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.

If you’re ready to start a new role this year, you’re not alone.

Despite the current economic climate and still choppy waters as we look ahead to 2024, it is nevertheless a great time to consider the next steps in your career – especially as companies across the country continue their search for top talent in line with their own growth trajectories.

Multi-skilled professionals are in high demand across a number of practice areas and there are some fantastic opportunities for individuals at all levels who will no doubt be mindful of not only salary and benefits, but also assessing that all-important ‘fit’ on a number of levels including culture, shared values, green credentials, and genuine career development opportunities.

Current employment rates in the UK mean that most individuals will already be employed when considering a new role which can present several challenges in the job-searching process, particularly with regards to time and prudence in the manner of approach. Searching for a role when you’re currently employed elsewhere can be a tricky process, as the last thing you want to do is burn any bridges with your existing employer.

But there are several steps to take to kick-start the process:

Step 1: Prioritise Discretion

Discretion is key when you’re searching for a new role while you’re still employed. Although it might be tempting to speak to colleagues about your plans; avoid doing so at all costs.

Being discrete about your job search doesn’t just mean keeping quiet at work. It’s important to think about how you’re interacting online too.

Avoid mentioning your job search on social media or setting your LinkedIn status to “open to work”. It’s best to avoid posting your CV/Resume on job boards too.

This might seem like stating the obvious, but you’d be surprised at how often the above mistakes are made. Candidates are often left frustrated and unsettled when having to stay silent about their job search, as there is no one to share their progress or struggles with. But fighting that urge to spill the beans is crucial, as there is often no such thing as telling ‘one co-worker’ when a potential leaver is involved. You might as well be announcing it to the whole office!

Not only can being overly vocal about your job search cause friction with your current employer, but it might tell future employers you’re not respectful of your role or the company you work for and represent. So, avoid putting yourself in a bad light with both parties – the last thing you want to do is sabotage your job search efforts through a lack of self-control.

The points above however are largely null and void if you are in a position where redundancy is on the cards.

Step 2: Update Your CV & Cover Letter

If you’re going to be looking for a new job in the next 6 months, it’s important to ensure you have the right resources in hand. This could mean you take some extra time to update your CV and cover letter, focusing on adding your most recent achievements into the mix and learning what works in today’s job market when writing a CV or cover letter.

Speaking to a specialist recruiter will pay dividends here as not only will they be able to give you the inside track on the market and hiring activity, but they can also advise on the tangible elements of looking for a new role and how to craft a killer CV that will get you noticed.

It’s worth noting that your CV is only one of a number of formal documents you may need to present to a potential employer or recruitment consultant. Depending on your current role or the one(s) you are applying for, you may also need reference documentation, business portfolios, or presentations. So make sure to get in order sooner rather than later.

Step 3: Plan For Interviews Accordingly

If you successfully apply for a new role and receive an offer for an interview, you need to be mindful of how you approach this next step and its impact on your current role and place of work.

You could request an interview outside of office hours or during lunchtime if the hiring manager or interviewee can accommodate. With the prolific rise in video interviewing (at least for stage one) this is more achievable than it once was.

Scheduling your interviews around your existing work hours will also ensure you can stay focused and productive when you’re on the job, to maintain a strong relationship with your existing employer. However, if you do need to book off annual leave in order to attend interviews, ensure you always abide by the rules set in place by your current employer regarding the notice required.

When you contact the hiring manager for the job you want to apply for, let them know you need to keep the process discrete. Ask them to only contact you on your personal phone and email (don’t use any business contact details). It might also be worth letting them know when you’re likely to be at work, so you can avoid any overlap.

If you have instructed a recruitment specialist to help with your job search, this discretion should come as standard – but it’s still worth communicating the best times (and methods) to get in touch with you about progress and next steps as you move through the process.

Step 4: Job Hunt On Your Own Time (And Devices)

If you want to maintain a good professional reputation in your line of work, it’s important to demonstrate commitment to every role you take. Searching for a job when you’re in the office, on company time, shows disrespect, and could scare off future employers.

