Job stability is an important consideration for many people when they are looking for a new position. Likewise, it can also affect your decision as to whether to stay with a company or leave. These push and pull factors vary in importance to different people, which is why we’ve put together this guide on factors to consider when looking for a new role. First, it’s important to consider how important job stability is to you. Secondly, this article will help you determine things to look out for which suggest good stability.

How important is job stability to you?

The first question to ask yourself when seeking a new position or deciding to stay with a company, is actually how important is job stability to you? If the thought of risk leaves you cold, especially where your job is concerned, then look for well-established companies that demonstrate year on year growth.

If you’re happy to take a little more risk and you feel that job stability is not a deciding factor for you, then maybe a start-up is more suited to your goals and personality. The potential for job insecurity with a start-up is greater, but so too is the chance to make a real impact and shape the company. Plus, as any investment banker will tell you, the greater the risk, the greater the potential reward. If you weigh up your options and find that a greater degree of risk, or uncertain job stability in this case, is something you can live with, the rewards may pay off in the long run. The key is really knowing what you’re comfortable with, and how important stability is to you and your lifestyle.

Good indicators of job stability

If you’ve established that a lack of job stability would put you off working for a company, there are some important factors to consider.

Key Performance Indicators: KPIs are something we’re all familiar with in our jobs – they give vital clues about how we are performing and where we could improve. The same can be said for businesses. When considering employment with a company, look out for factors such as profitability and year on year growth. Recruitment drives, or other proof that a company is expanding, also indicate the business is performing well and that the prospect of a stable job is good.

Company benefits: A company that offers an attractive benefits package to its employees suggests that they want to attract the best and keep them; in turn that suggests your job will be stable over the long term. Look out for things such as a generous pension contribution scheme, help towards childcare costs or discounts on things that are important to you, such as health insurance. The most important thing is that the benefits match up to what is important to you, otherwise it’s unlikely they will entice you to stay with a company.

Training: Evidence that a company invests in training is an important factor to consider when evaluating job prospects. It costs time and money for a business to train staff, suggesting firstly that the company is financially stable enough to do this. Secondly, highly trained, skilled employees are valuable assets in their own right; if the company puts that effort into training it suggests that your position is more secure in the long term. Look out for companies that actively take steps to train people at all levels: from apprenticeships, opportunities for development and the chance to undertake secondments for senior leaders. A culture of training across all levels of the business indicates a company is laying the groundwork for the future and is here for the long haul.

Flexibility: There are many things that can happen suddenly which might throw a stable company into some degree of disarray. Client demands can change almost overnight, and so can the needs of employees. New technology, political or economic developments can all put pressure on businesses that have hitherto performed well, as has been demonstrated by Brexit. A company’s ability to deal with these sudden shockwaves and ride them out affects their long-term success and your job stability. Companies that are flexible and can cope with these changing circumstances are likely to be the best choice when searching for your next opportunity.

Location: Ok, so this one’s a bit of curveball, as it’s less about what the company can do to prove its stability, attract and retain you, and more about factors in your life outside of work that may impact your decision. It’s important to consider whether working for a company might mean a significant commute and eat up more of your day. Or on the plus side, does it mean your commute will be slashed in half, giving you more free time? What about lifestyle factors: is it close to your gym, your partner’s place of work, or your children’s school? If any of these factors aren’t fulfilled in the way that you’d like by your employment, you may feel restless and the outcome will be the same as if you had an unstable job: looking for work again.

Weighing up job stability

There are many factors which may push you away from one company or pull you towards another. This blog outlines some key points to consider about whether a company is stable and how that translates to the security of your job. Ultimately though, how important any of these factors are, and which apply to you, is down to you. As the final point on location demonstrates, job stability is one aspect that makes up the many push and pull factors when searching for a new position. How that stability interacts with the rest of your life is likely to be a contributing factor to your decision: the most stable job in the world may quickly lose its appeal if the commute is unbearable. Make sure you consider what you want from a job as a whole, and what job stability means to you.

If  you are currently on the hunt for a new job, get in touch today on 01772 259121 to see how we can help you.

Have a look at all our current vacancies and if you feel that you are right for any of the roles, get in touch.

