After days or weeks of getting ready for that job interview, few things are more crushing than learning you haven’t been successful in getting the role. Rejection is difficult to deal with in any part of life, but it can be particularly upsetting when you’re striving for the perfect job in your sector and have already invested time and emotion in preparing for it.

However, rejection is also a common part of the job searching process. Learning how to respond productively to a lost job opportunity is the way to ensure you keep focused on your job search, learn from any ‘mistakes’ that may have been made, and fine-tune your approach.

Here’s what you can do turn interview rejection to your advantage.

Step 1: Ask Yourself if the Role Was What You Really Wanted

First, it’s worth asking whether the role was right for you in the first place – despite the fact that the hiring manager has obviously seen ‘a fit’ somewhere in the application process. When you’re keen to take the next step in your career, you might start applying for just “close enough” roles to what you really want rather than seeking the ideal role.

Perhaps you were attracted to certain aspects of the position but were a little concerned about the company culture. Maybe you were happy about the opportunity to find your first job in your field, but the position in question didn’t really give you much scope to showcase your skills.

If you weren’t particularly passionate about the job in the first place, there’s a good chance the hiring manager picked up on that fact. Maybe you rushed through the research stage of preparing for the interview or failed to leave a lasting impression.

Ask yourself whether this role was right for you and going forward, apply only for the positions you truly care about as that will motivate you to showcase the best version of yourself during your next interview. Or better yet, eliminate the source of your job-searching frustrations altogether and get the help of a recruitment agency. This can be a game-changer in multiple ways, as it will not only save you a lot of valuable time but also remove any need to settle for roles that are less than ideal. Our team at Clayton Recruitment are experienced in helping candidates navigate the job market and work with them every step of the way to help further their careers. From the job searching process right through to even after you’ve secured your new position, we’re there to give you all the support you need.

Step 2: Brush up on Your Interview Confidence

If you did have all the necessary experience for the role, the problem could be with your technique. Lack of confidence during an interview is a common reason why around 40% of candidates don’t make it past the first interview stage.

Look back over the conversation you had. Were you constantly fidgeting, looking down at your CV, or failing to make eye contact? Your body language in an interview can say a lot about your kind of person and how confident you feel in your abilities.

Try practising with a friend or colleague to prepare for your next interview. Make a list of common interview questions similar to the ones you were asked in your last interview, and practice responding to them. But more importantly, practice demonstrating an air of positive self-esteem. Sit straight, keep your hands still, and make eye contact regularly. A smile can go a long way in an interview too.

Step 3: Look for Ways to Improve Your Answers

When you’ve figured out how to improve on your non-verbal communication, it’s time to reflect on what you did (or didn’t) say during your interview. Take the time to go back over it in your head and ask yourself where you struggled.

Were there certain questions you didn’t have a good response to? If so, you can practice generating relevant answers. Think about any competency-based questions you might have been asked and your answers to them. Did you give enough practical examples to showcase the skills the hiring manager is looking for? If not, then take the time now to incorporate them into your answers as this will give you a far better chance of convincing potential employers of your suitability for any role you might be interviewed for in future.

You may also have failed to make the right impression because you didn’t have enough information about the company you applied for. Around 47% of candidates fail their interviews because they haven’t done enough research. Learning as much as possible about the company before you start applying for roles will help you tailor your answers and CV to their needs.

However, if you did indeed do your research and ensured your responses reflected that then the problem may be how knowledgeable you came across to the hiring manager about your field in general. Employers want to know what you can do to make their company stand out from the competition and showcasing knowledge about their competitors or about current trends in the industry will go a long way in convincing hiring managers that you have the necessary commercial awareness they’re looking for.

Now is a good time to ensure that you have this up-to-date knowledge and if you want to really put yourself ahead of the competition, do whatever research you can beyond the general information that’s easily found on the internet as other candidates will also have access to that.

Step 4: Respond to the Rejection (The Right Way)

Finally, a good way to improve your chances of success in upcoming interviews is to respond to your interviewer after they send you the rejection message. Thank the company for their time, and they’ll be more likely to think of you positively if you apply for roles with the same business. What’s more, this is a great chance to ask for feedback.

If you’re not sure exactly what you did wrong during the conversation, request a little bit of detailed information on why they chose someone other than you. This will not only help you to highlight the areas you need to address before beginning your next job search, but will also help you to create a solid improvement plan in conjunction with your recruitment agency. They can use the feedback you received from the employer to offer advice on how best to proceed and what to improve on for next time.

Time to Rethink Your Approach?

There are many routes to applying for new roles – whether that’s through general advertising online, or approaching businesses directly, however utilising the services of a specialist recruitment agency can pay dividends when it comes to gaining general market knowledge and understanding what opportunities there are in your specific region or sector.

What’s more, many recruiters will work with you throughout the interview process – ensuring you feel fully prepared with things like your CV and covering letters/emails, as well as specific information relating to the hiring manager or Director/CEO who will be interviewing you, typical questions being asked, and general expectations.

Our team at Clayton Recruitment for example have over 25 years’ experience in helping candidates navigate the job market and work with them every step of the way to prepare and ace their interviews.

And, whilst rejection after an interview is a sign you need to brush up on your interview skills and confidence, sometimes it is simply a case of another candidate better suited to the role in question. With any luck, you will have other irons in the fire, and interviews lined up to attend  – so it’s incredibly important not to feel too defeated or disheartened. Instead, put the time already spent on prepping and researching to good use in the inevitable next interview.

About Clayton Recruitment

Clayton Recruitment has been helping professionals across the country navigate the job market and further their careers since 1989, and during that time has built up an excellent reputation for trust and reliability.

With specialist divisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

Whether you are looking for your next career move, or your next hire as a business owner of HR professional – we can help. Call us on 01772 259 121.

All great careers need to start somewhere. For most employees, the path to progression begins with an entry-level position. Over time, as you develop your skills and knowledge, you can apply for promotions and higher-paid roles.

After a while in your industry you may feel you have the leadership skills, knowledge, and expertise to thrive in a managerial role. A position as a manager can be an excellent way to increase your earning potential, showcase your knowledge, and unlock greater job satisfaction.

