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.

Finding a new job is tricky. Knowing where to look and assessing the opportunities that are available can be baffling. So how can job seekers navigate the choppy seas of recruitment to success? A clear plan and an experienced recruiter at your side make a lot of difference. Our two-stage guide gives you all you need to know.

Stage 1: Planning

Your job search strategy

The traditional job search has undergone significant change in recent years; across industries, employees are looking to the internet more and more when searching for their dream role. And with around 11 million jobs listed on LinkedIn alone, the trend isn’t likely to decrease any time soon. There’s still a place for more traditional methods of recruitment, however, you’ll need to be online to give yourself the best chance of success. Just make sure your online presence doesn’t detract from your chances; set your privacy controls to private, not public, on the likes of Facebook and there’ll be less chance that a recruiter will see something you’d rather they didn’t.

Don’t forget about the power of your network either! Word of mouth and personal referrals can be a powerful way to get in front of the right person. Alert contacts that you’re looking for a new role, attend events and put yourself out there. It could well be a case of who you know, not what you know.

Understanding the opportunities that are available

Be clear about what’s on offer out there. Assess which skills are in demand in your region or city. Are yours in surplus or high demand? Do you have a coveted specialism in a particular field? Or do you have broader skills such as experience working abroad or in a desirable sector that could be an asset? There are opportunities out there, but it’s having the patience to establish how they could work for you that will give you the greatest advantage when you put yourself in front of a prospective employer.

Consider your personal development and aspirations too, and what a new job means for your goals. Would you be willing to move for a job, commute, or learn something new? Balance your needs and expectations versus the demand and reality of what’s available.

Stage 2: Enlisting help

Recruiting the right recruiter

A recruiter is potentially the job seeker’s best friend – but to put your trust in them to find the right role, you’ll need to feel sure that they understand the requirements of the job. A specialist recruitment agency, or a recruiter that has experience in your industry, can be a real help here. Agencies have contacts stretching far and wide. Couple that with a fine-tuned knowledge of your industry and you can feel sure that your recruiter will boost your chances of getting in front of the right people.

Clarity on skills: a two-way street

Make it really clear to the recruiter just how your skills and experience fit with what the business is looking for. They will then be in a strong position when putting you forward for consideration. Equally, ensure that you’re comfortable with what the company is asking of the candidate. That way, when you reach the interview stage you’ll feel calm, prepared and confident and will make a good impression.

Landing your dream role isn’t easy. And when you’re eager to get stuck into something new the process of job hunting often feels endless. However, if you spend a little time doing your research and enlist the help of an experienced recruitment professional it makes a great difference. And when the recruiter knows your industry and the intricacies of your role the weight of job hunting becomes a lot lighter – and you’ll find yourself in an exciting new role before you know it.

If you found this blog of interest you may like to read our other post on The five toughest interview questions – and how to answer them.
Or if you’re looking for that perfect role, then check out all the vacancies we have available, and please do register your CV with us.

Looking for a new job is a big commitment. It takes time to figure out what is out there and how that fits with your career plans. Then there are the applications, interviews and time spent investigating your options. The decision to move is not taken lightly, so if you do decide to seek a new role you want to feel reassured that it’s the best fit for you. Our blog offers some important considerations about seeking a new role to help you establish what matters to you.

Monetary motivation

Cold hard cash is a major motivation factor when candidates consider a job move. The temptation of earning more money for the same job with a different company can prove too tempting to resist.

It’s also worth noting that in the business world, career progression and pay scales can be much more fluid than in professions that have a clear linear structure with regards to training, qualification and experience, such as doctors or legal professionals. If money is high on your list of priorities it’s often best to look at what the individual company is offering, as pay can vary within a sector dependent on the business.

The North-South divide is often talked about in the media; it’s true that there are broad discrepancies between take-home earnings dependent on where in the country you live and work. The Institute of Fiscal Studies published findings last year that state incomes in the South East of England are up to 25% greater than incomes in the West Midlands. If moving plays a part in your job search, the pull of big cities like London is often a major factor. It’s worth bearing in mind how location fits into your broader lifestyle desires when thinking about changing jobs.

Non-monetary rewards

Money can be a powerful reason to leave a job, yet non-monetary rewards can be just as motivational. Things such as contributions towards a gym membership, flexible or remote working, or discounted medical cover for the employee plus dependents and a spouse can be sufficiently tempting if you’re considering a move.
Personal perks offered by a company are often major considerations for many candidates. While London offers a fast pace of life and a vast array of career opportunities, different locations may appeal to people in different circumstances. A quieter location might be preferable for parents with children, while a job close to extended family might suit someone who helps care for a relative. Money can be tempting but personal circumstances are often a more powerful motivational force – and will likely continue to be so as our population ages and younger generations play a part in caring for elderly relations. Finding a business that supports flexible working or considers part-time hours can be invaluable and might just be the tipping point that pushes someone to jump ship.

