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

Challenges and opportunities in 2018

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

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

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

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

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

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

Partnering up with Clayton Recruitment

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

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

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

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

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

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

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

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

Clayton Recruitment’s success stories

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

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

Looking ahead to 2019

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

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

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

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

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

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

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

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

Weigh up your options

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

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

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

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

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

Important considerations

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

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

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

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

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

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

How a recruitment agency can help you decide

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

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

Decision time

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

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

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

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

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

When things aren’t quite going right in your position

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

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

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

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

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

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

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

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

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

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

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

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

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

Is the company culture right for you?

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

Do the firm’s values marry with your own?

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

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

Feeling happy with your decision

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

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

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

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

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.

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.

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.

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.