When things are going well in your job it’s a great feeling. Work that interests you and which you find enjoyable doesn’t just make the week go by quicker, it leaves you feeling fulfilled and that you are making a difference.

But what happens if things aren’t going quite so well? What tell-tale signs should you look out for, and how can you tell whether seeking employment elsewhere would be beneficial? With 24% of British workers feeling that their workplace culture is not supportive, being able to recognise whether your job is going well or if elements of it, such as culture, could be improved is important. That’s why we’ve put together this guide to help you determine how well your job is going – and what you can do to make a positive difference.

When things aren’t quite going right in your position

In life and at work things sometimes go wrong. Perhaps you applied for a promotion that you didn’t get or maybe you made an honest mistake in your work. Whatever the reason, when things don’t quite go right, it can be very off-putting. It can leave you feeling distracted, worried about your position, and this can often lead to underperformance, creating a vicious circle.

The most important thing is being able to recognise when you can make improvements and when things are beyond your control. For example, asking your senior team or even HR for feedback might explain what you could do differently next time to secure the promotion. Or maybe you’ll discover that the budget for the new position was unexpectedly withdrawn, which isn’t something you can help. Positive action will give you a clearer answer than worrying about a situation will, and will save you the sleepless nights too!

How do you know if you should stay in your position or leave?

Being positive and taking proactive steps are important. However, if you feel that things aren’t quite right it’s still important that you consider whether you should stay with or leave the business.

If you’ve asked yourself what changes you can make for the better, acted on those changes, and things still aren’t working out, the next step is to speak to your manager. Can they provide extra support? If things don’t improve, or if help is not forthcoming then it could be a sign that it’s time to consider a new position.

What are the warning signs for when things are not going well?

Determining whether your job is going well or not can be tough, although there are signs to watch out for which will help you decide.

Internal factors: Low motivation is a clue that your job is not fulfilling you. If you fear the thought of working with colleagues or seeing your boss then it’s also a sign that things could be better. Spending time wishing for the weekend or dreading Monday morning are also indicators that the job is not going as well as it could.

External factors: Key things to watch out for which suggest that your job is not going well are missing targets, being invited to performance reviews by management, and not being asked to perform certain tasks. Ask for feedback wherever you can as this will equip you with information which you can act on and try to change things for a more positive outcome. If the feedback is vague, very negative or you don’t receive any, then it could be an indication that the job isn’t playing to your strengths.

What is your workload like: too much or not enough?

Your workload has a big impact on your success in a position. While being busy can be very motivating, having too much to do can be detrimental. Figures from the Health and Safety Executive indicate that 526,000 workers suffered from work-related stress, anxiety and depression during 2016-17. Earlier reports suggest that 44% of all work-related stress was caused by the individual’s workload. If you find yourself in a similar situation, then a discussion with your manager could result in something more achievable.

On the other hand, maybe you feel that you don’t have enough to do. If you’re unmotivated or under stimulated by your work, it could mean that the position isn’t quite right.

It’s about achieving a balanced workload that will challenge you without leaving you burnt out.

Is the company culture right for you?

The culture of a company influences not only your work but also how much you enjoy working in your job role. If the culture doesn’t appeal to you, then it can be a major factor in prompting you to leave. Research published by Deloitte found that 87% of companies believe that culture is important and are working to improve it. While that’s an encouraging thought, it doesn’t necessarily mean that your employer’s culture fits with you. In fact, as little as 13% of the global workforce is ‘highly engaged’. If you feel that there’s still work to be done on your employer’s company culture, or if you don’t feel engaged by it, this will impact on how you feel about your job and your performance in the end.

Do the firm’s values marry with your own?

The values of a business often link closely with its culture. If the values don’t match up with your own then you might find that things don’t go smoothly in your job. Company values often influence the everyday things about a workplace, such as how colleagues interact with each other. They also have an impact on much broader issues, covering everything from the company’s social responsibility to their environmental policy, it’s gender pay gap reporting to flexible working.

