When was the last time you sat down and reviewed to what extent you are meeting your career objectives?

And I don’t mean your annual review with your line manager; I’m talking about your deeply personal career goals and intentions.

Wherever you are in your career journey, it is a good idea to periodically analyse your current position in light of where you aim to be. When you dig a little deeper, is everything working out as you expected? Or do you need to make some changes in order to stay on track to meeting your goals?

To help you measure if your career is progressing as you envisaged when you started out, we have created the following checklist to provide you with a snapshot of where you stand at present career-wise and whether you’re on the right track.

When you work through this checklist, it is essential to bear in mind the reasons you are where you are in the first place.

What did you set out to achieve in your career – and what does doing so look like up to this point? Did you plan on meeting certain financial goals by this stage of your career or have your ambitions been driven by more personal goals?

An equally important point to consider is what you value most about the company you work for. Do your values fit in with what the company’s culture prioritises? Is there a synergy present in your working relationships with your colleagues and managers?

If you find that your current role or employer is not providing the satisfaction you had hoped it would, or that the pace of your progress has gradually petered out, then it could be a sign that some important decisions need to be made regarding your career sooner rather than later.

Read each statement below and decide on how much you agree, using the following scale –

1 – Strongly disagree

2 – Disagree

3 – Neutral

4 – Agree

5 – Strongly agree

So, let’s get started!

Career Checklist

1. I am progressing the way I want in my career.
2. I have achieved some of my career goals, and others are within reach.
3. I enjoy my work and look forward to going in each day.
4. The people I work with are very supportive and friendly.
5. I feel like a valued member of the team I work within.
6. My manager gives me the right balance between support/guidance and working under my initiative.
7. I feel I make a difference within the company I work for, rather than just being a number.
8. The company I work for really invests in supporting me to achieve my goals.
9. I can see a clear progression path within my current company.
10. I am happy with the level of training and personal development offered by my current employer.
11. The company I work for believes in me and trusts me to do my job well.
12. I feel that my company enables and supports my focus.
13. I am recognised and rewarded for my work.
14. The sector I work in really interests me.
15. I am happy with the location of and commute to my place of work.
16. I feel my company offer a fair and competitive commission structure (if applicable).
17. The monetary remuneration I receive has enabled me to achieve goals in my personal life (i.e. buy a house, go on my dream holiday, etc.)
18. I feel I have the right work/life balance working for my current company.
19. I am happy with the way my working day is structured.
20. I can see myself staying with this company for a long time.

What Did You Score?

Tally up what you scored and take a look below at some of the points you may want to consider when thinking about how you want your career to progress in the future:

20-40

Alarm Bells!

Things aren’t going to plan, and you are probably not enjoying life in your current role. We suggest taking some time to reflect on the possible reasons behind your dissatisfaction and what needs to change to have them resolved. This can be anything from your current workload and position within your team to your working environment and even your practice area.

41-60

Room for More

A better score, which suggests there are aspects of your job you enjoy but also a lot of room for improvement. For example, you might like the people you work with, but feel that there is a lack of support present within management to help you meet medium or long-term career goals. You will need to find out if there is any commitment on the part of the management team to implement changes, and assess how concrete said plans for change are. Speak with your manager and outline your concerns as well as what plans they have in this regard. Whatever the outcome of the conversation, you will have either gotten a clearer picture of what your future at the business looks like or a clear indication that your tenure there has run its course.

61-80

Meeting Some Goals

You’re neither happy nor unhappy, though you wouldn’t describe yourself as entirely satisfied. Meaning that if the right opportunity came your way, you would be weighing up your options. Whenever you feel this way it’s important to bear in mind that sometimes the grass isn’t always greener on the other side. If you’re leaning towards a move away from your employer, have a think of why this is your preferred option. What you want to be sure of is that there is no impulsivity driving your decision-making and that an exit is needed because of a bad career move, not a bad day at the office.

81+

Loving Life and Your Job

You are achieving your goals, meeting targets and enjoy life where you work. There may be elements of your work life that you feel could be better, but they aren’t big enough of a negative to make you consider working elsewhere. However, we suggest you don’t let complacency set in, as being in your comfort zone for a certain period of time can sometimes lead to that and prove counterproductive to your progress in the long run. If you find that despite being happy with where you are in your career, you haven’t taken any major steps forward in the last year or two, then a fresh challenge could be the jumpstarter you need.

Hopefully this checklist has prompted you to think harder about your career goals – and whether or not you are on track to achieve those with your current employer. If the final score however has intimated a change may be afoot, your next wise move is to call on the expertise of a recruitment specialist who can further challenge those thoughts; find out exactly what you are looking for from an employer and uncover the potential reasons you are ready to look at new opportunities in the market.

At Clayton Recruitment, we have been committed for the past 20 plus years to helping professionals build a career they can be proud of, whatever stage of their journey they might be at. If you are at a point where that next step in your career is unclear at this stage of the new year, then we can give you the guidance you need to make your start in 2024 the strongest possible one. Give our team a call today on 01772 259 121 or contact us here.

When it comes to selling your value to recruiters and hirers alike, there is always some due diligence and preparation needed in order to ensure your digital profile is up to date and really sells the value you will offer to a new employer.

Getting your CV up to date and reviewed is the most obvious first step as this humble document is still the main catalyst to displaying and demonstrating your skills and experience.

However your LinkedIn profile is often seen as the digital version of your CV and more often than not, will be viewed in parallel with any documents you send directly in the application for a new role. Ignoring this as a marketing channel to ‘sell’ you and your suitability is a mistake some jobseekers make – but the truth is, it should be given the same care and attention as your physical CV, if not more.

As the world’s biggest professional platform with over a billion users currently registered, LinkedIn is the place to broadcast your value as a professional and if utilised properly, can convey this in the most interactive and engaging of ways  ways that a CV alone can never achieve. The benefits it can provide and the edge it gives candidates willing to invest in maximising its potential are numerous and at times, it can be the only thing one actually needs to get a foot through the door of prospective hirers, particularly if you aren’t actively looking for a new opportunity, but would be open to speculative conversations about what’s out there.

Here we look at why a polished LinkedIn profile is indispensable to your job search in the modern age and the quick, easy wins you can amass using a well-crafted profile to help earn – and cement – a place in a hirer’s shortlist.

Headlines And Pronouns

When talking about selling yourself, fewer things make more of a difference in your efforts than a strong first impression. As the first piece of text a recruiter or potential hiring manager will see and the second thing that will tell them about who you are, your headline is what will give the first impression of your skills, credentials and suitability for a role, and you have no more than 220 characters to make it count.

It might be tempting to go with a simple “ Executive at X Company” but to hiring companies this is of little – if any – value. Rather, it is best, according to Mimax Senior Talent Partner Margaret Buj, to go with one of the below formats. You can choose any of the 3, depending on your PQE level, experience and skills but you’ll notice that each one concisely showcases your value in some way to prospective employers. This is because the key to writing a headline that captures attention, whatever the structure used is to succinctly paraphrase what you do and what you bring to the table.

Role & Specific achievement, e.g. Solicitor at BLM.  X (significant) deals closed/X high-profile cases won.

Role & Years of Experience in practice area(s) and region, e.g. Solicitor at BLM. 5+ years of experience in dealing with insurance litigation, housing disrepairs and property damage in Liverpool.

Role & what your expertise is, e.g. Senior Manager at BLM. Business Ethics & Management, London.

You can also add a few other things that make it easier for hirers to identify you in your headline, such as pronouns. The use of pronouns lets hiring managers, colleagues or online connections know how to address you and avoid any misconceptions.

Fix Up – Look Sharp

We live in an era where by and large, seeing is believing, and it is well-documented how influential imagery and media can be in any context, let alone when you want your profile to be viewed by potential hirers.

