So, you’ve reached the first major milestone in your journey to finding a new role: being invited successfully for an interview.

Whilst there is already much to celebrate, arguably the hard work starts now and many recruiters will tell you it all boils down to one thing – preparation (and plenty of it).

There is already much written on the specifics of what kind of preparation you should consider. From researching a business’s digital footprint (including PR, reviews, news articles and social media channels) to connecting with your interviewers on LinkedIn.

But there is also one element of an interview that is essential in not only demonstrating your interest and enthusiasm for the role and company, but actually ensures you are sense-checking job suitability against your own objectives while you’re in the room.

All interviews, whether they are conducted over the phone, over video/virtually, or face to face, will present the opportunity for you as the candidate to ask questions.

Pass up this opportunity at your peril.

We know from our own independent research that the top reasons jobseekers choose to move roles are:

1. Progression
2. Salary Increase
3. Redundancy
4. Relocation
5. Work/life balance

It certainly makes sense therefore to pose your interviewer relevant questions that align with the above and use the interview as an opportunity to conduct your own due diligence of sorts.

Here are 10 smart questions to consider:

1. What are the opportunities for progression within the business?

The question itself is multi-faceted in that by asking it, you are already demonstrating you are ambitious and career-minded and are already in it for the long run. It is also an essential question to pose if you have decided to leave your current role due to a lack of progression opportunities.

As your role’s career path and available opportunities are critical for your professional growth, it is in your best interest to find out where your future lies with the company in question. One way to circumnavigate this topic if you’re concerned about being too direct is to ask instead ‘Where have successful employees in this role moved on to?’ or ‘How are promotions handled?

You can ask if there is specific career-path documentation although don’t be put off if this doesn’t exist in smaller companies. Whilst some roles may not necessarily have an apparent move ‘up’, you may still want to check that there are opportunities to train and upskill more generally.

2.  How will my performance be evaluated?

Whilst we know that salary and remuneration are often a catalyst for moving roles, it is generally a no-no to ask about specifics in your interview – at least initially. That is of course, unless your interviewer brings the topic up themselves.

However, one area of questioning to consider instead which is likely to touch on the subject is around performance.

The question in itself demonstrates that you are eager to make a positive contribution to the business and are once again thinking about your long-term career in understanding how job performance is evaluated.

You may want to probe a little further around expectations in the first 90 days, or the formal review process but should seek to understand any specific metrics or KPIs that you will be measured against.

Whilst this line of questioning doesn’t necessarily touch upon base salary on offer with the role, it is likely any sort of performance-related incentives or bonus will be communicated at this juncture.

3.  What are the company’s plans for growth and development in the next 5 years?

Asking questions about the company’s growth trajectory will certainly impress during an interview. It shows that you are curious about the wider company and its success, rather than a sole focus on your role and the specifics that come with that.

However, the response you get from your interviewer will also give you further insight into progression plans (and where you may fit in with these in the future) as well a general idea of job security – a must if you have concerns in this area or perhaps find yourself on the job market due to a recent redundancy.

You shouldn’t however ask questions on this topic that you could typically find online – on the company’s own website for example. This may include things like their mission statement, their vision or press releases. This will only demonstrate that you haven’t done your homework.

Instead, do an ‘environmental scan’ (a term used by Dr. Lenaghan at the Hofstra University School of Business) to understand what is happening in your specific region or professional sector more generally. The questions you ask then could focus on the broader implications of these on your role and the business you are interviewing with.

4.  How has the company changed since you joined?

Questions that focus on the individual(s) who are interviewing you are a great way to build rapport and that initial relationship – imperative if they will be your direct line manager or supervisor if you are successful in getting the job.

However, this line of questioning is more so about ascertaining what the culture is like at the company in question.

It allows you to sense-check that your own values align with the businesses, and consider your general compatibility and ‘fit’ on a deeper level than just being competent and able to do the job.

Making the transition from interviewee to interviewer isn’t always easy, but it will certainly help to uncover how those individuals view the office environment and helps to build a certain camaraderie from such a personal response.

5.  What are the opportunities for collaboration within this particular role?

Asking questions that focus on your relationship with existing members of the business are great in showing your interviewer that you are a team player that can think outside of the singular job description in front of them.