However, figuring out how to move into your first manager position can be challenging.

Here are some of the top tips you can use to improve your chances of a new leader-level job.

Step 1: Excel in Your Current Role and Do Your Research

To achieve any promotion at any workplace , you first need to show your manager how great you are at what you do. Managers need significant expertise and experience in the field they’re going to be supervising. Showing your leaders, you’re a capable, and accomplished member of the team will make them more likely to see your potential as a manager.

While you’re working on demonstrating your value in your current position, it’s worth doing some research. Find out what kind of skills the current managers in your comapny have, and determine whether there are any gaps you’ll need to fill in your own abilities. For example, as a manager you will need to understand how each role within your team or organisation operates and must be able to bring all these different skillsets together to achieve the company goals.

It can also be helpful to look at how your company handles internal movement and promotions. Are there certain times of the year when your employer makes decisions about who should be moved into leadership roles? Finding out in advance will help you to decide when to approach your employer about any management opportunities.

Step 2: Develop Your Managerial Skills

There’s more to thriving in a managerial position than being an expert in your industry. There’s a good chance you’ll need to develop some crucial new skills to prove you can succeed in a managerial role.

The research you’ve done into the other managers in your company should help you to determine which talents matter most to the business. However, some of the most common managerial skills you may need to develop include:

Leadership skills: Learn how to motivate, inspire, and engage other employees by taking on the leader position in group tasks and volunteering for opportunities to take charge.

Decision making skills: You’ll need to be able to effectively analyse situations and respond to different scenarios with confidence.

Organisational skills: Demonstrate your organisational skills by ensuring you always meet with deadlines, and deliver punctual work.

Interpersonal skills: Work on your emotional intelligence and communicate regularly with leaders and other colleagues in your company.

Problem-solving skills:Show your ability to respond creatively to problems by suggesting solutions to issues in team meetings.

It’s also helpful to invest in your continued education. Earning new certifications and accreditation will demonstrate your expertise in your industry, and help to differentiate you as a potential leader.

Step 3: Show Initiative

Often, proving you’re ready for a management job means making sure you take advantage of every opportunity to showcase your expertise and abilities. This means you’re going to need to take initiative if you want to stand out.

Volunteer for tasks a manager might normally do, like taking charge of a team project, or helping your boss with a challenge most people would rather avoid. Rather than waiting for your supervisors to offer you training and development opportunities, seek out your own educational strategies to develop the skills you know are crucial for the business.

You can even demonstrate your leadership capabilities outside of your current role, by taking on leadership positions in non-profit organisations, and sharing your volunteering experiences with your company leaders.

Step 4: Ask for the Position

Once you’ve had a chance to demonstrate your abilities, built your skillset and connected with the supervisors in your workplace, it’s time to ask for your new role. Arrange a time to meet with your boss face-to-face or over video so you can discuss your career progression opportunities.

During this meeting, you’ll need to be prepared to explain why you’re ready for this new challenge, and provide as much evidence as possible. Highlighting your recent accomplishments, and drawing attention to the managerial skills you’ve developed will be useful here. If possible, it’s always a good idea to have relationships with other managers in your team who can vouch for you.

If your employer doesn’t think you’re ready for a manager role yet, or there isn’t a space available for you to move into, ask what the next step is. Work with your boss to figure out what you need to do to transition into your ideal role.

Step 5: Be Prepared to Switch Companies

Finally, if you’re committed to becoming a manager, it’s important to be flexible. The reality is, even if you do all the work and prove yourself to your existing employer, there may not be a leadership opportunity available in your current company.

Unless your boss is looking for a manager to fill a role after another team member has left, there’s a good chance they won’t be able to find the budget to create a new position just for you. With this in mind, you may need to look elsewhere for your management job.

Work with a specialist recruitment agency to track down positions relevant to your expertise and experience. Our team at Clayton Recruitment will be able to help you find a new role that not only offers you the manager responsibilities you want, but the firm culture and benefits you need too.

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, and Engineering appointments, on a permanent basis.

Click here to speak to our experienced specialists or call 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

If you’re reading this, then chances are you’ve managed to succeed in doing two things:

The first, is finally getting that role you’ve worked long and hard to land, for which you owe yourself a massive pat on the back and a huge congratulations once again.

Now that your foot is firmly through the door and you’ve been introduced to your colleagues and starting to get on with the job at hand, this next 3-6 months (or perhaps longer) is crucial to ensure you breeze by the next milestone in your career – passing your probation.

Probationary Period: A Definition

According to the CIPD, a probationary period is the time where your employer will be assessing your suitability for the role and general capabilities identified at the interview stage.

As a general rule in the UK, probationary periods last anywhere between three and six months, depending on the level of the role – and is also a period where you too are assessing your own suitability and ‘fit’ as a new employee.

I’m sure at this early stage in your new role, a thousand and one things must be running through your head at this thought, such as your hitting your objectives, impressing your manager and peers, and generally meeting their expectations – and it’s probably taken up quite a bit of headspace already. The truth is that a lot of these worries can be quelled by taking a few simple steps to ensure you’re on the right trajectory to become a bonafide part of the furniture.

The first thing to say is that you’ve already got this far by making a killer first impression – talking about your skillset and suitability for the role throughout the interview process. However, this next crucial stage is about demonstrating that suitability.

And, whilst the first few months in a new role can often be somewhat of a rollercoaster as you settle into your new team, the environment, and the workload, our top 6 tips below should help to ensure you tick all the boxes as you head towards that all-important probation meeting in a few months’ time.

1. Don’t forget the basics

Dress code, punctuality and the right attitude are all non-negotiables if you’re serious about standing out to your manager and colleagues. Make sure your appearance is neat and professional and in line with the firm’s dress code policy. You should also be mindful of avoid unnecessary absences, if at all possible, as well as frequent tardiness. Getting to work and meetings prepared and on time is important at all stages in your career, never more so than in these first impactful first few months.  Basic as they may seem, having these things covered can do a lot to calm the nerves and help you settle in well in those first few weeks.

