New job considerations

What tops your list of new job considerations? Here’s what the rest of the UK is saying…

Today marks the start of National Careers Week. In honour of the occasion, a new survey has explored the most important elements people consider when making a job change.

The top new job considerations are said to include…

  1. Salary level (64%)
  2. Working hours (55%)
  3. Location (50%), tied with personal interest or enjoyment (also 50%)
  4. Job security (40%)
  5. The working environment (37%)
  6. Progression opportunities (26%)
  7. Training/skills development opportunities (23%)
  8. The opinions of your family or partner (12%)
  9. Status (9%)

What makes this survey stand out?

Firstly, it’s interesting to see some research that explores the holistic nature of work. At first glance, you may think this is simply a list of work perks. However, the study also encompasses some of the more psychological and interpersonal elements, such as the opinions of others and our perceived status.

This is refreshingly honest, although it’s also great to see that some of the more individual elements such as job enjoyment come much higher.

It also supports other recent recruitment news findings. Examples include…

How is this data relevant to you?

  • As a job-seeker: it’s another example of the questions you can ask yourself ahead of your job search. Understanding your own priorities can really help you decide where to focus your attention – and, of course, which jobs to apply for. For instance, if you know personal enjoyment sits far higher than salary for you, then there’s little point in applying for a role that doesn’t spark some interest. Or if your work is all about paying the bills, you’ll want to stay loyal to your initial salary range.
  • As an employer: it’s always helpful to remember what candidates are looking for. Each candidate will have their own order of priorities and these can change throughout their careers. While you may not be able to lead the way on every front, see which of these aspects you can highlight throughout your recruitment activity and, for that matter, which aspects you could introduce or build on in the future.

Don’t forget to keep an eye on our News page for regular recruitment news and advice features. You can also connect with us over on Twitter, Facebook, and LinkedIn and/or register your CV for local opportunities



Coping with job search setbacks

What to do when you encounter job search setbacks…

While it would be wonderful if everyone had a smooth job search experience, some disappointments are likely. It could be anything from finding out that a position has already closed to not being selected for an interview.

However, if you’re mentally prepared for such happenings, it’s easier to stay on track and maintain some motivation. If this talk of mental prep sounds familiar, it’s something we discussed in this feature on the four job search phases last month. The four phases were identified by Kourtney Whitehead, whose advice we’ll be discussing again today – this time regarding the three ‘unavoidable job search setbacks’.

The three job search setbacks include:

1. Being rejected for a ‘position you’re clearly qualified for’ 

There are some great insights here, including three core messages that particularly ring true:

  1. Many applicants encounter this
  2. It doesn’t reflect your individual ‘market value’
  3. You won’t necessarily “experience predictable outcomes throughout your search”

Interviews can be like exams; sometimes the ones you think you’ve failed are actually the ones you’ve passed with flying colours! Of course, this can apply in reverse and sometimes it’s the jobs you think that you’re a shoo-in for that you don’t get.

This is a topic we’ve covered in more depth on our post about handling interview rejection; even if it happens multiple times.

2. Finding a great opening that doesn’t meet your salary expectations

Whitehead’s advice stands out here because it’s so realistic to everyday job market happenings. Whereas many articles will tell you to ask for more than an advertised salary, Whitehead points out that if you’re not willing to work for the advertised salary range you should be upfront from the start.

She’s not saying that companies won’t ever pay more for the right person. However, some budgets are fixed for a reason and you don’t want to waste anyone’s time, including your own.

This issue can be easier to raise when working via a Recruitment Consultant – allowing you to have a frank conversation outside of the pressures of an interview setting. Your Consultant can help manage your expectations and let you know whether there’s the possibility of flexibility or not.

3. Not getting a job you feel ’emotionally attached’ to

Not many people discuss this common issue. Perhaps before you’ve so much as attended an interview (or even submitted a CV!) you’re envisaging life in your new role…and you really like your visions of the future.