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

‘Tell me about yourself.’

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

‘What is your biggest weakness?’

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

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

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

‘What has been your biggest failure?’

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

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

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

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

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

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

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

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You’ve found your ideal person for the role: they tick all of the right boxes and you can’t wait to get them on board. But after you’ve offered them the job, they suddenly aren’t sure. Their current employer is equally keen to retain them and has made a counter offer to incentivise them to stay. What should you do next?

Of course, all firms want to retain their best talent and a last-ditch attempt to encourage highly in-demand candidates to withdraw their application, is not an uncommon scenario. However, there are several steps that you can take to minimise the risk and ensure the role you are offering, remains a viable option.

Determine why they want to leave

Preparing for a counter offer needs to begin at the very first stage of contact with prospective employees. Asking ‘Why do you want to leave your current job?’ is an important part of understanding the candidate’s motives and aspirations. If their only reason for looking for a new role is to get a pay rise or a little more responsibility, their current employer can easily address this with a counter offer which includes a salary increase or a change of job title. During the interview process, consider which job seekers are interested in the full opportunity that you’re offering.

Cover counter-offers at interview

It’s totally fine to ask a candidate during the interview stage what they would do if their current employer asks them to stay. It may be uncomfortable, but if it is clear at this point that they aren’t totally sure that they really do want to leave, question them further to find out the full picture.

Get them engaged with their future colleagues

The onboarding process can start from the moment that a candidate accepts your offer and can also be extended to include candidates who are still weighing it up. It’s a good idea to invite them in again to meet with key colleagues, such as line managers, peers and the leadership team. Personal connections can make it easier for people to envision themselves as part of the team.

Keep in touch

When recruits are seeing out their notice periods – which can be as long as three months – their excitement at getting a new job can fade a little. Plus, of course, their current employer still continues to see them each day and may well be doing all that they can to dissuade them from leaving. Be sure to stay in contact with your new hire until they join you on their first day. Invite them to team events, where possible. This will help you keep the momentum going and cement your company in their mind as the place where they can’t wait to be.

Sell your strengths

If you’ve done all of that and a potential new employee still is having a moment of uncertainty about switching jobs, remind them of the opportunities in your organisation. Pinpoint what initially made them apply for a job with you – career progression, improved work/life balance, an appealing organisational culture or more challenge – and reassure them that those benefits exist if they make the move.

Use a recruiter

A good recruiter will ascertain why the applicant is searching for a new role before putting them forward for interview. Often, jobseekers reveal information to recruiters that they don’t at interview and some do say that they are really only looking for a bargaining tool! Recruiters will be well-versed in scenarios where counter-offers emerge and they’ll be able to prepare candidates for the possibility that their current employer may try to dissuade them from leaving.

Know when to walk away

The recruitment process works both ways. Even in a skills-short environment, you still want to attract the right person who has enthusiasm for the job: a candidate that needs endless persuasion to join your organisation is unlikely to be right. So, make your first offer your best one: sell the benefits of your company and role throughout the process and let it be the opportunity of working for you that attracts the right talent – not extra perks added to the salary package in a last minute attempt to get them to choose you.

If you would like specialist advice from experts, get in touch today to find out how we can help you find the right talent.

For more advice from the team, check out our other posts.

Being offered a job is undoubtedly exciting: not only do you feel relief at having secured the position, but you have a new challenge to look forward to as you start a different stage of your career. However, as tempting as it is to quit your current post and accept the offer on the spot, it’s vital that you have done enough research to be as sure as you can that the position is right for you. Switching jobs can be life-changing: after all, you spend a significant amount – if not the majority – of your time at work. Here are our top tips for deciding if a role is a good fit.

Practicalities

At the absolute minimum, check that you are genuinely satisfied with the working hours, holiday entitlement and benefits package before accepting. It’s also important to consider the location and any additional commuting time as studies show that longer commutes have a negative impact on health. Also factor in the cost of the journey, including petrol, public transport and parking. Other expenses – such as the need for specific workwear or an expectation that you will pay for equipment – are worth considering as these can easily eat into a salary.

Who will you work with?

