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.

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.

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.

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.

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

Why did you resign in the first place?

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

A question of loyalty

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

Is it just a stop gap?

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

Think long and hard before you make the decision

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

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

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

Understand expectations

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

Get to know the culture

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

Avoid politics

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

Ask for feedback

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

Show enthusiasm

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

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

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

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

Here are our five top tips.

Set goals:

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

Why do you deserve the promotion?

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

Shout about your achievements:

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

Get a meeting in the diary:

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

Be realistic:

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

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

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

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

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

Fork lift drivers – reach and counter balance

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

Customer service with sales and order processing

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

Commercial financial analysts

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

Marketing and brand managers

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

Production workers

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

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

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

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

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.

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.