2. Consider the ‘double-A criteria’

I’m sure one of the first things that spring to mind when thinking about your probation is how you’ll fare compared to expectations regarding your ability and competence when doing your job – after all, that is the crux of what you’ll be assessed on during your end of probation review. However (believe it or not) your competence in your role is less likely to be the reason you’d fail your probation.

During your hiring process, your recruiter as well as those hiring at your company, will have assessed your CV, qualifications, experience, and skills aligned to the job role – and this first few months are now how you demonstrate what we call the ‘double-A criteria’

• Attitude and
• Aptitude

HRmagazine in the UK and LeadershipIQ in the US shared extensive data that confirms that attitudes drive over 89% of hiring failures, while a lack of technical ability came in at only 11%. Career Builder shared similar alarming research that 30% of managers had sacked staff for poor timekeeping.

Therefore in summary, it will be your mindset, your can-do attitude, and your positivity that will hugely impact your success over this critical period.

Plus, if there are things you are perhaps struggling with technically, it is highly likely your new firm will offer training and support to upskill. A positive attitude and will to succeed however can’t be taught – so you need to ensure you bring this to the table yourself.

3. Be obsessive about organisation

Staying on top of your work is paramount in any context and your first week or two in your new role is no different. As you’re gradually eased into the job and given more responsibility, staying organised will give you the opportunity to not only show your boss you’re productive but also that you’re capable of handling the workload and are completely on top of things.

There are many productivity and ‘work management’ tools out there that can help massively with this, too, such as Monday.com, Asana or Trello  – many of which offer free access (for the basic product) or at least a free trial period.

These powerful 3^rd party tools are great for cross-team collaboration, reporting and project management, yet it’s also worth saying that even an Excel spreadsheet or a notebook that helps you keep track of tasks and to-do lists are a great starting point.

4. Don’t be afraid to speak up

Particularly if you aren’t sure how to do something, have questions, or generally need help. I’m sure you’ve heard this one over and over and undoubtedly it can be easier said than done when all you’ve got on your mind is how to impress your manager and peers.

The reluctance to ask questions often stems from new recruits not wanting to come across as incompetent or being unable to use their own initiative, however being inquisitive is a truly positive trait that can have the opposite effect. In your first few weeks for example, you’re going to have a lot of information thrown at you and unless you’ve got an unusually great memory, you’re simply not going to be able to remember every single thing you’re told (even if you’re able to get most of them down on paper). Asking questions or simply saying ‘I don’t understand’ can and will show your colleagues and employers that you’re invested in learning more about your role and giving yourself the best chance of succeeding in it.

Plus, according to a recent article in Forbes, there may actually be a ‘risk’ in assuming you do know – so always raise your hand, put your head above the parapet, and be vocal to get clarification (and demonstrate your enthusiasm and willingness to learn).

5. Be proactive

The first few months of your probation present an excellent opportunity to raise your professional profile via networking, whether it be with colleagues at the workplace or with other professionals at external events.

Depending on the size of your firm, there may also be internal committees, programmes or steering groups to get involved in such as those focused on Corporate Social Responsibility, business improvements or pro bono projects in the community. Getting involved in things like these early on will undoubtedly help to solidify relationships with others in the business – and more than likely, other individuals outside of your direct team or department. As well as demonstrating that you are passionate about the business, it also, by proxy, raises your profile throughout the firm as someone who (already) has a vested interest in its future.

6. Leave time to prepare for your review

With all of the above to consider, as well as the job and workload itself, those first few weeks and months will undoubtedly fly by – yet it’s so important not to leave any preparation for your official ‘probation review’ until the very last minute.

Hopefully your manager engages regularly (either informally or through more formal 121s perhaps) on your progress and how you’re settling in, but either way, this final meeting is usually the chance where the ‘pass’ decision comes to a head.

There are various steps you can take to ensure you feel fully prepared:

1. Re-read the job description:

It will help remind you of the tasks and responsibilities of your role and you can use it to gauge whether you’re meeting expectations or are falling short. You can also use it to see whether there are big discrepancies between what the job description says and what your experience has been. It can help you to know ahead of time what you’ll be assessed on in the meeting.

2. Review your work so far:

Focus on three key questions that are almost guaranteed to come up in the meeting:

• what have you enjoyed working on?
• Is there anything that you haven’t enjoyed working on?
• What have you learned so far?

3. Speak to your co-workers:

Be aware that you’ll receive critical advice aimed at helping you improve. Use it as an opportunity to make improvements where you need to (and try not to take it personally).

And finally,

A probation period is often quite daunting as you do your best to settle into a new firm, engage in new professional relationships, and work hard to build on that great first impression your employer had of you back at the start of the process.

However, it’s also a great time for you personally to reflect on what you have learned so far at this juncture, how much you have already added value to your new employer, and how far you have come since that first day walking into the office (or logging on to the IT system).

Passing your probation is the final milestone that will see you become an official member of the team and for that reason should be treated as a crucial step in your career advancement – yet with a few simple steps and preparation, should be one you pass with flying colours.

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, and Engineering appointments, on a permanent basis.

Whether you are looking for your next career move, or your next hire as a business owner of HR professional – we can help. Call us on 01772 259 121.

As an employee being made redundant can come as a shock, especially if you had no idea it was likely to happen.

The initial communication isn’t always easy to take. However, remember it can and does get better.

As a recruitment company that has been around for over 30 years, we have helped hundreds of people navigate those dreaded words and in such a way that they can dust themselves off and move on with their lives, often to something even better.

As with any problem in life that needs handling, you need a plan. Having spoken to many people like you in this situation, here is what to do next.

Ask Why?

Though why isn’t always the best question to ask, in this case, it is.

Hard though it might be to hear, a recruitment company you work with or your next employer is going to ask why you were made redundant, so you need to have a clear answer.

Perhaps the market has changed, and they haven’t moved with the times or perhaps sales and marketing haven’t been up to scratch, and new business has not been gained the way it could, or maybe they have lost a contract or funding.

It’s important to have a clear understanding of what has happened in the company that has resulted in your redundancy.  Though this is an uncomfortable situation, it’s important to know their rationale and why you or your team are leaving.