As such, a profile photo is more of a necessity than a luxury to your job searching efforts should you be looking to remain as visible as possible to prospective employers. As it is right at the introduction section of your profile, it is very likely the first thing people will see immediately after they land on your page and whether consciously or subconsciously, the first thing with which you will be assessed both as an individual and a professional.

Now, to some this is seen as a potential hurdle to their job-searching efforts, as a photo can be a source of discrimination, considering it can also display ethnicity, age, gender, religion and more. While it is an unfortunate reality that certain individuals, hirers included, can write off a potential candidate with unconscious bias, it still serves you well to include a well-taken photo in your profile. There are a few reasons for this:

Firstly, from a purely technical standpoint, profiles without a photo on LinkedIn are categorised by the algorithm as incomplete and are therefore less likely to show up in the search results to hirers and/or recruiters looking for profiles similar to yours.

They also appear inauthentic, as profiles usually tagged as fake are those assumed to be the ones without a photo to showcase proof of identity.

A photoless profile can also lead to a perceived lack of professionalism or ability to utilise LinkedIn, as to many hiring managers, it can be inexcusable to not have one considering the level of technology candidates have at their disposal to get one of good quality.

On that note, it is only photos of such standard that will be deemed acceptable and not just any photo will do, so deliberate effort must be taken to ensure a photo that showcases a good blend of professionalism and personality is used. Remember that your photo is what will most strongly be associated with your professional image and reputation, and what you carry everywhere with you, whether on LinkedIn, another platform or in real life. If your photo is taken on an evening out with friends from several years ago, then it is absolutely right to review and replace with something that illustrates who you are on a professional platform.

Are You Easy To Contact?

If your profile has garnered the attention of a recruiter or hiring manager, and boxes are being ticked on potential suitability for a role, the next step is to make direct contact.

The quickest way to kill your chances of being selected however is a failure to include basic contact details like a phone number and an (appropriate) email address – something a surprising number of candidates still fail to check.

Make sure these are all present and clearly visible in your profile, and that the email address provided is as professional and easy to read as can be. Avoid the likes of informal addresses like tenerifedan69@gmail.com or something indicating personal information as this can trigger subconscious biases. Ensure that this sense of professionalism is reflected in other details present in your profile such as your LinkedIn URL and any possible links to portfolios or achievements and keep them short, clean and easy to access.

If you wish to add anything you have written such as white papers written papers or links to any recorded work done at conferences or events, then you can include them in your featured section. Regardless of where you add them though, make sure these are present in your profile if possible, as they give recruiters a chance to see more of what you can dover and above generic job descriptions and your ‘About’ section.

Your About Section

Contrary to what some may think, this is not a simple regurgitation of what skills and credentials you’ve got on your CV. It is your opportunity to buttress your case for your suitability and is what people will be next interested in if your headline catches their eye.

Think of it as an extension of this part of your profile – if your headline sparks the interest then your About section will do the heavy lifting when it comes to converting that interest to action. Therefore, make the best use of the 2000 characters you are given in this section to write relevant, useful information that sells your skillset and any successes you have seen (that is attractive to potential employers).

Some examples of ‘what good looks like’ from LinkedIn themselves can be found HERE which may give you an idea of how to give yours an upgrade.

Putting Your Best Foot Forward

Underneath your photo and headline you will see buttons that allow you ‘add profile section’ or add a frame to your profile picture. Both can be useful in providing more information on your job-seeking status, as well as adding more depth and insight to your personal profile and achievements.

The ‘open to’ button will give you three options, but as a jobseeker the one to select is ‘open to work’. If you are currently not employed this is one of the easiest ways to let recruiters and hiring managers know you are a potential candidate without even clicking on your profile. Failure to have to take this step can actually keep you out of an employer’s shortlist, as it may lead them to assume you are not open to any potential opportunities. However it goes without saying that caution should be taken if you are currently employed and your current employer is not aware of you looking for a new role.

In the ‘add profile section’ you can add core information (education, skills), recommended (certifications, courses, links to white papers or presentations you’ve delivered), and additional (pro bono work, languages spoken, test results and more).

Whichever section you choose to enhance, we recommend that you write this first person to avoid sounding pretentious, and to give readers a little flavour of your personality. Do you volunteer? Can you speak Russian? No one wants to hire a robot, and these added extras can help to make you more of an attractive prospect to would-be recruiters and employers.

That said, ensure that, whatever you choose to add either in this section or throughout your profile, they tick the below boxes:

Does it showcase your competence as a professional?

Does it communicate your value, with supporting evidence?

Does it help you stand out?

Walk The Walk And Talk The (Right) Talk

Equally important to your job-searching efforts is what you actually say and do on the platform, as this can often tell hirers and recruiters a lot about who you are and whether or not you are worth their attention, without even clicking on your profile.

The content you post, repost, share and take the time to comment on communicates how you want others to interact with you on the platform, whether you are aware of this or not.

Therefore, ensure that you have no track record of any ill or inappropriate communication on your profile and the content you interact with. Get rid of any comments that are distasteful, controversial, or aggressive in nature and keep your feed as clear of such content as possible. This is not to say that personality is unwelcome on LinkedIn but it should not be at the expense of your professional reputation and especially, your job-hunting prospects.

Instead, focus on sharing content that showcases and demonstrates your commitment to professionalism, growth and value in your area of expertise. This will tell anyone who sees you on the platform through your interactions that you are a communicator who likes to stay on top of their game and has a finger on the pulse of the industry and specialism.

Do you share (and comment on) 3rd party news relevant to your practice area? Do you champion awards or events linked to your current company, or the wider industry? If so – it’s always worth glancing at your own feed from time to time to sense-check how those looking at your profile see your activity and how you interact with your own professional network.

Similarly, if you list networking or relationship-building as a skill, but your feed is like a ghost town – there is also a disconnect, so will need amending where necessary.

It’s Not (Just) What You Know…

Following on from this point, capitalise on endorsements from colleagues and clients as these can be significant green ticks to employers and recruiters. Social proof remains a great influencer in people’s decision to ‘buy’ or in this case, get in touch to find out more information and whether online or otherwise, should not be dismissed as a waste of space to include in your profile.

Any recommendations or endorsements you have acquired, you should be adding regularly and if you don’t have any, don’t be afraid to ask. You will be surprised how willing people can be to give you a recommendation (especially if you offer to give one back in return).

Finally,

The key to building a standout LinkedIn profile starts with all of the above but it certainly doesn’t stop there. Your reputation is only as good as the amount of investment you put into maintaining it, and this applies on LinkedIn just as much as it does in real life, so establish a routine that helps you stay on top of your online presence and keeps your status up to date.

In today’s dynamic professional landscape, maintaining an up-to-date LinkedIn profile is not just a formality; it’s a strategic necessity. Your LinkedIn presence serves as a digital representation of your career journey, skills, and aspirations. It’s often the first impression you make on potential employers, recruiters, clients, and collaborators. By keeping your profile current, you signal to others that you’re actively engaged in your field, open to new opportunities, and committed to professional growth.

Furthermore, a well-maintained LinkedIn profile can enhance your visibility, credibility, and networking capabilities, ultimately opening doors to unexpected opportunities and fostering meaningful connections.

So, whether you’re actively job hunting or content in your current role, investing time in curating your LinkedIn profile is a proactive step towards shaping your professional narrative and advancing your career journey.

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.

If you have started the new year with a feeling of discontent with your current role, you may have already started to consider what those crucial next steps look like.

At this crossroads, there are a number of options available, but crucially they boil down to two choices.

1. Speak up and express your unhappiness with your current employer. Depending on the root cause, it may be something that can be addressed and overcome or worked through. There may be a lateral move internally for example that would be worth considering, or a review of your working arrangements.
2. Consider other opportunities in the market. Whilst general hiring trends indicated a dip in the sector in 2023, vacancies were by and large still above pre-pandemic levels, and there are most certainly a wide range of roles available to those looking at pastures anew.