If any of these values differ to yours, the impact is likely to affect how you feel about your position. For example, Deloitte and Timewise carried out research which found that 30% of flexible workers felt less important than their colleagues. Whatever your company’s values, if they jar with your own personal values it can make your experience of a job very unenjoyable increase your chances of looking for a new position.

Feeling happy with your decision

Whether you decide to stay in your current job role or to move on, the most important thing is that it’s the right decision for you. Taking the above into account will help you establish whether or not you should stay and try to make improvements or to jump ship.

We’ve worked with professionals for decades to help them get the best out of their careers – whether that means staying or leaving a job. So, if you’re feeling unsure about the best course of action, then speak to one of our team on 01772 259 121 – we’d be happy to help.

If you are thinking of moving jobs, then you may like to read our blog: How can you tell if a job is right for you.

You can also register your CV online, and why not have a browse through some of our existing vacancies.

The first 30 days are critical to any job. There’s a lot to take in, new names to remember and you’re still finding your feet and getting settled. On top of all of that, you’re keen to make a good impression, demonstrate your worth and integrate with colleagues. Not much to do then!

We’ve put together the essential tips to help professionals make it through their first thirty days. Follow our guide and you’ll not only survive the first month, you’ll be set up to thrive for a long time to come.

What to do in your first thirty days

The start of a new job is your chance to demonstrate to your new employer what a valuable asset you are. According to Forbes’ research, ‘professionalism’ is the number one trait that employers value. So how can you balance a high degree of professionalism with being focused, positive and enthusiastic?

There are three stages to bring all of these elements together:

1. Your first day: The most important thing you can do on your first day is to be on time. Lateness is unprofessional and gives the impression of a lack of care. Be friendly and open when introduced to colleagues, but don’t overshare or be tempted to speak negatively about your former employer.
2. Your first week: Show enthusiasm when delegated work and don’t be afraid to ask questions if there’s something that you don’t understand. Continue to meet with management and directors. Show an interest in what your new employer tells you about the department, the business and its vision. If relevant, relate this to your own experience, as it may well help the company.
3. Your first month: A new role, a new business and new colleagues all take a little adjustment. Be sure to attend one-to-one meetings arranged by your manager, and if these are not forthcoming then you can request them. Be open to feedback and give feedback in a thoughtful, constructive way. Make your development goals known and work on a development plan with your manager.

Being proactive will put you in the driving seat of your new career and will help you feel more settled and secure. It’ll leave a good impression on your new employer too!

How to make a good impression in your new job

Making a good impression at the start of your new job sets you up for success. It’s about demonstrating your value. You want to reinforce in your employer’s mind that they were right to hire you. The ability to work in a team shows that you’re interested in the collective success of colleagues and the company. Listening, enthusiasm and a willingness to get stuck in show that you’re a good fit while showing off your skills.

When meeting management, be open to what they are saying, especially if they are communicating their vision of what the business or department is working towards. Show an interest and bring your experience to bear: even if you’re not in a leadership position, your experience is valuable and if you have skills or knowledge that will help the organisation achieve what they want, share it. This will impress leaders and demonstrate your skills and commitment.

Making sense of the company culture

Getting to grips with a new job is one thing, making sense of the culture of a business is another. There are several simple things you can do to help you get familiar with your new workplace.

• Make use of your mentor – If you’ve been partnered with a mentor, they can prove invaluable in helping you understand the business. If you have questions about how things work, potential office politics, or anything that’s not necessarily related to the work but the everyday ticking over of the place, your mentor will be able to give you the inside view.
• Attend orientation, meetings and introductions – This will give you a good overview of the company and how it works. Meeting key players and observing them in action will give you a good idea of the leadership style and how this influences the business.
• Pay attention to feedback – Whether feedback is delivered as an everyday drip-feed or in more formal one-to-ones, it gives you a good idea as to the culture. Keep your ears open to what’s being said and learn to understand what is expected of you – being told what to adjust and how to make it better, helps you understand the company’s values in a tangible way.

How to integrate with co-workers

It’s likely that you spend more time with your colleagues than anyone else. So it makes sense to have good relationships with those you work with, even if you aren’t best friends. In order to integrate with colleagues in the first thirty days of your new job, there are a few steps you can take.

