You’ve landed yourself a new job, plucked up the courage and handed in your resignation, and you’re busy planning out your career at your new company. Then your employer takes you aside, expresses their reluctance to see you go and offers you more salary and additional benefits. In an environment of skills shortages, counter offers are commonplace, but should you accept it if offered?

Why did you resign in the first place?

While the thought of your company really wanting you to stay with them might appear flattering, take a moment to consider why you are in this position in the first place.  You made the decision to apply for new job and it stands to reason that there was a sound reason to do so. Perhaps it was because you felt your achievements weren’t being recognised or that there wasn’t the career progression opportunities available to you. So while it might initially seem fantastic that you have received a counter offer, you decided to leave and regardless of what you have been offered, your reasons for doing so still stand.

A question of loyalty

Another important point to consider is what your resignation tells your employer about your commitment to the company. While you might have been the perfect employee, the moment you hand your resignation in your loyalty will always be in question.  So if you’re considering accepting a counter offer think carefully about how you will be perceived at the company afterwards. While you might think that, by enticing you to stay, your boss obviously deems you too valuable to lose, the fact remains that they will look at you in a different way – it’s purely human nature to do so.  And this can have negative connotations for your future at the business if you do decide to stay put.

Is it just a stop gap?

Another complex issue surrounding counter offers is that you don’t know what it going on behind the scenes and the real reason your employer is asking you to stay.  If your company is experiencing heavy workloads, for example, and doesn’t have ample people waiting in the wings to fill your role, it could very well be that they are viewing the counter offer as a way to plug the gap until a replacement can be found.  And this feeling can be incredibly negative for you and the company – a situation soon arises where your employer is questioning your loyalty to the business and you are consumed with the fear that you might soon be replaced.

Think long and hard before you make the decision

While being offered more money or benefits can initially seem very appealing, our experience shows us that it can lead to a feeling of unease for both employer and employee alike. It’s really important to weigh up the pros and cons before you make a move.  If you decide to proceed with your new job, ensure you thank your boss for the offer and reassure them that you will be committed to your role during your notice period. And if you decide to take up the counter offer, bear in mind that you will probably have to work hard to win back your employer’s trust.

Call the team today for information about how Clayton Recruitment can assist your firm with recruitment and retention strategies. And for more insights from the team take a look at our other blogs and resources.

The first three months in a new job are largely viewed as a proving period. A time to get to know the team, the culture and – crucially – demonstrate that you are the right person for the job. However, starting a new role can be a daunting prospect for nurses. You’ll likely have lots of questions and concerns running through your mind: will I be able to manage the workload? Will I fit into the team?  Am I going to be able to learn the ropes quickly and effectively?  So how can you ensure this important period is a success? Here are our top five tips:

Understand expectations

Ensure you are in receipt of all the information you need about what your Manager expects of you.  Take the time to sit down with your boss to discuss what their expectations are in your first week. While you may have a job role on paper – talking it through will not only demonstrate that you are eager to understand what is required of you, but it might also bring to light anything else that your employer expects from you.  Crucially, don’t make the mistake of over exaggerating your expertise if asked – be honest and open about where you might need extra training or support. This will show your superior that you are keen to develop your skill sets.

Get to know the culture

A big part of your first few weeks and months will be getting to know the company, its people and demonstrating to your peers that you a good cultural fit.  Take the time to get to know people, the values and ethos of the company, so you can ensure you are a perfect match. While it stands to reason that you got the job, in part, because the hiring Manager saw something in you that matched their culture, be sure to prove them right.

Avoid politics

While it pays to be sociable at work and make efforts to get on with your colleagues don’t make the mistake of getting involved in office gossip and politics. Your first three months is a time to demonstrate your expertise – not to become known, or associated with gossip.

Ask for feedback

It always pays to be proactive in getting feedback and constructive criticism from your superiors. Be one step ahead of your manager by asking for feedback before they offer it. Not only will this help your professional development, but it will demonstrate that you are keen to make a success of your role. Don’t however, go too far by asking if you are doing things right on a near constant basis. Diarise a meeting weekly, or bi-weekly, where you can get feedback without alienating your Manager.

Show enthusiasm

Perhaps an obvious one, but ensure your show enthusiasm, positivity and a desire to learn new things during your proving period. Despite how busy you are, or if your day hasn’t gone to plan, projecting a positive image is crucial. The first 90 days in a job aren’t all going to be easy – it’s a big transition – but by showing positivity, they will be that much easier and your peers will warm to you far better.

Three months may seem like a long time, but in reality, they will fly past. And this is particularly the case in a fast-paced environment like the care arena. Make them count by following our top tips and you’ll be well on your way to passing your proving period with flying colours.  Good luck!