Questions that probe more generally around the specifics of the position are also worthwhile in understanding more about team dynamics, the structure of the business in question, and scope for growth and personal development.

If the role in question is hybrid or remote, this question also demonstrates that you are looking to cement working relationships regardless of where or how you physically work for the company. This is important as the general sentiment around hybrid working and an apparent ‘gap’ between business leaders and employee preferences continues to widen, according to an article from the World Economic Forum released last year.

The article focuses on research conducted by Ipsos in which over half a million survey responses from 95 countries were analysed revealing attitudes to hybrid working. Interestingly, over 25% said that working remotely improved communication and collaboration (and actually led to decisions being made swifter as a result).

Regardless of your anticipated working pattern, however, this question will also give you an insight into your direct team, individuals you will be working alongside, and other projects or steering groups you could be a part of.

6.  What does a typical day look like in this role?

If you are looking to ascertain or enquire about work-life balance at the company you are interviewing with, then you need to tread carefully. You don’t want to jump straight in by asking questions around working patterns, flexitime, expectations around working outside of contracted hours or holiday allowance (although all of these may certainly be on your mind when considering a new role).

Whilst there will be the opportunity to gain answers to some of these as part of the general hiring process (indeed your Recruitment Consultant can act as a liaison here) in the interview itself, you can certainly assess the work-life balance without projecting a negative impression – even if that means reading between the lines in places.

You might ask the interviewer about their own work schedule over a typical week/month/quarter as well as ascertain if there are seasonal peaks (relevant to certain sectors over others).

There is also a lot to be gained by assessing more generally the interview process itself; was it easy to get the interview arranged or has it been chaotic? Do the other team members in the office (or on-screen) seem relaxed and happy, or distracted and frenetic?

If you are looking for a new opportunity that offers a more suitable work-life balance, then questions that probe around this topic are essential, yet should be handled with care in order to still leave with a good impression and not focused solely on the ‘what is in it for me’ sentiment. A fine balance to strike.

7. How much contact with clients can I expect to have on a daily basis if I’m successful?

If the role in question is a client-facing one or involves overseeing client projects, this question helps to further build a clearer picture of what to expect on a more practical level in a typical day on the job. As your skillset will be better suited to some aspects of the work than others, this question provides the opportunity to gauge how much of the role actually aligns with your key strengths and whether it will ultimately be a good fit for you skill-wise.

If for example, you find that the role involves a lot more of the behind-the-scenes aspects of project management, such as document writing and paperwork than actual face-to-face interactions with clients, it may be best to reconsider the options you’ve got on the table with your recruitment consultant to find out where your preferred work style can be better accommodated.

8. Can you describe a typical client the company represents?

As a bit of a spin-off from the previous question, this one serves a dual purpose here, for your sense-check of each party’s suitability. While you will likely be aware of the company’s values and culture by this point from your own preliminary research about the business, learning what kind of clients the company usually represents can give you an inside look at exactly how well this lines up with what is professed. It can also prove useful in determining whether you are likely to encounter any ethical considerations you might have, particularly if you’re being interviewed by a larger company, as you would likely be working with a more diverse clientele. However, if you’re being interviewed by a smaller business, it can be quite beneficial to gain pointers on which strategies and approaches can be best used to build rapport with clients, considering the type of client you will be working with will be more frequent.

9. How is workload distributed?

Getting a general idea of the distribution of tasks among team members allows you to gauge the level of collaboration, potential stressors, and potential work-life balance within the firm. This question helps to assess if there is a fair allocation of responsibilities, whether there are support systems in place, and how teams collaborate to meet deadlines. Moreover, it signals to the interviewer that the candidate is mindful of the practical aspects of the work environment and is interested in ensuring they can maintain a sustainable level of productivity.

10.  What are the next steps in this process?

Understanding the general timeline and steps that follow the interview is important and shows the interviewer that you are still engaged and wanting to progress (if of course, you decide that you do at this juncture).

Rather than focus however on the ‘yes/no’ decision, or when to expect an invitation for the second/third interview, asking about the onboarding process or what the first few months will look like demonstrates further that you can envisage yourself in the position, and are enthusiastic about starting on that journey.