But then you get the rejection and it’s far worse than usual because you feel as if something has actually been taken away from you.

In this case, Whitehead recommends making some rejection plans. She suggests speaking to your closest friends and family and letting them know what you need from them during these trickier times – whether that’s time alone or some extra company and conversation.

Even if you don’t feel you have a support network around you, you can plan some activities to help pick yourself up in the case of bad news. Again, you should hopefully feel able to confide in your Recruitment Consultant during these times!

You can read the rest of Kourtney Whitehead’s advice via Forbes.

Get your local job search started via our jobs page and/or submit your CV via the website.



4 signs you’ve found (or are) the right candidate!

How to know whether you’ve found (or are!) the right candidate for the job – a post for employers and job-seekers…

Last week, Onrec published a post that we knew we had to feature in our January series. It’s titled: ‘Think you’ve found the right candidate? 4 signs every employer should look for.’

While the piece is clearly targeted at employers and HR Managers, it also offers valuable reading for job-seekers. After all, one of the most vital tools in your job search is the ability to understand what businesses are looking for – allowing you to demonstrate your suitability for the role.

Onrec’s advice is perhaps surprisingly simple. You may think that each of these four signs would be a given when attending interviews. However, it’s the people who can do these things particularly well (and most genuinely!) who really stand out.

The 4 signs that you could be the right candidate are…

1. Exuding enthusiasm:

True enthusiasm can really help you set you apart from your competitors. This includes an enthusiasm about your experience to date, alongside the opportunity to bring your experiences into the role you’re discussing. The best bit? The Onrec article highlights how achievable this is, regardless of your interview nerves.

Tip: before attending any interviews, spend some time considering what you’re most enthusiastic and excited about at this point in your career. What’ve you most enjoyed about your previous work and what are you looking forward to doing next? Make notes and discuss with friends if this helps you to become more comfortable in expressing your positivity.

2.  You’ve swotted up:

You need to show that you’ve swotted up on each business you’re interviewing for. This isn’t just about proving you understand the company and its purpose, yet also showing you’re proactive and prepared.

Tip: even if it’s a last-minute interview request, you can have a good look at the company website. Keep a close watch for any mentions of company goals, aims, working ethos or similar. Got longer to prepare? Visit social media feeds, research news items about the company, industry trends and more. This tip also ties into the ‘Proactivity’ point in this post.

3. Seeing flaws as growth opportunities

The most well-rounded candidates can take an honest look at themselves and see how their downfalls can be used as areas of improvement. It helps if you can give real-life examples of times you’ve turned a flaw or failure into a learning and development opportunity.

Tip: try to brainstorm something other than perfectionism (the most popular weakness that’s become something of an interview cliche!). Think of a challenge you’ve overcome, which trait this represented, and how you overcame it and/or the steps you’re currently taking to improve. Again, express enthusiasm for your personal development rather than shame for being human in the first place!

4. Communicating well

Onrec’s final point also ties in well with the ‘Empathy’ trait in this article. You want to communicate clearly and positively with every person you encounter throughout your recruitment process.

This goes beyond your interview conversations and extends into any emails, calls and/or texts you exchange. Not to mention those non-verbal communications with anyone you pass in the interview building.

Tip: always give yourself space to re-read any written comms before firing them off to a prospective employer. You can also stand out by sending interview thank you notes – here’s some advice on how to do this if you’re working with a recruitment agency.

Catch up with the rest of our January series so far…

Don’t forget to keep popping back to our News page to see the latest instalments. You can also connect with us via Twitter, Facebook and LinkedIn



Job Search September! Is everyone looking for a new job?

Will this new season also spell the start of a new job frenzy throughout the nation? Some of the latest findings suggest so…

Wix (the web development platform) has conducted its own research among professionals. They’ve found that:

  • 49% of British professionals intend to leave their job on return from their summer holiday.
  • September is one of the most popular times to change jobs, next to January.
  • A number of workers are deliberately missing return flights and hiding their holiday social media updates so their employers won’t see!
  • There is also data regarding the desire to set up new businesses, the industries people want to specialise in and the type of breaks that inspire a new job search!

