The working parent: maternity, SPL & the untapped pool

Discussing some of the issues faced by today’s working parent…

Maternity returners are lacking confidence & left unsupported

Less than 1/5 of management-level professionals feel confident about re-entering the workplace after their maternity leave, reports People Management.

What’s more, over 1/3 of this group consider leaving their role due to feeling ‘unsupported and isolated on their return’. 90% additionally say their company provide no formal support or ‘returnship’ focus whatsoever.

The CIPD encourages businesses to provide senior level job-sharing opportunities, alongside increased flexible working, to further support these employees.

Shared parental leave take-up remains incredibly low

Of the 285,000 couples who qualify for shared parental leave (‘SPL’) annually, only 2% take advantage of this opportunity. Why is this and are employers to blame (asks HR Magazine)?

The article cites a variety of possible factors. These include:

  • Mothers not actually wishing to share their leave with their partners
  • Health factors, including the mother’s need to recover from pregnancy or birth
  • The perceived impact on fathers’ careers
  • Cultural values around ‘being the breadwinner’
  • Lack of SPL promotion at work
  • Complex workplace policies

The single working parent: the ‘untapped talent pool’

Single working parents are more likely to be unemployed than any other primary employee group, says HR Review. In fact, their unemployment rate is now two and a half times that of the British average.

Unfortunately, the new-employment rate for the single working parent has actually declined over the past five years.

These stats come from Indeed – and the company is advising businesses to consider the group as a major untapped talent pool. With 845,000 national vacancies to fill, and record national employment rates, they suggest this may be one possible solution to overcoming the skills shortage.

Once again, the notion of increased flexible and remote working is discussed.

They also reference disabled and minority ethnic employees as further talent pools. Positively, national employment rates for both of these groups have increased over the past five years.

Appoint welcomes recruitment enquiries from each of the discussed employee groups, as well as those looking to do more to attract and support them. For initial advice, please call the office on 01225 313130 or email us via the bath.info address. Here’s what to include in your cover email as a candidate.



Reputation matters to job-seekers

Why any business looking to recruit new team members would be wise to take a good look at their reputation.

Today’s discussion rather neatly follows on from our last post. If you haven’t read it yet, it highlights the importance of job skills in relation to the ongoing skills shortage.

With many stats pointing towards both high staff demand and low application numbers, employers must appraise their staff attraction approach. And this is where brand reputation comes into the conversation…

Never more important than now:

It’s said that a brand’s online rep is more important now than ever before. Alongside the recruitment climate we’ve outlined above (and over the past few articles!), we all clearly possess the digital means to thoroughly investigate our prospective employers. The stats suggest:

  • 70% of people will always research an employer’s reputation before applying for a job.
  • 56% would not go on to make an application if the business had ‘no online presence’. 57% say they would distrust these companies.
  • As for what the candidates are searching for, employee satisfaction and how staff are treated top the priority list.

The power of word of mouth…

It’s not only low job application numbers that employers should be concerned about. Future buying behaviour may also be affected by their recruitment reputation.

Perhaps understandably, candidates who’ve been through an unpleasant recruitment experience are less likely to support that employer’s products or services. What’s more, word of mouth could further harm wider purchasing choices.

  • 69% of candidates would discuss their negative experience with others – 81% would do so through one-to-one conversations and 18% via social media broadcasting.
  • 47% who heard about such a negative encounter from a friend would be less willing to purchase the brand’s offerings.
  • The experiences most likely to influence buying behaviour included poor interview encounters, and ‘lack of transparency’ regarding salaries or job descriptions, alongside non-existent interview feedback.

A reputation for the positive:

Thanks to HR News, we’ve observed the importance of employer reputation and the consequences of a poor recruitment rep. Now, we turn to Recruiting Times and the draw of a positive impact.

Employees feel that working for these companies would increase their individual happiness and productivity. In addition, staff members would be willing to leave roles that didn’t prioritise a positive or meaningful ethos.

How companies can work with recruitment agencies to improve their employer reputations

  • As well as ensuring you have an up-to-date and easily found website, why not provide some extra details that support your employer reputation profile? This could include links to any awards you’ve received (especially those for staff management), links to review sites, and HR provisions you’re proud to offer.
  • If you have had any negative reviews as an employer, it may be worth discussing these with your Consultant. Perhaps it came from previous management and new methods are now in place. Honest conversations can help your Consultant to communicate openly with prospective candidates.
  • Sometimes it helps if candidates can meet with one or a few employees during the interview process. This also proves a useful tool for ascertaining potential team fit.
  • Recruitment consultants can advise on how to best conduct the interview process, support you in creating the most appropriate job descriptions and help provide interview feedback/updates.
  • The above can also include a focus on your impact statements and brand purpose. This must be authentic though, or else an excited applicant could soon become a disgruntled employee!

