A report at the beginning of the year highlighted that, despite the very real economic squeeze, people are spending more on holidays than ever before. And, whilst the average British holidaymaker is expected to spend an average of £2,115 on foreign breaks this summer – up 48% from an average of £1,425 last year, it’s clear that taking a well-earned break to recharge, relax, and refresh the mind is still a priority for many.

Much is written about how to disconnect from work when on holiday – not least as the pandemic is cited as kick-starting the so-called ‘grind culture’ where productivity apps like Slack and Zoom make it all the more difficult to truly switch off.

And, whilst Physicians and academics alike have rightly focus on practices that can help holidaymakers work through their stress, and focus on the impact of burnout – inevitably, this down time may in fact focus your attention on your more general career path, future goals and aspirations, and whether these are on track.

According to a study by HR analytics business, Visier, 20% of the respondents admitted that they actually quit their current role once they came back from holiday, and 44% had given it serious thought. A further 12% even used their time off to find another job.

Whilst returning from a holiday may foster a case of the ‘post holiday blues’ as you reminisce about quality time with friends and family – the question is, how do you tell the difference between a standard case of short-term sadness and a real need to refocus and reassess you career?

Are you dreading the return to work as your holiday comes to an end?

As you prepare to get back into the mindset of work as your holiday comes to an end, it’s common to feel drained and anxious -but this doesn’t necessarily mean you hate your job.

Holidays and travel allow us to escape the working world’s stresses and explore other passions. Returning to reality after experiencing so much freedom can be difficult.

Post-holiday blues are a normal response to leaving behind your fun-filled and carefree holiday life. The phenomenon doesn’t just happen following a holiday either; it’s also common around the festive season and after any long breaks from work. Even a fun-filled weekend doing something you love can leave you with some foreboding for the busy week ahead.

How to handle holiday blues

If your concerns about returning to work are based largely on the desire to stay sitting by the pool for a little longer, the chances are your post-holiday blues are just that. Temporary, short-lived, and incredibly common with around 57% of Brits say they feel down when returning to work.

The good news is, if you’re still relatively happy in your role, this feeling of sadness will dissipate with time.

There are always worthwhile steps to take periodically in your career to asses if you are still on the right-track – and doing so after a holiday or extended break, can certainly help to assess where things stand:

1. Setting some goals

Start establishing actionable short-term goals as part of your preparation for your return to work. This will help to keep your mind focused on positive, realistic outcomes and get you moving mentally (and potentially physically) towards them.

Look at your career plan and where you were heading before your holiday (a career checklist can prove to be a great aid here). If you were thinking of pursuing a promotion in your current business, begin planning steps for how you can you can show your employers you are the candidate to consider. Reviewing your objectives and establishing your priorities will take your mind off any negative post-holiday feelings, give you a sense of empowerment and bring a fresh resolve that can help you dive back into your career.

Working out where you are and where you are heading in your career isn’t just something you’ll do when you’re fresh out of college or upon qualification either. The best industry leaders frequently refresh and update their strategies based on their changing priorities, deeper evaluations of the marketplace, and a growing understanding of their sector.

The economic and socio-political backdrop may also influence career planning, as well as other more-permanent ‘trends’ such as a seismic shift towards flexible, home, and remote working patterns that have meant people are reassessing how (and where) they work too.

Finding time (whether that’s on your holiday or when you’re back at your desk) is vital to put a stake in the ground and take stock of the real reasons why you may be feeling discontentment.

2. Adjusting your mindset

Sometimes it’s hard to snap out of your post-holiday blues when you’re constantly reminiscing about your break – especially when you come back to a busy inbox, a diary full of meetings, and projects to pick back up and run with as part of a busy company.

A good way to flip the script is to start focusing on what you enjoy about your role. Remind yourself of the things you look forward to when you’re at work, whether connecting with colleagues or delighting clients.

And, if you were feeling overwhelmed or overworked before your time away, be mindful of your work hours and try to maintain a healthy work-life balance upon your return.