Why are professionals feeling so fed up?

  • 69% of respondents experience a sense of ‘dread’ about returning to the office.
  • 42% of people crave more flexibility in their working lives.
  • 39% state that they feel ‘undervalued’.
  • In addition, 37% believe they’re underpaid for their role.
  • 34% say they either don’t like their boss or colleagues.
  • And 31% cite poor management at work.

Will we really experience a Job Search September?

It’s unlikely that the whole study pool will hand in their notice this month! While holidays often spark a period of reflection, many people won’t follow through on their ideas on return from their break.

That said, some of the group will, and the fact remains that this is a popular time to make a change. Other findings reflect some of the above sentiment, yet less dramatically(/imminently)!

For instance, a separate study suggests that just under 1/3 of office employees are ‘considering’ finding a new job within the next year.

Many of the triggers are the same…

  • 39% hope to achieve a better work-life balance, with 32% specifically wanting flexible working options.
  • 38% are looking for a pay rise.
  • This group also believe that their skills will be ‘more desirable in the coming months’ (32%) – and that they’ll still receive ‘multiple job offers with competitive salaries’ (33%).
  • The youngest age group (comprising 16 to 24-year-olds) appears most likely to search for a new role, with career progression and work-life balance the greatest incentives for this demographic. They also prioritise corporate culture over pay rates.
  • Employees aged 35 and over are 10% less likely to job search, yet place an increased value on salaries (42% versus 17% for 16 to 24-year-olds). This is unsurprising if you consider career stage and life factors, including average household and/or caring responsibilities.

Both articles mention the need for employers to prepare themselves for a period of change. Alongside exploring staff retention strategies, this may naturally include an increased recruitment focus.

Please call the office on 01225 313130 to discuss your recruitment requirements or email the team directly. Job-seekers can apply for the latest openings via the jobs page, CV upload, or by email. Here’s what to include in your cover email if you’re looking for a new job!



Interview thank you letters – should you send them?

Should you send interview thank you letters when working with a recruitment agency?

It’s always great to see careers and recruitment topics featured in the mainstream media. One of the latest examples is Cosmopolitan’s focus on whether it’s appropriate to send job interview thank you notes.

There’s some really helpful advice within the piece. However, this particular article only applies to those interviewing directly with employers.

What about when your interview has been arranged via a recruitment agency?

In this case, it’s not appropriate to communicate directly with the interviewer/s, unless your consultant has specifically asked you to do so.

The client (your prospective employer) has chosen to work with a recruitment agency for a number of reasons. This is often partially due to time restrictions and wanting to ensure that there’s a dedicated person who’s committed to you throughout the selection process.

They will have arranged specific check-in points with your consultant, who remains your primary point of contact for interview feedback and similar.

So when will you receive your interview feedback…and when can you provide yours?

The specific timings will vary by business and agency. Most reputable agencies will take a proactive approach and want to hear from you soon after your client interview.

They’ll be interested to hear your perspective; this may include aspects such as…

  • How you felt the interview went
  • Your perceived connection with your interviewer/s
  • Any concerns you had regarding challenging questions or items that arose
  • Your interest in accepting the role if offered

Your consultant will also be in touch with the client at the soonest opportunity; as dictated by the employer’s availability.

Alongside relaying your feedback and interest in the role (where applicable), they’ll also gather the employer’s feedback. At this stage, it may be a case of awaiting further updates regarding second interviews or other selection processes.

Your consultant should advise you of the above. In certain circumstances (for instance, client holidays/travel or the need to await in-house meetings) it may be the case that there’s a bit of a wait before the client will enter their decision-making process. Your consultant should also keep you updated on this.