Time, work and people management

Management issues are often cited when candidates are looking for a new job. Important issues to think about include:

• How workloads are managed in the business: is there enough to do – or too much?
• Time management: are employer expectations realistic? Does the job involve long, late hours?
• Opportunities to gain managerial experience: if training is not forthcoming and managing a team is something you’re interested in, it could be time to move on.
• Management of the business as a whole: if you’re at a stage in your career where you’re ready to take the next step and you want to influence how the company is run, look for senior or director-level positions. If these aren’t available, it’s time to move on.

Job titles and moving up

Career development isn’t always linear, but if you feel that your real-life responsibilities don’t match your job description you could be ready for a step up. If your employer isn’t forthcoming with dropping the ‘assistant’ from your managerial job title, and you have the necessary skills and experience, why not see what else is out there. Tread carefully though – some employers won’t hire a senior colleague without evidence of previous experience or time in a post, and it’s never a good idea to burn bridges with your current employer.

Stay or go: your own list of reasons

There are many factors that influence the decision to stay with or leave a business. Sometimes a large issue such as the salary that a company can offer feels too big to work around and can only be resolved by a move. Equally, smaller issues that combine to make a larger picture can be just as compelling in the decision to seek a new position.

The most important factors to consider when looking for a new job are the ones that matter to you. Whether that’s money, work/life balance, a comprehensive benefits package or proximity to family, only you can decide. Think carefully about what’s on offer in your current job and weigh that against what a different company or role can offer – and how that sits with what you want.

If you found this blog interesting, why not have a look at our other post on How can you tell if a job is right for you? Or if you’re looking for that perfect role, then check out all the vacancies we have available, and please do register your CV with us.

You may also like to download our guide on How to Develop Your CV.

Job satisfaction is something that’s frequently held up as the pinnacle of working life. Yet more often than not developing a career is what offers the real satisfaction, not just having a job. Performing tasks because they have to be done feels a lot different to performing tasks that are leading you towards the next step on your career path. In fact, the Good Work Index developed by the CIPD  draws together insight on the factors that help us assess whether the job we have is poor, and how they can be improved. The report, amongst other factors, focuses on the importance of development opportunities to lead to an overall sense of fulfilment. We’ve therefore put together some hints on what to look out for in a company that offers a career… not just ‘a job’.

Junior level: getting off to a flying start

Whether you’re a graphic designer, a chemical engineer or a buyer, the training that you receive in the formative years of your career is so important. Whether you take the route through university with a specific career goal in mind or study an academic subject with only a vague idea of where it might take you, or whether you take an apprenticeship, you need to feel confident that a company has the right processes in place to support you on your journey into professional life.

Look out for businesses that have established training programmes for apprentices and graduates and, crucially, have a proven record of success. When you’ve invested time and money in education that will develop your career, you want to feel that a company will have the ability to support you as you move from novice to experienced professional; if the foundation is shaky then everything built on top will be unstable too.

Life in the middle lane: taking it up a gear

With a few years’ practical experience you’re in a good position to make decisions about your career that can bring exciting new ventures and opportunities. At this point, adding strings to your bow is a good idea. This could be about increasing your value as a whole. For example, you could take a management course so you can lead others. This increases your responsibility and makes you more valuable. It gives you skills that aren’t just about your work, such as people management and other soft skills. These are key in any management situation and are needed by companies across all sectors.

Alternately, at this point, you might want to make a change or head in a specialist direction. If so, then look out for businesses that align with your interests and can offer training that deepens your knowledge, as this will allow you to carve out a particular route for your career. On the flip side, maybe variety appeals more to you. Secondments are a great way for those with a few more years’ experience to get a taste for different areas of the business. It keeps things fresh for you, without committing to one particular avenue definitely, and it broadens your overall skills and experience which is valuable to your employer.

Don’t stop growing: senior career progression

For many, reaching the status of director is the pinnacle of their career. If this is something that interests you then it’s a good idea to look out for companies that are growing or expanding into new territories. You may stand a better chance of reaching a senior level if there is room at the top. Keep an eye out for companies that have clear strategies in place for developing the next crop of leaders, have clear succession plans and have established processes for dealing with this.

Progressing to the level of ‘Head of…’ or director is much more than evidence of ability, it offers some significant benefits. Being a business leader brings with it the chance to make an impact on the profession and to take the company in a certain direction that you envisage. It also enables you the chance to influence and offer help to those below you and shape the direction of their career, as yours was by your seniors.

Whatever stage of your professional life you’re at it’s important to keep thinking about the future and how the present builds towards that. Keep in mind that as you move up the career ladder what you want out of your career may change and the business that fitted your objectives may no longer do so. Of course, building a career entails having a job, but remember to keep thinking about how it fits with your overall career plans – if it doesn’t then maybe it’s time to move on.

If you found this blog interesting, have a look at our other blogs on interview tips and how to get a promotion, or if you’re looking for that perfect role, send us your CV. Alternatively, you can check out all the vacancies we have available.