Back in March, we covered the topic of what to do in the unfortunate event that you are made redundant – it’s never an easy situation for anyone to deal with and can usually come as an unpleasant shock.

But unfortunately, it is a reality for many organisations and employees.

While redundancy might be inevitable for your current role, spotting the signs of it can help to prepare you for when the time comes.

So, in this article, I will cover the signs to look out for which typically indicate that your company is soon to go through a ‘restructuring’ period resulting in redundancies.

1. Difficult Times

One of the earliest signs of looming redundancies is that your sector or particular company is facing an economic downturn.

For example, while there is always a need for in-house and specialist accountants, there will be economic up and downturns which impact the commercial and financial sector. Is your industry or company currently enjoying growth, or are you aware of problems which are causing your organisation to struggle?

Shorter periods of economic unsettlement are less likely to cause redundancy issues, but if there has been a prolonged period of downturn, then this can be a sign of approaching redundancies.

2. A Freeze on Recruitment

Have there been vacancies in your department that have remained unfilled for a while? And every time someone raises the issue with a manager, there is some excuse?

Companies who are experiencing financial issues typically put a freeze on recruitment while they attempt to save money and sort out the more significant problems related to how they can improve their situation.

It can be normal for some harder to fill roles to appear vacant for extended periods, but if there has been a sustained blanket ban on recruitment for a while, this can be one of the earliest signs that redundancies are on the cards.

3. Cost-Cutting

While regular cost-cutting is usually a symbol of good fiscal sense, large cost-cutting at the expense of the work your company does, or to the detriment of the organisation, can be a warning sign that there is trouble which could result in redundancies.

Have expenses that were once routine been pulled-up for inspection? This can be anything from the daily office newspapers being cancelled to the annual conference that every team member was once invited to being cut to a select few.

4. Secretive Managers

Has the atmosphere in the office changed recently? Signs that all is not well at the top can include your managers becoming guarded. Even something as seemingly insignificant as your managers avoiding eye contact or 1:1 conversations can be a clue.

One candidate who I worked with in the past told me that they had been unsuspectedly made redundant. They were then shocked to find out that their colleagues had realised what was happening weeks before when their manager had started disappearing down corridors and avoiding eye contact at all cost.

5. Seeing More of the Director or CEO

Organisations who are at risk of redundancies will typically go through a period where the CEO is more visible and observant of daily goings-on, and this will be especially notable in organisations where these executive visits are usually a rarity.

This can be as they seek to observe what is going on in your office and where they can make cuts in tasks or, eventually, people. If you have witnessed an increase in senior staff getting together in meeting rooms or private offices, this could be a sign that they are planning redundancies.

7. Lack of Work

Finally, a significant decrease in your workload that lasts over a longer time-frame is one of the surest signs that your company will be making redundancies soon.

Have clients or customers been dropping contracts and taking business elsewhere? Commercial organisations need recurring custom to stay afloat, and the cold hard truth is, if your company has been losing business for an extended period – there will be redundancies.

Finally

Most people fear redundancy but remember that it can, and does, get better.

It can be an opportunity to reassess your career, and to make avenues into a new role with a different company. When a company makes redundancies, it is often the last option for the employer and is a sign of severe problems within the organisation; try not to dwell on the negative and accept that this company was always going to have to make cuts due to their failing position in the market.

My first advice to anyone who is facing redundancy, even just rumours – is to speak to a recruiter in your sector.

They will provide you with the best impartial advice of current or upcoming job opportunities in your sector, and might even be able to offer you an upgrade on your current role before the ‘R’ word is mentioned in your current company.

About Clayton Recuitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

Accountancy can be incredibly rewarding, but as with many great jobs, there comes a set of specific difficulties. Going through a tough period at work, and wanting to leave and join a different firm are two different things – so, how do you spot the difference?

There is a big difference between dreaming of a new job and actively seeking out new opportunities. At this time of the year, many people’s minds start to wander to the ‘what-if’ situations.