If you have found yourself in the second category, either by proxy, if all elements have been explored in option 1, or you feel it is simply the right ‘time’ there is also another route available that has seemed to gain momentum in the last 12 months – returning to an ex-employer.

The Boomerang Phenomenon

If you have ever considered the possibility of returning to a former employer, you’re not alone. Welcome to the intriguing concept of “boomerang hires” – a phenomenon that is reshaping the way we view career trajectories – and one that has gained popularity in recent months.

As the term coined implies, put simply it means returning or circling back to a previous workplace – whether that’s because you are seeking a fresh start somewhere else, or are aiming to rediscover a company culture that you once thrived in.

According to a recent article in the Harvard Business Review, research has shown that boomeranging was previously quite rare. However, more recent studies have found that across a wide range of industries, nearly 20% of workers who quit their jobs during the pandemic have since returned to their old employers.

These boomerang individuals present a big opportunity for businesses who are starting to look at this option as a strategic recruitment tool, and also present a solution to the industry-wide skills shortage that continues to be a challenge for companies in the hiring market today.

(It also consequently presents a major risk with respect to retention, as new hires may be increasingly liable to boomerang back to their previous organisations.)

As far as jobseekers go, however, as with any move, there are obvious benefits as well as challenges to consider >>>

Familiar Territory

Perhaps boomeranging’s biggest selling point is the familiarity it offers. Starting a new job is so often filled with uncertainty around things like fitting in, making a good first impression, and adapting to a new company culture, all of which can slow down that bedding-in process and affect performance in those first crucial weeks on the job, especially if it’s one very different to what the norm used to be.

Making a return to familiar territory expedites this acclimatisation period, as not only is there far less of a learning curve skill-wise during the onboarding process compared to your first time as a new starter, but the knowledge and understanding you have of the business’s ways of working and dynamics helps to bypass many of the above challenges and quickly hit the ground running.

Refreshed Perspective

Career growth often entails exploring different opportunities and gaining diverse experiences and at times a step back may be needed in order to take a leap forward. Some employees leave their previous employers in search of better prospects in their line of work, only to realise that the grass isn’t always greener on the other side and consequently, return with not only a refreshed perspective but also a great deal of experience and know-how their previous employer can greatly benefit from, particularly if they joined a competitor.

This puts returning employees in a great position when it comes to career prospects, particularly if the relationship between both parties pre-departure was built on mutual respect and as a result, they are better placed to get a job offer that reflects their value to the hiring company in the form of a higher position or opportunities for progression.

When to Think Twice…

It is crucial to remember, however, that these benefits are very much dependent on the kind of company and working environment you are returning to. If the reasons for your initial departure centre around an unhealthy company culture, a lack of growth opportunities, flexibility or limited upward mobility, returning by no means guarantees or even promises any significant changes. Some companies are resistant to change, and if the reasons that prompted you to leave remain unaddressed, chances are you will be facing the same challenges upon your return. Before deciding to boomerang, it’s imperative you assess whether your ex-employer has taken steps to improve the aspects that initially led to your departure – or whether you have overcome those reasons yourself.

Salary Growth Limitations

One of the most likely reasons a move back to a previous employer is ever on the cards is the prospect of salary growth and improved compensation. As discussed earlier, it is one that professionals can often feel more entitled to considering the skills, knowledge and experience they are bringing with them upon their return and certainly now more than ever in the current market, with the average salary increase for job hoppers higher (14.8%) found to be higher than those of professionals that stayed put (2-4%). However, a word of warning here – as a decision to boomerang based on salary incentives alone is an ill-advised one. Boomerang employees who expect their salary to match the increase they may have achieved after leaving may face disappointment, as employers will be hiring a lot more for fit rather than solely skill and will see this strategy coming from a mile away. There’s also the fact that even if you do get the salary increase you’re looking for, it may turn out to be the only silver lining in your move back if you happen to be returning to colleagues unhappy with the circumstances around which you and your employer parted ways.

Water Under The Bridge

Another note to consider is how and under what circumstances you left your previous employer. Was this on good terms?  This is a key thing to take into consideration when exploring the idea of returning to a previous employer, as that may dictate the terms of your relationship with present employees should you decide to boomerang. Remember that it is not only old relationships you will be returning to when you do, but also the impression you left on colleagues with your exit. With any luck you will have resigned gracefully, so a return back to the fold will be seamless – and welcome.

This also swings both ways. If feelings of bitterness or uncertainty are present due to redundancy or parting on bad terms, then it can be difficult to turn over a new leaf without harbouring a grudge or even a sense of guilt, especially if your departure was recent. According to certified life and career coach Emily Liou, a good way to determine if boomeranging is the best decision is to consider the following:

• If your return is driven by ego, i.e. a desire to prove a point that they should’ve never let you go.
• If there is a strong sense of scepticism regarding the integrity of the management.
• If there is a loss of respect for the employer due to how previous layoffs were handled.

If the answer is ‘yes’ to one or all of these, it is probably not the best move to return.

Context, however, is always key no matter what way you look at a dilemma of this nature as another angle worth considering is the reason for your exit if you were laid off. If such reasons are economic and the departure was handled with respect and sensitivity, then yes, a move back can possibly be on the cards – if it is in line with present career aspirations.

Keeping Career Goals On Track

Perhaps the most important thing to consider of all is where a possible return is going to take you career-wise. Judging by where you are at present in your career, will it bring an upward trajectory to your career growth in the next few years is this more of a lateral move?

Whatever your reasons for or against a move back, remember that your future career goals and objectives should take absolute precedence in your decision-making and should be the biggest driver of any desire to move roles, or indeed, boomerang.

To this end, a regular check-in and period of self-reflection regarding your progress is paramount. Your vision for your development as a professional, and the path to get you there should always be clear and if it isn’t then a snapshot of what it currently looks like is in order. Our simple checklist can help to identify where that gap between aspirations and reality is and help you get a sense-check of your present objectives, so that you make the best decision for your career, whether that be a boomerang move or otherwise.

Unsure of Which Direction to Take?

If you’re stood at those crossroads and find that you need more guidance than a simple checklist can provide, a bit of expert advice to make those next few steps in the right direction can be hugely valuable.

At Clayton Recruitment, we work closely with hundreds of professionals who are either actively searching for a new opportunity in the market, as well as those who aren’t quite at that juncture yet.

We don’t believe in recommending roles that aren’t a good fit for your skills or aspirations, and will always provide an honest (and impartial) service which means putting ALL options on the table so that you have all bases covered.

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.

Networking doesn’t necessarily come easy to everyone, and sometimes even the thought of it can be met with apprehension or worse, sheer anxiety when placed in a situation that can be emotionally or mentally draining. 

That being said, investing time to hone your skills will pay dividends in the long run, not only helping you to expand your customer base but also providing opportunities for mentorship, career growth, and collaboration.  

As an essential skill, networking has huge potential to open up new opportunities for aspiring professionals across a number of sectors, and play a major part in their career success. And, whilst it’s a given that not everyone is comfortable networking, those in customer or business development-type roles will certainly benefit from being at least competent in this area. Yes…you might be worried about what to say, or how to introduce yourself to new people, especially if you’re surrounded by reputable professionals, but, in reality, it’s relatively easy to become a pro with a little bit of extra practice.

Here are some key tips to keep in mind. 

Seek Guidance from a Fellow Professional  

Consider who you know to be an impressive networker and could provide you with some helpful advice on how to approach it to form professional bonds. This could be a family member or friend, colleague or even someone from your time at university or college. At the very least, they are likely to let you bounce some ideas off them which will enable you to sharpen and hone your skills. 