Please call the office on 01225 313130 to discuss your recruitment needs.



The job skills special

As ever, we’re keeping a close eye on the job skills news. It’s vital that everyone involved in the recruitment process (candidates, clients and consultants included!) remains aware of the nation’s changing skills needs. Information that becomes all the more vital as the UK skills shortage becomes all the more prolonged…

What exactly is the skills shortage?

Quite simply, it’s the shortfall of suitable applicants for the number of job vacancies that the nation has to fill. It’s an issue that we’ve been exploring for more than 18 months.

The latest job skills news reveals that…

  1. Most businesses (79%) plan to increase their higher-skilled roles within the coming years. However, the majority of employers (66%) worry that they will struggle to find suitably matched employees.
  2. A Barclays LifeSkills survey shows that almost 60% of UK adults ‘lack core transferable’ job skills, including leadership and creativity. Differences are reported among demographic groups.
  3. 2/5 of people are being recruited for roles before discovering they do not have the right ‘soft skills’ required. More than 1/2 of workers have left a role on realising their personality or work style does not suit the position.
  4. SMEs face the worst of the skills shortage, with underperforming recruits costing an annual average of £39,500.
  5. Even when sources disagree on job vacancy figures, they agree upon these ongoing recruitment issues!

What are the solutions?

According to the reports, changes must be made at a formal education level. All future workers should be equipped with adequate skills for the modern workplace.

Alongside this, employers need to provide continued training opportunities. Therefore enabling existing workers to upskill on the job; aiding staff retention and business growth.

Businesses must also review their recruitment approach to ensure…

  • They are managing to attract enough applicants.
  • Employers also know how to best identify suitable skill-sets.
  • The job offering is additionally appealing enough to compete with those of other (perhaps better known) organisations.
  • Decision-making processes are swift enough to retain interested applicants.
  • While ample onboarding is provided to welcome new staff members.
  • Plus the list really does go on..!

What should you do now?

  • Employers & employees: keep reading articles such as these! We regularly share posts discussing the most sought-after job skills – useful insights whether you’re the one looking to fill these or the businesses competing to attract them! Re-read our skills shortage advice post.
  • Especially for job-seekers: do all that you can to ensure that you’re searching for the right jobs for you and you’re doing everything possible to highlight your skills. Follow these tips as closely as you can.
  • Especially for businesses: start working through that bulleted list above! Your Recruitment Consultant is the perfect person to call on to support you with this. For tailored recruitment advice, please call the office on 01225 313130.


Job vacancies: record highs or figures falling?

What does the number of job vacancies tell us about the state of the employment market? Well, the answer could depend on your chosen source…

Two different news items published only a day apart suggest that:

a) Advertised job vacancies are falling and reflect a ‘cooling off’ period 

Source: Recruiting Times & Adzuna

Adzuna has been recording its own data since 2012. However, it will not have access to the same quantity of data as our next source.

That said, it’s still of national interest as it considers the UK as a whole. Perhaps most interestingly, these findings also report on competition levels; stating that application numbers have fallen to an all-time low since Adzuna’s records began 6 years ago.

b)  Job vacancies have reached a record high since 2001

Source: HR Review & the Office for National Statistics (ONS)

Conversely, the ONS reports that job vacancy numbers have reached the highest level recorded in 17 years. Although these figures are taken from the August to October 2018 period; Adzuna’s refer to the ‘latest data’ which may well be exploring the past month.

This report also reflects a talent shortage, stating that ’employers across many sectors are continuing to experience fundamental challenges in finding the staff and skills that they need.’

What the REC has to say on this topic…

As you may well know, the Recruitment & Employment Confederation also conducts regular research.

Their latest press release explored October’s figures and found:

  • Staff appointment numbers rose at their fastest rate last month.
  • Job vacancies ‘expanded at the softest pace’ for almost two years in October, yet staff demand was ‘historically sharp’.
  • Overall candidate availability fell at its steepest rate in nine months.

Considering all these findings, it appears that there is greater consensus across the sources than it might have appeared at first glance.

