The most motivated age

When do employees reach their most motivated age? And what’s wrong with these sorts of findings?

The Independent’s latest careers news headline caught our eye. It states that ‘people are most driven aged 33.’ The article, based on research by Bupa Health Clinics, suggests that this is the age when people are likely to be more motivated, confident, energetic and positive.

This apparently applies to all of our goals from career intentions to healthy lifestyle plans. While the article and research are clearly well-intentioned, it’s important to note that these findings are also highly generalised and don’t reflect other research data.

Earlier studies have found that it’s the over-55s employee who is the most motivated. Plus it’s likely that we’ll soon hear Gen Z is leading the way on this front!

In reality…

There are extremely motivated individuals of every working age. Working closely with candidates across all career stages has shown us this time and time again.

Fear not if you’re only just embarking on your career and want to prove your motivation – or if 33 is a long distant memory – your individual drive can peak at any time. What’s more, there’s nothing to say you’ll only have one peak in your career.

What motivates you?

More detailed studies have suggested that the drivers that motivate employees may change throughout the career cycle.

For instance, older workers may be more inspired by roles that feature ‘autonomy and personal principles’ whereas younger employees may desire greater ‘competition and career progression.’

Even these drivers will naturally vary individually. With all this in mind, there are a few important questions to consider…

  • How motivated do you feel right now?
  • What actually motivates you?
  • And is there anything you need to change to increase your motivation at this career stage?

One example change is finding others to support you – something said to help 70% of respondents in the first survey piece.

A new opportunity may also prove to be an important driver for you.



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



The job skill of the future

Which one job skill do we all need to work on for the benefit of our future careers?

Most experts agree that automation will dramatically change the job landscape over the coming years. It’s recently been said that “white-collar jobs will be swept away faster by digital change than in any previous economic transformation.” White-collar jobs are those that primarily involve mental and/or administrative work, such as that commonly undertaken by office professionals.

As alarming as talk of job loss is, these digital changes will present benefits to employees and businesses. The above-linked feature also explores how many of our jobs will become easier. Automation is predicted to eliminate many mundane tasks and help us to complete our roles more efficiently.

Yet we also need to adapt as individuals. It’s no good simply letting AI sweep in and remove our jobs. Instead, we need to brush up on our skills and make sure we’re working well alongside new tech.

Certain attributes keep cropping up in these conversations…

…including the job skill discussed in today’s featured study:

Emotional Intelligence (‘EI’ or ‘EQ’) is the skill in question, as researched by Capgemini.

  • 83% of professionals agree that a ‘highly emotionally-intelligent workforce’ will be intrinsic to future success.
  • 61% of executive-level respondents think EI will be a ‘must-have’ career skill within the next 1-5 years. 41% of non-supervisory level employees agree.
  • 76% of executives also say employees need to develop EI to adapt to more client-facing jobs and to complete new tasks requiring skills that ‘cannot be automated’, including ’empathy, influence and teamwork’.

Many employees also believe their skills are replaceable…

  • Just under 2/5 of employees say their job skills will or already have ‘become redundant’ due to automation and/or AI.
  • Currently, only 42% of businesses are training their senior team on EI; this falls to 32% for middle management and just 17% for non-supervisory staff.
  • Yet 75% of business leaders think emotional intelligence can be increased.

Psychologists also agree…

One psychology professor likens EI to mathematical abilities, saying: “there is a certain amount of teaching and tutoring that can be helpful. We can acquire knowledge in the area that will increase the effectiveness with which people use their intelligence.”

Wondering which job skills you need right now?

  • Make sure you’re regularly reading job descriptions for openings in your target sector. Watch our for patterns in employer requirements (particularly when it comes to key skills and personal attributes) and see if there are any gaps you need to work on.
  • It’s always good to think ahead as well. Developing the skills highlighted in such studies may offer a competitive advantage in the future. It also demonstrates initiative – something that’s long been attractive to prospective employers. Ready to get started? Visit the ‘further reading for your future career and job skills’ section towards the bottom of this post.


The upskilling crisis & its potential consequences

Are you receiving upskilling opportunities at work? If so, you’re among the minority of UK professionals…

The UK is the nation that’s least likely to provide new training opportunities to its employees, according to PwC research.