Before accepting a job, you should have met – and felt that you can happily work alongside – the boss. Be wary of an interview conducted by someone from HR that prevents you from meeting the person that will set the precedent for your working environment. You should also know who your co-workers will be and ideally, have met them too. Pay attention to what they reveal: how do they speak about one another and the company? Do they seem happy?

How do they treat existing staff?

You can glean a lot about how you’d be treated as an employee from the way people in the firm behave towards you during the recruitment process. If you contact them, are they helpful and polite? Do they seem organised? Are people friendly towards you or are you unacknowledged as a visitor? Is there an element of openness- for example, are you offered an opportunity to informally discuss the role before applying and are you given a tour when you visit?

If you can find out information about the company’s retention rate, this will be illuminating. Try to establish why the vacancy for your position came about: expansion or promotion are good signs; the former post-holder walking out is clearly not.

Finally, use your network and research skills to find out what kind of reputation the company has. Does anyone know somebody who has worked there or had other direct experience of them? Sites such as Glassdoor can also give insights into a company from people who have worked there.

Workplace culture

Organisational culture – the behaviours, values, norms and beliefs of a workplace- permeates everything, so it is vital that it aligns with your core values and beliefs. For example, working in an environment that places high value on working long hours in order to make profit will energise and drive some people, but others would be utterly miserable. Firms often outline their own view of their culture in their mission statements, but none are going to admit to running a place like some sort of Scrooge. Instead, observe it through the actions of employees when you meet them. Consider how the environment feels to you and if it is comfortable.

Future prospects

Finally, remember that a new job can be a big upheaval. Is it going to offer long term prospects and opportunity for progression, or is the position only right for now? You should have a solid understanding of what the post entails from the job description and discussing the role at interview, but once you are settled and those elements become more routine, will it continue to satisfy and challenge you? Find out about the training available and the employer’s approach to supporting your educational and professional advancement. Also ask about the company’s structure and how that lends itself to promotional opportunities.

For more tips, see our other career advice posts.

After the interview: what went wrong?

If you are interviewed for a job that you really want and are unsuccessful, it can be very disheartening. It’s tempting to replay the interview in your head, trying to work out what went wrong. You weren’t late and had dressed smartly. You’d prepared by doing plenty of research into the role and employer. You thought the interviewer seemed happy with your answers. So, why did they to decide not to hire you and how can you avoid it happening again?

Why you should ask for interview feedback

Instead of guessing the answers to these questions, it’s important to ask for feedback so that you understand which area of your interview technique needs developing. Don’t just chalk it up to experience and simply keep applying elsewhere. Most of us have an unsuccessful interview at some point, and it isn’t a waste of time if you view the experience as one from which you can learn and develop. Try not to let it knock your confidence: feedback might highlight aspects that you wouldn’t have considered; being mindful of them could directly result in you securing the next job that you apply for.

How to ask for feedback

How you ask for feedback will depend on the way in which you find out that you have been unsuccessful. If your recruitment consultant gives you the news, spend some time discussing the interview with your consultant who will be able to pass on any feedback and offer you tips on how you can improve your technique.

If you are telephoned by the company, ask there and then; if they email you, reply within 24 hours so that the interview is still fresh in their mind. And how do you word the request? Always begin by thanking them for the opportunity to be interviewed. Whatever you do, don’t suggest that the employer made the wrong decision. This graciousness is important because you never know when you might have to deal with the interviewer or company again in the future.

Then, rather than asking ‘why didn’t I get the job?’ or ‘what did I do wrong?’ – both of which put the interviewer on the spot and sound rather defensive – ask if they would mind letting you know what you could do to improve next time. Which area do they think that you could develop most?

If you disagree with any feedback, don’t allow your feelings to get the better of you or protest. Instead, focus on moving forward with a new insight.

What to do with interview feedback

Some feedback will be very easy to address. For example, if you are told that you responded to a particular question in a way which lacked detail, you can prepare a more thorough response should the question arise again. Other feedback may require more thought. Could you film yourself responding to key questions and review the way that you come across? Do you have a friend or recruiter that could conduct a mock interview with you? Would more research into a company help next time? If you are given a number of areas where you could improve and it seems daunting, aim to address one or two key ones.