On your first day, be friendly and open. A smile and a firm handshake convey trust and create a good first impression. Take time to introduce yourself to your mentor and make sure that you go to lunch! Chatting with people away from your desks is much more likely to see you get along on a personal level which helps to enhance working relationships. Just beware of oversharing and don’t be tempted to talk negatively about your former employer: you’ll quickly destroy trust and be viewed as a gossip.

Over the coming weeks is when you can start to build and solidify working relationships. If your manager hasn’t arranged it, ask to be introduced to the department head. Being aware of who’s who will help you understand your work and build positive relations. If you’re invited to events or networking make sure to go along. Avoiding these kinds of situations gives the impression that you’re not a team player and can damage relations with colleagues.

Hit the ground running

Joining a new business can be a challenging process. But by going through things in a logical and proactive way, you can make the best of your first month. Ensure you tie up your own goals with the goals of the business, demonstrate your value and your boss will be thrilled with their new hire.

Our guide on ‘How to excel in your first 30 days‘ will give you more hints and tips on settling into your new role – download your complimentary copy or contact us on 01772 259 121. We’ve decades of experience working with professionals from a range of industries to place them in their ideal careers and we’d be happy to help with whatever challenges you’re facing.

And if you found this blog interesting please take a look at our other blog on ‘How to onboard yourself into a new job’. You can also register your CV with us online.

It’s perfectly natural to feel nervous and slightly uneasy in an interview, after all, it’s an important process and one that could shape your career prospects for years to come. Getting a job, as we all know, can change lives – particularly if it’s one you’re desperately keen to get – so it’s hardly surprising that for many people, interviewing can be highly stressful.

However, it helps to get inside the head of an interviewer and put yourself in their shoes. If you were hiring for your own company, what traits and skills would you look for?

Are they who they say they are?

This may sound obvious, but you’d be blown away by the number of people who openly lie on their CV. It’s easy to make yourself sound employable on your application if you just lie and any experienced hirer will likely want to run through your CV to clarify that you are who you say you are and that you’ve done what you’ve said you’ve done. They’ll probably want to throw a few open ended questions at you to allow you to talk through your CV in your own time and – as long as you are telling the truth – this should come naturally. It’s important to remember to consider how your past experiences can help you carry out the role. So rather than simply stating what you did, try and use examples and make a link with what you’ve done in your past and how it could help you in the position you’re applying for.

Cultural fit

One of the hardest things for an interviewer to gauge is whether the person sitting opposite them will fit into their current line-up. There are two distinct schools of thought. Some people like building teams with ‘disruptive’ characters who can challenge the status quo and create results and innovation by being different. Others recognise the value of employing people who can get on with their current employees and won’t upset the apple cart. Unfortunately, there’s no golden solution to this and if the employer doesn’t think you’ll work at their company for whatever reason, they’re unlikely to take you on. Your best bet is to be yourself. Your true personality will reveal itself further down the line and putting on a persona only raises the risk of you not actually being well suited to the organisation.

Are you up to the job?

Finally – and perhaps most obviously – the interviewer will want to know whether you’ve actually got the skills to do the job. This is where pinning examples to things you’ve done in your past really becomes valuable. If you can actually highlight times when you’ve made a difference to your former employer it saves them the task of linking your skills with the job specification and working out whether you’re cut out for the role. Others will do it in their interview and if a hiring manager has an obvious fit for a role, they’re hardly likely to think about other candidates quite so much. It also doesn’t come down to what you just say. If the role involves a lot of interaction with senior partners or associates then you’ll want to consider your speech patterns and ways of communicating. In addition, you should consider any obvious reasons why the company wouldn’t hire you and don’t let the interviewer jump to their own conclusions (which they will). If your CV shows signs of job hopping, for example, then provide reasons for why you’ve done so ahead of being asked.

For other tips, check out our career advice pages 

You’ve crafted a great CV, made a stellar application, and you’ve been selected for interview. Congratulations! You can rest assured that your personal brand is working well if you’ve made it this far. However, don’t be complacent. According to experts, only 2% of job seekers will be offered an interview. And just because your personal brand looks great on paper, don’t fall into the trap of thinking that an interview guarantees success. The work to secure your ideal role is only just beginning.