  • 51% of UK employees are not offered the chance to retrain or develop new skills.
  • This is well below the global average of 26%.
  • In comparison, only 33% of American employees and 31% of Germans have not been reskilled.
  • The stats are all the more impressive in India and China, where the figures fall to 5% and 3% respectively.

The education gap

There is a disparity between those respondents who have undertaken further education (post-school) and those who haven’t. Graduates receive 15% more training opportunities.

This HR Magazine report reveals many more findings, including the worrying trend to overlook changing digital needs.

Employees clearly crave development opportunities. 54% feel prepared to ‘learn new skills or completely retrain’ to boost their employment potential; this figure rises to 67% among 18 to 34-year-olds.

You can read the PwC report in full via their website.

Warning: a lack of upskilling could lead to a lack of employees!

Over on Recruiting Times, we hear that the desire to learn something new tops the list of career priorities for the nation’s professionals.

  • 44.6% of employees want to develop a new skill
  • This beats the 43.5% who prioritise a pay rise
  • And the 22.7% who long for a new job title

40.1% are prioritising the ‘move to another company’. This group may well also increase in time, as 64.1% say their employer doesn’t respond to their needs and 83.2% intend to find a new job ‘to achieve their dreams’.

This could be of concern to many of the employers who are already facing a skills shortage. However, this may also increase the availability of skilled employees. Employers would certainly be wise to review their recruitment approach. Please call the office on 01225 313130 for some professional support.

We’ve only just shared the stats on the number of people looking to change jobs this month and throughout the coming year. Visit our jobs page for the latest opportunities. You’ll also find a number of skills-related topics linked in this article.



Future career changes

Young people expect to make multiple career changes in their working lives…

You won’t be surprised that the majority of young people expect to change jobs at least once during their careers. After all, it’s incredibly rare for large groups of people to work in the same roles and for the same companies forever.

However, almost 1/4 (23%) of young people also expect to make multiple career changes; in other words, also switching professions and/or industries rather than just jobs.

Considering their future career changes…

The above findings have been shared by Survation on behalf of the AAT. The pool consisted of just over 1000 16 to 24-year-olds (all considered as ‘Generation Z’).

They reveal that:

  • Nearly 1/3 (32%) of young people expect to make one to two job changes during their careers.
  • In addition, 23% expect to change their career path twice in future.
  • 14% of respondents think they’ll experiment with a greater number of professions, making three career changes.
  • Only 9% of people think they’ll work for the same company for their entire career. While 16% think they’ll at least remain on the same career path.

How they’ll prepare for their future roles:

  • It’s great to see that these respondents are prepared to take a proactive approach, with 52% saying they’d undertake a new qualification in order to progress their careers.
  • What’s more, 61% believe they’ll have to ‘upskill’ throughout their working lives. This is especially important as it so closely reflects the experts’ thoughts on the future of work and automation. Please see below for articles that further explore this topic.

The relevance of this data for employers:

As HR Magazine discusses, business and HR leaders will need to work hard to retain Generation Z employees. Especially the 43% that say they’d like to create their own business one day.

This may involve nurturing the creative potential of employees, so they feel able to challenge themselves and pursue their own ideas within the business.

Further reading for your future career and job skills:

  1. Future job skills & work portfolios for all: find out whether you possess the three most vital future job skills. Plus why you may want to create a work portfolio regardless of your job role.
  2. What employers want: six key skills that employers want to find in their future team members.
  3. Are you being upskilled at work? What to do if you aren’t receiving the opportunity to refresh your job skills.
  4. The top most wanted trainee skills: 10 abilities that will benefit trainees…and everyone else!
  5. The future skills framework: the major new taskforce set to decide which skills we’ll all need in future. Plus why students sre feeling unprepared for their careers.

Ready to discover your next job? Visit our vacancies page to apply for the latest openings. You can also upload your CV here.



What employers want – key candidate skills

What do employers want to see in their future team members and how can you demonstrate these abilities?

It’s always helpful to remember that (for the most successful companies!) the recruitment process is about far more than checking experience boxes. Business leaders are also looking for candidates that possess the appropriate skills to enhance their performance and complement the rest of the team.