Certainly, each agrees that businesses are facing skills shortages, with HR Review reporting that “employers can expect to face continued recruitment and retention pressures and need to prioritise workforce planning.”

Looking to overcome the skills shortage?



Timing matters in recruitment!

Further proof that timing matters to job-seekers, right from the application stage through to interview feedback. A must-read for candidates and companies alike…

We’ve all heard it said often enough, time is our most precious commodity. The job searching process can take up a lot of time. Especially if you’re trying to go it alone in your search, you’re hunting in a competitive industry, applying for specialist roles, and/or you’re not quite looking in the right places. We’ll come back to this point shortly!

Meanwhile, we wanted to share two news items on the subject of recruitment timing.

Timing matters: at job application stage

Almost 3/4 of candidates are said to walk away from a job application if it takes longer than 15 minutes to complete. This is according to large-scale research, as reported by HR Magazine.

The article cites ‘lengthy processes’ and ‘too many requirements’ as the primary factors that cause applicants to abandon ship.

There are several ways to look at these findings. Firstly, too many organisations are putting barriers in place that may drive job-seekers away. Not the wisest move when the nation is facing an ongoing skills shortage! Yet it could also be said that few candidates would abandon an application if they were truly drawn to the job in question. In other words, perhaps it’s only driving away those who aren’t overly interested in the first place.

As with many studies of this nature, the reality likely lies somewhere between the two.

Advice for candidates:

  • Before you walk away from a longer job application, take a moment to consider your true level of interest. If 73% of people will tend to abandon that process, there are likely to be fewer applications than for the average job. This gives you more chance of standing out. It can also demonstrate determination and dedication. Still, if you’re not drawn to apply, you can invest your time in other more interesting applications.
  • Let’s return to the point of whether you’re looking ‘in the right places’/for the right roles. If you keep applying for positions because they’re the only positions you’re really finding, or you just feel you might as well, then you may want to read these job hunting tips. They’re designed to help you invest your job search time in the most rewarding places.

Advice for recruiting businesses:

  • Where possible or appropriate, divide lengthier job applications into stages. Meaning only candidates already shortlisted as potentially suitable have to enter into any extended (time-consuming!) processes. A CV and cover letter commonly still makes for the best initial shortlisting tool.
  • In addition, find a recruitment agency who specialises in your field. This allows you to tap into all of an agency’s candidate attraction tools. This usually includes their own online job application systems, as well as the use of any external jobs boards. It also allows you to utilise their expertise in candidate screening and selection. The REC Member Directory is a great place to start.

Timing matters: when it comes to interview feedback and job offers!

Yes, it’s not only in the job search phase that timing matters. 1/3 of job-seekers have also accepted their second preference role due to timing. Only, in this case, it’s due to ‘delayed interview feedback’.

This separate study, shared by HR News, also found that job applicants who’ve had delayed (or absent!) interview feedback may share their negative experiences with others, and could even cancel any services they hold with the company.

The South-West was the second slowest feedback region (after Scotland). Interviewers take an average of 29 days to provide interview feedback in the South-West, which is almost two weeks longer than the South-East region. Regional and sector differences have been illustrated on this map.

Advice for candidates:

  • If you’re working with a recruitment agency, your consultant will keep in touch with the recruiting client and obtain any interview feedback on your behalf. While some clients will still have an extended decision-making process, this will increase your chances of knowing where you stand sooner. It’s never recommended to contact the client directly without prior permission from the consultant, as it can undermine the agency’s approach. Should you wish to drop a thank you for your interview, or have any questions, simply contact your consultant. Remember, they will also be rooting for you so will be trying their best to keep you up-to-date!
  • When making direct applications, you may wish to drop a thank you to the organisation and/or contact the company to seek feedback. The Balance Careers has shared some advice on doing this in a professional manner.

Advice for recruiting businesses:

  • Don’t want to lose out on an excellent candidate? Keep them in the loop and don’t forget that your consultant is there to help and discuss your options! Update your consultant on your decision-making process and allow them to take all the work out of feeding back to the candidate. Even if your update is simply to say decisions will be made on ‘X’ date, this is helpful to hear.
  • See what you can do to shave off some of the decision-making time. Just an extra day can make all the difference to an applicant who is considering several vacancies. Especially if the applicant is currently unemployed and cannot afford to wait when another great offer is presented.
  • Sometimes it helps to introduce a final round of interviews, allowing you to make a decision between two closely matched candidates. These can also be used to introduce applicants to another interviewer.