If nothing else, this line of questioning and the responses you get may indicate the interviewers’ own thoughts on you as a potential candidate through their body language and general fervour when they run through what those next steps look like.

In Conclusion

Asking strategic questions in your interview is always recommended and will undoubtedly impact the chance of you moving on to the next stage in the process.

In the same way that you will spend time researching the company in question, as well as perfecting answers to the most commonly asked questions, preparing for the questions you wish to ask is always worthwhile.

In the very least, it demonstrates that you are engaged in the process and focused on a long-term career with the business. Yet it is also the chance to cross-check against your own objectives and goals when looking for your next employer.

If you are leaving your current role due to a lack of progression – ask about those opportunities at this company. If the catalyst to move is around culture fit, probe a little around that.

As a general rule, you shouldn’t focus too much on the specifics of the role regarding salary and benefits but do use this part of the interview to ask about the elements of the role you’re not sure about, any concerns, or to clarify a point that had been discussed earlier in the interview.

At Clayton Recruitment, our sector specialists help to prepare candidates for interview as standard as part of the service we offer. We already have valued working relationships with the many businesses we work with across the northwest and, as such, can help to get a head start on some of the topics raised here around culture, structure, and remuneration.

If you are considering a move at the moment, our team can help to understand current opportunities in your region and sector specialism, as well as general market conditions and the competitive landscape.

Get in touch today for a confidential, impartial chat and we’ll help you take that all-important first step in the next stage of your 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.

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

With the darker nights noticeably creeping in, and the shops already stocked with Christmas paraphernalia, the final push towards the end of the year is upon us. This last quarter is often a period where many businesses and individuals will be making firm plans for the following calendar year, setting budgets and agreeing business objectives. And for many, (especially those with a three months’ notice period) – consideration of the ‘c-word’ is also likely. Not ‘Christmas’ per se…but career – what it looks like and where it is heading in the new year.

The so-called mid-career career blues happen to everyone at some point or another  – and it can often be for a number of reasons…

You have outgrown the position

One of the most common reasons individuals cite as a reason to leave their current position is around progression – or more specifically, lack of opportunities at their current employer. Often, a lateral move within the company is one viable route that, whilst perhaps offering a similar overall remuneration package, does provide the individual with the chance to expand their skills and professional network. Quite often a lateral move can provide a revised career path that still gives that individual chance to develop and learn about other areas of that business, and in turn raises the status of that employee and their broader influence internally.

However, this is not always possible either due to the size or structure of the company in question, or because of the current skill set that individual may have (which may not be transferrable). If the role no longer provides opportunities for the growth you seek in your career and there isn’t an obvious path to promotion, chances are finding a new opportunity elsewhere may be the only option to further advance your career. Before making that leap, it is always time well spent to review the market for opportunities, particularly if this is the first time in a few years you find yourself looking for those greener pastures. Ensuring that the businesses and roles you look at do offer clear paths for progression and advancement is key for ambitious individuals.

Recruitment agencies have a vested interest in understanding the sector and region in which you (and by extension, they) operate, and because of the trusted position that they have with prominent businesses, they will undoubtedly be able to offer you market insight, sector-specific guidance as well as trends and activity they are experiencing in the recruitment cycle. It is always worth enlisting their help at an early stage to get that birds-eye view of market trends and movement, as well as the inside-track of businesses that are in your area (or in your line of sight).

You are looking for an increase in remuneration

If the driver for moving is monetary, then it goes without saying that the first step should be to explore the option of a pay review with your current employer first. Whilst few individuals relish the thought of having those perhaps awkward conversations around money, it is important to see where the land lies first, even if that is to sense check the company’s position ahead of a diarised salary review later in the year/early next year. It is important to head into such conversations realistically and professionally – can the business afford the figure you have in mind for example? Have you got clear reasons why the review is justified, based on performance perhaps or the value you have brought to the business? Building a strong business case here is important – as is knowing your value and worth in the wider market.

This brings us to the second point – researching your market value. Understanding the current average or better still, range of salaries for similar roles in the market is crucial, especially if conversations around a pay rise end without the desired resolution and your hand is forced to look elsewhere. Recruitment agencies undoubtedly add value here with live salary data and wider benefits packages on offer for active jobseekers.