It might be that they are trimming down or removing a department. Perhaps A.I. technology has meant that certain aspects of your role are no longer viable.

Once you have a handle on this, you can then formulate your next steps in how you will communicate what has happened.

It’s Not Your Fault

I know it’s easy for me to say and don’t take it personally, as my experience over the years working in recruitment is that it’s rarely your fault. The role has been made redundant, not you. The role you did no longer exist. You have done nothing wrong; it’s important to avoid thinking in terms of not being good enough. Unfortunately, life has a way of throwing us a curve ball sometimes; we have to accept it and move on.

Expect To Have Fluctuating Emotions

It’s likely your emotions will be all over the place during the first few weeks; it’s normal. In many ways this is a good thing; don’t bottle it up whatever you do.

I have personally spoken to candidates who have felt rejection, anxiety, anger and elation and all within the same day too.

Here is something to remember; it will get better. The good news is that over time they will pass and be replaced by a feeling of acceptance and moving forward. Again, it’s normal for these thoughts to bounce around and to feel that you aren’t making progress, but it will pass.

Know Your Rights and Get Support

Though most employers are trustworthy and want to do their best, it’s worth asking what happens next; especially when it comes to your financial package, holiday pay and leave date.

It’s worth asking your employer what their plans are to help you transition. Depending on your organisation they may be willing to provide outplacement support.

Outplacement support is provided to help former employees transition to new jobs and help them re-orient themselves in the job market.

It is normally provided by a third party and paid for by your employer. It generally involves practical advice, training and workshops.

To manage your expectations, not every employer provides this, though if they do, accept it.

Start Planning

It’s important to face reality and get a handle on your financial commitments too. You might have a financial package given to you that will soften the blow. No matter what, it is important to manage your personal cashflow budget.

If you were planning a huge holiday, it might be an idea to place this on hold. It’s not that your life needs to stop; however, it is a good idea to plan your spending in a way that doesn’t put you under pressure.

Set Your Goals and Contact A Recruitment Agency

The good thing about the job market today is that it is buoyant, AND importantly there are recruitment companies who can help you find your next role.

Contacting a recruitment company especially in today’s job market is key; not only to help you potentially secure a new role but to also have some career advice too.

For instance, at Clayton Recruitment we employ recruitment consultants; there is a clue in their role description.

Depending on the role you are looking for, we might even be able to represent you personally to our clients.  Our networks are huge.

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.

Congratulations – you’ve landed an exciting new role, and after a busy period of applications, interviews, and meeting your new employer, you are no doubt looking to the future and the next steps in your career.

But even with the excitement of a new position looming, more often than not, there is still a notice period to consider with your current company. The length of notice periods can vary greatly and depend, from a legal perspective, on how long you have been working with that business. For those with longer notice periods (1 month+) it is highly likely that there will be a number of objectives to deliver before you set off for pastures new.

Here we offer our top 5 tips on how to navigate this ‘halfway house’ between your current role, and your new one to ensure you leave on good terms as well as feel fully prepared for your next challenge.

1.  Be prepared for conversations around negotiation

Whatever the reason or reasons for leaving your current company, it is always worth having a preliminary conversation before you start looking for new opportunities, to see if those initial reasons may be overcome. If, however that conversation didn’t take place, you should nevertheless consider what you would do should a counteroffer be on the table once you make your intention to resign clear.

In the current market, where demand for skilled candidates is outstripping supply in a number of sectors, this is exceptionally common, so you need to at least be prepared for such a scenario and ask yourself, would you actually accept a counteroffer? The answer to that lies in ultimately revisiting the reasons you wish to leave in the first place.

Counteroffers take many forms including increased pay, a promotion, enhanced benefits, or a combination of all of those, and there is no doubt that it can feel flattering to be in that position. However, research suggests that 80% of people who accept a counteroffer tend to leave within 6-12 months of accepting. Is it likely you’ll also be part of that statistic?

Assuming you’re still set on moving on, resigning gracefully is key – ensuring you cover all bases with and address these often-uncomfortable initial conversations – and ultimately remain professional, and on good terms as you prepare to exit the business.

2.  Tie up all loose ends

Whilst it may be an easy option to go into cruise control once you have formally resigned, it will also destroy any goodwill and reputation you have no doubt worked hard to build on during your tenure with your current employer.

Making sure you remain committed to fulfilling your obligations and deliverables is key – not least because it means you aren’t leaving your colleagues ‘high and dry’ and left to pick up the pieces.

Generally speaking, there is never a ‘good’ time to leave a company, in that there will almost always be projects still ongoing, clients and customers still being actively managed, and future meetings in the diary. Therefore, it is a good idea to:

• Confirm expected deliverables (and revised deadlines) with your current manager
• Ask who will be responsible for taking on your various tasks, projects, and expectations around a formal handover

Practically speaking, once colleagues are aware that you are leaving, you can start to clear your desk so that it’s ready for the next occupant. Removing paperwork, filing and archiving, binning wastepaper and taking personal items such as photographs home will ensure your workplace is ready, clean and welcoming for the next person.

3.  Give a robust handover

Scheduling time to plan for a smooth transition further demonstrates that you are a true professional and not someone who leaves a business or a colleague in the lurch, or projects unfinished. Think about your specific areas of responsibility – current projects, unfinished assignments, urgent jobs and upcoming commitments, as well as information on your clients (internal or external depending on your role) that your successor or wider team will need.

Even if projects are likely to be ongoing, giving detailed instructions on where things are up to will be invaluable to your successor – especially if that individual is new to the business.

Depending on your role and responsibilities, this may include

• A directory of key contact details
• Process documentation – ‘how to’ guides, or more detailed process maps
• Detailed notes on specific clients
• Duties detailed by frequency – daily, weekly, monthly, quarterly etc
• Project documentation including

If your company decides to advertise your role and bring in a replacement as it were, it may be that you meet this individual to handover for a period in person. Going the extra mile here will leave a lasting impression, especially if you take on some of the responsibility for training and helping that person settle in quickly. Mitigating any disruption, especially where clients of the company are concerned, is paramount and if you are able to ensure the handover is as smooth as it can be, you will certainly leave with a reputation for professionalism and hard work intact.

