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.

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.

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

Here are our five top tips.

Set goals:

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

Why do you deserve the promotion?

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

Shout about your achievements:

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

Get a meeting in the diary:

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

Be realistic:

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

Take a look at some our other blogs to gain some more valuable career advice.

Or take a look at our current roles to find your next game-changing role.

As an organisation with our finger on the pulse of all things recruitment in the North West, we have an understanding of the skills that firms in the region seek.

But what are the five most in-demand roles in the North West at the moment?

Fork lift drivers – reach and counter balance

These are the two main types of fork lift truck and an increase in demand is generally noted around this time every year as organisations begin to prepare their operations for the busy Christmas period. A rise in orders and products moving through factories and warehouses obviously facilitates a need for this type of professional. In addition, the rise of e-commerce has also contributed to the rising demand, as more staff are required to manage the ever-growing numbers of orders conducted online.

Customer service with sales and order processing

Along similar lines, customer service specialists are being sought after by the more organised retailers looking to get their workforces into shape in the run up to Christmas. This time of year always drives an increase in the number of products bought and with the aforementioned growth of e-commerce, along with the minor resurgence of in-store shopping, retailers are recruiting accordingly.

Commercial financial analysts

The growth of e-commerce has also driven an increased need for data specialists who can analyse huge information stacks and identify trends for their employers to base marketing and promotion campaigns around. Retailers and other organisations are much more reactive now than ever before and seek real-time updates that allow them to refresh their product displays and pricing in line with demand and popularity. These skills are highly transferrable and firms seem open to hiring from other industries, as long as the requisite skills are in place. Professionals in the likes of the financial services industry, are particularly highly sought after for their experience in working with large and often highly complex data sets.

Marketing and brand managers

Having a strong brand has perhaps never been as important as it is today. Commercial sectors across the board are crowded with companies competing over the same narrow vertical market share and are seeking ways to stand out from the crowd. This has driven a major rise in demand for marketing and brand managers who, as with commercial financial analysts, often possess transferrable skill sets and are being hired from other industries.

Production workers

Finally, the run up to the busy Christmas period has also driven a need for manufacturing and production staff across the board. This one is easy to attribute – consumers buy more products at this time of year than any other and rather obviously, professionals are sought after to actually create these products, both physical and digital.

If you’re looking for your next position in one of these highly sought after roles then you’re likely to be in luck, as organisations across the board are on the hunt for professionals to fill their teams – get in contact with the experts if you’re looking for your next game-changing position in the North West.

Take a look at some our other blogs to gain some more valuable career advice

Or take a look at our current roles to find your next game-changing role.

Being a Recruitment Consultant is challenging, make no mistakes about that. While you have responsibility for one of the most potentially pivotal moments in someone’s life, you’re also open to criticism, will be expected to hit often challenging targets, and have to put in a considerable amount of hard work. At the same time, the rewards are plentiful, and the most successful Consultants have the opportunity to earn a huge amount of money.

Here at Clayton Recruitment, we’re constantly on the lookout for our next new hires. We like to think our Consultants, and the company as a whole, does things in the right way, which is why we’ve provided our top tips to be a better Recruiter:

Know your clients and candidates inside out

All Recruiters should focus on learning as much information as possible about their clients and candidates. If you have outstanding, deep knowledge of the people and organisations you’re working with, then you’re likely to be able to match the two together more effectively. For example, one individual, who may not initially seem like the perfect fit for a position, may be ideally suited to the culture of the organisation, but the only way of discovering that is to dig deeper and have a full understanding of everyone and every opportunity you’re working with.

Network, network, network

No top tips to be a better Recruiter list would be complete without some advice on networking. It isn’t everyone’s cup of tea but it’s an incredibly effective way of getting to know more people and therefore expand your potential candidate and client base. However, relatively few of us are entirely comfortable with speaking to a room full of strangers so it’s important to ensure you’re fully prepared. Check out our recent guide on effective networking for some top tips, and remember to keep the potential benefits it could bring to your current role in mind. Word of mouth travels fast, and it’s likely that effective networking could exponentially expand both your network and your client and candidate base.

Be clear with job specs

Clarity is also a valuable trait from the candidate’s perspective. Recruitment has developed a bad reputation in some quarters for misrepresenting opportunities, which most commonly occurs within the initial job specification. It’s critical to remember that the job specification is the main way you will attract candidates to roles, so it’s worth spending time on them to ensure you get them right. If you’ve struggled to source candidates it can be tempting to overstate the role somewhat, but don’t fall into the trap. This will only create issues in the long run and could erode any goodwill you’ve spent a considerable amount of time building up. It’s your responsibility to prevent this from happening and you must ensure you get a minimum of five hard and clear performance objectives that clarify real job expectations, rather than just a list of mildly desirable traits.

Don’t stop digging

Not everyone is a good interviewee, in fact, relatively few of us are. That means that a candidate might not always open up and reveal information that could show they’re actually a perfect fit for a role. Even if they are ‘a good skills match’ with the position, you may have concerns about their fit with the company culture, so it’s critical to learn as much you can and to find out as much information as possible. Don’t be afraid to ask probing questions as it may help you to identify characteristics that may not have been immediately obvious, and that could perfectly align the individual with your client.

Follow up everything

Just because a candidate didn’t get a role this time, doesn’t mean they won’t be a good match for one that you may be filling later. If you’ve worked long and hard to bolster your reputation with clients, it makes no sense to throw it all out of the window and forget about the person once the process has been completed. Post interview, a shocking 74% of the feedback candidates receive is little more than a standard template, which doesn’t exactly encourage them to apply for another role with you in the near future. Taking time to inform candidates about the decision and the reasons why it was made will bolster your reputation and is likely to increase referrals.

If you’re looking to join an organisation that can enable you to develop all of these skills, then check out our current vacancies.

Take a look at some our other blogs to gain some more valuable career advice.

Or take a look at our other current roles to find your next game-changing position.

Regular readers will know we often use this blog as a platform to provide cutting edge insight and offer tips to professionals on how to get ahead in their careers. However, after a period of rapid growth and expansion we’re now looking to bolster our ranks and take on skilled recruiters – of all experience levels – to work out of our North West base. But could you make it as a recruiter?

Hard-working, but satisfying

It would be remiss to suggest that working as a recruiter is all sunshine and lollipops and the role can include a lot of hard work in order to be successful. However, it’s worth the occasional stressful day because you also get the satisfaction of knowing that you’ve potentially changed someone’s life. Securing a job can often be a pivotal moment for an individual, and their wider network, and contributing to such a major step is a highly gratifying feeling.

Communication

This is a key attribute and there are few, if any, top-level recruiters who don’t possess the ability to convey their point clearly and concisely. You’ll often be dealing with incredibly busy professionals who don’t necessarily want to take time out of their day to speak to a recruiter, which means it’s critically important to get your point across quickly yet accurately. It’s not just oral communication either, you’ll also have to possess the ability to engage effectively with people via email and through employment platforms like LinkedIn.

Belief in your ability

You’ll be placing professionals who are often true subject matter experts and they’re hardly likely to take career advice and guidance from someone they suspect may not know as much as they say. You have to be able to portray confidence to both clients and candidates if you want to be taken seriously, and that only comes from possessing true belief in your ability. As mentioned, changing roles can be one of the most significant moments in an individual’s life and they won’t want to be led on that journey by someone who doesn’t come across as credible and professional. Believe in yourself and those attributes will begin to shine through.

Self-motivation and resilience

As with any other job, recruiters will have good days and bad days. However, unlike some other sectors, it’s near-on impossible to ‘hide’ in the hiring industry and your employer will expect you to be able to take the rough with the smooth while still performing to the best of your ability.

The benefits

Now for the good stuff. After all, that hard work isn’t for nothing and one of the major perks of working as a recruiter are the benefits on offer. While the job descriptions promising you “45K BASIC SALARY OTE AFTER TWO WEEKS 400K” are, frankly, nonsense it’s certainly true that you can earn a significant amount working in the hiring field. Recruiters secure commission on the placements they make so hard-working and adept professionals are able to take home added benefits. Depending on the firm you work for, you’re also likely to get alternative perks. Here at Clayton Recruitment, for example, we offer an annual car incentive, raffles for super prizes, corporate days out and a team and company profit share system. We’re also firm believers in the power of CPD and offer training and development opportunities – along with potential study leave – to all of our consultants. Obviously, not all organisations will offer these types of extra-curricular perks however it can be a good way of identifying which firms will make the best employers.

Could you make it as a recruiter?

So after reading that, could you make it as a recruiter? If the answer is yes then get in touch with our team to find out about the roles we have on offer in our North West headquarters.

Take a look at some of our other blogs to find out what life is really like as a recruiter. Or browse our current roles to find out what’s available outside of the recruitment industry.