Avoid the temptation to review new job postings when you’re in the office, or respond to messages from potential employers. If something needs to be addressed quickly, set time aside in your lunch hour, and get outside of the office so you can maintain your discretion.

Always make job-related calls away from the office, particularly if you’re scheduling an interview or need to ask questions about a new role and stay off company equipment. Remember, many businesses have access to tracking software to check which sites are being visited.

Step 5: Continue To Give Your All In Your Current Job

Commitment to your current role is crucial, and even if you’re tired of your current role, or unhappy in your position, it’s important to act professionally. Avoid any notable drop in performance and maintain your work ethic throughout this period. Not only will this reduce suspicion but will also leave your employer with a favourable impression of you long after you’ve left the business.

Don’t allow yourself to “check out” and ‘coast’ performance-wise because you’re planning on going somewhere else. Preserve your reputation and prove yourself to be a fantastic employee. This will be particularly important if your future employers decide to contact your previous manager at a later date regarding a reference.

Find Your New Role The Right Way

Searching for a new role while you’re still employed can be a complex process. In any situation, finding the right job can take significant time and effort. However, the process becomes a lot more challenging when you’re trying to balance your existing employment with your career plans.

If you need help discretely searching for a new position, utilising the services of a recruitment agency will undoubtedly give you a head start as well as a competitive advantage.

Not only can they give you an assessment of the current job market for the roles you are looking for, but they will ensure that you are fully informed and in-the-know about the culture, vision, and values of the companies that you have in mind. And, when the time comes, can furnish you with a wealth of insight and advice on how to ace your interviews and provide further guidance to ensure you resign gracefully – ensuring you leave on a positive note, and your professional reputation within your community follows you as you move on.

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.

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.

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

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

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

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

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

Step 1: Identify your Branding Goals

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

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

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

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

Step 2: Audit your Existing Narrative

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

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

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

Step 3: Create Your Personal Pitch

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

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

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

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

Step 4: Develop Your Presence and Network

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

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

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

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

Step 5: Work on Increasing your Value

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

To strengthen the impact of your personal brand:

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

About Clayton Recruitment

Clayton Recruitment has been partnering with organisations across the country since 1989, and during that time has built up an excellent reputation for trust and reliability.

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

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

When it comes to selling your value to a recruitment company like Clayton Recruitment and the clients we work for, there are a few pivotal documents required to draw attention to yourself. 

The humble CV is one, followed quickly by your LinkedIn profile. 

As LinkedIn is the biggest social business network outside China, with 850 million members listed, it is more crucial than ever to leverage the opportunities your LinkedIn profile provides as a positioning tool for your career. 

Your LinkedIn profile has many positive attributes. Unless you share a name with a well-known person, it is highly likely that your profile, if created properly, will appear on the first page of Google. 

Even though your CV/Resume is a standard document that demonstrates your career journey, a LinkedIn profile can deliver even more insight about you as a potential recruit in an interactive and engaging style that a CV alone cannot achieve. 

In today’s post, I want to share why your profile is so important and the easy, quick wins to ensure your LinkedIn profile stands out from the crowd. 

Headlines and Pronouns

Your headline is often the first piece of text a recruiter or potential hiring manager will see, so make it count. Paraphrase what you do, and the good news is LinkedIn now allows 220 characters, including spaces. Here is an example of a headline that works.  

“Marketing Manager at IKEM Solutions building B2B business and brand growth across the North West” 

With D.E.I. being on most workplace agendas, LinkedIn now allows you to add your preferred pronouns on your profile. The use of pronouns will let hiring managers, colleagues or online connections know how to address you to prevent any misconceptions.  

A Professional Photo

LinkedIn produces numerous reports that demonstrate the power of imagery and media on your profile. Profiles with a professional photograph can get 14 times more profile views vs those with selfie style images or group pictures. 

Phone technology today means there is no excuse not to have a professional LinkedIn profile picture. Ask a colleague or friend to take a photograph with their smartphone in good lighting where you shoulders and face are visible to give an honest and accurate perception of who you are professionally. 

Head and shoulders are the best shots. Your face, preferably smiling in appropriate business attire, makes the best impact. Remember, recruitment consultants viewing your profile are imagining how you will fit into their client’s organisation, so this is an easy way to make an impact.  