If you have come back from your summer holiday and realised that something isn’t quite right in your role – this article is for you. A little time away from your company can sometimes give you the fresh perspective on your career that you need to ask the question – ‘have I got the mid-year blues, or it is time for a change?’

This article should help you find out which it is.

The Accountancy ‘Calender’ Isn’t Always Easy

Now, this is an understatement if we’ve ever heard one. Yes, accountancy can be incredibly tough – long hours, deadlines that seem impossible, and not to mention the hectic seasons dictated by the taxman.

Did you predict that accountancy was going to be tough when you decided on this as your career path? Think back – you probably did, but might not have realised the extent of the pressures.

It is natural in any sector to have peaks and troughs – times when you feel like you’ve got the best job in the world, and times when you don’t want to get up in the morning. The usual ebb and flow of any career is not something which should be making you write your resignation letter, but if you’ve felt unhappy in your accountancy role for quite a while now, it could be a sign you’re ready for something new.

January through to March is when an accountant’s work will seem never-ending, with the end of year tax deadlines looming and every client wanting a moment of your time.

This can make some people feel overwhelmed, while others thrive on it.

If you feel as though you’ve lost your passion for accountancy of late, is it simply the mid-year slump that has left you feeling deflated? If you’re someone who thrives on being busy, having quieter times such as the summer can be the last thing you want.

During quieter periods, however, there are steps you can take to make sure that you’re not getting bored in your role.

Ask your manager if there are any other tasks or projects that you can take on during the summer lull. They will be happy for the help, and you might learn a part of your firm’s processes that you weren’t aware of before – it could be the start of a learning curve for you.

It is important to remember that if your firm always gets quieter this time of year -it might be just a lull. Compare January to June during the times you’ve been in your current role to assess the typical trajectory of your workflow.

Where Do You Fit In?

Some people say that when you know a job isn’t working out – you just know.

As a recruiter, I witness accounting employees and candidates at all stages of their career journey and this experience has given me a good handle on some of the main reasons people feel unhappy, and finally decide to leave their current role.

Yes, sometimes it is about the salary and the compensation packages, but quite often – it is down to the company culture.

Working for an accountancy firm where you get on with and share the same values and interests with other staff members can be a joy. It some cases it can even make up for other less desirable elements of your job.

A recent workplace study found that 56% of employees valued a good company culture fit over salary.

Did you take this particular accounting job because of the high salary? If so, did you also carefully weigh up if you are a good fit within the culture of the firm?

Quite often, when employees start to feel disengaged and eventually unhappy at work, they think ‘why do I feel like this? I’ve worked hard to get to this salary level!’ without realising that their ‘perfect fit’ of a job is to do with far more than the salary that lands in their bank account each month.

Your mid-year blues could be a sign that you are working in a firm whose culture you don’t fit in with. Talking to a specialist recruiter can help you figure this out.

How Can a Recruiter Help?

Recruiters don’t just deal with placing candidates in roles (although, that is what we are famous for!). Every day, we deal with inquiries about roles, we are sought out for advice from both candidates and clients, meaning we have an in-depth knowledge of the deep-seated and variety of reasons people have for looking for a new job.

If your current accountancy role isn’t making you as engaged as it once was, call us today to discuss your options. We recruit for a variety of accountancy roles – we might have the role you’ve been searching for.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Are you preparing for an upcoming accountancy interview? Would you like to know the common questions that come up time and again?

When preparing for any interview, it helps to have some insider knowledge on what types of questions typically come up. Having in-depth recruitment knowledge at our disposal here at Clayton Recruitment based on over 30 years experience, we share the most common accountancy interview questions. Read on to find out which questions accountancy hiring managers are asking this year.

Why Do You Want to Work For THIS Company?

You have accountancy skills, that’s why you’re sitting in this interview, but hiring managers will often want more than this. They will want to know why you are more hungry for the job than any other candidate. Is the location where you want to be? Did you see something on their website that caught your eye? Was it the culture, potential career opportunities or the chance to work with a marketing leading product or service. Demonstrate that you’ve done your research on the company to nail this question.

Do You Know About These Accounting Standards?