3. Preparing for your return

Where possible, a ‘buffer day’ in between your holiday ending and the next working day is a sound technique to catch up on emails, get a sense of what the week ahead is likely to entail, and to manage your diary effectively before you hit the office or turn your laptop on.

Create a to-do list and prioritise tasks based on urgency and importance. This will help you focus on what needs to be done first and prevent feeling overwhelmed.

Even creating a little time to physically unpack, rest, and mentally prepare for the return to the office can help during this transition and (hopefully) get you back on track.

Is it more than holiday blues?

Holiday blues are undoubtedly an unpleasant experience affecting even the most dedicated employees. However, they usually disappear on their own once you’re back doing work that you enjoy and get satisfaction from.

If however you find your negative feelings linger or go deeper than simply missing your holiday, simply put, there may be a more significant issue at play.

If you can’t seem to shake the holiday blues with the strategies above, ask yourself:

• Are your concerns connected to your holiday at all – or is the unhappiness connected to the job itself?

If you’re constantly struggling with a difficult manager, feel unfulfilled in your job at any time of year, or dread the tasks you do each day, this is a sign you may need a change of scenery – professionally speaking of course.

A good way to determine whether you’re suffering from holiday blues, or struggling in the wrong position, is to look at your career plan. Are you making progress towards your targets? Can you see room for growth in your current company, and do you know how you will take the next step? If you feel trapped and unsatisfied in your current position and you’re not making any progress, you may need to look for another role. 

Wherever you are in your career journey, i’ts a good idea to periodically analyse your current position depending on where you want to be, even if that’s as you return from a break away. When you dig a little deeper, is everything on track and working out as you expected? Or do you need to make some changes in order to meet your goals?

A career checklist can help here – helping you to remember the reasons you got into your current role in the first place,

It will focus on your attention on answering questions such as:

• Do you fit in with your company’s culture?
• Do you have a good working relationship with your colleagues and managers?
• Is your remuneration and benefits package where it needs to be (and fair for your work and achievements)?

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

Time for a career change?

If you decide post-holiday blues aren’t the cause of your workplace issues, then you have a few options. You can consider speaking to your manager about ways to make your role more appealing. For instance, maybe you can change your schedule or explore the potential of hybrid and remote work.

If you can’t see a way to improve your working life, or if you are hitting the proverbial dead end when raising any issues or concerns with your current employer, seeking a new role may be the viable option to ensure your career path stays on track

The first step, of course, is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your practice area and apply to vacancies advertised.

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

In Conclusion

Getting the work-life balance right is key to general happiness and satisfaction both in your role as an employee, and as an individual. Holidays – or more specifically, time away from work plays a huge part in this for both your mental and physical health, and finding time to switch off completely from the day job will only help you be more focused upon your return.

Taking time off from work can give you the space you need to learn about yourself , your passions, your interests, and your career – however much you are adamant that the complete switch-off will be just that.

As the summer holidays take hold here in the UK, many individuals will no doubt experience these so-called holiday blues over the coming weeks and months. And, whilst this is completely normal and expected – recognising when this may be something more is key.

About Clayton Recruitment

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

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

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

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

When the time comes in your career to think about a move to pastures new, the steps involved to kickstart the process are generally conventional and familiar to most.

The first step, of course, is to decide whether to go it alone and spend time researching opportunities in the market, your region, and your particular specialism and apply to vacancies advertised.

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

Either way, there are usually a number of steps you yourself will need to take to ensure you are prepped and ready to apply for roles that pique your interest.

Designing a CV with Clout

It goes without saying that the most important document in your job-seeking armoury will be your CV – although a cover letter and possibly a video pitch may also be required depending on the role in question and the expectations of the hiring company in question.

CVs are not a new concept. Far from it.

This document has been connecting qualified candidates with their ideal roles for centuries. In fact, according to The National Careers Service, the first curriculum vitae emerged in 1482 – written by a certain Leonardo Da Vinci when he applied for a local painting job.

The nature, style, and general role of the CV has changed since then, however. Whilst connections and status were crucial components of the CVs of yesteryear, these days there is more focus on skills, relevant experience, and demonstrable results that highlight capability.

Whilst much continues to be written about the usefulness of this document, for now at least, they remain a vital platform to market yourself as the right candidate for the role.

Mastering the Basics

A hiring manager, business owner, or HR professional will often skim-read a CV before making a snap ‘go/no-go’ decision about whether to progress to the next stage. This means the basic information needs to pop and jump out of the page.

The overriding objective should be to demonstrate suitability for the role in question, and ideally, the document should flex if you’re applying to more than one at a time – ensuing each is tailored to the specifics.

There are many guides as to what to include on your CV, but in our experience (of nearly 25 years and counting), the basic elements include:

1. Up-to-date contact information
2. Clear, concise formatting and layout
3. Accurate grammar and spelling – a non-negotiable
4. Selling points – achievements, relevance, USPs, experience (if it is relevant!)
5. Facts and evidence
6. Personality – what are your interests, passions, values?

Putting Pen To Paper

There are no two ways about it. Crafting a well-honed CV is a skill, and whilst you may be the most qualified and relevant individual in the pile of applications, failure to ‘sell’ yourself adequately may mean you are overlooked.

The Internet is saturated with ‘how-to’ guides, layout templates, and more recently, tools that utilise AI to write your CV for you (although the jury is still out on the effectiveness of this).

But mastering the basics is only the first part of the task in hand. You need to pay careful attention to the language you use as you highlight your skills and relevance – being mindful of clichés, hyperbole, and baseless language that actually could hinder your progress in the long run.

Cut The Clichés

The copy on your CV has to work hard to sell ‘you’, your relevant skills and experience, and give an initial indication of what you are like as a person and potential employee.

It can be tempting to fall into the trap of peppering your document with well-known clichés – in fact, you may not be aware that the phrases that spring to mind are even clichés in the first place. But taking time to weed out these overused (and often baseless) phrases may get your document to the top of the pile.

Here are the top 7 overused phrases that we come across, that you may wish to rethink (and suggestions of when, how, and why they need a little more care and attention)

1. Hardworking and motivated: Your CV should have detail throughout that highlights specific accomplishments, experiences, and contributions that show your dedication and work ethic. This could be successful projects you have contributed to or won for your current employer, sales figures and productivity metrics, or even additional certification and training you have undertaken to enhance your skills and knowledge.

2. Excellent communication skills: Again, consider how to showcase your communication abilities through specific achievements or experiences. Have you been a keynote speaker at a firm event for example, or run an internal forum? Are you involved in pitching for new business, or act as spokesperson for your current employer with the media? All are demonstrable examples that showcase the skill in question.

3. Team player: Undeniably, employers will want to hire individuals that collaborate and work well with others – but dropping this statement on with little substantiation is pretty meaningless. Again, look for ways to bring this to life with concrete instances of teamwork. Have you worked as a team on a particularly complex project? Do you undertake any CSR initiatives, or are part of a professional ‘group’ outside of the day job that involves working with others? All are great examples of how teamwork is pervasive in a professional business.

4. Detail-oriented: Whatever your particular specialism, this skill is crucial across many sectors and roles as it can significantly impact the overall quality of services provided to your customer base – even if that is internal or to other stakeholders in the business. Highlighting instances where your attention to detail made a difference is key – whether that work is in creating pitch documentation, part of your accounting or audit role (where attention to detail in a pre-requisite), or in compliance or regulatory matters.

5. Results-driven: This phrase is most certainly over-used (usually with no examples of said ‘results’) yet there are other variances that can also demonstrate the same point. ‘Achievement-oriented’, ‘goals focused’, and ‘outcome-driven’ are more specific and impactful. Are you able to talk about sales or marketing strategy here focused on ROI, or strategic planning utilised to get the best possible result for your customers and/or company? Examples, again, are key.