However sometimes the only way to achieve your salary expectations is to talk with your feet and look at other opportunities in the market where they can be realised. It is a perhaps unfortunate reality that pay increases tend to be more significant upon a move (as opposed to an internal promotion) so doing your due diligence early on will pay dividends so you have a realistic view of what those next steps look like.

You are looking for more work/life balance

Long hours and demanding workloads within a number of professional sectors are much documented – yet more than ever (and more than anything) – people seek a healthy work-life balance. According to a recent BBC article, data from a survey of more than 9,000 UK workers showed 65% of job seekers prioritised work-life balance over pay and benefits.

Whilst changing job roles may not necessarily negate all of these, the landscape of work has altered significantly following the aftermath of Covid, meaning that the likes of hybrid and home working models increased exponentially which for many has helped to strike a balance between work and home life.  Whilst this won’t be the case for everyone (and ongoing research into the challenges these working models bring is still prevalent in the media) conversations around flexi-, agile-, home- and hybrid- are much more commonplace, as are many job roles offering such work arrangements.

Conversations around the pros (and indeed cons) of flexible working arrangements is still ongoing – and there is a fine line to tread when sometimes homeworking leads to an ‘always on’ mentality. A recent article even looked at research highlighting a negative impact on wellbeing….

Nevertheless, there has never been a better time to have an open conversation with your Recruitment Consultant, or prospective employer about the ways in which they can support the balance you’re looking for.

There are many other reasons of course that trigger that early decision to start looking for new opportunities. The reasons may be complex, and numerous, yet it is often not a decision that is taken lightly. We know from conversations with active jobseekers in the North West that other reasons include envisaged redundancy, conflict in the workplace, and generally down to a desire to relocate. Most respondents we speak to however say the decision is generally driven by a desire to progress, upskill, and take on a new challenge.  Employee expectations around how, when, and where they work have changed – and as clients continue to compete for the best talent, arguably it has never been a better time to make the leap.

Next Steps

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, Marketing 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.

The sudden emergence of AI onto the hiring scene has brought in a wave of changes that have transformed how job seekers and recruiters alike approach recruitment and job hunting. With the growing importance of the role of AI in recruitment has come an evolution of a similar ilk in the job search process for candidates on the job market, and in recent months much has been written about how they can leverage tools such as ChatGPT and AI Resume Writer to get the most out of their job search efforts.

However, in order to fully reap the benefits of AI technology as an active jobseeker, a thorough understanding of what exactly AI has brought to the hiring landscape on both sides of the playing field is essential, as one must first know the role of AI in the recruitment process of hiring companies to better understand how it will inform and change your approach to job hunting, as well as understand where it offers many benefits and where it shows its limitations.

Used long since its recent evolution into a highly influential tool for hiring managers, AI has been playing a simple but necessary role in the early stages of the hiring process for over the past two decades, helping companies sort through long lists of candidate applications by automating profile evaluation, and effectively streamlining hiring practices in a variety of other ways to optimise recruitment efforts. And, with how businesses have been forced to adapt in a cut-throat post-pandemic market and economic climate, its importance has only grown.

Shrinking recruiting budgets and growing talent pools have meant that digital technologies have begun playing an increasingly decisive role in the outcome of job seekers’ fates employment-wise. Although in some cases, pertinent (and valid) questions are being asked about transparency and accountability, particularly with how easily it can reflect the biases of its users, and ultimately exacerbate the issue it was meant to eliminate.

With the role of AI in hiring set to only expand in the near future, the importance of being aware of where exactly the winnable battles lie in the job application process – whether that be with the bots or their employers – has never been more crucial for a job seeker.

Beating the Bots

It might come across as stating the obvious considering the nature of the process but automated software used in hiring tends to eliminate far more candidates than those pushed through to the next stages. What is rather surprising from this fact is the implication that it’s rarely the most qualified person who gets the job, as stated by career coach and CV writer Lauren Milligan. This is, unsurprisingly due to the cut-throat efficiency with which AI software operates, and when employed in the initial screening stage in the hiring process, can mean candidates’ dreams of securing a highly desired role are over before it’s even begun, despite pouring hours into crafting the perfect CV or cover letter to avoid such a fate.