Rehearse your basic accounting principles including real and nominal accounts, accounts payable and receivable, everyday business transactions and the difference between International Financial Reporting Standards (IFRS) and Generally Accepted Accounting Principles (GAAP).

When applying for a higher level role such as senior accountant, be prepared to talk in depth about how provide financial support to your current business ensuring sufficient understasnding of various financial issues that facilitates the achievement of business targets.

How Have You Managed Bad Debts?

This is a handy question for hiring managers to see not just how much experience you have, but your financial nouse. As an accountant, the blame often lies with you when the numbers don’t look good, even though the root of the problem might have come from a different department.

Have specific examples that you can share of when you have turned around a negative debt situation. Be able to describe what the situation was, what you did and the result you achieved for your company. Only by sharing these situations do you demonstrate the value you bring to a company who is lucky enough to have you on their team.

What Would You Do Differently?

All candidates are human, and hiring managers know this. There is often a worry from the candidate that they think the interviewer expects them to be superhuman – they don’t. This question is useful because it helps the candidate talk about how they approach and solve problems, without having to admit to previous mistakes.

When this or a similar question about problem-solving arises in the interview (because there will be one), remember to answer with a focus on the positive. You can say ‘while this was a problem at the time, this is how I solved it…’ or ‘if this problem arose again, I would approach it in this way…’.

Tell us About a Time When You Reduced Costs

As an accountant, you will be expected to be able to reduce outgoings at all costs. Give examples of when you have achieved this in previous roles, by sharing the details of the problems and the steps you took reduce expenditures.

Showing that you are continually looking to manage and reduce costs for a business will get the attention of a hiring manager’s good books and validate that you are responsible in your role as an accountant – looking after the health of the companies finances and not just keeping them in order.

Hiring managers are looking for pro-active candidates who understand how vitally important credit control is in today’s financial sector, not just someone with the right certificates.

Tell us About Your Hobbies and Interests

This might seem like an outdated question but now more than ever hiring managers are trying to create a company culture which aims to retain staff. This question is not necessarily about finding whether you are going to be a new member of the company squash club, but it seeks to find out what drives you and if you have a similar ethos to other employees. Be honest and talk about your passions outside of work – hiring managers want to see the real you, not a homogenised version.

Where Do You See Yourself In (X) Years?

This is a standard question but it applies now more than ever. There is a chronic skills shortage in specialised sectors such as accountancy and businesses are desperate to keep the best talent. If the truth is ‘I want to do it for a year to put on my CV’, you might want to modify this answer.

Make it clear that you want to grow with the company. Talk about the plans you have for the future that you can incorporate these into their business, sharing how you want to develop professionally and you see yourself doing that with this company.

Prepare your answers to these common questions and you will have all the main topic areas covered.

Remember, this isn’t an exhaustive list. If you work in the field of tax, audit, treasury or management accounting, be prepared to answer more in-depth questions on your subject area. Remember that interviews are not about being right or wrong, they are mostly about allowing the interviewer see the real you.

After all, if you get the job and you realise you aren’t the right fit, it will be costly for the company and yourself. Lastly, relax, and remember to smile!

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Interview stress is common, and in all honesty, everyone has probably experienced it at one time or another. When you stop to consider how important interviews are in shaping our futures, it’s completely understandable why so many of us get stressed out by them.

There are lots of articles online about how to boost your interview confidence, but the truth is, if you’re nervous and anxious, sooner or later it’s going to show, potentially sabotaging an otherwise successful interview.

At Clayton Recruitment, we understand the anxieties and pitfalls that job-seekers face in interviews. We know how stressful it can be, but we also understand why employers look for confidence and poise in their candidates.

With that in mind, we wanted to share our five secret strategies for dealing with interview stress.

1. Research Your Potential Employer

One of the biggest keys to managing your nerves in an interview is knowing what to expect, which means knowing what you’re interviewing for. Understanding the history of the company and what they’ve achieved (as well as what they hope to achieve) is crucial for knowing what you can bring to the table.