Acing an interview is not about being a business or an industry genius, it’s about the small practical things you can do that will give you the best chance at success. View the interview as an opportunity to enhance your personal brand further – our interview checklist will help you prepare for the challenge and to secure the best outcome.

Here’s a brief overview of what you need to know.

Practicalities

First of all, arrange time off with your current employer. Don’t just go AWOL on the day, as you want to retain good relations with the company that is currently paying your wages. Gather all of the relevant information from the recruiter – the who, what, when, where and format of the interview. Allow plenty of time to reach the destination and factor in time to find a parking space – don’t let traffic woes stress you out ahead of the important meeting with those you’re trying to impress.

First impressions count for a lot, so make sure you are dressed appropriately for the work environment you’re hoping to join. Even if you’re entering a creative field, anything too ‘out there’ is unlikely to be appreciated. Be smart – iron your clothes, clean your shoes and make sure your hair is freshly washed. Smile, and shake the interviewer’s hand firmly to portray a confident, relaxed demeanour.

Research, research, research. The best way to ensure interview success is to be clear what the job involves, and what is being asked of the candidate. If it’s a multi-stage interview process, ensure you have plenty of examples to showcase your skills as repeating the same anecdote will risk you sounding like a one-trick pony. Demonstrating that you have a wide range of skills and experience is much more impressive to company bosses and HR personnel. They want to see that you can cope with a range of everyday demands and situations.

The interview

There are plenty of steps you can take to enhance your interview success. If you have a phone interview speak slowly and clearly. You may well be on a speaker phone in a meeting room – not favourable acoustics at the best of times – and you want to make sure that everyone in the room hears you properly. A phone interview may be the first time you speak to a potential employer – put across what you need to well, and it won’t be the last.

Whatever interview stage you’re at, bear these tips in mind:

• Hone in on your skills and have the job spec in front of you – or at least review it before your interview. Relate your past experience to what the new company is looking for.
• Be specific when talking about your experience. The STAR method helps you to answer questions fully while staying focused. It stands for Situation, Task, Action, Result. Explain the situation you were faced with, the task that needed to be done, what action you took, and the end result.
• Asking about development opportunities is fine, as this shows that you want to stick around, but do not ask about salary or benefits!
• Your reasons for leaving may be a question the interviewer asks, so have a professional answer prepared. It’s OK to be honest but do frame it in a positive light – saying that the business was moving in a different direction to where you wanted to go, or that you feel you’ve achieved all that you can in the role will be sufficient.
• Don’t talk down your current employer. Following the previous point, this is absolutely vital. Any unprofessional or personal comments will not win you brownie points with the interviewer.
• Ask the interviewer questions, for example: how they plan to grow, or where the leadership want to develop key business areas. It’s important you show an interest in the employer you may work for.

Popular interview questions still revolve around the topics of: teamwork, sales ability, planning and organisational skills, customer focus, initiative, and motivation/drive for results. Prepare for questions you may be asked ahead of time. Just make sure that you answer the question you’re asked on the day, and you’re not just shoehorning what you want to say into the conversation. Consider these interview questions and how you might answer them. We’ve put some tips and tricks to give you a head start:

1. Tell me about one of the toughest groups you’ve had to work with. What made it difficult? – What did you do?

Talk about why the group was tough, without talking down other people. Was there a deadline, or a mix of abilities and experience in the group, for instance? Focus on your actions, not other people’s.

2. Tell me a situation in which you were able to turn around a negative customer? – What was the issue? – How did you accomplish the turnaround?

Again, don’t vent about the customer. Explain how they came to be upset. Demonstrate that you took positive actions, like listening and being patient, to resolve the situation.

3. Give me an example of when a mistake you made provided you with a learning experience?

This isn’t a trick question – we all make mistakes, so don’t say you haven’t! Focus on how your rectifying the mistake resulted in a better way of working for you, the team or the business.