Ready to recruit? Call an Appoint Consultant today on 01225 313130. 



How EQ could enhance your salary!

Why one particular year-old study could inspire you to work on your EQ! 

We recently saw a Guardian career piece pop up as a recommended read. The piece claimed that EQ (AKA ’emotional intelligence’ or ‘EI’) could be ‘the secret to a high salary’.

In order to reach this conclusion, the Amercian study explored students’ emotional intelligence and then tracked their career path over the coming decade. As you can gather from the above, the students with the greatest EI also had higher incomes.

How EQ increases earnings…

Essentially, the salary effect is achieved by understanding how others are feeling and then using this to ‘accurately motivate and influence their behaviour’. Although the idea of influencing others may sound sinister, it can also be highly positive.

The research showed that people with high emotional intelligence make many friends in their work, allowing them to tap into a wider knowledge base, which boosts their performance (and salary!).

It also proved positive from a people management/mentoring perspective, as high EQ workers are more attuned to the needs and feelings of others. Helping employees and mentees feel ‘heard’.

How is emotional intelligence actually defined?

You’ll find a full definition here. Really, it comes down to being self-aware and able to identify and help manage emotions – both your own and those of others.

Wondering how high your EQ is?

There’s no single specific EI test. However, Pyschology Today offers a fairly comprehensive free emotional intelligence test. They predict this takes around 45-minutes to complete. At the end of it, you then receive a percentage score and a brief overview; without so much as entering a name or email address. Anyone wanting to receive a full report with advice can then pay around $10 for it.

This isn’t to say everyone’s onboard with the EI-salary connection…

If you take another look at the original Guardian article, you’ll see it’s received over 90 comments. Many of which are highlighting the successes of people with questionable emotional intelligence levels!

There’s certainly truth in this, however, what’s the harm in working on your own EQ levels? Even if it doesn’t immediately (or ever directly!) increase your income, it offers many benefits.

Forbes discusses some of these.

Further reading for furthering your emotional intelligence!

  1. In a separate Forbes post, they share 5 ways to develop your EQ.
  2. Medium has an interesting question-filled article to help you to work towards a greater score.
  3. Balance also shared 9 useful steps.

One final EQ tip…read more and read differently!

Don’t only read the research and news articles that strike you as immediately relevant to your life. Get in the habit of seeing what’s happening in the world, and what other demographics are saying and feeling.

Recruitment news makes for a perfect example! There are so many studies which highlight what matters most to employees and employers, what professionals fear or strive for, the similarities and differences between different groups, and the steps we can all take to reach our goals. We publish many such stories on our News blog. Why not pick a post that you wouldn’t usually read and spend some time considering the emotions experienced by the news item/study subjects, how you feel throughout, and how you would express yourself in the given situation?

Get in the habit of doing this often and let it extend to the audio and social media that you also consume.



Half of workers in the wrong job!

Is your job the right one for you? Two separate UK studies suggest that 1/2 of UK workers might be in the wrong job…or even the wrong career.

Study no. 1: almost half of UK workers in the wrong job

Our first study comes from the CIPD, as reported by HR Review. They found…

  • 49% of people don’t have the right skill-set to match their current role: either being under- or over-skilled for their job.
  • 37% fall into the ‘over-skilled’ category, able to take on ‘more demanding duties’ than their roles require.
  • Conversely, 12% are in positions that they are not fully equipped to carry out.

As you can see, this study views the right and wrong job as one based on an appropriate skill-set. The CIPD also shared some interesting findings surrounding educational level.

It is reported that we have one of the ‘most skilled workforces’  in the world, as 42% of people hold a degree-level qualification. That said, we are also the nation with the highest proportion of roles that do not require degrees (or, for that matter, any lower level qualifications!).

  • 1/3 of employees reported that although they need a degree in order to qualify for their job, they don’t actually need one to complete their role to an effective standard.
  • At the other end of the spectrum, even those with degrees could fall into the ‘under-skilled’ category for their particular role.

Do these findings matter? Does it all even out in the end? HR Review’s report would suggest that this skill-set disparity is an issue as it can have a negative consequence on employees’ satisfaction. And we all know how employees’ experiences also directly affect staff retention levels and business growth.

Study no. 2: half of British workers may be in the wrong career

Research conducted by First Direct (and published by the Independent) tackles the question of career satisfaction more directly. We hear…

  • More than 1/2 of respondents are unsure if they are in the right career. 47% do not enjoy their ‘current line of work’.
  • Additionally, 47% do not feel fulfilled by their career and 40% intend to change jobs within two years.
  • Many of the dissatisfied employees are considering alternative career paths.