Be Proactive

Waiting for networking opportunities to come your way won’t yield significant results – you need to be proactive. Take the initiative to attend and relevant industry events, seminars, conferences, and sector-specific get-togethers. Through your employment, you may be invited to join more formal professional networking events. However, do seek out other associations that can equally provide fantastic opportunities to widen the net in your professional network. A well-known organisation that attracts businesses from many sectors is the British Chambers of Commerce and whose whole premise is built on the value of professional networking. Being an active member of such platforms and associations will undoubtedly give you a great foundation and springboard to networking in usually informal settings, yet still add a huge amount of value to those starting out and progressing in their career.

Always Come Prepared

Perhaps an old-school networking method, but still an effective one, having a business card on hand can be extremely useful when actively networking with other professionals, and even more so in the non-professional conversations you have on a daily basis that could give rise to networking opportunities. When they come your way, you want to have a way of capitalising on them – and this leads to an even more important factor in networking – having an ‘always on’ mindset is crucial if you want to do this as effectively as possible. While you don’t need to shoehorn your career passion into every interaction, looking at networking this way can help you improve your social skills in these ‘lower-risk’ situations and build confidence for the bigger conversations you might have with employers or reputable professionals down the line.

When it comes to preparation in the more conventional sense, a set of simple but clear pointers is your best friend, no matter the size or type of network event you are attending. As these events are ultimately about getting you in front of, and eventually front of mind of other like-minded legal professionals, it is essential that on the day you are confident in your ability to navigate the most common social scenarios you find yourself in. 

Set Realistic Targets

This starts with going in with realistic expectations about your interactions at the event. Under no circumstance should you be expecting yourself to speak to the majority of people at any event, whether that be an event of 50 or 500. Consider your reasons for being there in the first place. Are you looking for new commercial opportunities or are you perhaps lining up your potential next employer? This will help you narrow down the scope of your search for individuals to speak with to a select few targets, and make planning for those conversations far easier and consequently more productive.

Your next step should then be to ensure you have a few pointers in mind about said conversations, how to begin them and keep them going. A simple but firm handshake and a brief introduction of yourself, your work and what you wish to speak about, before asking them about theirs, should be enough. Avoid kicking things off by firing questions at them as it disregards the other person’s involvement in the conversation and is a quick way to get them uncomfortable with talking about themselves to you.

Prepare Your Pitch

One of the most important parts of networking is your initial pitch – and first impressions count.  How will you introduce and describe yourself to people in an engaging yet concise way? Again, the best way to do this effectively is to get feedback from fellow professionals in your network; ask them to listen to your pitch and offer constructive criticism if required. However, you should also be careful not to over-rehearse, nothing sounds less authentic than an overly polished introduction.

Find Common Ground

In terms of the content of the conversation itself, this will vary depending on who you meet on the day of course, but there are certain scenarios you can prep for beforehand. For example, if you know a certain guest or speaker will be present at the event, then you should be doing your research on their background – where they graduated from/are studying, what company they work with and what their own personal interests are.

The best networkers don’t just stick to the stuffier topics when networking. They recognise it’s about showing empathy and finding out more about the person that they’re talking to. Finding common ground is of paramount importance. Whether that’s football, cycling, your children or anything else you can think of, it’s easier to build stronger relationships if you have some sort of shared interest. 

Your research should not just be limited to LinkedIn or a simple Google search either, or even the person themselves, but also around what you find out about the above areas like the university, or company they studied/work at. These can commonly be found in any interviews, podcasts or panels they’ve spoken at. The reason for this is that in reality most professionals attending the event will already have done their research on at least a surface level, and will therefore ask largely the same questions like: what motivated you to move into this profession, what are your personal interests outside of work, etc. which the person in question will quickly find boring.

As your goal for attending the event is to build lasting relationships and expand your network, particularly with other well-known professionals, you need to ensure you leave as strong an impression as possible on with whom you are speaking and to do that you need to make it less like an interview and more like an opportunity to talk about their most enjoyable aspects of their life/career. For example, if you have already done your homework on the above and know they happen to also regularly play badminton in their downtime, you could ask a question like:

“I found out in your interview with X talk show that you’re really into your badminton and I also happen to love playing with my friends on the weekend! I was wondering how you manage to fit it around your schedule considering your line of work demands so much of your time. Is it a serious interest you have outside of work?”

See the difference between this and a casual ‘how do you balance work with personal hobbies?’ While the latter really only is concerned about what the answer is, the former takes care to make it relevant and personable to both parties with the aim of learning more about the person, thereby making the chances of getting an equally engaging and unscripted answer more likely.

Follow Up

It’s all well and good meeting people at an event, but it means little if you don’t keep the conversations going by following them up. If it helps, make a short note on the business cards that you’re given to remind you about the individual and then follow up on any information you promised to send over the next day. This leads on to another key point; the importance of reciprocity. People are likely to feel much more inclined to help you if you can offer something that helps them. That means if you know a solution to a problem that someone you met was struggling with, pass it across to them. People are more likely to remember you based on how you make them feel, and one of the easiest ways to do this is to make their lives easier by addressing problems they have. This is how you facilitate reciprocity in professional relationships.

Find Value in Online Networking

Whilst face-to-face interactions are perhaps the first thing that springs to mind when you think of ‘networking’ in today’s digital age, some of the most invaluable opportunities to connect with professionals outside of one’s local vicinity come from online networking. Platforms like LinkedIn offer a wealth of resources for individuals to showcase their expertise, connect with peers, join industry-specific groups, and share valuable insights through thought leadership content. Actively participating in online discussions, and engaging with other professionals worldwide can equally be hugely beneficial – building your personal brand, marketing your services and that of your company, and gaining insight and updates relating to your specific role and sector. For industry specific online networks, groups like the Meetup are also a virtual hive of activity, promoting access to news and resources to support career and personal development, as well as opportunities to connect with other like-minded individuals who share the same interests, passions, and career goals.

In Conclusion

Networking in any sector isn’t straightforward and some professionals will find it much more difficult than others, whilst others may choose to bypass it altogether.  

However, learning the skills around professional networking is essential for those looking to thrive and progress from a career perspective – not only forging strong relationships for their own personal development, but using it as an opportunity to market themselves (and their bussiness) to potential stakeholders and customers. 

By being proactive, building genuine relationships, utilising online platforms, and staying connected, individuals can create a robust professional network that opens doors to new opportunities, enhances their careers, and contributes to long-term success.  

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.

Find a job doing what you love, and you’ll never work a day in your life.

It’s a common adage, but what does it really mean to “love” your job? Do people who love their never wish they spent their days kicking their feet up at home instead of being in the thick of it at work? Are people who love their jobs less likely to procrastinate, get caught up in a daydream, or have the odd bad day at the office?

Not necessarily.

Every position, even the one you can only dream of attaining, comes with a few pesky tasks you’d probably rather avoid. Loving your job isn’t synonymous with always having an unwavering passion to spend more time in the office than at home.

It simply means that when you do work, you’re passionate about what you do, find it highly engaging, and are committed to giving your best in your position with your chosen employer.

As we approach the year’s end, many will be assessing their options to gauge how well their needs are being met on a personal and professional level and among these, will have their career satisfaction and development front of mind.

If you find yourself in a similar vein of thought, then now is a good time for a little introspection regarding where your heart is at. Here’s how you can figure out if your love and passion for what you do is still going strong or if it might be time to move on to new pastures.

1.    What Motivates You to Show Up?

If you do profess to love your job, then your biggest sources of motivation should transcend the monetary value it brings. Yes, money can certainly be a strong driver of performance, particularly in this line of work, but your first answer to the “why do I have this job” question shouldn’t be “it pays the bills”; if it is then something is amiss. If your motivations are primarily financial, then you’re working to check off tasks on a to-do list.