Celebrations and learnings

So, you excelled at the interview and have been offered a position – great news! However, if you didn’t receive an offer this time, don’t panic! You can still take a lot away from the experience. Ask the interviewer or your recruitment consultant for feedback – understanding areas where your interview performance could have been better gives you insight into what you need to change next time.

Our interview checklist for candidates is full of practical tips and information to help you make the best of an interview. From preparation to the big day, it has everything to help you land your dream job. Visit our website or call 01772 259 121 to request your free copy.

And if you enjoyed this blog, you may also like to read our blog on ‘What is your interviewer actually thinking?’. Don’t forget to have a look at our recent job vacancies too.

Over the past few months we’ve been giving our advice on all things recruitment, how to nail any assesment methods, how to master the interview and even how to deal with the first 3 months at your new company. But one thing we haven’t covered yet is what information you should actually leave off your CV. Here are our top tips.

You should always keep in mind that you’ve got limited space to work with and any CV longer than two pages is probably too much, unless you’ve had a really extensive career. This means there’s no space to keep in anything that doesn’t directly improve your chances of securing the role that you’re applying for. For example, everyone knows that a candidate’s references are available on request, so you don’t need to say it and take up valuable space. The same applies with putting ‘salary negotiable’. Unless you’re applying for a remarkably unique role almost every position will have a negotiable salary so you’re just wasting space which could be taken up with information that aids your application.

Along similar lines, it also makes sense to leave something to talk about when you actually meet the company so don’t include too much detail about your personal life. The interview should be your chance to elaborate on your CV and to show a bit more of your personality so unless you’ve climbed Everest or crossed the Atlantic on your own, it’s probably a good idea to leave out that you enjoy ‘swimming, reading and socialising.’

Ultimately, you should leave out generalist information and tailor your CV for every single role you apply for so it mirrors what the company is looking for and touches on the skills mentioned in the job description. A sure-fire way to get your application binned is to send an application that you’ve used for numerous jobs. Remember, we do this every single day and it’s easy to spot a CV that hasn’t been edited for a specific role.

You should also try to avoid clichés wherever possible. Almost every CV contains some combination of phrases like ‘hard working and a people person’ or ‘possesses strong communication skills’ and unless you can actually back the points up with examples, they’re essentially meaningless. Recruiters see these phrases on numerous applications every day and as a result don’t necessarily respond to them unless the applicant can produce evidence of times they’ve shown these skills.

This also means that you can’t afford to even suggest that you’re only making a speculative application or that you’re not entirely confident about your ability to do the role in question. As we’ve just touched on, firms want to see a tailored CV that shows you’re a great fit for the job in question and if they don’t receive that, they’re not likely to continue with the application. Businesses want talent that stays with them for as long as possible and they’re not going to go ahead with a potentially expensive application and assessment process if they don’t think you’re completely right for the role. This is particularly true when you consider that the cost of replacing a departing employee is generally around 1.5 times their salary, so if you’ve even hinted that you’re not quite right for the role on your CV or are unsure where you want your career to go, it’s unlikely your application will go much further.

What information do you think jobseekers should leave off their CVs? Leave your thoughts on this topic below.

Next up, the interview stage. Read our blog for some tips on Nailing you interview here.

Want further tips/advice or a good read about the Recruitment world? Visit our News & Insights page for more.

Or, if you want to speak to one on our experts, call us on 01772 259121.

Over the past few months, we’ve given a considerable amount
of advice on how to write a CV that will make a hiring manager sit up and take
note and how to nail a job interview amongst various other things. However,
we’re regularly asked what a job interviewer is actually looking for and what
they’re thinking when they meet a candidate.

It’s perfectly natural to feel nervous and slightly uneasy
in an interview, after all, it’s an important process and one that could shape
your career prospects for years to come. Getting a job, as we all know, can
change lives – particularly if it’s one you’re desperately keen to get – so
it’s hardly surprising that for many people, interviewing can be highly
stressful.

However, it helps to get inside the head of an interviewer
and put yourself in their shoes. If you were hiring for your own company, what
traits and skills would you be looking for?

Are they who they say
they are?