6. Works well under pressure: Depending on your sector and role, high-pressure situations are common, and the ability to work effectively in such conditions is an attractive trait to a future employer. Instead of just dropping this phrase on with no explanation is a big no-no however. Instead, discuss how you handled challenging situations and tight deadlines; your involvement in high-profile projects, or how you adapted to unexpected developments and had to adjust your strategy.

7. Exceptional organisational skills: Most roles in a professional business require some level of organisation, whether that’s managing your own time effectively, a team of other employees, or preparing for a presentation/pitch. By using specific examples, especially those that are relevant to the role you are applying for, you provide concrete evidence of your capabilities and enhance the effectiveness of your CV and profile.

In Conclusion

Crafting an impressive CV requires going beyond generic statements and clichés and instead presenting a compelling narrative of your professional journey. By showcasing specific, relevant, and quantifiable evidence of your skills and accomplishments, you can create a CV that stands out and captures the attention of potential employers or clients.

If you have enlisted the help of a specialist recruiter for your job search, you will often find that your consultant will help to review your CV and role applications to ensure they stay on track, and work hard to move you further along in the process. Of course, the other benefit here is that the recruiter will further help to demonstrate your suitability verbally to those responsible for hiring – enhancing your profile far beyond a 2-3 page printed document.

And finally, even if some of the highlighted statements do creep in (even verbally as you move to interview stage) remember to always use concrete examples and measurable outcomes to demonstrate your abilities, skill, and above all, why YOU are the company’s next hire.

About Clayton Recruitment

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

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

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

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

Starting a new chapter in your career can feel daunting at the best of times. Throw in a backdrop of socio-political and economic instability, a cost-of-living crisis, and even the impact of things like the ongoing war in Ukraine – and it may seem wiser to sit tight and ride it out.

That being said, putting your longer-term career goals on hold is rarely a smart move, especially if you are unhappy in your current role, feel frustrated at the lack of progression opportunities, or need a new challenge that fits in with your ambition.

Despite the volatile market conditions that were felt across most sectors in Q4 2022, and encroached brazenly on the first few months of this year, there are some green shoots of good news that appear to be having an effect on the renewed appetite of hiring managers.

This then presents an excellent opportunity for those in search of their next role to take that first step towards achieving their career goals, and capitalise on the hunt for top talent in the job market.

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

1. Access To A Market Overview

Recruitment consultants have a vested interest in understanding the sector in which you (and by extension, they) operate, and because of the trusted position that they have with clients, they will undoubtedly be able to offer you market insight, practice-specific guidance as well as trends and activity they are experiencing in the recruitment cycle. Good agencies will have an in-depth knowledge of companies within your sector too, and their consultants will be able to offer you impartial and professional guidance on the market as part of a truly consultative relationship that ensures you are fully armed and aware of your options.

2. Time Better Invested

We know from talking to candidates across several sectors that long hours and overtime remain one of the biggest obstacles to dedicating enough time to job searching, and although the sentiment around flexible working has changed, with companies more willing to offer a greater degree of flexibility to their employees, the lines between family and work life are now increasingly blurred.

Therefore, finding time to invest in job hunting is a big ask, even with the world of technology, multiple job boards and social media channels at your fingertips. There is no doubt that a good recruitment consultant will want to take time to understand your CV and experience inside out; your skills, your drivers for wanting to leave your current role, and ultimately your aspirations and goals – but this should be an investment that will pay dividends in better representing you in the market. Agencies that keep you updated on progress, whatever the outcome, are worth their weight in gold and should allow you to have confidence that they will search the market for roles that are the best fit on all fronts- freeing up time for you to focus on preparing for interviews and the sharper end of the process that will hopefully lead to an offer.