With this in mind, it’s worth looking at your biggest reasons for sticking with your current role. Do you share the same values and vision as the company? Does it give you a sense of purpose, and do you enjoy the challenges that your work brings you day-to-day?

If you find that you’re failing to derive much fulfilment or lack any non-monetary sources of motivation, then the biggest favour you can do for your career right now is to have an honest conversation, both with yourself and with a specialist recruiter about what steps you can take to realign your current position with your present ambitions. After all, endless alternatives exist for the right talented professional.

2.    Do you love the job but not the company?

When you look at yourself 3 to 5 years from now, what future do you envision for your career? Do you see yourself working with the same company, but further up the ladder in a position with a greater degree of responsibility? Does the thought of building your career there excite you? Or do you see your future taking your career in an entirely different direction?

If you find it difficult to see a clear path of progression with your present employer then it might be worth asking yourself if where you are now is really beneficial for your career, even if you do love what you do at present. What you don’t want is to find yourself 5 years from now in a position where the advice given in this piece rings true for your present situation. Sometimes, the best move for your career is a move away from your comfort zone.

3.    Does Your Company Love You Back?

Any good relationship is a two-way street. You can pour all your sweat, blood and tears into a role, but if this isn’t reciprocated by your employer, the relationship between both parties will quickly turn sour.

Ask yourself how you demonstrate your commitment to the company and also how (and if) your employer and the wider business support you in return. What kind of culture is the company building, and how does it contribute to facilitating individual success from a performance and inclusivity standpoint? How frequently do your managers or team leaders share feedback with you through recognition and reward? Do you find your hard work to often go unnoticed? If your company doesn’t make much of an effort to recognise its employees as valued members of the business, then there’s a good chance that your love for it will diminish over time.

4.    Is Your Company Invested in You?

If you’re deeply passionate about your role, chances are you dedicate a significant portion of your time and energy to your job. Perhaps you go the extra mile, ensuring that you deliver nothing less than the best on any project or case, and work to continuously add to your value as an asset. While your company’s growth and success are certainly reliant on your level of commitment, it is once again important to consider how much this is reciprocated. How invested is your employer in your own growth? Are there regular conversations about your plan for and goals in development in check-ins or reviews? Does your manager take a proactive approach to supporting you in meeting your objectives?

Do you have access to in-house resources and training to upskill?

Or are you regarded as the sole person responsible in your company for broadening your skillset? A company committed to nurturing the relationship between the business and its employees will consistently invest in its staff. Your engagement will eventually drop if or when you sense a lack of commitment from your company in this area.

Is the Love Still There?

Over time, your love for your role will either flourish or wilt depending on your day-to-day experience on the job; and if the company you work with is as invested and committed to helping you grow as you are to it, then the future is certainly bright for your career.

On the other hand, if you discover that over time, your love for your job begins to dwindle or aren’t sold on the prospect of building your career a growing with them, you can always look for other opportunities to find new love with a different employer.

If your general job satisfaction for either your current role and/or your employer isn’t as strong as it once was, now could be the perfect time to start getting back on the playing field.

Wherever you are in your career journey, it is a good idea to periodically analyse your current position depending on where you want to be. When you dig a little deeper, is everything on track and working out as you expected? Or do you need to make some changes in order to meet your goals?

To help you measure if your career is progressing as you envisaged when you started out, we have created an easy-to-follow checklist to provide you with a snapshot of whether you’re on the right track.

The back end of a calendar year may seem like a strange point in time to begin your job search – but those considering a New Year opportunity should take heed of the fact that many will be ‘on the market’ as it were in January – making the aforementioned playing field that bit more competitive. What’s more, the festive period is often a time when individuals will have that much more time to dedicate to CV updates and job applications.

So do get ahead of the curve and use these next few weeks wisely to reflect, review, and take action if needed.

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 practice of virtual interviewing has become far more commonplace across most industries, especially since the pandemic when it was largely the only option on the table. Forbes highlighted recently that rather than a systematic return to face-to-face, virtual interviews are now providing hirers with a sometimes additional step in their hiring process, helping to screen candidates using tech that is now familiar to all parties.

Despite lacking the obvious physical elements, most candidates will agree that any interview, virtual or physical, can be the most daunting aspect of the application process and as such, need thorough preparation. While there are notable upsides to the former that can help ease the nerves, there are also challenges to contend with, such as the added difficulty of figuring out how to make a great first impression without some of the reliable methods a face-to-face interview offers (such as a firm handshake and positive body language), and from an interviewee perspective – assessing whether the company you’ve applied to is a good cultural fit.  

That said, nailing a virtual interview needn’t be as daunting as it may appear.

1. Do Your Homework

Whether an interview is virtual or physical, its fundamental goal is the same – it is an opportunity for candidates and employers to meet, ask questions of each other and demonstrate why you as a candidate will be an ideal hire for the company in question, while you test their compatibility with your skillset & ability to help you develop your career. 

As such, there will always be constants present in the interview process and consequently, your preparation for them. Virtual or not, you can absolutely expect to be asked a number of questions about your professional profile, such as your background, career ambitions, reasons for moving into a new role and suitability for the role and company.  

You can and should start by researching the hiring business, getting to know how it operates and what values and principles guide the business. The best places to get a good idea of these are the company’s website and social media channels, as well as the kind of content the business posts online. 

Remember that the interviewer(s) will want to be absolutely sure the candidate they’re interviewing is meeting the bare minimum standards at the very least by doing their homework, and will be paying attention to how you tie your answers to questions about your suitability to their own core values, ambitions and culture, as well as your general knowledge of your practice area.  

As this largely all boils down to having the basics covered, the hiring manager will be even more interested in what you can do to set yourself apart from the competition and so will be looking for how you can use the opportunity to add to what you’ve said in the interview. This means now is the time to ensure you have up-to-date knowledge of your practice area and the industry in general, and go beyond what is commonly found on the internet, bearing in mind other candidates will be thinking along the same lines. 

This will often come in the form of the hiring manager asking you if you have any questions for them and this is where preparing questions of your own for the interviewer becomes crucial to making as strong an overall impression as possible. A useful tip for candidates is to spend a bit of into the background of the person you will be interviewed by on LinkedIn.  

Although you can’t predict every single question, you can certainly make your answers to ones that you do prepare for foolproof, especially when it comes to competency-based questions. These are questions asked in order to see if the candidate can demonstrate their knowledge and skill in a specific area. Say that is client management for example. You would be asked to describe a situation or scenario where you demonstrated excellent client management skills, and be expected to back it up with the measurable result you achieved. Other competency-based questions to expect include:  

• How do you deal with an X, Y or Z situation? 
• How would you handle a difficult client? Can you share an example? 
• Give an example of a time you handled conflict in the workplace? 

2. Have Your Notes Handy (But Don’t Rely on Them)

It will be standard for the interviewer to ask for the best examples of your work, and so a digital document with bullet points highlighting what you wish to share, along with supporting notes should suffice and should be brought with you to the interview to refer to.

It is common for candidates to make the mistake of writing several pages of notes and then during the interview become overwhelmed by them when fishing around for the answer to a question. This misses the point of bringing notes to a virtual interview – they aren’t meant to be a crutch or a ‘cheat sheet’ to rely on, but rather a supplementary document to use only minimally.

Use them to refresh your memory of points you’ve already looked over and need a reminder on.

3. Practice Makes Perfect  

General preparation for any interview should involve some element of practising your responses to anticipated questions, verbally and non-verbally.

Although what you say in an interview certainly matters, how you say it is also important– as your tone of voice and inflection should convey an air of confidence & enthusiasm for the role. Despite how much focus is often given to the words spoken in a virtual interview and how little body language is thought to be perceived, the majority of information about a person’s attitude, confidence level and interest in the topic will still come from your nonverbal communication. Just like in a face-to-face interview, this is what hiring managers will be paying close attention to when gauging if you are the right cultural fit for the company. 