This may sound obvious, but you’d be blown away by the
number of people who openly lie on their CV. It’s easy to make yourself sound
employable on your application if you just lie and any experienced hirer will
likely want to run through your CV to clarify that you are who you say you are
and that you’ve done what you’ve said you’ve done. They’ll probably want to
throw a few open ended questions at you to allow you to talk through your CV in
your own time and – as long as you are telling the truth – this should come
naturally. It’s important to remember to consider how your past experiences can
help you carry out the role. So rather than simply stating what you did, try
and use examples and make a link with what you’ve done in your past and how it
could help you in the position you’re applying for.

Cultural fit

One of the hardest things for an interviewer to gauge is
whether the person sitting opposite them will fit into their current line-up.
There are two distinct schools of thought. Some people like building teams with
‘disruptive’ characters who can challenge the status quo and create results and
innovation by being different. Others recognise the value of employing people
who can get on with their current employees and won’t upset the apple cart.
Unfortunately, there’s no golden solution to this and if the employer doesn’t
think you’ll work at their company for whatever reason, they’re unlikely to
take you on. Your best bet is to be yourself. Your true personality will reveal
itself further down the line and putting on a persona only raises the risk of
you not actually being well suited to the organisation.

Are you up to the
job?

Finally – and perhaps most obviously – the interviewer will
want to know whether you’ve actually got the skills to do the job. This is
where pinning examples to things you’ve done in your past really becomes
valuable. If you can actually highlight times when you’ve made a difference to
your former employer it saves them the task of linking your skills with the job
specification and working out whether you’re cut out for the role. Others will
do it in their interview and if a hiring manager has an obvious fit for a role,
they’re hardly likely to think about other candidates quite so much. It also
doesn’t come down to what you just say. If the role involves a lot of
interaction with senior partners or associates then you’ll want to consider
your speech patterns and ways of communicating. In addition, you should
consider any obvious reasons why the company wouldn’t hire you and don’t let the interviewer jump to their own
conclusions (which they will). If your CV shows signs of job hopping, for
example, then provide reasons for why you’ve done so ahead of being asked.

For more insights from the team visit our blog or get in touch with the team for more career tips and tricks. 

While few companies have hiring processes as challenging as the likes of Google and Apple, far more businesses are introducing additional assessment measures into their recruitment process. In the never-ending war for talent, companies are looking to find the best suited candidate, often in professions with growing skills shortages.

Read the job spec

Before you even begin the application process, make sure you read the job specification thoroughly and spend time considering how you could demonstrate the required abilities and the relevance of your experience. In most instances the first step to any online application is uploading your CV, and companies will be looking for you to demonstrate a set of core competencies, so alter the content slightly if needed to ensure it is directly relevant to the position you are applying for.

Know what’s being looked for

Online assessments are no longer box ticking exercises, often they include series of multiple choice questions designed not only to test a candidate’s professional knowledge, but also their commercial awareness and values. These tests are often designed with multiple ‘right’ answers and candidates will be expected to pick the most relevant response, so it is crucial to understand what a company is looking for in their employees.

Do your research

It’s definitely worth spending time reading through the businesses’ website, particularly any ‘about us’ or ‘values’ pages. This kind of information will likely give you an insight into the kind of qualities that an organisation is looking for. For roles which frequently receive a high volume of applications, hiring managers will look for candidates that demonstrate an understanding of the company’s key values. Entry level candidates who are able to demonstrate that they would fit in well within a company’s culture will likely set themselves apart from their peers with similar experience.

Have real examples

Skills-based assessments are now also being used by hiring managers to sift through suitable candidates. Some organisations may ask candidates to demonstrate relevant skills such as clear communication, multi-tasking and commercial awareness through a series of skills based tests. These tests frequently take place during the interview stage of the recruitment process, where hiring managers are able to accurately assess a candidate’s professional skillset. For roles that require strong communication skills, interviewers might set candidates a writing task, while hiring managers interviewing for roles that require a sense of commercial acumen might ask them to discuss relevant news stories.

So, while it is important to ensure that your CV accurately represents your skills and experience, it’s becoming increasingly important to prepare for skills and value based assessments as well.