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

Payroll Practitioners

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

Maintenance Engineers

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

Credit Controllers

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

Accountants in Practice

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

Marketing and E-Commerce specialists

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

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

©depositphotos.com/zimmytws

There was once a time when onboarding was somewhat of an afterthought, or indeed, a non-thought, for many organisations, however most companies will now have comprehensive programmes to ensure that successful candidates are swiftly integrated into their culture. Even so, as a new starter you should make the most of your first few weeks at a new organisation, and take steps to ensure you onboard yourself to the best of your own ability.

Before you begin

Make sure to utilise the break between roles. Don’t let the grass grow beneath your feet on the gap between finishing an old position and starting a new one. While it is important to make sure you’re well rested and mentally prepared to start in a new job one of the most effective ways to make use of any time off in-between is to create the foundations for strong professional relationships. Write a personal thank you to your interviewer, or hiring manager, thanking them once again, and take time to find out what you can about your new line manager and colleagues.

Review your induction schedule and handbook. It’s likely that you’ll receive both before your start date, so make sure you set aside plenty of time to read them both through thoroughly. Pay particular attention to the dress code, and give yourself enough time to find appropriate outfits if the formality differs from your prior place of work. If you aren’t provided with a schedule or policy handbook, requesting them will certainly set a good impression.

In your first week

Regardless of seniority, as a new starter, it’s crucial that you take the time to speak with each of your new colleagues. Establishing the foundations for strong professional relationships creates a more enjoyable work environment and can help you grasp the office structure and culture more quickly. If it helps, prepare some small-talk topics to draw on when introduced to new colleagues – this can be particularly useful if you’re joining a large team.

At the end of your first week, schedule some time to sit down and speak with your line manager to discuss how you are finding your new role. This conversation will give you a chance to get some initial feedback, discuss anything you are finding challenging, and ask about how your progress will be reviewed in the coming weeks and months.

Looking forwards

Professional development should be an ongoing effort. Make sure to set yourself a 90 day goal at the end of your first week, and regularly review your progress towards achieving this. It is also important to regularly review your skillset and discuss opportunities to develop any skills which would benefit your new work, or team.

Find more career advice and insight here.

Tracy Bolan, Commercial Manager at Clayton Recruitment, was recently featured in the Blackpool Gazette talking about the most in demand roles in the North West. The analysis was based on a study conducted by comparing vacancy levels across Clayton’s broad areas of expertise and highlights the ongoing skills shortages affecting many fields. Here’s what she had to say;

CSCS Cleaners

“There’s currently a real demand for, but short supply of, cleaners with the required professional certification to work on 80% of UK construction sites. The Construction Skills Certification Scheme (CSCS) Construction Related Occupations (CRO) cards act as industry standard documentation and demonstrates that professionals have both the skills and necessary health and safety knowledge to work in potentially dangerous work sites.”

Payroll Specialists

“At least one payroll specialist is required when a business exceeds a certain size, and the increased level of demand is a positive indication of growth in the region. HR roles and payroll specialists in particular often act as a barometer for both hiring sentiment and general business confidence. However unfortunately there is a shortage of both permanent and temporary payroll specialists, meaning that vacancies continue to outnumber candidates.”

Accounts Assistants

“Finance is a professional sector performing particularly well across the North West at present, and although accounts assistants continue to play a crucial role across both in house teams and accountancy practices, the latter is experiencing a particular shortage. This is likely, in part, due to the stable and lucrative career paths that firms offer, with professionals reluctant to move roles. However as more individuals realise the benefits of relocating to the ‘Northern Powerhouse’ it is likely that these shortages will fall into decline.”

MIG Welders

“As with many highly specialised jobs in the construction sector there is a dearth of MIG welders operating in the region. MIG is a particularly niche area of the wider welding specialism and is utilised in the construction, manufacturing and automotive industries to ensure contaminates don’t enter the weld. The government took action against the shortage of welders in 2013 by allocating £4m to fund high quality welding training, but more needs to be done to encourage both young people and individuals looking to retrain to enter the construction industry.”

Sales Administrators

“Another role which experienced a steady rise in demand is that of sales administrators, over recent years the organisations across the North West have become more profitable and have had a significant number of orders to process. At present administrators are stretched in their roles and candidate supply is falling short of demand.”

For more insights and tips take a look at our blog.

©Depositphoto.com/@ Devon