Are you eyes darting about as you look at your notes off screen, or worse – your phone? Do you move about a lot on screen or appear agitated? Body language still matters even if you’re not there in person, so be mindful of how you conduct yourself. 

Try practising with a friend or colleague, and keep an eye on things like your posture (which should be upright and not slumped forward or lax), eye contact (maintained when you or the interviewer is speaking), hands (gesturing when speaking but not overdoing it or fidgeting) and facial expressions (smiling regularly). Practice active listening when listening to your friend/colleague’s responses, nodding your head to give affirmation of your attention and understanding to them, and asking questions for clarification when necessary. 

 The practice you put in will be the foundation of your confidence when you hop on camera or send that recording to the hiring manager, and will be your biggest help in keeping the nerves at bay both during and after the video interview. 

4. Get Comfortable – And Competent – On Camera 

Whilst you may be asked to have a virtual interview on screen as part of the general hiring process, many companies now ask for a piece-to-camera as part of the initial screening process too. This may be to simply introduce yourself and highlight your skills and suitability for the role, or more often than not, to answer pre-set questions by the hiring team itself.

The obvious advantage here is the opportunity to record and retake as necessary to ensure you present yourself in the best possible light. 

Two common cameras used for this purpose are webcams and smartphones but regardless of whichever you prefer, there are a few things to note about both:  

When it comes to video technology in general, smartphones do a far better job, but will need to be used in conjunction with other accessories (such as a stand to avoid any shaking when recording, and a lav microphone to better capture your voice and avoid choppy audio) – in order to improve the overall quality of the video. With the use of video technology now widespread, they are a relatively inexpensive investment.  

Another thing to note – and this applies whether you’re using a smartphone or webcam – is your background and lighting. Make sure you’re recording in a well-lit room with a plain, clutter-free and fairly quiet background that doesn’t have a window behind you in the frame. If you’re struggling to find a room that ticks the above boxes, you can use virtual or custom backgrounds instead.  

Similar principles to the above apply when opting for a webcam, as these can often be plugged onto a monitor screen or already be part of your computer, should the video quality be good enough. Audio quality should be tested ahead of time, whether you’re using wired earphones, wireless ones or a lav microphone. Try to avoid using headphones or gaming headsets if possible, as they don’t give the most flattering impression and can be restrictive when you’re moving.  

If it hasn’t been emphasised enough, practice is crucial, prerecorded video or not, as your first video recording is unlikely to be your best version and a rushed or poorly prepared video is easily noticeable. Apply the same tips mentioned above when recording, maintaining eye contact, and adjust your gaze when either you or someone else is speaking to get a good view of the body language they’re sharing. If they seem bored or look like they’re waiting for you to finish, chances are they are, so it’s best to avoid waffling when giving lengthy answers. 

5. Don’t Neglect Your Appearance 

Treat your appearance as you would in a physical interview and dress to impress, while keeping it polished, tidy and professional. While you can be a bit more relaxed with bottom wear – considering your top half is very likely what will be seen by the interviewer the whole time – avoid wearing anything informal or inappropriate – in case you’ll need to get up to adjust a cable quickly – as you may not be aware at that moment that it will be visible to the interviewer.  

6. Sort Out the Technical Details – And Master Your Platform 

Lastly, the software you’re using is also something you should be confident in using on the day of the interview, so be sure to verify what that will be with the hiring manager, and familiarize yourself with the platform ahead of time by practising the features you will be using, such as receiving calls, turning on your camera, setting up the virtual background (if you’ll be using one), sharing documents through the chat feature and screen sharing.

Be sure to double-check that your internet connection quality is working perfectly in advance, and notify the interviewer well ahead of time if you anticipate any issues. A thorough quality check can go a long way in calming the nerves before the video interview and minimise tardiness due to any technical difficulties.  

That said, the best way of ensuring you show up on time and avoid letting the nerves take over, is to simply arrive early, like you would at a face-to-face interview, about 10 minutes before the set time. That way, any issues you do run into technical-wise, you will encounter while waiting, with enough time to resolve it, rather than at the very minute you’re expected to already be ready to start the interview. 

In Conclusion

The shift towards virtual interviewing in the industry has brought with it a new and unique set of challenges for candidates to navigate and regardless of the format, interviews remain a crucial and often nerve-wracking part of the job application process. But a confident, well-thought-out and well-practised approach can make them work to your advantage.

If you are using the services of a specialist recruiter as part of your job search, the likelihood is that you will also get the chance to ‘meet’ them on camera too as part of your introduction and registration. Use this as practice for your interview with the company in question – and don’t be afraid of asking your recruitment consultant for help, advice, and constructive criticism – or even a mock-interview on screen so you can ensure you are fully ready and prepared. 

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, are unsure of opportunities in the market, or need a hand brushing up on your interview skills – we can help.  Call us on 01772 259 121.

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

Has the time come for you to make a new move in your professional career? 

While it’s advisable to give the idea of leaving your current job some thought before coming to a decision – there are certainly red flags that when present in your work life, signal an immediate need for a fresh start in pastures new.

These could include signs of burnout, difficulty in maintaining the same level of interest and engagement you once had in your job, or frustration borne of the lack of opportunities afforded to you to grow and develop as a professional.

If you find yourself grappling with any of the above, you might have already begun your job search either online or by asking peers, and have come up short. That is where you can benefit greatly from the support of a specialist recruiter, and in such cases, we highly recommend giving us a call – however, bear in mind that you are not the only candidate that will have contacted a specialist recruiter like us.  

It’s not unusual at all for consultants to receive many candidates for each job vacancy, and their reputation (as well as yours) is on the line with each placement recommendation they make. So how do you sell your value to recruiters and give them a reason to recommend you to employers looking for nothing but the best talent available? 

In short… how can you ensure that they become your advocate and help to ‘sell’ your worth and fit for the role(s) in question?

Getting The Basics Down

Here at Clayton Recruitment, we have been receiving candidate CVs for over 25 years, and we can (still) say with confidence that this document remains an essential part of how candidates get their profile noticed and progressed to the interview stage. 

Whether you’re in the early stages or more into the twilight years of your career, your CV is a document that both employers and recruiters will expect to be crafted and polished to perfection. A standout CV creates a compelling case for you to be considered as the ideal candidate not only by backing up your (relevant) list of skills and experience with tangible results but also by doing so without being peppered with unnecessary and overused CV cliches and with a clear structure and format to keep it easily digestible. If CV writing is proving to be a challenge for you, check out our blog here on how to craft a CV that catches the eye of employers. If you can write one capable of grabbing their attention, you can be sure it’ll grab ours. 

All of which bodes well for you, the candidate. So how do you get on the radar of a great recruiter and maximise your chances of securing that dream job? 

Conduct An Online Health Check

You will likely be well aware by now of the importance of having an online presence that underscores your suitability to prospective employers, but if you haven’t yet done due diligence in this particular area, then now is the time to take it seriously.

It is well known by hiring experts that a first impression of a candidate usually comes before the interview, and with social media screening becoming increasingly popular as a prerequisite amongst employers to progress candidates’ applications to the interview stage, giving your digital footprint a thorough examination (especially if you have a strong online presence) should be a must if you want to appear as the top candidate for selection by a recruiter. 

This is especially pertinent when it comes to LinkedIn, as it is the go-to social media platform for prospective employers, and consequently recruiters for potential candidates. It’s therefore vital to make the most of the opportunities your LinkedIn profile provides to help you in professional career progression and opportunity. Tidy up your profile, ensuring that keywords & key phrases relevant to roles you might be on the lookout for are present in your skills experience section and make sure your interaction on the platform – both past and present – reflect the professional image your profile is trying to portray. Get rid of anything you don’t want potential employers or any recruiter to see, (pictures, bio, comments).