Check out our advice pages for more hints and tips.

If you would like to speak to one of our Recruitment experts, call the office on 01772 259121 or email enquiries@clayton-recruitment.co.uk and we will be more than happy to help.

You may have seen our previous blog on creating a great CV, but how do you nail the next stage to secure your dream job. You might think that now you’ve passed through the gatekeeper that the hard part is over, but the interview really gives you the chance to strut your stuff in front of the key decision makers. So what should you keep in mind?

Be punctual, but not too punctual

Arriving early for the interview is important, after all it doesn’t exactly set a glowing precedent for what your time working there will be like if you’re late. However, don’t make the mistake of being too early as you’re more likely to look desperate more than anything else. A good rule of thumb is to be 15 minutes early, stick to that and it gives you plenty of time to compose your thoughts as well as demonstrating your good timekeeping skills.

Practice, practice, practice

Ensure you conduct some thorough research on the organisation that you can drop throughout your interview to highlight your knowledge and proactivity. Go over some standard interview questions as well as some role specific ones with a friend or family member and you’re likely to feel much more prepared and less stressed when the day comes around. However, it’s a thin line to tread between being ready and sounding like you’re reading off a script, so try to keep things as natural as possible.

Give examples

Rather than just reeling off a list of your top attributes, look to form an evidence based argument about why you should get the role you want. You need to show proof that you are what you say you are and highlighting your achievements build a more compelling case for why the organisation should choose you. If you can show examples of when you’ve saved your previous employers time or money or simplified any overly complex processes, you’re likely to stand in good stead.

Interview your interviewer

This isn’t just an opportunity for the organisation and its staff to learn about you, it’s also your chance to learn about them so try and turn the situation into a conversation, rather than an interview. Don’t go over the top, you do still need to answer the questions you’re being posed, but look to send some back in the other direction.

Prepare questions in advance

Along similar lines it’s also crucial to prepare a series of questions to ask at the end of the interview and not having any rarely tends to leave a favourable impression. Good examples include asking about timeframes, when you’re likely to hear back from them and if the firm has interviewed many people for the role. A good question to get real insight into the organisation is asking them what they like about working there. There are no definitive rules, but it’s certainly much better to have something ready to ask.

Close the interview and follow up

Finally, look to close the interview yourself by asking whether there’s any other information that they would like to know about you or if there are any areas of your CV or application that they have questions over. It’s also well worth following up your interview with a quick email or phone call to say thanks as this is likely to make you stand out from the crowd when they review applications.

What factors do you think are important to nail an interview? Share your thoughts with us below.

Read this blog for some advice on the first 90 days of your new job. Also, check out our other blog posts here.

If you are still on the hunt for that dream job, call the office on 01772 259121 to see how we can help. Or check out our current jobs here.

Sales professionals often get unfairly criticised by those who say they’re just in it for the money. While that may be true to a degree – after all, very few salespeople become successful without that basic drive to make cash – there’s a considerable amount outside of commission that professionals should seek out from an employer before committing to a job move. Here’s what you need to find out before taking a role with the wrong firm.

Training and development opportunities

In some cases, training is seen as a distraction from delivering what your job requires, but in fact, developing your skills is crucial to progressing your career and any employer worth their salt will look to build on their employees’ pre-existing competencies. If nothing else, it makes simple business sense to want to maximise the potential of the people they’ve invested in. In an ideal world, every job should come with opportunities to further your skills, however not enough organisations actually appreciate the value of developing their staff.

A company that provides a structured training programme is one that’s committed to the ongoing development of its staff, so ensure that you ask for information regarding available development opportunities before making a decision. Asking these types of questions is also likely to look good in the eyes of the employer, as it shows that you’re passionate about growing with the business.

Work/life balance

Yes, it’s true that this possibly isn’t the easiest profession to incorporate flexible working practices, but it can, and should, be done. The working world has changed and, as we all know, modern professionals tend to want more of a balance between work and social time than their predecessors. If businesses want to retain their best employees, particularly those from the millennial generation, then they need to be offering this to their staff. It won’t be suited to everyone and you may not even want to work on a flexible basis, but it’s crucial that employers at least offer this to their employees. Giving these types of perks to staff is one indication of a firm that cares for the development and wellbeing of its people.