But what if you’d still really like to send interview thank you letters?

Even though it’s not appropriate to contact the client directly, there is another option! Why not email a thank you note via your recruitment consultant, detailing those aspects you would like to send on to the client? Revisit the Cosmopolitan piece for advice regarding the contents of this.

That way, your agency can relay your feedback via their email or phone conversations with the client.

This will still enable you to highlight your interest in the role and could help you stand out from your competitors.

Ideally, this should be sent to your consultant soon after your interview so that the experience is fresh in mind…and your feedback reaches the client before their decision is made.

Of course, before you get to the interview stage you need to apply for suitable vacancies! Here are the latest local opportunities.



How secure are today’s jobs?

How secure are today’s jobs compared to those of twenty years ago? Plus to what extent do these findings even affect employees and job-seekers?

Before we delve into the latest stats, there’s one important question we should be asking…

What does job security really mean?

There was a time when job security was closely correlated with a ‘job for life’. Something now considered to be a feature of the distant past – and not expected to return, either!

In more recent decades (and as per the Oxford Dictionary), job security has become “the state of having a job…from which one is unlikely to be dismissed”.

How secure are jobs in 2019 versus 1998?

Due to the discussions surrounding the gig economy, you won’t be surprised to hear that most people think national job security is diminishing.

However, CIPD research suggests this is untrue:

  • The total share of non-permanent jobs has ‘not increased since 1998’.
  • Nor has the ‘under-employment rate’ of people requiring additional work.
  • The vast majority of national employees are in fact in ‘regular’ 9-5 jobs.
  • Any fluctuations that have occurred throughout this twenty-year period are additionally temporary in nature and relate to specific events, such as recessions.
  • While largely positive, the CIPD has called on the government to do more to tackle poor pay and discrimination issues.

Does it matter how secure your job is in 2019?

You’d be forgiven for thinking that the growing gig economy and increase in ‘side jobs’ are signs that professionals are less concerned about job security…

Advice for those worried about job insecurity:

MindTools has issued advice to help people cope with the uncertainty of their work.

Two of the best tips from this piece also apply to your job-seeking process…

  • ‘Show your value’: not only does this approach help you stand out as an employee, yet it also helps set you apart from your job-seeking competitors.
  • ‘Stay current’: upskilling is sure to be a continued theme in recruitment news, as technology advances alter the jobs landscape. The way you market your skills should also be current…including regularly refreshing your CV!

Looking for a new job? You’ll find the latest temporary, permanent and contract openings listed here



Improving your workplace wellness

Wish you felt happier at work but have no idea what contributes to your workplace wellness? New findings from The Myers-Briggs Company could help.

We recently discussed the fact workplace wellbeing appears to increase with age. The article cited a Myers-Briggs study that we’ll be returning to today. According to their findings…

Your workplace wellness is most affected by:

  1. Your relationships with colleagues (7.85/10)
  2. A sense of ‘meaning’ (7.69/10)
  3. Your workplace accomplishments (7.66/10)
  4. A feeling of engagement (7.43/10)
  5. Experiencing positive emotions (7.19/10)

There is also a strong relationship between high wellbeing and reporting the following:

  • High job satisfaction
  • A strong interest in your day-to-day job activities
  • Greater commitment to the company
  • ‘Citizenship behaviours’, including a willingness to assist your colleagues and/or reach business objectives
  • A lower likelihood to look for an alternative job.

You’ll find more information regarding the correlations with gender, occupation, and location here.

How to use these findings to your benefit:

If you’ve already been looking for alternative jobs for the past few weeks (or months!), you’ll know that there is something that’s encouraging you to look elsewhere.

Yet have you had the chance to identify what this is? It could simply be the case that you’re ready for a new challenge. Or it could be that one or more of the above factors are missing.