So, see interview feedback as invaluable positive guidance which helps you to develop the way that you present yourself professionally and, consequently, enables you to have a successful career.

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

It is very common for job seekers to wait until after Christmas and the New Year to look for their next career opportunity, perhaps assuming that the festive period will be quiet and employers won’t be looking for new staff. However, there are a number of employers currently seeking the right candidates, with particular opportunities for those seeking temporary seasonal roles, so don’t risk missing out!

Analysis from a recent study, which we conducted by comparing levels of vacancies across Lancashire, highlighted a number of key areas, where professionals are in particular demand.

Fork Lift Truck Drivers:

We have seen increased demand for professionals with a relevant license to operate forklift trucks in warehouses, and unload and load the vehicles. Drivers who are able to demonstrate an ability to pay attention to detail are particularly sought after as roles usually involve accurately allocating stock, before gathering and wrapping orders. The hourly rate for such roles is typically in the region of £7.50 – £8.65. We expect demand to rise further as Christmas approaches and businesses increase their stock levels: forklift operators will play a crucial role in ensuring the smooth movement of these goods.

Purchase Ledger Clerks:

The continuing growth of business activity in Lancashire has resulted in many companies expanding their finance departments and hiring additional Purchase Ledger Clerks to help manage their accounts. Consequently, well-organised professionals who pay attention to detail and possess excellent communication skills are sought after by a range of companies across the region. Clerks with some prior experience can anticipate salaries in the range of £17,000 – £18,000 per annum.

Telesales Representatives:

We are seeing consistent demand for Telesales Representatives across the region as firms continue to need the skills of excellent communicators to reach customers via the telephone. There are vacancies across a range of sectors for positions operating from both within call centers and smaller offices. Employers are looking for professionals with excellent communication skills, persuasiveness and patience. Salaries typically range from £13,500 for entry level positions to £30,000 for Telesales Managers.

Heavy Goods Drivers / Multi-drop Drivers:

The trend for online retailing continues to drive demand for drivers to move goods from warehouses to consumers. Consequently, many employers are seeking additional drivers, particularly those who possess a Class 2 Heavy Goods licence and CPC card. This type of role often has a customer-facing element so interpersonal skills are a must. We are also seeing increased demand for drivers to transfer large industrial equipment safely and securely from many of the region’s employers.

Account Managers:

With more and more companies investing in Lancashire, rising competition means firms are increasingly seeking expert Account Managers to help them create strategies to secure the loyalty of existing customers and acquire new ones. Experienced B2B professionals can command annual salaries in the region of £30,000.

So, if you’re seeking a role for Christmas or looking for a new challenge in the New Year, get in touch today to see what opportunities we have available. And, if you’re a firm seeking talent in the festive season and beyond, we can help find your next hire.

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

Love or hate to talk about it, there’s no getting away from that infamous “B-word”.

Brexit has been dominating our headlines for over a year, leaving in its wake a trail of uncertainty and questions raised over the future of businesses right here in the UK…and in particular, the future of EU workers.

In recently leaked documents, it seems the government will be taking a hard line towards EU workers, extending rules that currently only apply to non-EU migrant workers.

In a two-fold proposal, access to the UK jobs market could be markedly restricted; firstly by closing access to low-skilled jobs for EU nationals, and secondly by only allowing EU nationals to apply to jobs paying a minimum of £30,000.

So where does that leave our UK businesses?

This will no doubt have a big hit on our economy – for many industries, including those in tourism and manufacturing, more than 90% of migrants currently working in the UK will no longer be eligible under the new proposals.

It’s certainly a worry for businesses that rely on foreign workers to keep their sectors functioning, and only puts more pressure on the government for a practical plan to be put in place for the post-Brexit UK labour market.

The question over whether the post-Brexit immigration rules will create a skill shortage, and a demand for workers that our own labour market may not be able to meet, is a serious one…and of course, the true impacts on the economy will remain to be seen.

Other options for labour relief are few and far between; while automation has been put forward as a viable alternative to a reduced labour pool, the reality is that this will likely prove too expensive an investment for many SMEs.