One study has uncovered six such skills that employers want to see in their recruits:

  1. Adaptability (71.5%)
  2. ‘Resilience’ (57.5%)
  3. Being prepared to ‘upskill’ (39.7%)
  4. Being able to change (31.3%)
  5. Striking a ‘balance between work and personal life’ (29%)
  6. And networking skills (16.4%)

The first four skills all relate to the rapid pace of change now facing employers, as discussed on HR News.

This focus on change also cropped up in our recent post on the most wanted trainee skills – which is also relevant to non-trainees; especially those looking to enter a new sector!

How to demonstrate these skills:

As ever, you don’t want to treat these skills as CV or interview buzzwords so much as useful starting points.

Brainstorm examples that demonstrate how you’ve used these skills and what you’ve achieved as a result. Use these examples in your CV where relevant and practise discussing them in an interview scenario.

‘Relevant’ means you’re also tying your examples back to the skills and attributes required by each individual employer. I.e. you’re carefully reading individual job advertisements and specificiations and then tailoring your approach to match.

An interesting note on skill number three…

You’ll see that being prepared to upskill came in third place and this was discussed further in the HR News piece…

  • It suggests that 89.3% of employers are taking a ‘proactive approach’ to employee skills development for a variety of positive reasons. All sounds fantastic, yet this response is not supported by other research conducted on employees themselves.
  • In reality, only around 46% of professionals believe they are receiving adequate training. Advice for employees in this position can be found here.
  • Business owners may benefit from conducting some internal reviews to ensure that they’re not overestimating their skills development efforts. After all, this has long been a powerful staff retention tool.


Beyond 65: why will most people work at this age?

Do you expect to work beyond 65? Why this will be the case for most UK employees…

We now hear that 71% of people are on track to work after the age of 65. Furthermore, 2/5 of employees expect to still be working after they’ve turned 75.

This is according to research conducted by Canada Life Group, which also demonstrates a ‘long-term upwards trend’. In other words, the longer the research goes on, the more people predict they’ll be working in later life.

Why do so many employees think they’ll work beyond 65?

Some, but not all, of the top reasons comprise a clear financial component:

  1. An insufficient pension, requiring the employee to continue to earn an income (32%).
  2. Job enjoyment and an interest in ‘working for as long as possible’ (30%).
  3. No longer feeling able to ‘rely on a state pension/benefits’ (25%);
  4. Having saved for retirement but finding the ‘cost of living so high’ that additional income is required (21%);
  5. For other workplace benefits, such as social interaction (21%).

Considering the external financial factors:

Considering why finances bear such an impact…

  • 71% of respondents attribute this to the ‘rising cost of everyday necessities’
  • 63% say ‘rising inflation’ has chipped away at their savings
  • 62% blame a ‘poor return’ on savings
  • 58% put it down to ‘slow wage growth’
  • While 51% consider Brexit-related ‘economic uncertainty’ to be the cause.

The article includes recommendations for employers. Yet how can individuals benefit from this research?

Looking at reasons 2 and 5…

Let’s focus on the non-financial findings for now. It’s wonderful to hear that almost 1/3 of employees enjoy their job so much that they don’t want to retire. We recently shared the news that older employees report greater workplace wellbeing, so it wouldn’t be surprising if these feelings also increase with age.

What’s more, the social interaction element is also at the core of these findings. Workplace wellness is most affected by relationships with colleagues at every age.

So, perhaps the trick is learning how to get more out of your career over the longer-term. We say ‘career’ as we all know it’s rare to find one role that will take you straight through to retirement.

  1. Everything is pointing to the need to keep improving our transferrable job skills as the world of work rapidly transforms around us. Employers are already experiencing a skills shortage (struggling to find appropriately skilled employees for their existing vacancies), so the more you can do to refresh and update your abilities, the more valuable an employee you’ll be. Both now and in the future.
  2. Find ways to improve your workplace happiness – whether in your current or next role. Returning to the research on workplace wellness, it’s important that you understand your priorities. What makes you feel happiest and healthiest at work might differ from your colleagues and might change over time. It’s not always possible to tick every box, but taking steps towards this could increase your overall career enjoyment.
  3. Tap into local and industry experts. Going it alone in a job search can prove overwhelming; particularly if you know little about the employers recruiting in your field or area. A professional Recruitment Consultant is well-placed to advise on the roles that they’re recruiting for. Building a great long-term relationship with an agency also means that you can return for tailored advice at the next stage of your career.

