve achieved all that you can in the role will be sufficient.
• Don’t talk down your current employer. Following the previous point, this is absolutely vital. Any unprofessional or personal comments will not win you brownie points with the interviewer.
• Ask the interviewer questions, for example: how they plan to grow, or where the leadership want to develop key business areas. It’s important you show an interest in the employer you may work for.

Popular interview questions still revolve around the topics of: teamwork, sales ability, planning and organisational skills, customer focus, initiative, and motivation/drive for results. Prepare for questions you may be asked ahead of time. Just make sure that you answer the question you’re asked on the day, and you’re not just shoehorning what you want to say into the conversation. Consider these interview questions and how you might answer them. We’ve put some tips and tricks to give you a head start:

1. Tell me about one of the toughest groups you’ve had to work with. What made it difficult? – What did you do?

Talk about why the group was tough, without talking down other people. Was there a deadline, or a mix of abilities and experience in the group, for instance? Focus on your actions, not other people’s.

2. Tell me a situation in which you were able to turn around a negative customer? – What was the issue? – How did you accomplish the turnaround?

Again, don’t vent about the customer. Explain how they came to be upset. Demonstrate that you took positive actions, like listening and being patient, to resolve the situation.

3. Give me an example of when a mistake you made provided you with a learning experience?

This isn’t a trick question – we all make mistakes, so don’t say you haven’t! Focus on how your rectifying the mistake resulted in a better way of working for you, the team or the business.

Celebrations and learnings

So, you excelled at the interview and have been offered a position – great news! However, if you didn’t receive an offer this time, don’t panic! You can still take a lot away from the experience. Ask the interviewer or your recruitment consultant for feedback – understanding areas where your interview performance could have been better gives you insight into what you need to change next time.

Our interview checklist for candidates is full of practical tips and information to help you make the best of an interview. From preparation to the big day, it has everything to help you land your dream job. Visit our website or call 01772 259 121 to request your free copy.

And if you enjoyed this blog, you may also like to read our blog on ‘What is your interviewer actually thinking?’. Don’t forget to have a look at our recent job vacancies too.

Over the past few months we’ve been giving our advice on all things recruitment, how to nail any assesment methods, how to master the interview and even how to deal with the first 3 months at your new company. But one thing we haven’t covered yet is what information you should actually leave off your CV. Here are our top tips.

You should always keep in mind that you’ve got limited space to work with and any CV longer than two pages is probably too much, unless you’ve had a really extensive career. This means there’s no space to keep in anything that doesn’t directly improve your chances of securing the role that you’re applying for. For example, everyone knows that a candidate’s references are available on request, so you don’t need to say it and take up valuable space. The same applies with putting ‘salary negotiable’. Unless you’re applying for a remarkably unique role almost every position will have a negotiable salary so you’re just wasting space which could be taken up with information that aids your application.

Along similar lines, it also makes sense to leave something to talk about when you actually meet the company so don’t include too much detail about your personal life. The interview should be your chance to elaborate on your CV and to show a bit more of your personality so unless you’ve climbed Everest or crossed the Atlantic on your own, it’s probably a good idea to leave out that you enjoy ‘swimming, reading and socialising.’

Ultimately, you should leave out generalist information and tailor your CV for every single role you apply for so it mirrors what the company is looking for and touches on the skills mentioned in the job description. A sure-fire way to get your application binned is to send an application that you’ve used for numerous jobs. Remember, we do this every single day and it’s easy to spot a CV that hasn’t been edited for a specific role.

You should also try to avoid clichés wherever possible. Almost every CV contains some combination of phrases like ‘hard working and a people person’ or ‘possesses strong communication skills’ and unless you can actually back the points up with examples, they’re essentially meaningless. Recruiters see these phrases on numerous applications every day and as a result don’t necessarily respond to them unless the applicant can produce evidence of times they’ve shown these skills.