How then, can businesses recruit from a reduced post-Brexit labour pool?

Despite concerns over staffing issues, and a no-doubt a drastically reduced pool of potential workers, it isn’t all doom and gloom. Certainly, there will be new challenges to overcome, but there is no reason why many UK businesses won’t be able to recruit as successfully post-Brexit as they were before the election took place.

The principals of recruitment remain the same; you need to be able to find the best talent out there that is best suited to your roles…and that means having the right people on board that can help you find it.

If you have concerns over the impact Brexit might have on your staff, or would like to know more about how we can help you source the best possible talent for your vacancy, feel free to get in touch with the team here at Clayton Recruitment – we’d be more than happy to help.

When an interviewer asks, “Where do you see yourself in five years?” many interviewees find themselves flummoxed. They haven’t thought that far ahead. All they know is that, right now, they want this particular job. Where it will have taken them in 1825 days is anybody’s guess. And, after all, how can they possibly say what they’ll be doing then when they don’t even know what they’ll be doing this weekend?

So, why do interviewers like asking this question? The aim of the interviewer is, of course, not to test your psychic ability, but to dig deeper and find out more about you as a potential employee. In particular, they want to find out what your mid-term career goals are to see if they align with both the role and what they are able to offer you as employers. Will you be satisfied with the position and prospects, work hard and stay in their employment for a long time? They want to hire someone who is genuinely excited about the job and who sees it as a great career move.

Let’s start with what not to say.

• Don’t joke about wanting to do your interviewer’s job. Nobody wants their own job prised from them by a competitive new hire.
• Don’t go into a very detailed plan about how you will get promoted. It can look over-confident and inflexible.
• Don’t mention unrelated dreams such as writing a novel or owning a business. An employer is interested in what you will do for them. Don’t joke about winning the lottery and retiring, either.
• Don’t ponder for ages, suggest a few different things or – worst of all – say that you haven’t thought that far. It will make you look directionless.
• Don’t make any references to their rivals. Some interviewees think that mentioning an aspiration to gain the skills to work for another notoriously selective or popular employer makes them look ambitious, but why would any firm invest in you just so that you can go to a rival?

When you give your response, the ideal answer will portray you as ambitious but not entitled; forward-thinking but adaptable; realistic but aspirational. The main thing to do is show that you are excited about this position and what you will learn over the next five years: you have a desire to succeed and be the best you can at it. The interviewer will be looking for evidence that this job will meet your goals for several years and that you will stay in it long enough to repay any investment – of both time and money – in you. Then, rather than focusing too much on where you want to go next, present a vaguer and more flexible desire to progress and develop, should opportunities arise. If you can do a bit of research into your employer’s long-term goals and show that your personal career goals align with them, even better. They’re looking for nurses to mentor new staff as part of a recently introduced induction programme? Great – that suits your ambition to guide and eventually train others.

Finally, be prepared for one or two follow-up questions which might be used to see if your answer is a rehearsed one or if it genuinely reflects who you are.

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

You’ve applied for a series of new jobs, and finally secured the all-important interview for your dream role. While it may seem like you are just steps away from hearing the words ‘you’re hired’, the hard work starts now. You need to be fully prepared for the interview to ensure you have every chance of success. Often candidates will have worked really hard on job applications but let themselves down at the interview stage by either not preparing adequately or presenting a bad image. So what are the top five interview mistakes you need to avoid?

Not doing your homework

With the internet at your fingertips, there is absolutely no excuse for not doing your homework before an interview. Despite this, however, clients often tell us that a candidate didn’t get the job because they didn’t know even the basics about the company and role they applied for despite having all the skills required. Take the time to thoroughly research the business – look at the website for information about the history, values, and culture. Seek out information on social media to glean an insight into the type of work and activity the business does. It’s also worth researching the person who will be interviewing you – you will be able to source information about their role and length of time at the business which will help you establish a rapport at the outset.

Too much talking, not enough listening

Another big mistake candidates make – often due to nerves – is talking too much and not listening to the questions being asked. Take the time to really take in each question and, if you are unsure of how to answer, ask the interviewer to repeat it. This will buy you some time and enable you to prepare an answer better. Candidates often go wrong by responding too quickly and going off on a tangent which means they haven’t given the interviewer the information they are seeking. Often this happens due to a combination of nerves and a failure to prepare. If you have researched properly you will not only be less nervous, but you will likely be able to answer the questions asked.