Ready to find your next role? Take a look at our latest openings and/or upload your CV today



How digital skills increase your salary

Are your digital skills as good as they should be? How increasing your technical abilities could make a great difference to your salary; regardless of your job role…

Before we discuss the salary side, it’s important to note that a lack of digital skills has long been an issue in the UK.

  • In fact, poor technical expertise is said to have ‘fuelled skills shortages‘ across the nation for the past 20 years.
  • 51% of today’s employers continue to experience unfilled vacancies as a result of this problem.
  • These unfilled vacancies also come at an annual cost of £63 billion.

It’s not just stereotypical tech roles that require digital skills…

  • Yourmoney.com reports that possessing the necessary skills could enhance your salary by an additional £12,500 per year.
  • You don’t need to be working directly within IT for this to be relevant to you. Currently, professionals working in ‘finance, insurance, and property’ display the greatest ‘digital literacy’.
  • However, there are many adults still struggling to undertake basic technical tasks. The Lloyds Bank Consumer Digital Index survey (which featured 1 million UK adults) finds that…
  • 21% of adults struggle to use search engines to find information;
  • 27% have difficulties in managing money online;
  • And 34% don’t have the basic knowledge to stay safe online.

Why are these numbers so high in such a digital era?

  • 8% of respondents haven’t even accessed the internet within the past three months – and 48% of this group is under the age of 60.
  • It appears personal finances are a factor, with 47% of those who’ve not accessed the internet recently falling into the ‘low income’ category.
  • Yet the absence of skill training is also significantly contributing to this issue. Most employees (63%) haven’t been offered any digital skills training by their employers.
  • This issue affects personnel of all levels. 54% of managerial employees are yet to receive technical skills training.

It may be time for employers to explore further training within their staff attraction and retention tools.

Meanwhile, employees looking to expand their abilities could consider free training courses. Lloyds Bank Academy has listed one such digital skills training programme.



UK faces employee performance crisis

If you take a look back over the past 12 months, how would you rate your employee performance? Are you giving your job your all, or do you know that you’re contributing far from your best?

The nation may be facing an employee performance crisis, with more than 1/4 of people knowingly underperforming at work. This particular stat comes from research conducted on more than 15,000 European and UK workers (as discussed by People Management).

Findings also reveal:

  • 1/3 of people do not feel stimulated by their job.
  • 2/5 additionally don’t believe they’re undertaking ‘meaningful’ tasks at work.
  • The UK is also falling behind the rest of Europe, where only 1/5 of employees believe they’re underperforming.

Why are employee performance levels so poor?

In addition to craving more meaningful roles, it appears that a lack of ongoing skills development may lead people to feel dissatisfied and rest on their laurels. Advanced IT training (61%) and problem-solving skills coaching (35%) are both cited as possible motivating factors to increase job satisfaction.

Of course, the individual motivators will vary by business and team. Which is why employers are also encouraged to get to the root of productivity problems within their own companies. Further advice is given in the piece.

Are professionals dreaming of other jobs?

These stats also call to mind a story shared by The Independent. There, we hear that 90% of people are not currently working in their dream job. What’s more…

  • 2/3 of employees don’t think they would be successful in achieving their ideal role.
  • Millennials represented the most optimistic survey group, with 64% thinking they could secure it within about six years.
  • The women most want to be authors (replacing the teachers of previous studies), while men hope to be ‘entrepreneurs’ (in lieu of their prior footballing aspirations).
  • People are most discouraged by a ‘fear of failure’ and/or lack of financial buffer.
  • Some simply do not know how they’d break into their target industry. Others are waiting for a different time in their life to attempt it, such as after becoming parents.

What these findings mean for you

Know that your own employee performance levels are lacking? It’s time to ask yourself why! Do you crave the chance to do a spot of training and update your skills? Are you feeling ready to leap into that long-imagined career (the one that always features in your party chat!)? There’s a good chance that you sit somewhere in-between and feel ready for that next step in your career.

If this is the case, it’s a great time to start looking at what’s out there. Employers are urgently seeking fresh skills for a variety of fantastic opportunities. You’ll find the latest jobs listed here.

To discuss your recruitment needs, please call the office on 01225 313130.