4.  Keep connected

With an exciting new role to look forward to, you’ll no doubt want to tell close colleagues and friends about your new opportunity, and it is likely that news of your intention to leave will be communicated more widely around the business.

That being the case you will be asked both why you are leaving and where you are going to – so it’s wise to have a response planned. The temptation to tell people how amazing the new opportunity is, or how you’ll be working for a ‘better’ employer or company will undoubtedly be there, but tread carefully. Keep the message positive, but keep in mind the colleagues (and long-term professional network) that you will be leaving behind.

Your professional reputation will follow you out of the door on your final day, and if you are continuing to work in the same sector, work for a competitor, or even work in the same region, chances are your paths will cross again at a networking or social event. It’s therefore imperative that you don’t burn any bridges as you exit.

Rather, use this opportunity to preserve your professional network. Building and maintaining relationships with co-workers right up until the point you leave (and then thereafter) will pay dividends – so use this time to connect on social platforms, ask for endorsements and recommendations, and share new contact details.

5.  Start onboarding early

As seasoned professional services recruiters, we always press the point of the importance of maintaining contact with your prospective employer as you work your notice period. This applies to both parties in the equation, and hopefully you will already be in continual dialogue with your new manager, the HR team, or even the wider team you will soon be a part of.

Regardless, it is good practice to consider the following steps ahead of day one:

• Follow your new employer’s social media accounts – helping you keep up to date with any news as well as get a feel for the kind of messages and communication they broadcast.
• Connect with your new team members on LinkedIn – even better, message them with a short message saying how much you are looking forward to joining.
• Attend any events organised by your new employer – your enthusiasm to get involved ahead of you starting in your new position will be duly noted and help to cement relationships from the outset
• Confirm and check your logistics – travel routes, train timetables, parking arrangements all need to be reviewed ahead of your start date if you are traveling to a physical office. If however your new role involves you working from home, it’s still a good idea to check your WIFI connection for the inevitable Teams or Zoom meetings, and make sure you have a suitable working space if you haven’t already.
• Be proactive – ask if there is any training material, staff handbooks or similar that you can read ahead of day one. There may be specific paperwork you need to complete perhaps. Getting ahead of the game shows you are committed to the new role, and helps to free up the first week from some of the administrative tasks.

Granted, you are also physically working your notice period (and busy tying up those loose ends) meaning time may be at a premium, but any effort you put in during this period means you can hit the ground running and will undoubtedly start to impact your new working relationships even before you’ve set foot through the door.

Finally

Handing your notice in can often be a bittersweet process. On the one hand, you will no doubt be looking forward to starting with your new employer, yet on the other, you still have legal obligations to fill as well as the emotional impact of saying goodbye to colleagues and friends.

Leaving a lasting (good) impression is vital and taking the steps above to demonstrate commitment to the very end won’t go unnoticed and will likely impact your personal reputation as you take these next steps in your professional career.

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, and Engineering appointments, on a permanent basis.

Whether you are looking for your next career move, or your next hire as a business owner of HR professional – we can help. Call us on 01772 259 121.

A strong brand isn’t just something a growing company needs to build.

In today’s constantly connected world, personal branding is growing increasingly important, as the recruitment process evolves. Around 70% of employers screen candidates by checking their social media presence. What’s more, countless hiring managers and recruitment agencies will assess your online presence before providing a job offer.

Cultivating a successful personal brand is how you ensure you’re sending the right impression to future employers and recruitment agencies.

Used correctly, your brand will augment your CV, cover letter, and job applications, to demonstrate why you’re the perfect legal professional for your ideal role.

The question is, how do you build a great personal brand?

Step 1: Identify your Branding Goals

First, it’s important to determine what you want to achieve with your personal brand. A good personal brand should define who you are to the world, highlighting your unique combination of values, skills, and experiences. How you present and edit your personal brand will determine how potential employers perceive you.

With this in mind, ask yourself what kind of image you want to create. Think about:

• Values: What kind of unique values, strengths and perspectives can you bring to the legal industry? How would an employer identify you as a perfect fit for their company culture?
• Skills: What are your technical skills and what kind of experience do you have putting them to the test? Do you have any certifications or accreditation?
• Personality: What kind of person do you want people to see you as? Are you detail-oriented, creative, passionate, or supportive?

A good way to define the kind of brand you’ll need to build is to look at the kind of personality traits, skills, and values mentioned in job descriptions for the kind of role you want to earn.

Step 2: Audit your Existing Narrative

Once you know what you want your personal brand to look like, it’s worth looking at the impression you’re already giving in the legal space. In today’s digitally-connected world, virtually every employee will already have a personal brand.

You can get a good idea of the perception you’re building by examining your social media pages, and asking yourself what kind of impression you give when sharing content online. It’s also worth looking at the connections you have to other people in your industry, and how your associations might help people to understand who you are.

Check everything from your LinkedIn page to your online portfolio to make sure you’re making the right impression. If you’re not, work on removing anything which goes against the personal brand you’re trying to build, even if this means making some social channels “private”.

Step 3: Create Your Personal Pitch

A good view of your existing reputation, and the personal brand you want to create should help you to make a start on your personal pitch. This is essentially the “elevator pitch” you give to sell yourself to colleagues, employers, and hiring professionals.

Your personal pitch should outline your specific value in the legal space, and what you have to offer in a quick and concise way. It should consider both your past experiences, and the future you’re aiming for.

For instance, if you’ve spent years as a Legal Cashier, but you want to become a Paralegal, you can show people how your experience in the cashier sector helped you to develop the people skills you need to connect with prospects and supporting solicitors.

Once you have your personal pitch, you can also use it to guide the content you share online, and the way you present yourself to others. For instance, every time you’re going to post something on LinkedIn, ask yourself, “Would the person I’m pitching to others also share this?”.

Step 4: Develop Your Presence and Network

Your personal pitch, and the view of the kind of impression you want to send in the legal space will help you to think about where you can develop your existing online presence and identity. Ask yourself whether you’re already active on all the forums and platforms where an employer might look for you, including on industry forums and social media sites.