We go into further detail on how to create a LinkedIn profile that stands out to employers here. 

Both employers and recruiters will be looking for certain skills that highlight how well a candidate meets the criteria of the role in question. While you will naturally have ones acquired from your qualifications present on your CV and LinkedIn profile, you should also be paying equal attention to transferable skills, as they are not only always applied across roles, but they also highlight how you work in terms of communication, integrity and experience. If you have gained four, six or eight years PQE since you were last on the job market, you will have extended your skillset considerably and so now is an appropriate time to review them and ensure you use them to sell yourself as much as possible. Make sure to back up each skill mentioned with an example of how you demonstrated it. 

Are You Spotlighting Your Skillset?

Both employers and recruiters will be looking for certain skills that highlight how well a candidate meets the criteria of the role in question. While you will naturally have ones acquired from your qualifications present on your CV and LinkedIn profile, you should also be paying equal attention to transferable skills, as they are not only always applied across roles, but they also highlight how you work in terms of communication, integrity and experience. If you have gained four, six or eight years PQE since you were last on the job market, you will have extended your skillset considerably and so now is an appropriate time to review them and ensure you use them to sell yourself as much as possible. Make sure to back up each skill mentioned with an example of how you demonstrated it. 

Could you talk about any of the following perhaps?

Teamwork – Show you can work effectively within a team towards mutual goals.

Time Management – Demonstrate how you prioritise and manage your workload (and potentially that of others). Include examples of taking responsibility for your own work, balancing tasks and hitting deadlines.

Leadership – Indicate initiative and motivation. Examples of how you have built rapport with clients, colleagues and influenced decisions. How have you inspired others?

Technology – Knowing how to use the latest software and technology is essential. Additional skills such as being able to troubleshoot complex problems, or understand data security, will provide an added benefit.

Adaptability – Nothing stays the same forever. Everyone has to adapt, adjust and change. Showing you are versatile and agile indicates a willingness to move forward and embrace change. This sort of positivity is crucial to progress your long-term career.

Problem-Solving – Offering solution-orientated answers indicates your ability to use emotional intelligence, manage risk and make decisions.

Communication – As well as being able to communicate your own ideas to others verbally or on paper, being able to listen is a great skill, and developing listening skills can help alleviate potential misunderstandings and costly mistakes.

Does The Shoe Fit?

It might sound obvious, but working with a recruiter is a two-way street and meant to benefit both parties, meaning that decision of which recruiter to work with is just as vital as their decision to collaborate with you. 

Therefore, before making the decision to partner with a particular recruiter, do your homework to ensure their values align with yours. How long have they been in business? Do they put the needs of their clients and candidates at the heart of everything they do, striving to nurture and build relationships? Are they trustworthy and transparent? Do they highlight ethical recruitment practices?

 Make sure they strive to provide the best possible fit for candidates (and clients) alongside ongoing support, pertinent information, ability to evaluate a candidate’s potential fit into the company culture, and a great retention rate for placements. Take the time to thoroughly research their credentials and check that they are respected in the recruiting world – online testimonials are a good indication of this. 

Be Proactive

Showing commitment and enthusiasm goes a long way to putting you ahead of the pack. Once you’ve chosen your recruiter, don’t sit waiting for them to contact you (even though they are likely to). Becoming proactive in building a relationship with your recruiter is a great way to get on their radar. 

Reach out to them via email, LinkedIn or telephone. Many recruiters have a page where you can upload your CV, getting you in the system quickly. 

Whatever method you use, a proactive response will enable you to engage with the recruiter, brief them on your skills, requirements and PQE experience, and allow them to quickly identify the best opportunities for you in your practice area, or discuss exploring a change of direction and what that entails for you. 

They will have also valuable tips and advice to offer you during your search. For best results, treat your communication with your recruiter rather like how they treat theirs with a candidate – check in regularly and demonstrate your enthusiasm and commitment to securing a new role. The more you do so, the clearer the picture they can get of where the next chapter of your career lies and the better their advice will be. 

Next Steps

If you’re here because you believe a move is on the cards at this stage of your career, you’ve come to the right place. Clayton Recruitment has been partnering with businesses across the northwest for over 30 years and during that time has built up an enviable reputation for trust and reliability.

If you need general guidance as you exit one role for another, or are at the very start of your search for a new opportunity, do give our recruitment specialists a call today.

• 01772 259 121
• enquiries@clayton-recruitment.co.uk

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.

With the prospect of a new role on the horizon, arguably the hard bit is done. You have aced your interviews, impressed your new employer, and are no doubt looking to the future and the next steps in your career.

But even with the excitement of a new position looming, there is still an incredibly important step to take in making that move – handing in your resignation to your current company.

Here we offer our top tips on how to address this often-uncomfortable conversation – and ultimately remain professional, and on good terms as you exit the business.

1. Communicate To Your Manager First

With an exciting new role to look forward to, it can be tempting to tell close associates and friends, however the first person who should hear about it is your reporting manager. If a senior partner, or even your Manager themselves hears about your intention to leave from another colleague, it goes without saying that it won’t leave a favourable impression which is ultimately what a well-thought our resignation is trying to achieve.

Arrange a time to speak to your Manager and let them know the situation first. Face-to-face is ideal as it minimises any misunderstandings or miscommunication, although video call would also work well for those who work remotely or in order to expedite the process.  It is best practice to verbally tell your Manager of your intention to leave along with the reasons that have led to that decision as it is highly likely that you will be asked both why you are leaving and where you are going to – so it’s wise to have a response planned.

2. 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 counter-offer be on the table once your make your intention to resign clear.

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

Counter-offers 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 counter-offer tend to leave within 6-12 months of accepting. Is it likely you’ll also be part of that statistic?

3. Prepare Your Resignation Letter

Once the decision to leave is final, you must put this in writing. When it comes to your resignation letter, it should be short and polite. Within the letter itself, it is not necessary to justify your reasons for leaving your current company or go into lengthy explanations as you can are likely to have (or have had) a more informal chat about this with your reporting Manager. The document is simply to cover the legalities of ending your contractual agreement with your employer and will be kept on record, so details like the date of the notice, confirmation of notice period, and last working day should be accurate.

You may wish to use the formal communication as an opportunity to highlight things you are grateful for – skills you have learnt, help and advice you have received, and opportunities to boost your career that have been offered, but that is not mandatory. Do, however, avoid the temptation to criticise your colleagues, boss, partners or clients.

4. Discuss Those Finer Details

Your Manager will mostly likely want to discuss with you the finer details around how and when you will let colleagues know you are leaving. You may wish to inform them individually, or as a group, or have your Manager tell them for you.

You also need to confirm your notice period and how this affects your new role start date. This should be communicated clearly in your contract of employment, but it is always worth a conversation on whether it is realistic to shorten this (if desired by any party) or even extended on request.

Whether your notice period is 2 weeks, 2 months or anything in between, its important you are aware of this before giving your new employer a start date that you may not be able to commit to. Be prepared that in some cases, you may be placed on gardening leave rather than working your notice period.

Garden leave (or gardening leave) is when an employer tells an employee not to work either part or all of their notice period. This could be because the employer does not want the employee to have access to sensitive or confidential information they could use in a new job (Source: ACAS) In this case, you are still employed by your employer, just not working for them and therefore you are still entitled to your salary and contractual agreements in this period of time.

5. Plan A Robust Handover

Scheduling time to plan for a smooth transition shows you to be a true legal professional and not someone who leaves a business or an employer in the lurch, or projects unfinished. Think about your specific areas of responsibility – current caseloads, unfinished assigments, urgent jobs and upcoming commitments, as well as information on your clients that your successor or wider team will need.