This won’t be news to some, however, as many are already aware of how these kinds of AI software, usually known as Applicant Tracking Systems (ATS), operate. Their use of keyword matching, to assess your fit based on the extent of the match between your skills and experience and those listed in the job description, has become common knowledge amongst candidates, but it can mean that applicants who are otherwise very much qualified but without the necessary overlap between the required & acquired skills (usually between 70-80%) get cut out.

Another important, but perhaps less known and yet obvious point about how ATS’ work is the chronological order in which they sort through candidate applications. These systems will usually have a cut-off point on their list of applicants in order to save time and efficiently deal with roles oversaturated with job applications. This can mean that regardless of whether or not you have applied the above tips to your job search efforts, the success of your application can hinge on which end of the applicant list you end up on – in other words, how early or how late you apply for any role. Do it too close to the given deadline and even if you did submit it on time, your application will likely end up being dropped simply because it happened to be below the cut-off point.

To this end, employing AI to cut down on the time spent searching for a role by taking your use of it, is now a necessity rather than an option for active job seekers. Fortunately, with how frankly overwhelmed candidates are today by the number and accessibility of AI tools available to aid them in their job search, getting your application axed early is now a very avoidable fate.

Job seekers have the opportunity to optimise their CV to match the job description as accurately as possible and pass that initial litmus test by employing the use of AI CV writer tools, to help to write, suggest edits to and include the right keywords in their CV. While these tools don’t have a steep learning curve, there are pointers that could prove helpful in utilising them well.

Feeding The Hopper – Getting Out What You Put In

One of the biggest tips when using any AI tool to generate content is to give it as much context and detail as you can, as the quality of the desired piece (to a degree) depends on what information you provide it. So when writing CVs, using AI tools such as ChatGPT and Resume Kicker, it’s a good idea to provide context regarding your background, achievements, education and work experience, making sure to add in measurable results to back up career achievements like percentages, ranges, findings, as these are things AI tools like ChatGPT won’t automatically know or might fabricate if you don’t tell it.

Some other tools like KickResume or Rezi require just the job title and generate job titles that match it in a bullet point format. Obviously, you are free to change this to your liking as long as it accurately reflects your experience and roles.

A Step-By-Step Approach

If you do choose to utilise an AI tool to support, it is a well-known no-no to write the whole document from scratch, simply because it increases the likelihood of fabricated details being added to your draft. A better approach would be to do it section by section, beginning with your personal statement, then your experience & responsibilities, then your achievements, and so on. This not only helps to avoid having false information but it also makes it easier to spot it as you work through your draft section by section, should it still be added in, and allows you to better format your CV while doing so.

Find Tools To Support (Not Replace) Your ’Marketing’

When employing AI to help craft your CV or Cover letter), utilising tools that simulate the keyword-matching process is useful as they can scan your document for keywords/phrases relevant to the job description.

This is where the crux of the issue lies when trying to get past any ATS and as previously mentioned, a failure to do this can make other efforts to get your foot through the door meaningless, even if you do have the right skills and credentials for the role in question.

There is specific software on the market now such as TheProfessional.Me to address just this; with both CV scanning and CV writing tools to analyse your job descriptions and include relevant keywords. There are also browser plugins like Jobanalytics, which work in a similar manner, to ensure that your CV has a high enough keyword match to be considered eligible by the ATS.

Forget Your Formatting At Your Peril

When it comes to CV formatting and layout, keeping this clean and simple is just good advice to ensure your salient points are clear and don’t get lost.  Plus, your formatting must be simplistic so it is as easy to scan as possible  – both physically by a hiring manager and by any ATS platforms used. The reason for this is that ATS’ usually reject CVs with more complex formatting elements such as boxes, tables or graphics and favours CVs with a more traditional layout as they are easier to analyse. While this can undermine attempts from candidates to convey a strong personal brand through their CVs and Cover Letters (more on this later), it is necessary to avoid getting booted by the system automatically, especially if your CV ticks all the other boxes. So be sure to space out your sentences and structure them in an easily digestible format, using bullet points and professional fonts like Times New Roman.