These results are said to apply to all age groups/generations. What’s more, the motivation for change goes beyond pay rates and towards increased skills development and job satisfaction.

How to know whether you’re in the right job or career for you…

Here’s where things get really tricky. Do you measure how closely your qualifications and skills match your current job role? Do you look to how happy you feel on a Monday morning? Or do you read lists such as Forbes’ ‘10 signs you’re in the right job and 10 signs you’re not?!’

The chances are you know the answer if you’re at either extreme of job satisfaction level. So, for both those who are excited to get to work 99% of the time and those who spend most of their day miserably clock-watching. However, if you fall somewhere between the two, things may not be so black and white.

Only you know your individual measures regarding what matters most for your job and career, and how this translates into ‘right or wrong’.

  • Regularly browsing the latest jobs in Bath (and surrounding!) may help illuminate things further. Is there a position that better suits your current skills and goals? Do you feel excited to apply for a role?
  • If it’s a complete career change that you’re dreaming of, this is the guide to read. It offers realistic advice for anyone who doesn’t already have multiple qualifications/career experiences to casually switch between (not to mention those who don’t have an endless pot of money to fund the career change process!).

We’re interested to hear your thoughts on how you know when you’re in the right or wrong job. Is it an instinct or do you have set criteria to work to? Let us know by TwitterFacebook and LinkedIn.



Training as an incentive

Why we all need to see training as an incentive at work…

Currently, HR Review reports that only 25% of HR professionals believe their employers provide a ‘learning culture’ for their staff. The remaining three quarters say:

  • They’re still working towards creating a learning environment (59%:).
  • Such a culture is completely absent (11%).
  • This isn’t considered a business priority (5%).

Yet these businesses may want to rethink things. After all…

Employees see training as an incentive to stay in their roles!

In fact, in an HR News post, we hear that 90% of UK employees consider training as ‘vital to furthering their career’.

  • 42% go as far as to say they ‘strongly agree’ with its importance.
  • 95% of respondents aged 55 and over deem this to be ‘crucial’.
  • Alongside this, 86% of people think that continued training will reduce staff turnover levels.

Time is the main barrier for team members choosing whether or not to attend a course. Many employees express worry about having to be away from their desks for too long.

Which takes us onto the question of training strategies…

It seems that out of those who actually offer staff training, many businesses are predominantly focusing their attention on:

  • Trainee level programmes (38%).
  • Coaching style training (35%).

Conversely, the following training types are considered to be ‘low priority’:

  • Online training courses (32%).
  • Onboarding initiatives (27%).
  • ‘Knowledge sharing’ (29%).

But are these businesses making a mistake? The article would suggest so. Referencing the continued focus on the ‘skills economy’ (and the fact 2/3 of employees have resigned due to the absence of training opportunities!), it calls for companies to prioritise ‘modern training practices’.

It’s not only the digital courses that are promoted within this, yet also the need to encourage knowledge sharing so that vital information isn’t lost when employees move on to other roles.

You may also see training as an incentive to attract new staff members in the first place. We can help you shout about the learning and development benefits offered to employees. For further support, please call the office on 01225 313130.

Related reading:



FAQ: not enough experience to write a CV?

Does your work history provide you with enough experience to write a CV? This question directly follows on from our last post. If you haven’t seen it yet, we asked whether traditional CVs could be usurped by social media applications.

LondonLovesBusiness also reported on this topic and shared an interesting stat:

65% of people aged 18-24 fear they don’t have enough experience to warrant a CV…

This equates to 172 respondents out of the 264 person pool. A small survey population, yet a sizeable concern.

It’s not only those fresh out of education who may share this worry. Perhaps you have spent little time in the workforce due to caring responsibilities, illness or other factors, or maybe you’ve had plenty of work experience yet just not within the field that you’re currently searching for work.

Whatever is at the root of your concern, don’t let it stop you from writing a CV. It remains the most popular way for employers to consider you for a role.