If possible, invest some time in training up your successor, or at least making formal handover notes, to ensure you minimise the impact on the company when you leave and once again, keep the working relationship positive.

6. Start Clearing Your Desk

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.

7. Stay Committed

It may be tempting to spend time planning what you will do in your upcoming new legal role (and if time permits, there is definitely merit in keeping in touch with your new employer during your notice period – following their social media accounts to keep track of the latest news, be aware of any networking events etc) but nevertheless, you are still being paid to do your current job – so it’s important to remain committed to that role until the very end.

Remaining an active team player, working hard up to the last minute and completing casework where possible will be noted by colleagues and your employer and will ensure you leave on a positive note – and your professional reputation within the working community follows you as you move on.

8. Embrace The Exit Interview

If you are offered an exit interview by your employer, it’s always a good idea to take that opportunity while you can. These usually take place between yourself and a HR manager and are aimed at establishing any way in which they can improve the firm or addressing issues of which they may be unaware of.

While you can, at this point, bring to light any concerns you might have, keep your observations professional and your criticism constructive, always keeping in mind not to burn any bridges.

Taking these steps will not only provide closure on your previous role but will ensure you leave your company a well-respected and professional ex-colleague, with whom your former team and senior partners will be happy to network with and recommend in the future.

Next Steps

If you need any more general guidance as you exit one role for another, or are at the very start of your search for a new opportunity, do give our recruitment specialists a call today.

• 01772 259 121
• enquiries@clayton-recruitment.co.uk

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.

Embarking on a job search can be an exciting yet daunting journey, not least for those individuals that may be entering the job market for the first time in years. The process itself is marked by numerous crucial decisions and considerations, whether this is your first role after qualification or training, or a move well into your career.

And, whilst it may be tempting to jump into the process with both feet, it’s always worth taking a small step back, and approach the task at hand with a strategic mindset.

The critical factor here is doing the work needed to get organised and implement your ‘project new role’ plan – even if time is short.

To help kickstart the process, we have outlined an 8-step roadmap, focusing on key actions to take at each stage that can help to make it both easier and significantly enhance your prospects from the get-go.

Step 1: Consider what you want from your new role

Before beginning your job search, it’s important to sit down and have a think about what exactly you’re looking for. You might be instinctively looking for a role that is similar to your current one, or you might have had a change of heart and are looking at a role in a different sector or area of specialism. Regardless of what your initial preference might be, it’s important that you take some time to re-evaluate your career progress, goals, how close you are to achieving them and what steps you can take to get you there. Have your priorities changed since you last considered looking for work? If so, what are those boxes your new role should absolutely be ticking career and personal-wise? Having a clear idea of what to look for in your job search will help to make it a much more fruitful venture. 

Step 2: Enlist the help of a specialist

Once you’re set on the direction and purpose of your search, the next logical step is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your practice area and apply to vacancies advertised.

The alternative is to enlist the help of a reputable recruitment specialist who will search the market on your behalf, and present you with (often exclusive) roles that are designed to be the absolute best ‘fit’ for you and your requirements from your next employer.

An experienced recruitment agency will be particularly helpful if you are aiming to carry out your job search with discretion while currently employed. Not only will they help you do the  above but they can also ensure you are fully informed and in the know about the culture, vision, and values of the businesses that you have in mind as well as provide guidance on how best to approach the other parts of the hiring process, including interview preparation, how to handle your notice period, and leave on good terms with your current employer. 

Step 3: Get your documentation in order  

Even in a world where 91% of all employers now use social media as part of their hiring process, the CV/Resume is still one of the most important tools any candidate has.

It is the first thing most employers will look at before even thinking about inviting someone to an interview. It’s also your best chance to immediately introduce your education and experience. Used correctly, your CV can improve your chances of getting the ideal job.

Unless you are searching for your very first role, you will need to make some time to update any existing or old documents, adding in your most recent experience and any new skills you’ve picked up (that are relevant for the role you want of course).

When listing previous roles, don’t just describe your responsibilities. Rather use it as an opportunity to showcase results you produced, and can produce for prospective employers by detailing your achievements in the role you’re describing. 

What you want to do here is take this opportunity to convince a hiring manager you’re the right fit for the role in question, and avoid the common mistake of using your CV as a catch-all document for every potential role. If you want to write a killer CV that stands out to prospective employers, it must be relevant to them. Research the company, look over the job description and make a note of all the important qualities and experiences they value and then, tailor your CV accordingly.  

Step 4: Include a Cover Letter 

At Clayton Recruitment, we’ve long been advocates of the humble cover letter to create standout for our legal candidates and provide that golden opportunity to add personality and interest in the role, over and above a CV.

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. It is also much more likely to be skimmed over and discarded; worse, not read at all.

However, that’s not to say that any old cover letter will do. Crafting a compelling cover letter seems to be somewhat of a dying art in recent times, and whilst it has certainly evolved, it is still a worthwhile document to have in your job-seeking armoury.

Whilst we have a number of top tips when it comes to cover letter etiquette, 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.

Step 5: Carry out your due diligence

If you are considering moving into a different sector altogether, it goes without saying that you need to ensure you do your homework. Find out as much as you can about your chosen area of specialism by thorough research and attending relevant webinars and workshops, and consider what evidence there is to show that a different practice area can actually provide what you’re looking for. Networking can prove incredibly useful to this effect. Leverage professional networks, both online and offline, to connect with individuals that possess a background & experience you could greatly benefit from, and consider joining trade associations and special interest groups to stay informed on what opportunities that switching may or may not provide you. 

If you’re moving into a different kind of role – managerial perhaps, look at a range of job profiles in detail and prepare to demonstrate your suitability and knowledge of what will be involved. Linking this back to your own CV here is key.

Step 6: Get your digital footprint in order 

If you don’t already, ensure that you harness the power of LinkedIn in your job search as it will not only help to expand your network but also help to build a winning personal brand with a presence compelling enough to catch the eye of employers. This is what makes your LinkedIn profile one of the most important assets in your search. As a platform that provides immense value for professional relationships, learning how to utilise it can facilitate eventual life-long connections with potential mentors and employers. 

If you already have a strong online presence (be that on LinkedIn or in a personal capacity on other platforms) you should also make some time to check your digital footprint. Are there any posts or content that you wouldn’t want a potential employer to see? Consider your privacy settings in the very least and give everything a thorough review with fresh eyes (profile pictures, bios etc).

Step 7: Prepare, prepare, prepare

Landing a new role is all about confidence. The more confident you are in yourself, the better chance you have of securing a new position when you get to the all-important interview stage.

This is where preparation is a non-negotiable.

Practising and preparing for potential and/or upcoming interviews equips you with not only the skills, but also the readiness to go into the interview room and effectively communicate your suitability to employers. Begin looking at the most common questions candidates are asked in interviews and draft your answers to match what they’ll be looking for in your responses.

On that note, it is worth practising adjusting your body language and facial expressions as those can often impact the first impression you’re trying to give more than what you actually say, considering it is something hiring managers will also pay particular attention to. There are also common mistakes to avoid in your preparation too, which we delve into here.  

In Conclusion

Entering the job market can be daunting – whether at the start of your career, or part-way through (when you will have been through this process before). And, even if you find yourself back here after many years of employment, don’t assume the steps to success are the same as they always were.

The market continues to evolve for jobseekers and hirers alike – be that from a tech perspective, or the general landscape impacting decisions throughout the process.

That’s where enlisting the help of a specialist recruiter will undoubtedly pay dividends in the long run as they can help to map out your plan of attack, support with your documentation, and really help to elevate your profile in front of your next employer. And, if you’re still a little step behind and just want to weigh up your options, many will be more than happy to chat through market conditions and the opportunities out there at the moment.

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.