Tidying Up Your Digital Footprint

If you use AI tools to update and refine your CV, you’ll also want to update your online CV too – namely, your LinkedIn profile. Optimising your work experience here is key to include keywords and phrases relevant to the type of role you want. Go into as much detail as you are able and don’t forget to include any tangible results that back up any statements.

Whilst a CV builder can certainly help to lay the foundations, quite simply, this is the one area it won’t be able to finesse as this knowledge lies with you – so be prepared once again to adapt, edit, and personalise your profile accordingly.

Preparation Support For Interviews

As you progress down the recruitment process as a jobseeker, AI tools are flooding the market to help here too. Take ChatGPT for example which can simulate mock interviews or provide a list of questions that it recommends you ask as a candidate looking for a role in a specific practice area.

Google meanwhile has developed its own interview-preparation tool, Interview Warmup where you are asked to ‘speak’ your answers out loud whilst the tool transcribes and then provides insights into what you said.

This is a great tool to not only give you a chance to practice and perfect your responses, but also to learn about your pace, word choices, intonation, and hesitations. Being aware of these (and what you need to improve on) will undoubtedly help you to prepare for the day in question.

However, what such tools won’t give you is insight on the ‘typical’ questions asked by that particular company; what the hiring manager is looking for specifically, any intel on how previous interviews with that company have tended to run, or the inside track on the vacancy, make up of the team, or historic hiring activity.

Can AI Really Do It All?

While AI brings numerous benefits it’s important to acknowledge some potential drawbacks as well – at least for the time being.

CVs and cover letters are still as important as ever to do the heavy lifting when it comes to getting your profile noticed – whether that’s for a direct job application, a speculative send to an employer, or when you register with a recruitment agency to represent you in the market. And, whilst AI tools can certainly give you a foundation on which to build your content, it is unlikely to suitably represent your own personality. Rather, without intervention, you run the risk of producing an identikit CV containing the same words, phrases, and points as another professional applying for the role who has done the same.

Yes – in some ways, it levels the playing field as you no longer have to be a wordsmith to craft a well-honed CV. However, in other ways, as the use of AI becomes more widely adopted, it becomes increasingly more difficult to genuinely stand out.

In Conclusion

AI is revolutionising most industries in some way shape or form, and the world of hiring and recruitment is no exception.

Tools and platforms purporting to make the road to a new role easier appear to launch in the market at a rate of knots, offering all kinds of services from CV writing and screening, to job matching, virtual career advisors, LinkedIn optimisation, and document creation.

Undoubtedly there are numerous benefits to job seekers who often are time-poor, to help at least get a good foundation on their ‘marketing’ collateral. However, it’s important to remember that AI is not a substitute for human involvement or insight.

The human touch and intuition still play a crucial role, especially when assessing soft skills and cultural fit. Registration with a reputable specialist recruitment agency will help to fill this gap, and can help to give you the inside track on hiring, the background to that position being open, other opportunities not advertised in the open market, and support as you prepare to interview.

And,  whilst it is our job to shout from the rooftops why aspiring professionals should use the services of a recruitment consultant to give them a tangible step up and competitive advantage, now more than ever, those who are tapping into the sector expertise of agencies are reaping the benefits and continuing their own journeys of career progression – even if they are dipping their toe into the world of AI.

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’ve long been advocates of the humble cover letter to create standout for our jobseekers and provide that golden opportunity to add personality and interest in the role, over and above a CV. Although there is often some debate about the usefulness and relevance of this format. In fact, according to some recent research that we conducted within our professional network, 45% think they are no longer necessary…

The pandemic undoubtedly accelerated the use of technology as part of the hiring and recruitment process, and candidate profiles were (and continue to be) further enhanced through video and other digital platforms that allow all parties to explore role profiles and best fit, particularly when face-to-face interviews were largely paused, and are no longer the ‘standard’ anymore.

What is clear is that any format that provides those looking for a new role the chance to demonstrate suitability for specific roles and illustrate relevant skills and experience can only be an advantage – especially in creating stand out.

In short, they are a golden opportunity to introduce yourself, highlight your most desirable skills, and create a good impression to either/both your specialist recruiter or the hiring manager of the business in question.

So why on earth are they so often skimmed over – or even worse, left out altogether?