  • Take a look at both of the above lists. Which elements ring true to you? Then, taking a closer look at the first list, which elements matter most to you?
  • Perhaps it’s more important that you enjoy working with your colleagues and you’re interested in your work than to feel as if you’re achieving certain accomplishments. There are no wrong answers!

How to use your findings to support your job search:

  1. Watch out for key words on job advertisements and company websites. For example, if you’re looking for a sense of meaning, you could research your prospective responsibilities, company mission statements, and how the industry benefits communities or society as a whole.
  2. Share your priorities with your Recruitment Consultant and ask more about these elements in your interviews. For instance, if you’re guided by a sense of accomplishment, you could enquire about the sorts of projects you would work on, whether there is the chance to work to targets, etc.
  3. Add more depth to your applications and interviews. Use your personal motivations to engage prospective employers and stand out. For example, when asked why you applied for an opening, you could discuss your core motivations (e.g. being a part of a community-driven organisation) and what it was about the job spec and website that attracted you to the role (e.g. the fact you’d be supporting others, the community projects discussed, and/or a specific shared mission).

Why not get started on that research now by taking a look at the latest jobs!



Job hunting this lunch break?

Are you using your lunch break to job search? Why so many professionals are, plus some considerations to be aware of…

The lunch break job hunters:

  • It turns out that 1/4 of UK professionals are now job searching at lunchtime.
  • 1/3 of people aged 22-35 even apply for job vacancies during working hours.
  • In comparison, the over-55s are more likely to conduct their job search after work (58%).

What’s behind these figures?

  • The majority of respondents hope to increase their salaries (41%). This actually contradicts other recent research findings.
  • There’s also the aim of making a ‘fresh start’ (31%);
  • Plus simply wanting to know what else is out there (over 25%)
  • Alongside an eagerness to work for a different company (23%).

Some hints and tips…

  1. It’s definitely wise to save your job hunting for your lunch break rather than during office hours. You’re entitled to a break. For most, this will include an hour-long lunchtime. For others, it’ll simply be the 20 minutes that you earn for working more than a 6 hour day. Either way, this break should ideally be ‘uninterrupted’ and is yours to spend as you wish…within reason, of course (your contract may stipulate certain limitations, such as the amount of alcohol that can be consumed during the day. But that’s a different topic)!
  2. Avoid using any work devices to conduct your job search; even if it is during your lunch break. Your employer may monitor computers, laptops/tablets and phones. This is a private endeavour that should be limited to your own technology.
  3. On a similar note, always use your own email address, rather than your company’s. Again, company emails may be monitored.
  4. Private devices operated on company Wi-Fi might not be so private after all. Where possible, take yourself out of the office where you can conduct your search in peace.
  5. Don’t rush your applications. You want to make sure you can give your CV and any cover letters proper attention. Use this time to research and bookmark openings and make any initial enquiries. Only send your CV if you’re sure it’s ready to be sent (keep a copy in your email drafts for this purpose). Also be sure to proofread your cover note and check that you’re not emailing it to your boss/colleague by mistake!
  6. Lunch breaks are fantastic for contacting and/or meeting with recruitment agencies. Let them know if you’re only available for a certain period of time so you feel more relaxed. For further advice about your search, please call an Appoint consultant on 01225 313130. Here’s what to include if you’re emailing your CV to a recruitment agency. And, finally, here’s where you can upload your CV via our website.

Best of luck with your job search – we look forward to hearing from you regarding jobs in Bath and the surrounding area. 



Is voicemail dying in recruitment? Advice included!

Why you might want to rethink your attitude towards voicemail when it comes to your job search…

It’s great that there are so many ways to get in touch with recruitment agencies and prospective employers these days. This may be via social media, email, a text, or call. However, research suggests that one method of contact might be dying out. Yes, the title gives this one away, it’s the voicemail!

According to the research (published by HR News):

  • Only 20% of respondents choose to leave a voicemail if they can’t reach their contact by phone.
  • There’s a distinct age divide: middle-aged and older people are far more likely to both listen to and leave voicemails promptly versus their younger counterparts.