How To Get In Contact

As a first start, do you have all your contact details visible?  

Make sure you have a mobile number and a Gmail/Hotmail address that is your most active and professional email account. Try to avoid the likes of 90sbaby@hotmail.com or something with your birth year in as this can indicate age bias subconsciously.  

A professional url demonstrates your attention to detail, for instance, LinkedIn.com/in/Andy Gold as opposed to LinkedIn.com/in/Andy-Gold-2671c567. 

It’s also important to include links to your blog where you share knowledge related to your sector which is a great feature a lot of LinkedIn users forget to utilise.  

Featured Section

Have you written papers or presented at an industry conference, or recorded any work-related videos?  

If the answer is yes, add them here, and this will certainly make you stand out from the crowd and gives recruiters or potential businesses the chance to see more of what you can do rather than just reading it on a CV. 

Your About Section

Please do not add only your essential skills or paste sections from your CV into your summary section. Use it to catch people’s attention as you share relevant information about who you are and your skills and abilities; you have 2000 characters, so make them count. 

In this section, talk about the value you will add to an organisation alongside your skillset. Be different and stand out by explaining how you might help a potential new employer solve their problems while being genuine and authentic. 

Our experience as recruiters is this attracts our attention, plus it makes it easier for us to ‘sell’ the fact you are a ‘must see’ candidate for our client and pick out your best attributes towards their needs. 

Here are some examples from LinkedIn themselves as to what they see as great profile summaries. 

Add to Profile and Open To

On the right-hand side of your profile, you will see a button that says ‘add to profile’. When you click this, it reveals all the additional sections you can add to your profile.  

From featured items to licenses and certifications, and courses and recommendations the list is endless to really boost your profile against your competitors.  

If you are open to work and currently not employed, you can add this to your profile picture by clicking the relevant button. This lets recruiters know instantly without even clicking on your profile that you are a potential candidate for their client and therefor you are most likely to be seen.  

In the ‘add your profile’ section under background, share details of all your work experience that will communicate your capability. Then list all your education and volunteer activities. Today, organisations have an active CSR programme that they love to promote to new starters; therefore, this area is essential to share too should you have experience in those departments. 

Under accomplishments, you can list publications, certifications, patents, courses, projects, honours and awards, test scores, languages and how you are involved with communities that are important to you. 

This makes it easy for a recruitment organisation to identify your skills and expertise as a potential match for their client. 

The big question is, does your profile: 

• Help your standout? 
• Communicate your value, including providing supporting evidence? 
• List your work achievements? 

Share Useful Content

Depending on your current organisation and their social presence, you can share and like content until your heart is content. This unconsciously communicates to everyone how connected you are and what is important to you. When someone arrives on your profile, it is one of the first sections they can see. 

You can now share an article or even upload a compelling image or create a video on your LinkedIn profile. All of which enable you to communicate your personal brand and show recruiters areas of your work you are particularly interested in the most. 

List The Skills You Know Are Important in Your Industry

When it comes to skills, you can add up to 50, which could help you stand out to a recruitment consultant and your future employer. You don’t have to add all of them as only your top ten will be profiled, so make these the most important. 

The UK is in the grip of a skills shortage. Therefore, if you know you have in-demand skills, communicate them on your profile wherever you can. You would be surprised that this is an area often forgotten by even the best of candidates. 

Endorsements and Recommendations

We all now live and work in the review society. Social proof is a significant influencer in our current community. Who has not viewed Trip Advisor before booking a restaurant or holiday with their significant other? It is the same in the business world. 

Therefore, collecting recommendations and endorsements is crucial for your career. If you have not got any, ask for them from your contacts. All too often, people are shy about asking for validations of their work. The good news, which might surprise you, is that many people are more than willing to give you a recommendation as long as you offer to give one back in return. 

Finally, Complete Your Profile in Full

A question for you? Are you using all the features we have mentioned? 

Do you have a presentation or video on your summary? Have you got a link to a paper you have written? 

It is interesting the impression people get from reading a full LinkedIn profile. It sends a message to recruitment companies that you are a person with attention to detail and take their career and work-life seriously – a great candidate for their clients.  