Look at how active you are on these platforms too. Sharing content regularly will help you to strengthen your position as a thought leader and demonstrate your unique personality.

While you’re working on your digital presence, think about how you can also expand your network. Sharing content should help you to attract the attention of some other leaders in your space, but don’t be afraid to reach out over social media and connect with people too.

A strong network helps to give credibility to the brand you’re building, and it could open the door to new opportunities.

Step 5: Work on Increasing your Value

A personal brand isn’t something you should create once and then never look at again. Like you, your personal brand is a dynamic, evolving thing. You’ll need to make sure you’re constantly working on ways to demonstrate your value through the image you create.

To strengthen the impact of your personal brand:

• Commit to constant learning: Work on regularly developing your knowledge in the legal space and expanding your skills to make yourself more appealing to employers.
• Share content regularly: Build your social presence by regularly sharing content, connecting with others, and expanding your network.
• Work with the professionals: Speak to a specialist legal recruitment agency, like Clayton Legal about the kind of things the employers in your space are looking for, and build your brand based on the information you get.

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, and Engineering appointments, on a permanent basis.

Whether you are looking for your next career move, or your next hire as a business owner of HR professional – we can help. Call us on 01772 259 121.

As I sit down to write this post, my phone has pinged to let me know that the UK economy has rebounded with the fastest growth since World War Two. A 7.5% increase despite falling back in December due to Omicron is a positive situation for business in the UK.

In contrast, our cost-of-living worsened in December after inflation jumped to 5.4% – its highest level in almost 30 years – driven by the higher cost of clothes, food, and footwear; this is likely to get worse as the cost of fuel doubles for many.

Andrew Bailey, the governor of the Bank of England, says to ask for a pay rise now is to cause further economic decline.

In fact, according to a recent analysis by the Office for Budget Responsibility shared in the Newstatesman, the UK is on course to endure two more decades of stagnant wages, revealing the negative news that we should expect to earn less in 2026 than 2008.

Confusing when we consider certain sectors.

The last two years have seen many businesses report their best year ever, which we can confirm with the number of recruitment instructions we are receiving from our clients.

As a hardworking and productive professional, what are your options? Let’s share a few suggestions in this post.

Know Your Facts

The candidates we work with here at Clayton Recruitment are switched on. They know how their business is faring in the market and what growth is anticipated in future years.

When businesses plan growth, they also understand that they will need to plan financially to increase headcount and ensure their current team is engaged and recompensed appropriately.

Well, hopefully, that is the case.

Though not in every company.

Taking your time to research salary packages puts you a step ahead because it demonstrates that you have evidence to back up your pay raise request. This data is vital because it will give you leverage when starting the negotiation.

The question then is where your current firm sits on the spectrum, and are you being paid the going rate?

This brings me to the next point.

Know Your Value

Pay and remuneration is a prickly subject, and we aren’t guaranteed a pay rise every year for simply turning up and delivering on our objectives.

Remember, no manager likes being held to ransom and at the same time, they appreciate honesty. If you aren’t happy with your remuneration package, you have to tell them; as uncomfortable as that conversation feels.

At Clayton, whenever a candidate comes to us where pay is a problem, we always ask if they have had a discussion with their manager first.

It’s surprising how many people haven’t.
Sometimes a straightforward conversation like this works.

Sometimes it doesn’t, and this is where honesty with yourself is important. Here are a few questions to consider.

• What value are you delivering to the company?
• What results did you achieve last year that were above what was expected?
• Is your manager or HR fully aware of your contribution to the business?
• Considering this, how will you demonstrate how valuable you are?

As a first start, use your performance objectives showing all your achievements. This way, you will let your company appreciate your worth and what it might cost to replace you.

You could take your manager through the goals that were agreed upon together and what actions you have taken to achieve the results you have.

You will be surprised how well this works. Your manager could be responsible for a lot of people. They are human too, and might not have all your performance wins etched in their memory.

Know What You Want

This final point is key; know what you want, and here are a few things to consider.

• Do you have a figure in mind?
• Is this based on your personal need?
• Your analysis of the current market?
• How much you think you are worth?

It is important to know what you want and why and have justification for the figure you are asking.

Here is something else.

Is money your real motivator, or are there other options to consider? The world of work is changing, and many firms could consider hybrid working for day weeks and sabbatical leave. These are all options that are now on the negotiating table that wasn’t just a few short years ago.

Know Your Walk-Away Point And Your Options

You might be pleasantly surprised that your pay rise suggestion is accepted, especially in the current talent market.

However, be prepared that it might not. Therefore you need to consider your options.

The upside is that we are currently in a candidate-driven market because of the skill shortage fuelled by Covid-19.

For you, this means that your options are open, and if you are prepared to move, you can potentially join a new business and continue to develop your career while being appropriately rewarded.

And this is where we can help.

The team here at Clayton Recruitment have placed literally thousands of professionals.

Depending on your role and experience, we may be able to personally represent you to our clients too. If you would like to have a confidential conversation about you and your career then do get in touch. You will find all our contact details here.

What Next?

Though many workplace sectors experienced poor growth last year, there are certain sectors in the UK job market that aren’t. Here at Clayton Recruitment, we have multiple clients looking for skilled and ambitious candidates like you. For a confidential conversation about your career goals and your next move, please get in contact with one of our team here.

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, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

At the start of a new year, many of us review where we are in both our personal and professional lives. For those of us working in the current job market, it’s no different.

The specific details of the path you want to take might differ slightly. However, the five fundamentals we are sharing today form part of any successful career planning process, as we have observed placing more than 5000 professions over the last twenty-two years.

First, let’s put some context around the impact of the new ‘norm’ when it comes to creating your plan.

The New Norm

As we navigate our way out of the pandemic and multiple new variants, it is fair to say that the new normal hasn’t impacted some sectors as much as others, except for improved technology, communication channels and virtual recruitment.

We noticed here at Clayton Recruitment that the phone continued to ring after the initial few weeks of the first lockdown as clients asked us to help fill their roles. This continued throughout 2021, accelerating at pace as the year went on. 2022, so far, shows so sign of this appetite to hire slowing down.