In addition to understanding what services the company offers and who their clients are, you should learn as much as you can about the duties and expectations around the role you’ve applied for. For instance, if you’re interviewing for a role as an assistant accountant, you should ideally know which level of AAT qualification is required as well as which type of accounting software the company uses. You should also consider the ways in which the company’s philosophy align with your personal values.

The more you understand about the company’s needs and goals and where you might be able to fit in, the more likely you are to project a calm and confident demeanour during your interview.

2. Prepare a List of Questions

Just as important as researching the company is coming away with questions that will help you learn more about it. Your research will likely reveal more questions than answers; therefore, as you learn about the company, you should make a running list of questions that you may want to ask in your interview.

Remember, at some point, your interviewer will expect you to ask questions, and you’ll want to show them that you’ve given careful thought to both the position and their company. While active listening and genuine curiosity during the course of the interview might naturally yield some great questions that you might not have thought of beforehand, it’s always good to have a list to fall back on just in case.

3. Rehearse with a Mock Interview

In addition to making a list of questions for your interviewer, you should also brainstorm the kinds of questions they are likely to ask you. Try to anticipate what kinds of questions you might be asked and practice answering these. You can also find many great resources online, listing both general and more critical interview questions. However, it isn’t enough to simply think about how you might answer these questions.

You should ideally conduct one or two mock interviews with a friend or relative playing the role of the interviewer. Failing this, you could even interview yourself out loud in front of a mirror. Better yet, video yourself with your phone, so that you can play it back and critique yourself. While just the thought of this might make you cringe, it can be an extremely effective tool for lowering your anxiety and improving your performance.

4. Stay Calm & Don’t Rush

This one might seem like a no-brainer, but it’s an easy one to neglect. Not feeling rushed or flustered is hugely important in terms of keeping your stress in check. Make sure you know exactly how to get to your interview and give yourself more than enough time to get there, ensuring that you account for any traffic or other possible delays. No matter how much of a people person you might be, arriving late and agitated to your interview is not only going to make you feel stressed and anxious; it will likely ruin any chances you might have had of getting the job.

This advice doesn’t just apply for getting to your interview; try to take your time when answering questions, as well. This doesn’t mean waffling on endlessly or taking dramatically long pauses before or during your answers. It means being yourself, pacing yourself, and remembering to breathe. Remember, at the end of the day, an interview is really just a conversation.

5. Connect With Your Interviewers

While projecting confidence is important, being overly confident can do more harm than good. Boasting or bragging is an immediate red flag to most potential employers. Rather than trying to impress your interviewer, you should channel your nervous energy towards connecting and empathising with them. By focusing on connecting with people rather than on performance (or worrying about how they perceive you), you’ll be more at ease and more confident – you’ll also come across as likeable.

When you shift the focus of the interview onto the needs of your potential employer, you’re not only showing genuine interest, but you’re likely to inspire their confidence in you as a potential employee.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Whether you’re fresh out of uni with a degree in accounting or you’ve just recently changed career paths and received your accountancy qualifications, the world is now your oyster. In addition to being one of the world’s oldest professions, accounting has always been one of the most in demand. Moreover, while certain professions may come and go, the world will always need more accountants.

With a high median salary and a constant demand for qualified accounting professionals, the time has never been better to join the field. However, you’ve probably already realised just how large and diverse that field is. With so many opportunities to apply your skills in some different areas, knowing where or how to start your career can be a little overwhelming.

So, here are some tips on how to get your accountancy career off on the right track.

Set Career Goals And Be Focused

Rather than applying for the first position that you find, start by clearly defining your goals and mapping out an accounting career path. Before starting your job search, make sure you’ve carefully considered the following questions:

Where do you see yourself in five years? What would you like to have accomplished by then?

Do you want to specialise and if so, which areas of accounting do you want to focus on? How could you gain more expertise in those fields?

Do you want to work as part of an accountancy firm, or would you instead work in-house for a particular company/industry?

Are you willing to commute long distances or even relocate for a job?

What sort of salary and benefits do you aspire to in your career?

Are you willing to work more extended hours to get ahead quickly, or is work-life balance more important to you at this stage in your life?

Know What Employers Are Looking For

Being aware of what potential employers are looking for from accounting candidates is essential not only in planning your job search but in preparing for future interviews.

Beyond the basics – requisite education and qualifications – companies are often looking to work with or hire an accountant who understands the ins and outs of their business. Having at least some experience in a relevant industry can go a long way in landing you a job with a company. For example, if you’re changing careers and already have a background in retail or manufacturing, you might consider applying your accountancy skills in one of those industries.

If you’re interviewing to work as an in-house accountant for a company, they’ll also want to make sure that you’re the right fit culturally and that you have the soft skills to match your accounting chops. Are you a reliable team player who can work well with others, and are you able to communicate beyond the numbers? These are just some of the questions potential employers will want answers to when considering you for a role.

If you want to specialise in a certain area of accounting, working for an accountancy firm or a larger private company with their own accountancy team may be the right move for you. However, if you’re aiming to work with a smaller business, where you are likely to be their sole financial professional, you’ll need to be able and willing to do a bit of everything, from record-keeping and managing payroll to preparing taxes. In addition to ensuring that you have these sets of skills, employers will also want to know whether you are up to date with using the latest accounting software.

Access Contacts And Build New Networks

As the saying goes, ‘It’s not what you know; it’s who you know.’ Knowing how to make connections at professional conferences and networking events can help open doors to new jobs. Keep in mind that your most valuable contacts may not be the obvious ones (those working in accounting). For example, your next-door neighbour may have a brother who’s a CFO at a growing company.

While real-world networking can still be highly effective, social networking online has become equally (if not more) important. In addition to reviewing all of your social media accounts to make sure they cast you in a favourable light, making sure your LinkedIn profile is complete and polished is every bit as critical as keeping your CV up to date.

As the world’s largest professional network, with over 550 million members worldwide, LinkedIn is an extremely valuable resource for both researching and networking with potential employers. Maintaining a complete profile that’s replete with the right keywords can be a highly effective way of connecting with the kinds of companies you’d like to work for.

Work With A Specialist Recruiter

In addition to networking, finding a specialist recruitment consultant who is willing and eager to invest time learning about your skills and preferences can give you a definite edge in your job search. You’ll want to work with a specialist recruiter with connections within the accounting field who can help you find opportunities that suit your background and career interests.

In addition to saving you valuable time in your job search, a good recruiter will help to prepare you for interviews by giving you insightful background information about potential employers. And since recruiters are paid by the company they place you with, they have an incentive to find you the highest-paying position possible and will serve as a strong voice on your behalf during salary negotiations.

Businesses ranging from start-ups to large companies routinely use recruitment companies to locate potential hires with in-demand skills and experience. By working with a specialist recruiter to boost your search, you can increase the likelihood of landing the right position with the right company, thus setting your accountancy career off on the right track.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

The month of March is all about leadership with International Women’s Day at the start of the month and World Leadership Day at the end.

Why the big focus on leadership?

Being a great leader will determine how successful your organisation is and becomes as you move forward.

You don’t need to be a wildly dynamic, charismatic, gung-ho person to be an exceptional leader. If you have quieter people on your team, that approach may well be counter-productive.

What you do need is a considered, communicative and natural approach: one which will send the message to your team that though you have a job to do you’re on their side and working together is about everybody winning.

So, what are some of the traits of great leaders? We explore what they are in this week’s post.

Set Big Goals

The best leaders know how to set goals in a way that makes everyone feel involved.

When discussing team goals, bring everyone together and paint a picture of success – one which they can see themselves contributing to and can get excited about getting involved and doing their part.

Use examples and case studies of other teams or companies who have achieved greatness; it doesn’t have to be within your specific market. This will demonstrate that goals can be achieved in business and by their organisation too.

Make sure you relate the goal to their part in delivering results. For instance, if someone has to organise and develop a new CRM system, understanding that this makes the sales team more productive which equals more sales, will connect the dots for team members as they understand how critical their role is in delivering a team goal.

They Remove Ego From The Equation

Remove ego from the equation. As a manager of a team of you will need to lead, motivate, and direct your team.

Remember, your role as a leader is not to show your brilliance, but to support and encourage theirs.

This is the case across all departments, whether you’re leading a team of customer service advisors, salespeople, or finance administrators. If you’re not an expert in every aspect of your team’s work, be upfront about that, explaining that your role is to facilitate their success rather than be able to do their job as well as they do.

Listen Like Never Before

Listen as you’ve never listened before. This is the most powerful skill you can have as a leader, and the best leaders listen more than they talk.

Effective listening not only alerts you to possible opportunities and issues you might have missed, but it also makes your team members feel like their voices are heard and valued. There is no better building block to a high performing team than good communication.

Understand Your Team

Bring the team together. Extroverts will need no encouragement, but introverted employees will often display a preference to work alone, which can stifle collaboration and morale within the team if it’s allowed to progress too far.

Be understanding and accepting of natural work-style preferences, but also be sure to bring the team together regularly for meetings and collaborative efforts, or you might find you are working with a set of individuals rather than a team.

Be Authentic

Be your authentic self. Showing your vulnerabilities, admitting mistakes and talking about life outside work may seem like admitting weakness, but authenticity is a quality that draws a team together and builds mutual trust. In a team with an authentic leader, mistakes are admitted rather than hidden, and the team are loyal to the leader. Showing your human side is a powerful leadership quality.

Praise and Give Feedback

As a specialist recruitment company, it’s fascinating how often candidates state that their reason for wanting to leave their current employer is that they didn’t feel valued or recognised for their contribution.

Saying thank you is powerful. I know people have a role and expectations; however, a ”thank you, I appreciate what you have done this week for us”, can make all the difference.

All employees need feedback on how they are doing and where and what they need to do to improve.

All your team will have performance objectives at some level that feed into the companies’ overall goals, and feedback on objectives needs to happen consistently.

A more formal six-month review is what many companies implement. However more regular ‘catch-ups’ can help your team improve much faster and stops any veering off track too.

Be Transparent Whenever Possible

Bring your team in on the big issues. Nothing consolidates a team more than a challenge – if issues are discussed with transparency and a solution-focused mindset. Bring the team together to honestly discuss issues, ask for their opinions, and always keep an upbeat attitude that a solution will be reached.

The alternative is to hide problems, which everyone senses on some level, causing a wedge of distrust to form between your team and you.

People aren’t born great leaders; it’s something you learn over time. If you can incorporate these steps into your leadership style, you will be well on the way to becoming the standout leader you want to be.

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989 and during that time has built up an enviable reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Whether you’re taking time off over Christmas to enjoy the last few days of 2018 or are already looking ahead to what 2019 will bring, the end of the year is the ideal time to pause and think. We’ve looked back at some of the highs and lows of the year, to help you reflect on what’s gone well for you in 2018. We’ve also included a round-up of our most helpful blogs from this year, so that you can plan ahead and get 2019 off to a successful start.

2018 in review

This year has been challenging for business in general, and this has an impact on employees. When talking with candidates, one of the things that often comes up is the issue of job security – and many of you tell us that you’d like more!

Brexit is causing uncertainty, and the effects have been widely felt, particularly in the automotive sector. Vauxhall hit the headlines earlier this year when it was announced that the company would be cutting hundreds of jobs in the North West. It’s also been a tough year for industries that rely on EU migrants to staff operations. This could mean a greater workload for individuals, as they try to cover the same amount of work that would usually be handled by more staff.

The retail sector has also suffered job losses this year, with reports suggesting up to 50,000 people have been made redundant. And while the headlines make for gloomy reading, it isn’t all bad news for candidates. Roles in digital and tech industries are increasingly in demand, as are professional services such as accounting and finance. New and emerging sectors are building on those foundations, with Fintech (short for Financial Technology) expected to grow by 88% in the next three years.

So, whether you’re just about to enter a new industry or are starting a new job, you’ll want to get off to a flying start. Our tips on how to make a good impression in your new job will help you get settled and make a positive impression, we hope it helps!

The job market in 2018

While uncertainty can mean job losses, it also means that businesses are keen to hold onto their top talent. The CIPD found that following the Brexit referendum, 26% more companies said that they wanted to develop staff internally. That’s good news for those of you who are worried about job security or who are looking for development opportunities.

As hinted above, the service sector has been booming. In January we reported on the most in-demand job roles, which included administrators, telesales executives and accountants. Professional services, such as accountancy, generates work for a raft of support staff, as do industries such as the creative and media sectors. This is good news for candidates; not only does it offer new employment opportunities, for many people a supporting or junior role can be a fantastic route into an industry that interests them.

2018 has seen the continuing trend of ‘Northshoring’, with companies moving operations from London and the south of England to the North. Cities such as Leeds and Manchester have benefitted from this, and the impact on candidates is positive too. Economic growth means more employment and career progression opportunities that might otherwise have been missing.

So if you’re planning your next career move, the best thing to do is plan ahead. Be sure of where you want to go in your career and look at how your company and location can help you to get there. If you’re not sure whether you can see a future with your current employer our blog, ‘How to tell whether your job is going well or not’, will help you make a decision.

Clayton Recruitment is committed to your success

Our reputation rests on our ability to help you find the very best job for your skills and interests. Two of our key values are trust and relationships and we work hard to build both of these with the candidates we work with. Candidates appreciate these values and the fact that we listen to what you want to get out of a new position.

What’s more, we also build strong relationships with our clients. This is beneficial to candidates because we have a solid understanding of the businesses we work with and the vacancy on offer. By taking the time to know both parties we can successfully match applicants with their ideal role. In the short term, it means that you find the new position that you’ve been looking for, and in the long-term it gives you confidence that you’ll feel happy that your values align with the company’s values for a long time to come.

Candidates and Clayton Recruitment: success stories

From directors to part-time staff, in our lifetime we’ve helped over 2,000 professionals find their ideal role. Our passion for recruitment means that we’re always improving our service, so that we can help more and more professionals.

In 2018 we’ve expanded our service for those seeking temporary work. We recognise that not everyone is looking for full-time or permanent work; in 2018 there’s no such thing as a ‘one-size-fits-all’ job role any more. We’ve developed our temporary recruitment service so that we can help even more people find the role that is suited them, their lifestyle, and their skills.

Planning ahead to 2019

There have certainly been challenges and minor setbacks in 2018, though there have been opportunities for candidates also. And while it’s helpful to look back at successes and challenges this year and determine what that might mean, it’s also key to look ahead at what the future holds.

So, if you think that 2019 could be the year that you make a career change, we’ve put together our top five blogs from this year to help you land the role you’ve been dreaming of:

1. Do I stay, or do I go? How to make the decision whether to stay in your current job or leave
2. What to leave off from your CV
3. What is your interviewer actually thinking? 
4. Banish interview jitters with our interview checklist
5. The job offer – what next?

And if you’re thinking of making a fresh start with a new job in January, it’s not too late to apply! We’d be happy to discuss what you’re looking for and to get things underway ahead of the new year.

Call us on 01772 529 121, and one of our friendly and professional consultants will be happy to help.

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

In the meantime, we hope you have an enjoyable Christmas and a very Happy New Year!

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.

The first 30 days are critical to any job. There’s a lot to take in, new names to remember and you’re still finding your feet and getting settled. On top of all of that, you’re keen to make a good impression, demonstrate your worth and integrate with colleagues. Not much to do then!

We’ve put together the essential tips to help professionals make it through their first thirty days. Follow our guide and you’ll not only survive the first month, you’ll be set up to thrive for a long time to come.

What to do in your first thirty days

The start of a new job is your chance to demonstrate to your new employer what a valuable asset you are. According to Forbes’ research, ‘professionalism’ is the number one trait that employers value. So how can you balance a high degree of professionalism with being focused, positive and enthusiastic?