What stops people from leaving a voicemail?

  • The primary reason (22%) for not leaving voicemails is that people don’t like to receive them themselves! In other words, they’re trying to do the prospective recipient a favour of sorts. This was closely followed by:
  • The fear of making a mistake that they can’t delete (21%),
  • A belief that it won’t even be listened to (17%),
  • Disliking their own voice (17%),
  • And embarrassment that they’re not speaking directly to someone (15%).

The article also cites a number of reasons that people dislike receiving voicemails.

Advice for job-seekers…

Perhaps it is the case that voicemails are a dying breed of communication. However, whatever your viewpoint, you’d still be wise to brave them for the good of your job search for now!

You never know which HR manager, employer or recruitment consultant might be calling you – nor for that matter their preferred method of contact.

It’s savvy to make sure you’re as accessible as possible and you’re actively listening to and responding to any form of communication regarding your job applications. After all, you don’t want to miss an urgent interview invite or temp assignment. You certainly don’t want to be that one candidate who is always super tricky to get hold of.

Alongside this, leaving voicemails yourself where appropriate allows you the opportunity to impress an employer with your professionalism. Our advice?

  1. If you’re nervous about leaving a message, be proactive. Before you even pick up the phone, jot down a few points that you’d say. Say them aloud to yourself if needed.
  2. Always state your name and number clearly and slowly, repeating any details as appropriate.
  3. If you make a mistake, most voicemails offer the facility to re-record the message. If not, apologise for the confusion and move on…just as you would in regular conversation. Remember, the recipient is also human!

What to do if your voicemails don’t work:

Don’t leave this to guesswork! Make sure that your contact knows in advance that this is the case and ensure you provide alternative routes to reach you.

Additionally, always respond in as timely a fashion as you can. If you’ve asked for emails or texts, be sure to monitor them.

The more proactive you are, and the more you use your initiative, the more points you stack up against your job-seeking competitors!

Looking to contact a recruitment agency for the first time by email? Here’s what to include in your cover message



What employees want & need in 2019

Do you know what most employees want from their employers?

It’s always interesting to see how your daily hopes differ from those of your colleagues. Of course, if you’re the employer it also becomes rather beneficial to know those factors that could be getting your team down.

Sometimes, the least expected concerns may be those that top the list. This could be said for the leading ‘want’ in Viking’s data, compiled from nearly 14,000 respondents…

What most employees want:

  1. Greater information regarding the possible health implications of their daily ‘display screen equipment’ use and sedentary working ways.
  2. Increased mental health and work stress support.
  3. Mental health training for all managers.
  4. Remote working opportunities.
  5. Protected lunch breaks…so employees actually get to take them.
  6. A four-day working week; working longer days Monday to Thursday to accommodate this.
  7. More artwork throughout the office space – to lift moods and reduce stress.
  8. Guidance on social media policies.
  9. Efforts to reduce ‘annoying office habits’.
  10. And for employers not to ban social media use (believing that this would actually hinder productivity).

It’s well worth reading the full piece on the Viking Blog to see all the supporting stats. Alongside those irritating office habits that make 41% of people want to leave their jobs!

Elsewhere, employers are reminded of another specific need…

HR Magazine has a thought-provoking post regarding the impact of fertility issues on employees. A conversation that is rarely discussed in HR and recruitment media.

The feature highlights the emotional challenges experienced, as well as the logistical problems posed by treatment appointments and medication needs.

It also provides some well-informed suggestions for employers and HR professionals.

Now, what do you really want or need from your job?

This is a fantastic question to ask yourself at the start of a New Year. What would make your Monday mornings brighter in 2019? Do you look forward to a new challenge or setting? Have you outgrown your existing role and/or do your skills exceed your salary?

If the answer is ‘yes’, you’ll want to keep a close eye on our news and jobs!