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 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 the following checklist to provide you with a snapshot of whether you’re on the right track.

When you work through this checklist, it is essential to remember the reasons you got into your current role in the first place.

What did you set out to achieve in your career – did you plan on making a certain amount of money in a specific timeframe?

Was your move into your current role related to what was going on in your personal life? For example, were you about to leave home, get married or were you saving for a deposit for a house?

And also, what is important to you about the company you work for? Do you fit in with your company’s culture? Do you have a good working relationship with your colleagues and managers?

If your current role or company is not fulfilling you in the way you had hoped, or if the pace has slowed down recently, it could be a sign that you need to start making some big career decisions – is it time to move organisations?

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! This score says your career isn’t going to plan, and you are probably not enjoying your current role. We suggest thinking about why you aren’t enjoying your position or not achieving what you want. It might be time for you to move on or think about whether your current company or role is for you. Do you need a more supportive environment, better career progression, or even a change of sector?

41-60

Room for More A better score, which suggests you enjoy aspects of your job, but there’s lots of room for improvement. For example, you might like the people you work with, but you feel you aren’t personally getting the support you need to achieve your career and personal goals. You need to consider if you can see changes happening in your current company by speaking to your manager, or if you feel working here has run its course and to progress, you need to move on.

61-80

Meeting Some Goals You’re neither very happy nor unhappy, though you wouldn’t describe yourself as completely engaged. Which means that if the right opportunity came your way, you would consider it. When you feel this way, sometimes the grass isn’t always greener on the other side. You need to decide if you want to move, why is this? Understand if it’s just a case of you only feel like this when you have a bad day or if it’s more often.

81+

Loving Life and Your Job You are achieving your goals, meeting targets and enjoy the place you work. There may be small elements that you feel could be better, but they aren’t big enough to make you think about working somewhere else. However, we suggest you don’t become complacent. Sometimes, being in a company for too long can demotivate you in the long run. If you’ve been working with the same company for a while, is it time for a fresh challenge with new people?

If this checklist has prompted you to think harder about what your current role and company are providing you with, and it has made you realise that now is time for a change, then get in touch with Clayton Recruitment today. We can help you in deciding what step to take next to further your career.

Looking for a new job is a big commitment. It takes time to figure out what is out there and how that fits with your career plans. Then there are the applications, interviews and time spent investigating your options. The decision to move is not taken lightly, so if you do decide to seek a new role you want to feel reassured that it’s the best fit for you. Our blog offers some important considerations about seeking a new role to help you establish what matters to you.

Monetary motivation

Cold hard cash is a major motivation factor when candidates consider a job move. The temptation of earning more money for the same job with a different company can prove too tempting to resist.

It’s also worth noting that in the business world, career progression and pay scales can be much more fluid than in professions that have a clear linear structure with regards to training, qualification and experience, such as doctors or legal professionals. If money is high on your list of priorities it’s often best to look at what the individual company is offering, as pay can vary within a sector dependent on the business.

The North-South divide is often talked about in the media; it’s true that there are broad discrepancies between take-home earnings dependent on where in the country you live and work. The Institute of Fiscal Studies published findings last year that state incomes in the South East of England are up to 25% greater than incomes in the West Midlands. If moving plays a part in your job search, the pull of big cities like London is often a major factor. It’s worth bearing in mind how location fits into your broader lifestyle desires when thinking about changing jobs.

Non-monetary rewards

Money can be a powerful reason to leave a job, yet non-monetary rewards can be just as motivational. Things such as contributions towards a gym membership, flexible or remote working, or discounted medical cover for the employee plus dependents and a spouse can be sufficiently tempting if you’re considering a move.
Personal perks offered by a company are often major considerations for many candidates. While London offers a fast pace of life and a vast array of career opportunities, different locations may appeal to people in different circumstances. A quieter location might be preferable for parents with children, while a job close to extended family might suit someone who helps care for a relative. Money can be tempting but personal circumstances are often a more powerful motivational force – and will likely continue to be so as our population ages and younger generations play a part in caring for elderly relations. Finding a business that supports flexible working or considers part-time hours can be invaluable and might just be the tipping point that pushes someone to jump ship.