There are three stages to bring all of these elements together:

1. Your first day: The most important thing you can do on your first day is to be on time. Lateness is unprofessional and gives the impression of a lack of care. Be friendly and open when introduced to colleagues, but don’t overshare or be tempted to speak negatively about your former employer.
2. Your first week: Show enthusiasm when delegated work and don’t be afraid to ask questions if there’s something that you don’t understand. Continue to meet with management and directors. Show an interest in what your new employer tells you about the department, the business and its vision. If relevant, relate this to your own experience, as it may well help the company.
3. Your first month: A new role, a new business and new colleagues all take a little adjustment. Be sure to attend one-to-one meetings arranged by your manager, and if these are not forthcoming then you can request them. Be open to feedback and give feedback in a thoughtful, constructive way. Make your development goals known and work on a development plan with your manager.

Being proactive will put you in the driving seat of your new career and will help you feel more settled and secure. It’ll leave a good impression on your new employer too!

How to make a good impression in your new job

Making a good impression at the start of your new job sets you up for success. It’s about demonstrating your value. You want to reinforce in your employer’s mind that they were right to hire you. The ability to work in a team shows that you’re interested in the collective success of colleagues and the company. Listening, enthusiasm and a willingness to get stuck in show that you’re a good fit while showing off your skills.

When meeting management, be open to what they are saying, especially if they are communicating their vision of what the business or department is working towards. Show an interest and bring your experience to bear: even if you’re not in a leadership position, your experience is valuable and if you have skills or knowledge that will help the organisation achieve what they want, share it. This will impress leaders and demonstrate your skills and commitment.

Making sense of the company culture

Getting to grips with a new job is one thing, making sense of the culture of a business is another. There are several simple things you can do to help you get familiar with your new workplace.

• Make use of your mentor – If you’ve been partnered with a mentor, they can prove invaluable in helping you understand the business. If you have questions about how things work, potential office politics, or anything that’s not necessarily related to the work but the everyday ticking over of the place, your mentor will be able to give you the inside view.
• Attend orientation, meetings and introductions – This will give you a good overview of the company and how it works. Meeting key players and observing them in action will give you a good idea of the leadership style and how this influences the business.
• Pay attention to feedback – Whether feedback is delivered as an everyday drip-feed or in more formal one-to-ones, it gives you a good idea as to the culture. Keep your ears open to what’s being said and learn to understand what is expected of you – being told what to adjust and how to make it better, helps you understand the company’s values in a tangible way.

How to integrate with co-workers

It’s likely that you spend more time with your colleagues than anyone else. So it makes sense to have good relationships with those you work with, even if you aren’t best friends. In order to integrate with colleagues in the first thirty days of your new job, there are a few steps you can take.

On your first day, be friendly and open. A smile and a firm handshake convey trust and create a good first impression. Take time to introduce yourself to your mentor and make sure that you go to lunch! Chatting with people away from your desks is much more likely to see you get along on a personal level which helps to enhance working relationships. Just beware of oversharing and don’t be tempted to talk negatively about your former employer: you’ll quickly destroy trust and be viewed as a gossip.

Over the coming weeks is when you can start to build and solidify working relationships. If your manager hasn’t arranged it, ask to be introduced to the department head. Being aware of who’s who will help you understand your work and build positive relations. If you’re invited to events or networking make sure to go along. Avoiding these kinds of situations gives the impression that you’re not a team player and can damage relations with colleagues.

Hit the ground running

Joining a new business can be a challenging process. But by going through things in a logical and proactive way, you can make the best of your first month. Ensure you tie up your own goals with the goals of the business, demonstrate your value and your boss will be thrilled with their new hire.

Our guide on ‘How to excel in your first 30 days‘ will give you more hints and tips on settling into your new role – download your complimentary copy or contact us on 01772 259 121. We’ve decades of experience working with professionals from a range of industries to place them in their ideal careers and we’d be happy to help with whatever challenges you’re facing.

And if you found this blog interesting please take a look at our other blog on ‘How to onboard yourself into a new job’. You can also register your CV with us online.