Career progression

The last thing you want to do is find yourself stagnating in a role with no potential for climbing the career ladder. Look at the position and consider where it can take you within that particular organisation. It goes without saying that you should be asking about this in your interview, or even before then if possible, but you can also keep in mind that there’s likely to be a considerable amount of information available in the public domain. For example, see if you can track down salespeople on LinkedIn who’ve been at the firm for two-three years and find out how they’ve progressed. It’s a good sign if the organisation appears to have a structured progression path in place with clearly definable targets that allow you to have a clear idea of how you’re developing.

Sales roles are about more than just commission and while it may be the money that attracts you to a role, it’s likely to be the benefits that only the best employers provide that keep you there. Don’t be fooled by attractive OTE numbers alone and instead look deeper before committing to your next sales role, you’ll reap the rewards in the long run.

What other factors do you think sales professionals should look for in an employer? Share your thoughts with us below.

If you want some advice on your career or want to know our current opportunities, call the office on 01772 259121 or email enquiries@clayton-recruitment.co.uk. Visit our jobs page to view all our current jobs.

Finding a new job is tricky. Knowing where to look and assessing the opportunities that are available can be baffling. So how can job seekers navigate the choppy seas of recruitment to success? A clear plan and an experienced recruiter at your side make a lot of difference. Our two-stage guide gives you all you need to know.

Stage 1: Planning

Your job search strategy

The traditional job search has undergone significant change in recent years; across industries, employees are looking to the internet more and more when searching for their dream role. And with around 11 million jobs listed on LinkedIn alone, the trend isn’t likely to decrease any time soon. There’s still a place for more traditional methods of recruitment, however, you’ll need to be online to give yourself the best chance of success. Just make sure your online presence doesn’t detract from your chances; set your privacy controls to private, not public, on the likes of Facebook and there’ll be less chance that a recruiter will see something you’d rather they didn’t.

Don’t forget about the power of your network either! Word of mouth and personal referrals can be a powerful way to get in front of the right person. Alert contacts that you’re looking for a new role, attend events and put yourself out there. It could well be a case of who you know, not what you know.

Understanding the opportunities that are available

Be clear about what’s on offer out there. Assess which skills are in demand in your region or city. Are yours in surplus or high demand? Do you have a coveted specialism in a particular field? Or do you have broader skills such as experience working abroad or in a desirable sector that could be an asset? There are opportunities out there, but it’s having the patience to establish how they could work for you that will give you the greatest advantage when you put yourself in front of a prospective employer.

Consider your personal development and aspirations too, and what a new job means for your goals. Would you be willing to move for a job, commute, or learn something new? Balance your needs and expectations versus the demand and reality of what’s available.

Stage 2: Enlisting help

Recruiting the right recruiter

A recruiter is potentially the job seeker’s best friend – but to put your trust in them to find the right role, you’ll need to feel sure that they understand the requirements of the job. A specialist recruitment agency, or a recruiter that has experience in your industry, can be a real help here. Agencies have contacts stretching far and wide. Couple that with a fine-tuned knowledge of your industry and you can feel sure that your recruiter will boost your chances of getting in front of the right people.

Clarity on skills: a two-way street

Make it really clear to the recruiter just how your skills and experience fit with what the business is looking for. They will then be in a strong position when putting you forward for consideration. Equally, ensure that you’re comfortable with what the company is asking of the candidate. That way, when you reach the interview stage you’ll feel calm, prepared and confident and will make a good impression.

Landing your dream role isn’t easy. And when you’re eager to get stuck into something new the process of job hunting often feels endless. However, if you spend a little time doing your research and enlist the help of an experienced recruitment professional it makes a great difference. And when the recruiter knows your industry and the intricacies of your role the weight of job hunting becomes a lot lighter – and you’ll find yourself in an exciting new role before you know it.

If you found this blog of interest you may like to read our other post on The five toughest interview questions – and how to answer them.
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.