How to write a CV when you don’t believe you have enough experience:

  • You should still start your process with a spot of prep. This is the perfect starting point!
  • There’s no reason you can’t use the usual/classic CV layout either. You’ll find some pointers within our CV Advice PDF.
  • Now to write your CV…

1) Start by detailing your career/job history so far:

  • Not long left education? Part-time work undertaken throughout your studies is also relevant. Paper rounds less so! If you’ve never had a part-time job, read on for more ideas.
  • For those who aren’t recent graduates/school leavers, you would only usually look to detail the last 10-15 years. Again, it’s important to ensure you’re using a modern CV format (as linked above) to keep your curriculum vitae looking as accessible and appealing as possible.
  • If your job history is more broken, i.e. you’ve worked in recent years yet you’ve also had career breaks to undertake other responsibilities, this is the article for you.
  • Finally, if you’ve been in work consistently yet want a career change, head straight to this post.

2) Now for some deeper brainstorming. Consider all other ‘non-job’ roles that have bolstered your skill-set. Among other ideas, this may include…

  • Voluntary work: through your recent studies, through your child’s school/extracurricular activities, and/or via local organisations and charities, etc.
  • Any work experience placements or internships.
  • Personal or team projects. Again, whether this falls under curriculum-based projects or personal initiatives.

3) Make it clear, make it relevant!

  • Just as you saw when reading about the Skills & Achievements Master-list, your CV isn’t a place just to list what you’ve done. It’s the place to show off your transferable skills and attributes. To this end, make sure everything you’re discussing demonstrates this. Give examples and shout about your accomplishments!
  • If you’re sending your CV as a general applicant, make sure it’s relevant to the sorts of jobs that you’re applying for. If you’re applying for a specific role, ensure it is tailored to demonstrate the skills advertised.

So, do you have enough experience to write a CV?

  • Yes you do! Of course, you also want to make sure you’re targeting the right jobs. To really boost your application approach, read this in full (and follow as many of the tips as you can)!


Psychology for career success!

Understanding some simple aspects of social psychology could make all the difference to your job search. Not to mention your future career success and relationships!

Today we’ll explore two such elements: the type of confidence you should aim to display at work, plus how the ‘liking gap’ could already be affecting your career.

Psychology essentials: the ‘right’ sort of confidence

Our first focus comes from Thrive Global, quoting research from the Journal of Personality and Social Psychology. Arianna Huffington founded Thrive Global to help people boost their personal and business performance while avoiding burnout.

What we learned from this piece:

  • Perceived confidence is at the root of success. People choose to work with those they deem more confident. This is because a sense of confidence “increases our belief in someone’s competence.”
  • However, this isn’t to say that over-confidence wins. In fact when confidence appears unfounded, and actions don’t reflect words, it actually has the reverse effect. In this case, people choose to work with those who appear “more cautious but realistic”. You could say that this is the real takeaway from the article. But you’d be missing one major point…
  • Confidence (whether unfounded or not!) always wins when it is communicated through nonverbal cues as opposed to spoken means.

Nora Battelle, the post’s author, goes on to explain why. It all comes down to the fact that the nonverbal indicators don’t make any precise promises. Meaning one infers confidence without the risk of letting anyone down.

This can prove powerful at every stage in our careers. Knowing how to project confidence non-verbally can boost your interview success and make people want to work with you more often. This, in turn, could lead to further promotions and ongoing career opportunities. So how do you display this confidence?

Battelle shares 4 non-verbal psychology basics in her post. While these may not be new to you, you may observe new benefits from employing them!

Psychology essentials: are you victim of the liking gap?

How often do you meet someone new and come away convinced that they don’t like you? Perhaps you feel you didn’t show yourself in the best light, causing their first impression to be less than favourable?

Well, according to another team of psychologists hailing from Cornell, Harvard, Yale and the University of Essex, this is by no means uncommon.

In fact, when we meet someone new…

  • They actually tend to “like us and enjoy our company more than we assume.” They also come away with fewer negative impressions than our post-conversation ruminations would leave us to believe.
  • Furthermore, it’s normal for people to believe that they like their conversation partners more than they like us. This is the ‘liking gap’, as reported by Stylist.

So what does this have to do with careers? Potentially a lot, for those worst affected. After all, how keen are you to put yourself forward to those that you feel perceive you negatively? Will you willingly seek out that person and spark up another conversation, share an idea or volunteer for a project? Could you be put off from returning for an interview, already negatively predicting the outcome?

This is a powerful message to keep in mind at every stage of your job search and career. Re-read this post every time you find yourself dwelling on first impressions and that person you’re convinced didn’t warm to you!

Used together, these insights could be just what you need to boost your self-belief ready for your next round of interviews. We’re fascinated to hear your thoughts on these psychology findings; you can always keep in touch via TwitterFacebook and LinkedIn.

Further reading: