The average employee will now change jobs 12 times in their working life – that’s a lot of application forms and interviews to get through.

Where do you find the time in your busy life to get ahead in your career? There are ways that you can job hunt ethically while you are in your current post, which I will cover in this article.

First of all, let’s get one thing clear – do you really want to leave your current role? Starting a job hunt because you are disgruntled with your current employer is never a good idea – what are your reasons for wanting to leave your current company?

Perhaps you haven’t been given the pay increase you were promised at your last review, or a staffing problem has meant that you are dealing with an increased workload. Talking through your issues with your line manager is always the best thing to do if you feel unhappy with the way things are working out in your current role, as problems can be solved and your employer will want to keep a current employee rather than begin the recruiting process once again, which is becoming increasingly difficult in the current skills-short job market.

However, if you are adamant that now is the time to move companies, ensuring your job hunt is conducted graciously will set you in good stead with both your current, and future employers – burning professional bridges is never a good idea.

Job hunting ethically while you are still employed signifies a big part of your personality. The fact that you are respectful to an employer and team that you have says a lot about who you are.

Increasingly, in the skills short job market, employers are looking for people who have a good attitude and respectable morals, just as much as they are looking for skills and qualifications.

Our article today discusses the ‘do’s and don’ts’ of conducting a principled job search while you are still employed.

1. Don’t – Job Search While You Are at Work

The main thing to remember when beginning your ethical job search is that even if you have mentally moved on from your current role and are wanting your next position as soon as possible, until the last moment of your employment with your current employer, you need to ensure that you fulfil all of your outstanding duties.

We understand that it can be a tumultuous time when you are preparing for a job move, and it might seem like every second counts when searching for your next role, but resist the temptation to use your working hours to search for jobs online – and applying from your work PC is a big ‘no-no’.

Do – Use your Own Time

We also understand that some of the best roles get snapped up quickly, and so it always pays to be diligent in your job search. Instead of being tempted to scan job boards on your current company time, use your lunch break to search and apply for jobs, or dedicate an hour before work to your job search.

2. Don’t – Take Too Much Time Out

Your prospective new employer will understand that you might be limited to what times and days you can arrange interviews – and if they aren’t, this is a red flag in itself over their principles. You might have no holidays left to take, and your current company might be running on a skeleton team where every absence is impactful.

If you must arrange interviews during your work time, try to give as much notice as possible – don’t leave it until the day before to ask for an ‘emergency appointment’ – keep in mind the needs of your current colleagues and the business as a whole.

Do – Schedule Interviews at a Time Convenient to You (Where Possible)

We know that it can be tricky scheduling interviews around your current work, so wherever possible ask for interviews to be arranged after work or during your lunch hour if it is possible to get there and back.

A client I recently worked with selected their final candidate based upon the fact that they rescheduled their interview because they didn’t want to let their current employer down – it proved how diligent and trustworthy he was.

3. Don’t – Post Your CV on Public Job Boards

Most online job boards have an option for you to post your CV publicly, but we suggest you refrain from doing this. You never know who might spot your CV, and your current employer might become disgruntled if word gets out that your CV has been seen and that you’re looking to leave.

Do – Tell Your Potential New Employer About Your Current Employment Situation

Apply through the private channels and ask your prospective employer to be sensitive if you think that it might cause a problem for you where you currently are; they will understand and value your honesty.

4. Don’t – Tell Your Current Colleagues About Your Plans to Leave

You might think that you’ve got a great relationship with your colleagues, but things can take a sudden turn when the question of leaving arises – we have worked with candidates for many years, and have witnessed this all too often. Sometimes it is done maliciously, sometimes it is mere office gossip, but the fact remains that you don’t want anyone to know about your plans until the deal has been sealed.

Do – Wait Until Your New Position is Finalised to Say Anything

Wait until you have signed your new contract to mention anything to your colleagues, and remember – tell your boss first before anyone else. Finding out in the corridor or at the water cooler will make you seem duplicitous – not something you want your lasting reputation to be.

Finally

Working with a recruiter is the best way to take the stress out of your new job application. They will find and arrange your interviews at a time that suits you, will sort out your references and make the entire process seamless. If you need help upgrading your job search, get in contact with us today – we can help.

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

If you would like to download our latest interview checklist, you can do so here.

Be honest – is your current accounting role fulfilling all the expectations you had when you first started?

Next big question – how long have you been in your current role despite knowing that you could be doing better elsewhere?

Quite often, great accountancy employees tell us that they have wanted to change jobs for a while, but are hesitant due to several reasons.

Becoming comfortable in a position and company you are familiar with, fear of change and not wanting to “job hop” are among some of the reasons we hear from employees who are in two minds about leaving their current role.

While leaving any job can be stressful, it is only by progressing in your accountancy career that you will be able to reach your full potential.

It is no longer frowned upon to change your role or even your entire career direction at intervals in your working life like it once was. Forbes also states that the optimum time frame to change your job should be every three to five years at least.

So, how can you tell when it’s time to change your current accountancy role for pastures new? Here are the top five reasons to consider.

1. You Aren’t Challenged Anymore

Why did you get into accountancy? Because you love the responsibility of being in charge of accounts, you are adept at crunching numbers, or you like the thrill of saving time and money that no-one else has worked out yet?

None of us want a job that is so hard that they end up being stressed, but studies show that there is a happy medium. The longer we go on in jobs that fail to challenge us – the unhappier we become.

2. To Increase Your Sector Knowledge

You might be thinking, “I like my job, I’m paid well, and I get on with my colleagues – why would I leave?” However, from a career point of view – this isn’t the best approach to consider.

In accountancy, there are a plethora of career opportunities for you to take, and settling for a role that you have grown fond of is slashing your opportunity for personal and professional development.

Even if you are an expert in your specialism, there will be challenges that a new place of work can bring. Great Accountants know that there is always more to learn. Cloud technology and mobile-based accounting platforms have continued to dominate the innovative side of the sector, and with artificial intelligence still threatening some roles, it always pays to keep ahead of the game in an ever-changing market.

3. For a Better Company

If changing jobs isn’t on your agenda, it can be hard to admit that the company you have settled for just isn’t that great.

Your boss can be impossible; there is no camaraderie between your colleagues and the tasks are unrealistic.

You would be shocked at the number of candidates we speak to who report frankly unacceptable working conditions but put up with them because they have grown so accustomed to them they believe that it’s the norm.

If you have been considering a career move to a different company for a while, speak to an accountancy recruiter, who will be able to discuss with you your career options and where they think you can go with your career in terms of a new direction or a more rewarding salary.

4. Your Values Have Changed

If you have been in the same job for more than five years, there is a good chance that you are a different person to the one that accepted this particular job.

You will have been through changes in your personal life and will have learned new things about yourself and your sector. For instance, having children naturally makes people want to slow down and consider their work/life balance.

This change becomes even more apparent when employees have been at the same company and also in the same role for years and years. It seems almost unthinkable that it was once the norm to stay with one company for the entirety of your working life.

The world of workhas changed, and it is not just considered normal, but it is actively encouraged to change your company in line with your personal values.

5. A Better Offer

And finally, I’ve saved the best for last here – the number one reason to leave your job should always be for a better offer.

That can mean a better salary or compensation package, a more prestigious company, or a new area of workthat you have always wanted to be involved with.

If you imagine your accountancy career as a line graph, the line should be steadily going upwards. This doesn’t mean that it has to be accelerated at break-neck speed, but it should always be going in the same direction – upwards.

If your accountancy career has been on the same trajectory for more than five years, it really should be time to consider your options for the future.

Finally

If you need help with your accountancy job search, get in contact with a dedicated accountancy recruiter, who will be able to go through your options with you.

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

If you would like to download our latest interview checklist, you can do so here.

Accountancy can be incredibly rewarding, but as with many great jobs, there comes a set of specific difficulties. Going through a tough period at work, and wanting to leave and join a different firm are two different things – so, how do you spot the difference?

There is a big difference between dreaming of a new job and actively seeking out new opportunities. At this time of the year, many people’s minds start to wander to the ‘what-if’ situations.

If you have come back from your summer holiday and realised that something isn’t quite right in your role – this article is for you. A little time away from your company can sometimes give you the fresh perspective on your career that you need to ask the question – ‘have I got the mid-year blues, or it is time for a change?’

This article should help you find out which it is.

The Accountancy ‘Calender’ Isn’t Always Easy

Now, this is an understatement if we’ve ever heard one. Yes, accountancy can be incredibly tough – long hours, deadlines that seem impossible, and not to mention the hectic seasons dictated by the taxman.

Did you predict that accountancy was going to be tough when you decided on this as your career path? Think back – you probably did, but might not have realised the extent of the pressures.

It is natural in any sector to have peaks and troughs – times when you feel like you’ve got the best job in the world, and times when you don’t want to get up in the morning. The usual ebb and flow of any career is not something which should be making you write your resignation letter, but if you’ve felt unhappy in your accountancy role for quite a while now, it could be a sign you’re ready for something new.

January through to March is when an accountant’s work will seem never-ending, with the end of year tax deadlines looming and every client wanting a moment of your time.

This can make some people feel overwhelmed, while others thrive on it.

If you feel as though you’ve lost your passion for accountancy of late, is it simply the mid-year slump that has left you feeling deflated? If you’re someone who thrives on being busy, having quieter times such as the summer can be the last thing you want.

During quieter periods, however, there are steps you can take to make sure that you’re not getting bored in your role.

Ask your manager if there are any other tasks or projects that you can take on during the summer lull. They will be happy for the help, and you might learn a part of your firm’s processes that you weren’t aware of before – it could be the start of a learning curve for you.

It is important to remember that if your firm always gets quieter this time of year -it might be just a lull. Compare January to June during the times you’ve been in your current role to assess the typical trajectory of your workflow.

Where Do You Fit In?

Some people say that when you know a job isn’t working out – you just know.

As a recruiter, I witness accounting employees and candidates at all stages of their career journey and this experience has given me a good handle on some of the main reasons people feel unhappy, and finally decide to leave their current role.

Yes, sometimes it is about the salary and the compensation packages, but quite often – it is down to the company culture.

Working for an accountancy firm where you get on with and share the same values and interests with other staff members can be a joy. It some cases it can even make up for other less desirable elements of your job.

A recent workplace study found that 56% of employees valued a good company culture fit over salary.

Did you take this particular accounting job because of the high salary? If so, did you also carefully weigh up if you are a good fit within the culture of the firm?

Quite often, when employees start to feel disengaged and eventually unhappy at work, they think ‘why do I feel like this? I’ve worked hard to get to this salary level!’ without realising that their ‘perfect fit’ of a job is to do with far more than the salary that lands in their bank account each month.

Your mid-year blues could be a sign that you are working in a firm whose culture you don’t fit in with. Talking to a specialist recruiter can help you figure this out.

How Can a Recruiter Help?

Recruiters don’t just deal with placing candidates in roles (although, that is what we are famous for!). Every day, we deal with inquiries about roles, we are sought out for advice from both candidates and clients, meaning we have an in-depth knowledge of the deep-seated and variety of reasons people have for looking for a new job.

If your current accountancy role isn’t making you as engaged as it once was, call us today to discuss your options. We recruit for a variety of accountancy roles – we might have the role you’ve been searching for.

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

If you would like to download our latest interview checklist, you can do so here.

Are you preparing for an upcoming accountancy interview? Would you like to know the common questions that come up time and again?

When preparing for any interview, it helps to have some insider knowledge on what types of questions typically come up. Having in-depth recruitment knowledge at our disposal here at Clayton Recruitment based on over 30 years experience, we share the most common accountancy interview questions. Read on to find out which questions accountancy hiring managers are asking this year.

Why Do You Want to Work For THIS Company?

You have accountancy skills, that’s why you’re sitting in this interview, but hiring managers will often want more than this. They will want to know why you are more hungry for the job than any other candidate. Is the location where you want to be? Did you see something on their website that caught your eye? Was it the culture, potential career opportunities or the chance to work with a marketing leading product or service. Demonstrate that you’ve done your research on the company to nail this question.

Do You Know About These Accounting Standards?

Rehearse your basic accounting principles including real and nominal accounts, accounts payable and receivable, everyday business transactions and the difference between International Financial Reporting Standards (IFRS) and Generally Accepted Accounting Principles (GAAP).

When applying for a higher level role such as senior accountant, be prepared to talk in depth about how provide financial support to your current business ensuring sufficient understasnding of various financial issues that facilitates the achievement of business targets.

How Have You Managed Bad Debts?

This is a handy question for hiring managers to see not just how much experience you have, but your financial nouse. As an accountant, the blame often lies with you when the numbers don’t look good, even though the root of the problem might have come from a different department.

Have specific examples that you can share of when you have turned around a negative debt situation. Be able to describe what the situation was, what you did and the result you achieved for your company. Only by sharing these situations do you demonstrate the value you bring to a company who is lucky enough to have you on their team.

What Would You Do Differently?

All candidates are human, and hiring managers know this. There is often a worry from the candidate that they think the interviewer expects them to be superhuman – they don’t. This question is useful because it helps the candidate talk about how they approach and solve problems, without having to admit to previous mistakes.

When this or a similar question about problem-solving arises in the interview (because there will be one), remember to answer with a focus on the positive. You can say ‘while this was a problem at the time, this is how I solved it…’ or ‘if this problem arose again, I would approach it in this way…’.

Tell us About a Time When You Reduced Costs

As an accountant, you will be expected to be able to reduce outgoings at all costs. Give examples of when you have achieved this in previous roles, by sharing the details of the problems and the steps you took reduce expenditures.

Showing that you are continually looking to manage and reduce costs for a business will get the attention of a hiring manager’s good books and validate that you are responsible in your role as an accountant – looking after the health of the companies finances and not just keeping them in order.

Hiring managers are looking for pro-active candidates who understand how vitally important credit control is in today’s financial sector, not just someone with the right certificates.

Tell us About Your Hobbies and Interests

This might seem like an outdated question but now more than ever hiring managers are trying to create a company culture which aims to retain staff. This question is not necessarily about finding whether you are going to be a new member of the company squash club, but it seeks to find out what drives you and if you have a similar ethos to other employees. Be honest and talk about your passions outside of work – hiring managers want to see the real you, not a homogenised version.

Where Do You See Yourself In (X) Years?

This is a standard question but it applies now more than ever. There is a chronic skills shortage in specialised sectors such as accountancy and businesses are desperate to keep the best talent. If the truth is ‘I want to do it for a year to put on my CV’, you might want to modify this answer.

Make it clear that you want to grow with the company. Talk about the plans you have for the future that you can incorporate these into their business, sharing how you want to develop professionally and you see yourself doing that with this company.

Prepare your answers to these common questions and you will have all the main topic areas covered.

Remember, this isn’t an exhaustive list. If you work in the field of tax, audit, treasury or management accounting, be prepared to answer more in-depth questions on your subject area. Remember that interviews are not about being right or wrong, they are mostly about allowing the interviewer see the real you.

After all, if you get the job and you realise you aren’t the right fit, it will be costly for the company and yourself. Lastly, relax, and remember to smile!

About Clayton Recruitment

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

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Here’s a good question to reflect on: when was the last time you stepped outside of your comfort zone?

Comfort zones exist for a reason; they provide a sense of peace and safety, and the confidence that comes from knowing what to expect. As such, they do an excellent job of protecting us from danger, impulsive decision-making, and potential embarrassment. However, the flipside is that our comfort zones also protect us from growth.

Sometimes, a comfort zone is just a cleverly-disguised cage, holding you back from achieving your true potential. When you’re “comfortable” in a position, you stop striving for greatness, which means that you stay in the same place rather than moving forward. Although staying still can seem like a good thing at first, it can too often hold you back – especially when it comes to standing out in your career.

Here are five ways your comfort zone might be holding you back from achieving your professional ambitions.

You’re Not Reaching Your Goals

Everyone wants to feel comfortable in their jobs; we spend a large portion of our lives at work, so it’s crucial to feel satisfied with what you do. That’s why organisations invest so much time into company culture to attract and retain the right talent.

However, when you’re too comfortable in your position, you can begin to be swallowed by it. Eventually, you realise that you’re not making any progress towards your long-term goals, you’re just standing in place.

There’s a common idea among successful people that you’re either moving forward, or you’re letting your ambitions die. If you stay in the same place for too long, you may miss out on opportunities to explore new roles and challenges that improve your quality of life. For instance, if your accountancy career hasn’t got off on the right track, it’s up to you to set the necessary goals that will improve things.

You’re Not Networking

The easiest way to change up your work life and step out of your comfort zone is to look for ways to network and collaborate with others. Take advantage of opportunities to work on challenging projects with others on your team. Even if you discover that you don’t like the work, you’ll still be investing some time into networking, which can be crucial for your future.

Whether it’s done online or in person, networking can be challenging; talking to people we don’t know and advocating for ourselves are things most people would rather avoid, regardless of their qualifications or experience. However, expanding your professional network is an essential part of career development in today’s competitive job market.

Not only will regular updates on LinkedIn allow your network to keep up with the work that you’re doing, but it can also serve as an excellent tool for recruitment. You wouldn’t want to miss out on the next big step in your career, just because networking was outside of your comfort zone.

You’re Afraid of Change and Failure

Fear isn’t always a bad thing; it can sometimes keep us safe from dangerous experiences. However, fear of change in the modern workplace is often detrimental to career development. With the ever-changing landscape of the finance sector, if you’re unable to evolve with the times, you may find that your career is stuck in a rut.

Often, a fear of change in the professional world comes from the desire to avoid failure. We assume that if we stick to the things we know, we’ll be less likely to make mistakes. However, the best employees know that they need to take risks from time to time.

As with being afraid of change, being afraid to fail will keep you a prisoner in your comfort zone. Rather than going after the career you really want, you’ll only focus on what you know how to do. We shouldn’t be afraid to fail, however, because failures pave the way for improvement and growth.

You’re Not Developing New Skills

The only way to discover your potential in any career is to experiment. You only find out more about yourself when you take on new challenges and explore unique opportunities by pushing your limits. It’s also important to remember that you might be heading toward redundancy if you’re not proactive in developing your skill set and adapting to workplace changes.

Trying new things in the workplace improves your chances of thriving in your career. You’ll learn more about what you like and dislike about your role so that you can pursue positions that suit you better in the future. Plus, you show that you have an experimental side with new experiences to place on your CV, which improves your chances of standing out to a future employer.

Twenty years of employment as a relationship manager is excellent, but not if you haven’t gained anything from it. On a successful finance professional’s CV, you’ll see endless accomplishments that came from each of the roles they took on, no matter how long they stayed with a firm. A career is much more than just a profession; it’s a way to develop your knowledge and talents as an individual.

You’re Starting to Settle

Finally, if you stay in your comfort zone for long enough, then you might be conditioning yourself to settle. Even if you’re no longer happy in your role, you’ll tell yourself that it’s better to stay where you are than try something new.

However, this prevents you from pursuing a life where you’re delighted by your career. You may even reject opportunities to grow and explore new things because you’re afraid of the uncertainty the future holds.

The most successful people know that sometimes, to accomplish great things, you need to be willing to embrace change. You don’t have to be a risk taker, but you should be confident in yourself to know that if you do fail, you’ll learn from it and grow from it. It’s therefore critical to be confident in your abilities and know your worth.

Future employers want to see that you are willing to try something new as evidence that you’re motivated and passionate in your professional endeavours. Don’t let your fear of the unknown or of failure hold back your career; you alone have the power to transcend the boundaries of familiarity and comfort that you’ve established for yourself.

About Clayton Recruitment

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

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

I can’t emphasise enough how important cover letters are becoming when it comes to standing out in the career race.

They’re a golden opportunity to introduce yourself, highlight your most desirable skills, and create a good impression in your recruiter or hiring manager’s eye.

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

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

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

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

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

What To Include and What To Leave Out Of A Cover Letter

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

Mix it up and write different cover letters for different organisations. Personalisation is key and always gets noticed.

Your recruitment consultant can help you with this. For each job application, scour the job ad to look at the particular skills or competencies they’re seeking. Write your cover letter to tell them how your skills and experiences fit what they are looking for. Include why you want to work for their company too.

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

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

Use straightforward, clean language; you are a professional after all. Complex language can be a headache for the reader and confuses the message – i.e. why you’re the ideal person for the role.

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

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

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

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

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

Then, of course, make sure your recruitment consultant sees it too.

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

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

About Clayton Recruitment

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

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

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

Let’s be honest; we all at some point or another think we know how our significant other might respond in a given situation.

They will choose that off the pub menu, or they won’t be happy about x doing y, or they won’t want to take a flight on Monday, and the list goes on.

Often, we are correct because our years together have taught us how they generally react. We have taken the time to listen and understand them. They might be an oddball, and they are our oddball whom we have grown to love and adore; quirky habits and all.

Now let’s think about the workplace.

Ever been surprised by the reaction of a colleague in your team or department? I suspect so.

It’s probably because you haven’t taken the time to get to know them well and are making assumptions.

Now let’s take this one stage further and think about the interview process and how, on very little information, we make snap decisions.

It’s related to a phenomenon known as unconscious bias.

What is Unconscious Bias?

It’s a recognised phenomenon which is hitting the headlines more than ever as all organisations are becoming aware of the need to embrace diversity in their organisations.

Unconscious bias refers to a preference that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations.

Unconscious bias is influenced by our background, cultural environment, and personal experiences. We all have these biases and research has shown that they heavily influence how we evaluate people in the interview process and more often than not, put minority candidates at a disadvantage.

Let me explain.

Though you think tattoos are fine or nose studs are OK in other organisations, deep down when Jonathan appears across the table from you at the interview, there is something that doesn’t quite feel right.

Alternatively, maybe Amanda looks almost identical to Amy who didn’t work out earlier in the year and somehow your gut is saying; don’t make the same mistake again.

Then maybe Sean appears who looks exactly like your favourite brother and even supports MUFC as you do. During the interview, he fluffed a couple of questions though he looks like he will fit in with the rest of the guys in the team, so let’s say yes.

Common ways unconscious bias appears that you might also recognise is the halo effect.  The phrase was first coined by Edward Thorndike, a psychologist who used it in a study published in 1920 to describe the way that commanding officers rated their soldiers. So, if you assume that someone is nice, or friendly, you are highly likely to assume that they would also be clever, smart or good at their job: Beware, this is a huge assumption.

The horn effect is the opposite and is likely what is happening to Jonathan and his tattoos. This is where first impressions create an unconscious bias. If, for instance, a person is seen to be too loud, or too shy, it could also be assumed that they will not be smart or clever, or good at their job. Crazy I know, and it happens regularly.

Does any of this sound familiar?

I suspect it does because at some point all of us can be under the effect of unconscious bias in an interview situation.

Why It’s A Good Idea To Minimise Bias

Bias creates the ‘same old same old’, which stifles growth. Research by McKinsey over the last three years has confirmed that a diverse workplace is more effective, and diverse organisations perform better.

One further report by McKinsey called Delivering Through Diversity showed that gender diversity in management positions increases profitability even more than previously thought. In the firm’s previous analysis, companies in the top 25th percentile for gender diversity on their executive teams were 15% more likely to experience above-average profits. The latest data showed that the likelihood has grown to 21%.

Companies with a more culturally and ethnically diverse executive team were 33% more likely to see better-than-average profits.

So, how can you start to remove bias in your interview process?

Set Tasks

If you know that the role requires a specific set of tasks to be completed, include this in the interview process. The halo effect can often result in wasted time when people join your company who can’t do the job. Maybe if you asked Jonathan and Sean to complete the same task and assessed them based on this, Jonathan could turn out to be an amazing find.

Plan Out Your Interview and Questions And Stick To IT

If you are hiring for a specific commercial role, decide on the questions you will ask and who will ask them.

Ensure everyone is asked the same questions by the same person and score answers too. You will be surprised how this starts to standardise the process and remove bias.

Then finally…

Have At Least Two Interviewers

More if you can. Human beings are all different and view things differently. Ideally, interview with someone who is opposite to you; I know that is a stretch but well worth it.

Ensuring that at least two people conduct each interview will help to get a more rounded picture of the candidate.

Unconscious bias as the name implies is just that, outside of our awareness. So reading this post is an excellent first step.

At the end of the day consider how someone will help your business not just where they come from or their friendly demeanour.

About Clayton Recruitment

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

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

The month of March is all about leadership with International Women’s Day at the start of the month and World Leadership Day at the end.

Why the big focus on leadership?

Being a great leader will determine how successful your organisation is and becomes as you move forward.

You don’t need to be a wildly dynamic, charismatic, gung-ho person to be an exceptional leader. If you have quieter people on your team, that approach may well be counter-productive.

What you do need is a considered, communicative and natural approach: one which will send the message to your team that though you have a job to do you’re on their side and working together is about everybody winning.

So, what are some of the traits of great leaders? We explore what they are in this week’s post.

Set Big Goals

The best leaders know how to set goals in a way that makes everyone feel involved.

When discussing team goals, bring everyone together and paint a picture of success – one which they can see themselves contributing to and can get excited about getting involved and doing their part.

Use examples and case studies of other teams or companies who have achieved greatness; it doesn’t have to be within your specific market. This will demonstrate that goals can be achieved in business and by their organisation too.

Make sure you relate the goal to their part in delivering results. For instance, if someone has to organise and develop a new CRM system, understanding that this makes the sales team more productive which equals more sales, will connect the dots for team members as they understand how critical their role is in delivering a team goal.

They Remove Ego From The Equation

Remove ego from the equation. As a manager of a team of you will need to lead, motivate, and direct your team.

Remember, your role as a leader is not to show your brilliance, but to support and encourage theirs.

This is the case across all departments, whether you’re leading a team of customer service advisors, salespeople, or finance administrators. If you’re not an expert in every aspect of your team’s work, be upfront about that, explaining that your role is to facilitate their success rather than be able to do their job as well as they do.

Listen Like Never Before

Listen as you’ve never listened before. This is the most powerful skill you can have as a leader, and the best leaders listen more than they talk.

Effective listening not only alerts you to possible opportunities and issues you might have missed, but it also makes your team members feel like their voices are heard and valued. There is no better building block to a high performing team than good communication.

Understand Your Team

Bring the team together. Extroverts will need no encouragement, but introverted employees will often display a preference to work alone, which can stifle collaboration and morale within the team if it’s allowed to progress too far.

Be understanding and accepting of natural work-style preferences, but also be sure to bring the team together regularly for meetings and collaborative efforts, or you might find you are working with a set of individuals rather than a team.

Be Authentic

Be your authentic self. Showing your vulnerabilities, admitting mistakes and talking about life outside work may seem like admitting weakness, but authenticity is a quality that draws a team together and builds mutual trust. In a team with an authentic leader, mistakes are admitted rather than hidden, and the team are loyal to the leader. Showing your human side is a powerful leadership quality.

Praise and Give Feedback

As a specialist recruitment company, it’s fascinating how often candidates state that their reason for wanting to leave their current employer is that they didn’t feel valued or recognised for their contribution.

Saying thank you is powerful. I know people have a role and expectations; however, a ”thank you, I appreciate what you have done this week for us”, can make all the difference.

All employees need feedback on how they are doing and where and what they need to do to improve.

All your team will have performance objectives at some level that feed into the companies’ overall goals, and feedback on objectives needs to happen consistently.

A more formal six-month review is what many companies implement. However more regular ‘catch-ups’ can help your team improve much faster and stops any veering off track too.

Be Transparent Whenever Possible

Bring your team in on the big issues. Nothing consolidates a team more than a challenge – if issues are discussed with transparency and a solution-focused mindset. Bring the team together to honestly discuss issues, ask for their opinions, and always keep an upbeat attitude that a solution will be reached.

The alternative is to hide problems, which everyone senses on some level, causing a wedge of distrust to form between your team and you.

People aren’t born great leaders; it’s something you learn over time. If you can incorporate these steps into your leadership style, you will be well on the way to becoming the standout leader you want to be.

About Clayton Recruitment

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

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

Whether you love spending your free time on social media or use a few sites to stay connected, the way you present yourself online can help or harm your job opportunities.

Used correctly, social media is an excellent platform for job seekers to share their accomplishments, highlight their strengths, personable style and more. However, a mistake regarding attitude or content can easily harm your chances of getting a great new commercial role.

Commercial recruitment companies and employers frequently use the internet to find information about possible employees and their suitability for a vacancy.

Put Your Best Foot Forward

On any social media network, show that you’re ready to excel in your career. On LinkedIn, highlight the recent training you got in the sector.

When you’re on Facebook or Instagram comment professionally on the latest news updates for the industry, even if you’re just interacting with friends, ask yourself whether what you post would make someone want to employ you.

Countless employers and recruitment teams use social media to get their first look at a candidate today. They will be looking for evidence that you know how to conduct yourself in a social setting. If your social media profile shows you in the right light, you’re more likely to get an interview in the first place.

What Would Your Mum Say!

An easy, quick win on social are the images you share on your profile and your profile banner. Though we all like a bit of fun, think about the impact of a photograph on a potential employer who might be visualizing how you will fit in their company.

A drunken image of you on a ski slope doesn’t put you across in the best light. However, a picture of you with your family sends an entirely different message.

Follow the Right People And Stay Active

As social media becomes a more active part of the hiring process, it pays to make sure that you’re following the right people. Following leaders in the industry will show that you’re passionate about your sector and eager to learn and develop.

A successful social media presence doesn’t mean hiding all your posts, so employers can’t see them. Many recruiters using social media will actively avoid candidates without an active social presence, as it can look as though they have something to hide. The key to success is auditing your online ‘image’ and making sure you make the right impression wherever you are.

Think of your social profiles as an extension of the CV and cover letters you use to apply for a job. All of these things are a part of the professional brand you build for yourself in today’s digital age.

Think Before You Post or Comment

Once you’ve started following the right people on social media, you’ll need to make sure that you’re thinking twice about both what you post and what you comment on.

Remember that your followers can potentially see what you say on other people’s content, as well as what you post on your newsfeed.

Though it’s not deemed correct in today ’s society to judge; people do, so be aware.

For example, if you got some great feedback at your current workplace, share that on your social media feed. Comment on something you learned about business or your specific sector or discuss your plans to develop your skills in certain areas. Other things to share include:

• Your work in volunteering or mentoring programmes.
• Recently updated qualifications or skills.
• ….. or what about the fact that you have had a fantastic day helping a client

Avoid Negativity

It’s common to use social media as a platform for venting negative thoughts and feelings and utilising the ability to hide behind your keyboard; please don’t.

Complaining about your boss is something that you need to do offline, as online it makes you appear like an immature mood hoover who won’t fit into their team

Be careful posting comments about your job in general, as your words may suggest that you have a bad attitude. Even complaining about things outside of work can be a mistake. Too much negativity online may make employers question the kind of influence you’re going to have on your team when you join their company.

About Clayton Recruitment

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

With specialist divisions covering Commercial, Financial, Industrial, and Engineering appointments, on both a permanent and temporary basis. If you are looking for your next career move, we can help. Call us on 01772 259 121 or email us here.

If you would like to download our latest interview checklist, you can do so here.

A new job brings with it new challenges and the opportunity to make a positive change. But what if you’re on the fence about leaving your current role? Deciding whether to stay in a job or to leave is a complex process. For many, there is a whole range of considerations to make, from skills and experience to job security and family commitments.

There’s no one-size-fits-all approach, the choice has to be an individual one that suits you. That’s why we’ve put together this blog to walk you through important considerations and hopefully to make the decision a little easier for you.

Weigh up your options

If the possibility of leaving your position is on your mind, it’s useful to start by weighing up your options. The first step is to consider your job role and the business generally, and look at all of the positives, followed by all of the negatives. Does it meet your career ambitions, are you achieving your own goals of where you’d like to be now or in the future? When you compare the two lists side by side, does one significantly outweigh the other or is there not much in it?

The next step is to think about your skills and experience: what value can you add? Hands-on experience is a real asset to any company, so look for opportunities where your work experience matches up with demand. The Edge Foundation has published research on the skills shortage in the UK and according to its findings, ‘employers are looking for individuals with work experience…above the paper qualifications that are often only used to sift.’ Paper qualifications do matter, but practical skills such as the ability to handle a situation confidently and think on your feet are usually much more useful to an employer. The trick is to research what’s out there, trends that are affecting your industry, and how your skill set could fit with the kind of roles that are available.

Don’t forget about skills that aren’t strictly related to the work either. Having managerial experience, another language, or knowledge of a particular sector can all be valuable to a potential employer, so make sure you highlight these aspects too. Many job seekers also find it beneficial to have a chat with a recruitment consultant as well as doing their own research.

Approaching the end of the year; time for a change?

If the thought of finding a new job is playing on your mind, the start of a new year is the ideal time to make a change. According to HR Magazine, January is the most likely time for employees to start a new job, with nearly a fifth of people (18%) saying that it’s the most popular time to move. If you’re making plans for the future of your career, a new year and a fresh start can give you the impetus to bring the plan into action.

Important considerations

When weighing up whether to leave your job or to stay, there are considerations to make that will impact your decision. One of the most common factors that crop up for working professionals is the issue of job stability. And while uncertainty can be exciting for some, many people find that the stability of their job is not something they want to risk. This can be a deciding factor on whether to stick with a company or to leave. If you feel that your position would be more secure elsewhere, it may make sense in the long term to make a change now.

The big issues like stability are important, although a range of smaller issues can add up to influence your decision. Some of the most important considerations when deciding to stay or go are around ‘push’ and ‘pull’ factors.

Push factors are exactly as they sound – things that make you want to look elsewhere. They might include:

• Doesn’t meet with your career ambitions and goals.
• Work life balance – are you able to achieve your life goals?
• Feeling that the work isn’t suited to you, that you are not challenged by it, or that the workload is simply too much or too little.
• Disagreeing with the overall direction of the business.
• Is the company growing, or does it feel like it’s staid?
• The general company culture doesn’t fit with your values.

Pull factors are things that draw you to a particular job role or company. These might include:

• Career prospects – is there room for promotion within the business?
• Do they encourage people to learn and develop their skills and experience?
• Location – would a move mean a shorter commute, for example?
• Salary – money can be a powerful motivator and a higher salary can be an attractive pull for many people.
• Benefits – the right benefits package that appeals to you can be very appealing and can give an indication as to how the company treats their staff.
• Will a move to the new company help fulfil your own career plan?

How a recruitment agency can help you decide

A recruitment consultant can assist job seekers in a number of ways:

• Overview of the market: consultants are in constant communication with businesses of all shapes and sizes in a range of industries. They are well versed in what the market looks like currently. Chatting with a consultant will give you a good idea of what’s out there and what real employers are looking for.
• A fresh perspective: having knowledge of what businesses are looking for can help you, as consultants can encourage you to emphasise skills that you might not have known were sought after. They can also suggest roles that you may have otherwise overlooked, giving you a better chance of finding the ideal job role.
• Feedback and insight: any recruiter worth their salt will have developed good relationships with their clients over time. They can ask employers for feedback, which candidates can sometimes feel shy or awkward about asking for. This gives you useful insight into how you can improve your interview performance next time.

Decision time

When you’ve weighed up your options, thought about whether the timing is right and considered all of the various push and pull factors, it’s time to make a decision. Your recruitment consultant will listen to your goals, offer advice, make suggestions, and match your skills to available opportunities, or search for opportunities that better suit your career goals, now and in the future, with employers that you want to work for. Ultimately, however, they cannot decide which job is right for you – only you can make the decision to stay in or leave a job.

So if you’re feeling a little unsure about what to do, perhaps increasing your awareness of what’s out there will help you decide. Our recruitment consultants would be happy to talk through your options – why not give us a call? We’re on 01772 259 121 and would be pleased to hear from you, alternatively you can look at our vacancies online.

You may also find our last blog: How to tell whether your job is going well or not, useful in helping you evaluate what you’d like to do.