If you would like additional advice about your new job or are seeking a new role, get in touch with the team today. And for more insights from the team check out our other blogs and resources.

Have you been over performing in your current position, exceeding expectations, and being given glowing reviews by your employer? If the answer is yes, then you may very well be ready for that all important promotion. Clearly, though, the opportunity isn’t going to simply fall into your lap. So how do you get noticed and get that well deserved promotion?

Here are our five top tips.

Set goals:

Setting goals should always be your first step, if you aren’t clear about where you want to go or what you want to achieve you’ll find yourself stuck in the same role. Only once you’ve set yourself goals can you start to work out how to achieve them. Work out the specific position you want and then imagine yourself attending an interview and the kind of questions they might ask. What makes you the right fit for the position? Do you have the appropriate experience? How would you manage the responsibilities? If you aren’t already able to answer these questions then they should provide you with a good indication of what you need to work on.

Why do you deserve the promotion?

Consider exactly why you’re suitable for the new role. If you’ve developed skills beyond the ones required for your current position see how well they align with those required for a more senior role. If they overlap significantly then it’s likely your manager may already be considering you for a step up. Conversely, if your skillsets aren’t yet up to the level required, then make sure to demonstrate that you are proactively taking steps to improve key skills and are committed to continued professional development. The same principle applies for your relevant experience, do you have enough already, or are there new responsibilities you could potentially take on?

Shout about your achievements:

Make sure your manager is aware of your achievements. If you work in a fast paced environment you’ll likely find that smaller successes are brushed to one side fairly quickly, or that your input into team achievements isn’t fully recognised. However, being able to demonstrate your successes and contributions will be key when discussing a potential promotion with your boss, so make sure to document all of them, however minor they may seem.

Get a meeting in the diary:

Schedule a meeting with your boss. While it’s important to formally schedule a consultation with your manager to ensure they understand the importance of the meeting, it’s also vital that you approach the conversation with enquires rather than demands. Let them know that you are keen to receive feedback on your performance and ask about potential opportunities for you to move up. Explain why you want to take on a new role, and demonstrate why you are ready if given the opportunity. However refrain from being pushy – if you come across as demanding you’ll hurt your chances of promotion rather then come any closer to gaining one.

Be realistic:

Be patient and realistic. If there is a role already available it may be that your meeting highlights you as an obvious candidate, however you may find that the reason you haven’t been promoted yet is because there simply isn’t a position open. In which case it’s key that you continue to demonstrate your relevant skillset, enthusiasm and commitment to professional development. You may find that your promotion is just around the corner.

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.

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.

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

We regularly carry out market analysis and our most recent data explores the most in demand roles across the North West employment market.  Our Commercial Manager, Tracy Bolan, was recently featured in HR Director discussing the top five roles in demand. Here’s what she had to say:

Payroll Practitioners

“Topping the list for the third quarter in a row, we have seen a huge requirement for payroll experts across the board. This stems from the increased trend of ‘Northshoring’ which has resulted in a plethora of companies relocating their payroll operations to the region. Consequently we have seen clients looking for payroll clerks, administrators and assistants to service these businesses. In addition we have seen demand for professionals at the more senior end of the market including payroll managers and supervisors for firms across the region.”

Maintenance Engineers

“The engineering industry suffers from huge shortages across the board as many of you will already be aware, and maintenance engineers are no different. For these roles in particular, much of the demand stems from the manufacturing arena and employers are increasingly seeking professionals who can not only carry out maintenance to machinery but also drive efficiencies and developments within plants.”

Credit Controllers

“We have seen an increase in the number of companies in the region hiring for credit controllers. These professionals will always be in steady demand as companies ensure they control and manage their debtors effectively. Consequently the recent spike in demand can be attributed to two key factors. Firstly, staff churn and secondly, growth within a particular business which results in the need to bolster its credit control function”.

Accountants in Practice

“The increased demand seen for accountants in practice can largely be attributed to increased workloads seen in the past few months in response to the end of the financial year. However we have also seen a rise in demand for chartered accountants to work in practices across the region thanks to organic growth.”

Marketing and E-Commerce specialists

“Employers across the board are investing heavily in their e-commerce capabilities as consumers demand more from their online experience. Consequently we have seen a huge spike in demand for specialists who can enter a business and develop e-commerce strategies to drive sales in today’s omnichannel marketplace.”

For more insights from the Clayton Recruitment team visit our blog. And if you’re looking for a career move take a look at our vacancies here.

©depositphotos.com/zimmytws