Time, work and people management

Management issues are often cited when candidates are looking for a new job. Important issues to think about include:

• How workloads are managed in the business: is there enough to do – or too much?
• Time management: are employer expectations realistic? Does the job involve long, late hours?
• Opportunities to gain managerial experience: if training is not forthcoming and managing a team is something you’re interested in, it could be time to move on.
• Management of the business as a whole: if you’re at a stage in your career where you’re ready to take the next step and you want to influence how the company is run, look for senior or director-level positions. If these aren’t available, it’s time to move on.

Job titles and moving up

Career development isn’t always linear, but if you feel that your real-life responsibilities don’t match your job description you could be ready for a step up. If your employer isn’t forthcoming with dropping the ‘assistant’ from your managerial job title, and you have the necessary skills and experience, why not see what else is out there. Tread carefully though – some employers won’t hire a senior colleague without evidence of previous experience or time in a post, and it’s never a good idea to burn bridges with your current employer.

Stay or go: your own list of reasons

There are many factors that influence the decision to stay with or leave a business. Sometimes a large issue such as the salary that a company can offer feels too big to work around and can only be resolved by a move. Equally, smaller issues that combine to make a larger picture can be just as compelling in the decision to seek a new position.

The most important factors to consider when looking for a new job are the ones that matter to you. Whether that’s money, work/life balance, a comprehensive benefits package or proximity to family, only you can decide. Think carefully about what’s on offer in your current job and weigh that against what a different company or role can offer – and how that sits with what you want.

If you found this blog interesting, why not have a look at our other post on How can you tell if a job is right for you? Or if you’re looking for that perfect role, then check out all the vacancies we have available, and please do register your CV with us.

You may also like to download our guide on How to Develop Your CV.

Ten years ago only a few of us were getting to grips with the early versions of Facebook and had only just discovered the ability to peer into the private lives of people we’d previously only counted as acquaintances. It certainly wasn’t expected that just a decade later you would be hard pressed to find an organisation, or even many individuals, who don’t have some presence on social media in one way or another.

Roles in social media

Tweets, likes, pokes (remember them?) pulse blogs, pinning and regramming were all just glimmers in Mark Zuckerberg and the likes’ eyes and the idea of having a job solely dedicated to something called social media was obviously unheard of. However, things have changed significantly now and social media has not only expanded into people’s personal lives, but also their working ones in many cases. Social media management roles are now commonplace at the majority of organisations, particularly larger ones and thousands of professionals now work in roles related to the field.

We spoke to the Lancashire Evening Post on this very subject last year with our Recruitment Manager, Tracy Bolan outlining some key pointers about working in social media.

“The average starting salary for Social Media Executives is around £18,000 but pay can easily rise to £35,000 and up for Social Media Managers.”

Career paths into social media

And because the field is so new, there are no established paths into a social media role.

“It’s a relatively new concept and new platforms are constantly emerging, so any firm solely looking for employees with marketing degrees is likely to be fishing in a shallow pool. You can gain a lot of valuable experience by using platforms like Facebook, Twitter and Instagram both personally and professionally and having a ‘relevant’ degree certainly isn’t a steadfast requirement.”

However, social media careers aren’t just about following your favourite celebrities and liking your friend’s tweets, you’re in charge of an entire organisations’ online profile and that can be a considerable responsibility. Dozens of companies have embarrassed themselves by not having properly aligned social media communications and this can do considerable harm. At the same time, social media can also present significant opportunities to make a business look good and in touch with its customers or clients. An organisation that replies quickly to its followers when something has gone wrong, for example, is more likely to be seen as responsive and engaged than one which responds sporadically while also posting updates. The latter approach can leave a customer feeling dissatisfied and would probably make them question using the organisation again, while the former is likely to build more of a connection with the firm.

Social media roles are becoming increasingly common, however it’s a big responsibility and you can also expect to be asked to report regularly on engagement, follower numbers and just about every metric you can imagine. If you’re looking for a role in social media, get in touch with our specialist team.