This also means that you can’t afford to even suggest that you’re only making a speculative application or that you’re not entirely confident about your ability to do the role in question. As we’ve just touched on, firms want to see a tailored CV that shows you’re a great fit for the job in question and if they don’t receive that, they’re not likely to continue with the application. Businesses want talent that stays with them for as long as possible and they’re not going to go ahead with a potentially expensive application and assessment process if they don’t think you’re completely right for the role. This is particularly true when you consider that the cost of replacing a departing employee is generally around 1.5 times their salary, so if you’ve even hinted that you’re not quite right for the role on your CV or are unsure where you want your career to go, it’s unlikely your application will go much further.

What information do you think jobseekers should leave off their CVs? Leave your thoughts on this topic below.

Next up, the interview stage. Read our blog for some tips on Nailing you interview here.

Want further tips/advice or a good read about the Recruitment world? Visit our News & Insights page for more.

Or, if you want to speak to one on our experts, call us on 01772 259121.

Over the past few months, we’ve given a considerable amount
of advice on how to write a CV that will make a hiring manager sit up and take
note and how to nail a job interview amongst various other things. However,
we’re regularly asked what a job interviewer is actually looking for and what
they’re thinking when they meet a candidate.

It’s perfectly natural to feel nervous and slightly uneasy
in an interview, after all, it’s an important process and one that could shape
your career prospects for years to come. Getting a job, as we all know, can
change lives – particularly if it’s one you’re desperately keen to get – so
it’s hardly surprising that for many people, interviewing can be highly
stressful.

However, it helps to get inside the head of an interviewer
and put yourself in their shoes. If you were hiring for your own company, what
traits and skills would you be looking for?

Are they who they say
they are?

This may sound obvious, but you’d be blown away by the
number of people who openly lie on their CV. It’s easy to make yourself sound
employable on your application if you just lie and any experienced hirer will
likely want to run through your CV to clarify that you are who you say you are
and that you’ve done what you’ve said you’ve done. They’ll probably want to
throw a few open ended questions at you to allow you to talk through your CV in
your own time and – as long as you are telling the truth – this should come
naturally. It’s important to remember to consider how your past experiences can
help you carry out the role. So rather than simply stating what you did, try
and use examples and make a link with what you’ve done in your past and how it
could help you in the position you’re applying for.

Cultural fit

One of the hardest things for an interviewer to gauge is
whether the person sitting opposite them will fit into their current line-up.
There are two distinct schools of thought. Some people like building teams with
‘disruptive’ characters who can challenge the status quo and create results and
innovation by being different. Others recognise the value of employing people
who can get on with their current employees and won’t upset the apple cart.
Unfortunately, there’s no golden solution to this and if the employer doesn’t
think you’ll work at their company for whatever reason, they’re unlikely to
take you on. Your best bet is to be yourself. Your true personality will reveal
itself further down the line and putting on a persona only raises the risk of
you not actually being well suited to the organisation.

Are you up to the
job?

Finally – and perhaps most obviously – the interviewer will
want to know whether you’ve actually got the skills to do the job. This is
where pinning examples to things you’ve done in your past really becomes
valuable. If you can actually highlight times when you’ve made a difference to
your former employer it saves them the task of linking your skills with the job
specification and working out whether you’re cut out for the role. Others will
do it in their interview and if a hiring manager has an obvious fit for a role,
they’re hardly likely to think about other candidates quite so much. It also
doesn’t come down to what you just say. If the role involves a lot of
interaction with senior partners or associates then you’ll want to consider
your speech patterns and ways of communicating. In addition, you should
consider any obvious reasons why the company wouldn’t hire you and don’t let the interviewer jump to their own
conclusions (which they will). If your CV shows signs of job hopping, for
example, then provide reasons for why you’ve done so ahead of being asked.

For more insights from the team visit our blog or get in touch with the team for more career tips and tricks. 

While few companies have hiring processes as challenging as the likes of Google and Apple, far more businesses are introducing additional assessment measures into their recruitment process. In the never-ending war for talent, companies are looking to find the best suited candidate, often in professions with growing skills shortages.

Read the job spec

Before you even begin the application process, make sure you read the job specification thoroughly and spend time considering how you could demonstrate the required abilities and the relevance of your experience. In most instances the first step to any online application is uploading your CV, and companies will be looking for you to demonstrate a set of core competencies, so alter the content slightly if needed to ensure it is directly relevant to the position you are applying for.