Hybrid, home, and remote working are still major debates across businesses as they consider the permanency of such working arrangements.

As predicted by the Microsoft Workplace Trends report, many candidates we speak to are keen to have some flexibility around working in the office or at home. Consequently, we are seeing more businesses willing to consider hybrid working moving forward.

The critical piece of the conversation is that skilled candidates are in short supply. This results in employers counter offering employees to stay with them rather than moving to a new business. Some candidates continue to have multiple offers on the table.

In summary, if you are a skilled candidate looking to move, this is your time.

What an opportunity, though let’s have a sense check here. Jumping into a new role with an improved package and a hybrid working opportunity is OK, provided it is part of your long-term plan.

Therefore, consider this as you plan your career. Moving and building your career takes time, depending on the level you want to achieve.

So, what should you be considering in your overall plan?

Decide What You Want

Goal setting and tweaking can happen at any time of the year. As Professor Maxwell Maltz shared in his New York Times bestseller, human beings are success-seeking creatures, and therefore we want to achieve success.

Without goals to inspire and drive you, it’s impossible to know if you’re moving in the right direction. In simple terms, if you don’t know the destination, then you can’t plan the journey.

Deciding what you want allows you to take control of your professional life.
Simply saying that you want something isn’t enough. Goal setting is a strategic process that considers what you want to achieve through a series of milestones and action steps and ends with hard work and dedication.

Therefore, setting a goal and then moving towards it is a logical process we would all be advised to tap into.

Most professionals want:

• To work in an area of business that they enjoy and find interesting
• To receive sufficient income for their work to enable them to live comfortably
• To be considered as being professional and knowledgeable
• To achieve a work/life balance that allows them to enjoy a life away from their work

No matter your opinion about setting goals, you will find yourself meandering around with no real sense of purpose unless you are clear on what you want.
Choosing stretch goals means finding the right balance between targets you can realistically achieve and aims that challenge you.

However, don’t set goals that are too easy, either. It’s essential to challenge yourself, as that way, you can reap the rewards of feeling accomplished and driven. Find goals that help you raise the bar on your work and performance.
Always have both short- and long-term goals in mind.

A Goal Setting Framework

One of the most popular goal-setting strategies involves creating “SMART” goals. There are variations on what the “SMART” acronym stands for, but most experts agree that it requires your goals to be:

• Specific
• Measurable
• Attainable
• Relevant
• Time-Bound

Your career goals must be clear and defined. A vague goal like “I want to get a promotion” doesn’t provide sufficient direction. Determine what kind of promotion you want that will fit your plan and when you want to accomplish that target.

Conduct a Skills Audit and Contact A Recruiter

To accomplish what you want in your career, you will have to up-level your skills relevant to your desired roles. Knowledge is power, and this is where talking to someone who has the ultimate position you want can be useful.

Although, remember that a lot has changed during the last few years and what was once required for a role, either skills or experience, might have changed.

This is where talking to a specialist recruiter will help. Here at Clayton, we have over twenty years’ experience recruiting professionals and can guide you on the best next steps according to the specific career path you want to take.

With the specs for your ideal job to guide you and your CV in hand, write a list of the skills you need to work on and rate yourself on a scale of 1 to 4. A rating of 4 indicates that you’re an expert in the area, while a rating of 1 means that you have very little knowledge or skill in that area.

Once you know which elements need the most work, you can develop a list of activities that will help you close the gap.

Managing Your Mind

The first step in developing your career is to embrace the right mindset by managing your mind. More than ever, the pandemic has highlighted the importance of working with our mentality to handle whatever is happening globally.

It’s easy to assume that creativity, intelligence, or talent are the things that set successful people apart from the rest of the world. However, the truth is that all the most powerful people in business today reached their goals through perseverance, grit, dedication, and the right mindset.

Your ultimate goal may take a few years, and the more you can manage your mind through the process, the better.

Good Luck!

What Next?

Though many workplace sectors experienced poor growth in 2020 and into last year, the sector wasn’t one of them. Here at Clayton Recruitment, we have multiple clients looking for skilled and ambitious candidates like you. For a confidential conversation about your career goals and your next move, please get in contact with one of our team here.

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, and Engineering appointments, on a permanent basis.

If you are looking for your next career move, we can help. Call us on 01772 259 121.

If you would like to access our free guides, view them all here.

Despite most of 2020 being taken up in the crisis and recovery stages of the pandemic, the start of 2021 really is the time for us to celebrate and look forward to life after Covid.

With the vaccine promising a return to a new kind of normal, it is finally time to start planning with confidence for your next move in your finance career.

Finance professionals have been the saviour of many organisations this year, providing essential services and protecting businesses in what has been an incredibly challenging environment.

As a finance professional, you will probably have acquired some new skills, and certainly lots of new experience this year.

This means that it is the perfect time to think about what you want from your finance career, and how to find it.

Today we look at current opportunities for you as a finance candidate and why now is the ideal time to look for a new role.

Covid Recovery

We are finally approaching the end of the Covid period now, with the vaccination programme in full force in the UK.

That means that the time businesses have spent waiting and being tentative in their hiring decisions are over – the accounting opportunities that are going to be created over the next few months will be plentiful as businesses focus on growth once again.

Businesses are now looking to take advantage of market conditions and grow, rather than be stifled like they were for the most part of 2020.

Where Are the Opportunities?

As well as Covid, there has been increasing concern about UK finance sector jobs due to Brexit. Still, recent reports show that employment in the finance sector is defying the warnings that were originally predicted.

Finance roles have been retained for the most part since the 2016 referendum, and hiring sprees in some parts of the country have seen opportunities increase substantially.

The areas we see the need for accounting roles increase are in public practice, commerce and industry, and the public sector.

Despite the upheaval caused by Covid, opportunities in industries such as eCommerce and virtual communications have skyrocketed.

However, despite finance and accounting opportunities rising, there has also been an increase in the number and variety of candidates applying for each vacancy. This means that the need to stand out in your job search is greater than ever.

Let’s look at what you can do as a finance and accounting candidate to prepare for your 2021 job search.