Without a cover letter, your job application is just another sheet of paper, or another PDF file on the computer screen – one often lacking in personality and excitement.

And you know what? That’s fine: after all, the CV’s function is to list experience and skills. Your cover letter is there to add interest.

Without a cover letter, your CV is much more likely to be skimmed over and discarded. It might not even be read at all – almost certainly the case if the job description has asked for a cover letter to be included.

However, that’s not to say that any old cover letter will do.  There’s an art to writing a good cover letter – one that will make a recruiter straighten in their seat and think, ‘hmm, this person looks interesting.’

WHAT TO INCLUDE AND WHAT TO LEAVE OUT OF A COVER LETTER 

• Write your cover letter in the first person. When you’ve written your first draft, check over it and you’ll probably find that you’ve started every single sentence with ‘I’. Go back and reword some of the sentences so that they have variation in how they begin – it makes the cover letter read better and will increase the impact.

• Mix it up and write different cover letters for different organisations. Personalisation is key and always gets noticed. Your recruitment consultant can help you with this. For each job application, scour the job ad to look at the particular skills or competencies they’re seeking. Write your cover letter to tell them how your skills and experiences fit what they are looking for. Include why you want to work for their company too.

• Remember not to ramble: If it’s a big block of text crammed onto one page, then you put the person off ever reading it at all. Four to six very short paragraphs are the perfect length.

• Ensure you create white space between each major piece of information, so that it is easy to read and pick out the critical parts. In today’s online world many cover letters could be read on mobile so factor this in too.

• Use straightforward, clean language; no waffle or confusing acronyms. Complex language can be a headache for the reader and confuses the message – i.e. why you’re the ideal person for the role.

• Break overly long sentences into shorter ones, then read it aloud and see how it sounds.

• Put all your contact details on the cover letter. If you are unavailable to take calls during working hours, advise when is suitable.

• Make sure you mention the name of the company in the body of the cover letter and demonstrate that you have done your research on the company in some way. This marks the application out as targeted and that you care enough to make your application stand out.

• Strike a balance. Every company enjoys being flattered. While you want to demonstrate you are the right person for the role, be aware you don’t come across as sounding desperate.

• Don’t send your letter without having someone read over it for spelling and grammar mistakes. Of course, run it through spellcheck first, but that won’t always pick up homophones such as ‘their and there’ or ‘your and you’re’.

• Put real thought into what the reader might find interesting about you, your work experience, your interests and your personality.

In short, keep it short. Keep it readable. Keep it relevant to the job offer. Get someone to check it. Above all, put some serious effort into making sure it’s as good as it possibly can be, as a lack of effort will rarely open the door to an interview.

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 building your existing team or looking for your next career move, we can help. And, if you are currently employed, you can be assured of complete confidentiality, professionalism, and honesty throughout the process – as standard.

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

Deciding to leave your current employer often feels like a big step. A new role can be intimidating, with new people to meet, processes to learn, and challenges to overcome. Not to mention, the process of searching for a new role can be daunting too.

While jumping from job to job aimlessly may not deliver the results you’re looking for, there are times when switching to a new employer can be very beneficial. In some cases, finding a new job comes with the advantages of a better company culture, improved benefits, and new opportunities.

What’s more, with endless opportunities now available on the market, candidates have more options than ever before. Around 96% of employees globally say they’re thinking of starting a new position in 2023 according to a recent poll by Monster.com. So, how do you know if you should follow suit?

The key to success is making sure you’re taking this step for all the right reasons. Here’s how you can decide if it’s the right time to leave your current company.

1. Look at Opportunities for Growth

The best roles open the door to endless development and professional growth. To achieve your career goals, you need to ensure your current employer is committed to helping you expand, thrive, and succeed in the years to come.

Even if you’re relatively happy with your role as it stands today, a lack of development opportunities could mean you start to feel bored, restricted, or stunted.

• Ask yourself if there are any “next steps” available in your current role.
• What kind of approach does your employer take to promotions?
• Can you work towards a higher-paying, more challenging role?
• Are there any educational opportunities available to help you build transferable skills?

If your employer doesn’t allow you to gain certifications, attend conferences, or even explore opportunities for upward movement in the company, it might be time to look elsewhere.