No questions

Another big no no is not asking any questions yourself. Almost every interviewer will factor in time at the end of the meeting for the candidate to ask anything about the role and company. Don’t make the mistake of not preparing questions in advance. Think about what queries will demonstrate that you are serious about the job and your progression within the company. Could you ask about the training and development opportunities or about the team you will be working with, for example? Don’t, however, make the mistake of asking about when your first pay rise will be or how many sick days you are entitled to!

Moaning about your current employer

Most interviewers will ask you about your previous role and employer. And regardless of why you left the company never make the mistake of criticising the people or business you worked for. No prospective employer wants to hear a potential staff member bad mouthing people they have worked with before – not only will it cause concern that you might do the same at their business, but it will also almost certainly move your application to the no pile!

Wrong attire

Even if you know that, if you secure the role, you won’t be expected to be suited and booted every day, don’t turn up to the interview in jeans and a t-shirt. Don’t however, go to the other extreme and turn up looking like you are about to go on a night out!

The interview is often the last stage of a lengthy application process. Don’t ruin your chances of securing the role you deserve by making the mistakes listed above. Preparation is key and remember, if you have been invited in for interview, it is because you have already demonstrated your suitability for the role. Good luck!

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

As the New Year approaches, you might be one of the many professionals reassessing your career. Do you feel like you’re not motivated in your current job? Do you feel that your skills and experience are not being maximised where you are now? Or perhaps you are unsure about what career you should be embarking on?  If this all sounds familiar, you might want to consider recruitment. Not only is it an incredibly fulfilling career, but it is also varied – no two days are the same – and the rewards are endless. So if you’re seeking a new challenge, take a look at our top reasons to work in recruitment.

Changing lives

While many might see this as cliché statement it really rings true! A recruiter can literally change a person’s life. When you consider the big life events – such as buying a house or getting married – landing a great job that offers security and satisfaction is right up there at the top. And while you may not be able to place each and every person you meet, recruiters also have the opportunity to help candidates reassess their own career goals which can be instrumental in their quest for the illusive perfect job.

Varied

If you’re the type of person that likes variety and doesn’t like the idea of sitting in an office day in day out, then recruitment could be just right for you. Each day is different – you could be interviewing candidates, meeting new clients, or you could be at a conference or careers fair offering advice to jobseekers. Because of the varied nature of recruitment it is, however, very fast paced. Consequently an ability to multi-task and react quickly to client demands is crucial.

Career progression

While it might be true that the recruitment sector is a saturated market, individuals that are at the top of their game can climb the career ladder very quickly. If you can demonstrate that you are eager to progress and consistently meet your targets then the chance to move from consultant to management level in a short space of time is easily achievable. Furthermore, the very best recruitment agencies will give you the freedom to shape your own career path. So whether you want to rise through the ranks as purely a biller, or if you want to bill and manage people, your employer will create a path that suits your aspirations.

Huge earning potential

While money alone shouldn’t be the reason anyone goes into recruitment, it is a sales role and consequently the ability to earn commission and bonuses on top of your base salary are there for the taking. So if you’re keen to change people’s lives, while simultaneously taking home a lucrative pay packet each month, recruitment could certainly be right for you.

Perks

Many people incorrectly assume that because of the attractive earning potential in recruitment, there a few other perks to the job. This couldn’t be further from the truth. Good recruitment companies will ensure that their staff are rewarded in other ways than money alone. And here at Clayton Legal, for example, we offer an annual car incentive, raffles for super prizes, corporate days out and a company profit share system. However, we also strongly believe in the power of CPD and provide plenty of training and development opportunities – along with study leave – to all our staff.

If this all sounds appealing then the good news is that we’re looking for people to join our close knit team here at Clayton Legal. We’re seeking consultants to work alongside our ever growing team that works with some of the best firms in the market and the very best legal talent. So if you think you have what it takes speak to us today. Could you be the next member of the team? We hope so.