Industry Versus Practice

Many accounting professionals will stay within their remit, either industry or practice for the majority of their career.

But to find a new role in 2021, it might be time to think outside the box.

Finance roles within a practice are in high demand right now, as SMEs get to grips with accounting, audits, tax, and assurance issues that have been caused by the pandemic. In contrast, finance departments in larger SMEs, particularly in certain commercial and retail sectors have struggled.

If you have always worked in an industry position, is it time to consider a practice role?

Whatever your thoughts might be on where to take your finance career, right now, enlisting the help of a financial careers expert will be invaluable.

Formulating Your Plan

Any career move you make in 2021 should always be considered with your ultimate career goal in mind. Deciding on where to make your next move will depend on several factors such as your location and family responsibilities; sometimes, you need an independent expert to help you see the clearer picture.

Depending on whether you plan to cultivate a career working in financial practice or in industry, we can help you figure out your next strategic move. Get in touch with us here if you are considering a career move this year, but you need help on where to focus your job search.

Finally, let’s look at my top tips to help you right now as you embark upon your new job search.

Standing Out in Your Job Search

Finance professionals embarking on a job hunt in 2021 will have to work harder than ever to get noticed, so here are my expert recruiting tips to improve your new job prospects.

Refresh Your LinkedIn – your professional online persona might have been the last thing on your mind this year but before you start applying for new roles, make sure that your profile is not just correct but also up to date. Enhance your profile with new post-Covid skills, get liking and sharing industry news and start making new connections. Most hiring managers will check you out online – you want them to see your active interest in your career and your network.

Tailor Each Application with Your USP – let each hiring manager know in your cover letter and throughout your CV why you are the ideal candidate for this role. What unique skills do you have that make you a candidate that deserves an interview over your competitors?

Get in Touch With a Finance Recruiter – this is by far the best thing that you can do as a finance candidate. At Clayton Recruitment, we specialise in finance and accountancy recruitment. We can advise you on your current job search, help update and tailor your CV for your post-Covid job search, as well as finding and arranging your next interviews.

Next Steps?

If you are looking for a new finance and accounting role for 2021 – get in touch with our team of career experts today, click here or call us on 01772 259 121.

Let 2021 be the year you make your most valuable financial career move.

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, and Engineering appointments, on a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

At Clayton Recruitment, we have been providing expert recruitment and career planning services to candidates like you for over 30 years.

This year, due to the widespread upheaval of coronavirus, we have changed the way we are now helping candidates.

We talk to candidates daily about the challenges they are currently faced with as they look for new opportunities and new niches to work in after the pandemic.

Job seekers who have been looking for a new role this year will have had to face the issue of looking for a new position during a pandemic, and for many people, this hasn’t been easy.

But we are now seeing positive changes in the job market. Data from the Staffing Industry Analysts show that job vacancies each week are increasing, with hiring in some areas back to pre-Covid levels.

The good news is we have identified two areas where we are focusing our efforts which are demonstrating the most significant growth and the best opportunities.

If you are looking for a new role, and you have sales and marketing knowledge or finance and accounting experience – or other excellent transferrable skills – today, we explain how we can help you.

So, where are the biggest opportunities? Sales, marketing and accounting and utilising the many transferable skills you have.

Let me start to explain more here.

Sales and Marketing

Suppose you are a candidate with sales and marketing experience, despite cuts to these departments in some sectors. In that case, there are plenty of opportunities in the industries which have been successful this year.

Sales roles are essential in all industries, including retail, finance, and manufacturing – companies cannot grow next year without talented sales and marketing employees.

In 2021 and beyond, sales and marketing, like many other areas of our lives, is going digital. Successful sales and marketing candidates will have a growth mindset and be continually looking to adopt new technologies to drive sales forwards, including CRM systems, data technology and A.I.

Have you been working on building your digital skill for the ‘new normal’ since lockdown started? If you’ve got a growth mindset and are looking to build on your digital sales and marketing skills in a new role – we want to hear from you.

If you are considering a new sales and marketing role, we can help you find a unique opportunity in the sectors which are booming, such as technology, retail and eCommerce, legal plus many more.

Contact our team today to find out more about the current opportunities we have.

Accounting and Finance

Many candidates have put promotion or new job plans on hold this year, for understandable reasons.

But what accounting and finance candidates should know is that looking for a new role right now is not risky; it is a smart strategy to work with a recruiter to take advantage of the current opportunities in the market.

In early November 2020, the Chancellor set out the ambitious plan for the future of the U.K. financial service sector, with goals to extend its global leadership in green finance and financial technology.

Even despite the pandemic and Brexit on the horizon, banking and financial service jobs remain stable.

Accountancy has also been largely unaffected by the pandemic, with opportunities in affected sectors suffering, while roles are opening up in many other growth sectors like technology, online retail and construction.

Transferrable Skills

If you haven’t got direct experience in sales and marketing, or accounting and finance, there are excellent transferrable skills which are valuable right now, which will help you stand out and secure a new role.

Employers are on the lookout for talented candidates with the following transferrable skills:

• Tech skills such as confidence using digital communications, digital project management and social media management.
• Business strategy skills – you may not have direct experience working in a finance department or a sales role. Still, if you have leadership experience where you have contributed to developing a business strategy, this is a transferrable skill which employers value highly.
• Commercial awareness – for most businesses, 2021 is going to be about recovery and building back any shortfall from 2020. This means that they need employees with astute commercial awareness to create and drive revenue.

Do you have transferrable skills that you know you could flex in a sales or marketing or an accounting and finance role?

We’ve got opportunities for talented candidates, get in touch with our team today to discuss your options.

Working with Clayton to Find a New Role

We are using our three decades of successful experience to help candidates find new roles in an increasingly challenging jobs market.

If you have struggled to find roles which excite you or that fit into your ultimate career plan, we can help.

With extensive previous experience recruiting in both Sales, Marketing, Accounting and Finance, we are committed to focusing on these sectors as this is where we know we can help candidates the most.

If you are looking for a new role in these sectors, we can help – get in touch today.

Contact us here or call our team on 01772 259 121 to discuss your career options with our career planning experts.

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 a permanent basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.