2. Ask Yourself if the Culture Meets Your Needs

Company culture is more than just a buzzword. Several recent polls on LinkedIn indicate that over 80% of job seekers say they think a healthy culture at work is vital for success. When you first joined your company, you may have been relatively happy with the culture in place.

However, as you continue to grow as a professional, you might find that your priorities begin to change. For instance, if you’re looking for remote or flexible working options to allow you to manage any new family responsibilities, you may need to find a company with a more agile culture.

In some cases, the culture in a business can also deteriorate over time. The leadership team there may stop actively investing in employee happiness and well-being, and new leaders and managers could start to create uncomfortable working environments. If you’re not happy with the culture, you’ll struggle to thrive in your role.

3. Watch for Signs of Burnout

If your current employer doesn’t invest a lot of time and effort into supporting employee wellbeing, you may begin to notice the repercussions in the form of physical and mental symptoms. Employee burnout has become increasingly common in recent years, due to inefficient work processes, a lack of stability, and complex digital transformations.

If you’re constantly feeling exhausted at work, taking more days off to care for yourself or find yourself dealing with excessive feelings of anxiety or stress, you could be on the verge of burnout.

Not only is burnout detrimental to your health, but it could impact your performance in the workplace, meaning your professional reputation begins to deteriorate. Speak to your employer about ways of tackling burnout before you consider leaving. If they can’t help, it might be time to look for a new role.

4. Consider Your Engagement and Motivation Levels

Many of us have days at work when we’d rather be at home with our families. Wishing you were elsewhere or watching the clock from time to time doesn’t necessarily mean you should leave your employer. However, if you never feel motivated, or you’re constantly disinterested in the work you’re doing, this could be a sign you’re in the wrong place.

Ask yourself what prompts you to go to work each morning.

• Are you inspired by the vision of the business?
• Do you feel a connection to the values they share?
• Or are you just trying to earn a pay-check?

If you don’t feel motivated to continue doing your best, your work quality could begin to suffer, which puts you at risk of repercussions later on.

If you’re no longer passionate about the work you’re doing, or the company itself, it might be time to look for a role where you feel more engaged and excited about your position.

5. Are You Using Your Full Potential

Sometimes, even roles with clear job descriptions don’t turn out to deliver the experience we expected. Over time, your current position might evolve, to the point where you’re doing more of the tasks you dislike, and less of the jobs you feel inspired and motivated by.

While you don’t have to love every aspect of your job to be successful in your role, you should feel as though you have the opportunity to showcase your skills and reach your full potential. If your talents aren’t being utilised properly by your current employer, you might start to feel restless and unhappy in your job.

Before you leave your role, you could always consider asking your manager for opportunities to do more of the things you like or take on new challenges. However, if you feel like you’re stuck in a rut with no way out, it might be time for a change. To help gain more clarity on your career journey, we have put together a career checklist that you can use in conjunction with the above steps, which you can access here.

6. Consider the Feedback Experience

Finally, in order to succeed in any role, employees need regular feedback and guidance. You should be getting advice from your managers and supervisors on how you can improve your skills and boost your professional outcomes, so you can continue to grow.

At the same time, it’s important to feel as though you’re being recognised for your work. If your leaders never say “thank you” when you do a good job, and they’re terrible at providing rewards and recognition, then you’re more likely to feel unsatisfied in your role.

Again, you can consider speaking to your boss or HR team about your concerns, but don’t simply accept the sense of being “invisible”. Make sure you can feel like an active and appreciated part of your team, by looking for the right role.

Is it Time to Switch Employers?

There are countless reasons why an employee might choose to switch to a different role over time. While leaving your current job can be daunting, it can also be an important step in making sure you achieve your true potential and accomplish your professional goals.

If you think it might be time to seek out a new position, reaching out to a specialist recruitment agency such as ourselves can be a big help in finding the right opportunities. They’ll be able to assist you in finding a position that offers the salary, benefits, support, development, and culture you’re looking for. If you’re looking to speak to our team and get your career back on track, you can contact us using this form 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 building your existing team or looking for your next career move, we can help. And, if you are currently employed, you can be assured of complete confidentiality, professionalism, and honesty throughout the process – as standard.

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