Know what’s being looked for

Online assessments are no longer box ticking exercises, often they include series of multiple choice questions designed not only to test a candidate’s professional knowledge, but also their commercial awareness and values. These tests are often designed with multiple ‘right’ answers and candidates will be expected to pick the most relevant response, so it is crucial to understand what a company is looking for in their employees.

Do your research

It’s definitely worth spending time reading through the businesses’ website, particularly any ‘about us’ or ‘values’ pages. This kind of information will likely give you an insight into the kind of qualities that an organisation is looking for. For roles which frequently receive a high volume of applications, hiring managers will look for candidates that demonstrate an understanding of the company’s key values. Entry level candidates who are able to demonstrate that they would fit in well within a company’s culture will likely set themselves apart from their peers with similar experience.

Have real examples

Skills-based assessments are now also being used by hiring managers to sift through suitable candidates. Some organisations may ask candidates to demonstrate relevant skills such as clear communication, multi-tasking and commercial awareness through a series of skills based tests. These tests frequently take place during the interview stage of the recruitment process, where hiring managers are able to accurately assess a candidate’s professional skillset. For roles that require strong communication skills, interviewers might set candidates a writing task, while hiring managers interviewing for roles that require a sense of commercial acumen might ask them to discuss relevant news stories.

So, while it is important to ensure that your CV accurately represents your skills and experience, it’s becoming increasingly important to prepare for skills and value based assessments as well.

Check out our advice pages for more hints and tips.

If you would like to speak to one of our Recruitment experts, call the office on 01772 259121 or email enquiries@clayton-recruitment.co.uk and we will be more than happy to help.

You may have seen our previous blog on creating a great CV, but how do you nail the next stage to secure your dream job. You might think that now you’ve passed through the gatekeeper that the hard part is over, but the interview really gives you the chance to strut your stuff in front of the key decision makers. So what should you keep in mind?

Be punctual, but not too punctual

Arriving early for the interview is important, after all it doesn’t exactly set a glowing precedent for what your time working there will be like if you’re late. However, don’t make the mistake of being too early as you’re more likely to look desperate more than anything else. A good rule of thumb is to be 15 minutes early, stick to that and it gives you plenty of time to compose your thoughts as well as demonstrating your good timekeeping skills.

Practice, practice, practice

Ensure you conduct some thorough research on the organisation that you can drop throughout your interview to highlight your knowledge and proactivity. Go over some standard interview questions as well as some role specific ones with a friend or family member and you’re likely to feel much more prepared and less stressed when the day comes around. However, it’s a thin line to tread between being ready and sounding like you’re reading off a script, so try to keep things as natural as possible.

Give examples

Rather than just reeling off a list of your top attributes, look to form an evidence based argument about why you should get the role you want. You need to show proof that you are what you say you are and highlighting your achievements build a more compelling case for why the organisation should choose you. If you can show examples of when you’ve saved your previous employers time or money or simplified any overly complex processes, you’re likely to stand in good stead.

Interview your interviewer

This isn’t just an opportunity for the organisation and its staff to learn about you, it’s also your chance to learn about them so try and turn the situation into a conversation, rather than an interview. Don’t go over the top, you do still need to answer the questions you’re being posed, but look to send some back in the other direction.

Prepare questions in advance

Along similar lines it’s also crucial to prepare a series of questions to ask at the end of the interview and not having any rarely tends to leave a favourable impression. Good examples include asking about timeframes, when you’re likely to hear back from them and if the firm has interviewed many people for the role. A good question to get real insight into the organisation is asking them what they like about working there. There are no definitive rules, but it’s certainly much better to have something ready to ask.

Close the interview and follow up

Finally, look to close the interview yourself by asking whether there’s any other information that they would like to know about you or if there are any areas of your CV or application that they have questions over. It’s also well worth following up your interview with a quick email or phone call to say thanks as this is likely to make you stand out from the crowd when they review applications.

What factors do you think are important to nail an interview? Share your thoughts with us below.

Read this blog for some advice on the first 90 days of your new job. Also, check out our other blog posts here.

If you are still on the hunt for that dream job, call the office on 01772 259121 to see how we can help. Or check out our current jobs here.

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.