3. Access To The Inside Track

As the job market picks up, the volume in the digital world of job ads is cranked up – and can often be overwhelming, repetitive and vague. You may find as a candidate that you see the same role advertised in numerous places, or that the job description is so ambiguous you are left unsure if it’s a good fit. A recruitment consultant will not only help to cut through the noise but will also be able to furnish you with the finer detail of roles advertised far beyond a job spec. Culture, values, and ‘fit’ are hard to articulate in written ads, but recruitment consultants have often long-established relationships with clients and can offer you the inside track on them as a potential employer.

In addition, many recruitment agencies will often have roles on exclusively – they have been entrusted to fill those positions by clients who recognise their expertise in the market – and in turn, as a job seeker utilising the services of the agency, you will have access to roles often before they hit Joe public; giving you a head start on your own competition in the candidate pool.

4. Practical Support With The Basics – Refined By Experts.

Consultants know a good CV when they see one – and they see a lot. Even those working in professional services often benefit from practical tips on CV improvements and enhancements, particularly when making them bespoke to the role you are applying for. Take on board any guidance around interview preparation for particular clients to give you a fighting chance, as well as practical advice around virtual hiring experiences being adopted by recruitment agencies and companies alike in recent years.

5. Benefit From The Human Touch

A professional recruitment agency should, in this day in age, have a world-class ‘tech stack’ that tangibly benefits their clients and candidates. Whether that is through systems that produce better matches between roles and candidate profiles or allow candidates to bring their professional profile to life – technology undoubtedly can aid the recruitment cycle and chance of success.

That being said, overwhelmingly where recruitment consultants excel is the personal touch that you get from speaking candidly, confidentially and openly with another person. Moving jobs can be draining, and whilst they may have their part to play, automatic job alerts and the like, pinging into your inbox just won’t offer the emotional support and empathy that you get from consultants who are fully emersed and experienced in the recruitment cycle and all its nuances.

6. Help From A Salesperson, Negotiator, Arbitrator.

Recruitment consultants are unashamedly sales-trained and commercially minded, and when you take those skills and couple them with a deep-rooted understanding of their clients, the result is professional representation from someone who knows how to sell ‘you’ – your experience, skill set, competencies and values – and leverage those elements with the non-negotiables of the client.

Moreover, once an offer is on the table, your consultant will act as a negotiator (sometimes arbitrator) with the client in order to not only cover some of the basics like remuneration and package, but set expectations around notice periods, start dates and the finer details of your contract. All without you having to have any forced or awkward conversations at the early stage of your relationship.

7. Receive Service-Led Support Throughout Relationship

Support for professionals does not end once an offer has been accepted either. Many agencies will proactively offer guidance if required around resignation, how to combat counteroffers, and keep lines of communication open between all parties as you work your notice or are put on garden leave.

Agencies that offer real added value to both clients and candidates will also build on the relationship you have built as you start your new role, and beyond – again, offering impartial guidance on passing probation, wider networking and professional development opportunities.

Conclusion

Whilst the world is still arguably finding its feet again after the pandemic and seismic shifts on attitudes concerning the world of work, we are seeing real confidence across several sectors once again in the UK with businesses that are committed to their growth strategies and bringing in talent that supports their vision. As demand outstrips supply in several practice areas, professionals who are now thinking beyond notice periods will find that now is a good time to strike and take action.

If you would like to speak to us confidentially about market conditions, opportunities in your practice area or geographical region, or if you are actively looking for a role and would like us to help give you that competitive edge, we would love to speak to you. Contact us here or call the office on 01772 259121 for more information on how our exceptional recruitment experience can help your career aspirations.

About Clayton Recruitment

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

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

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

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

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

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

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

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

1. Look at Opportunities for Growth

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

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

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

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

2. Ask Yourself if the Culture Meets Your Needs

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

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

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

3. Watch for Signs of Burnout

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

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

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

4. Consider Your Engagement and Motivation Levels

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

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

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

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

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

5. Are You Using Your Full Potential

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

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

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

6. Consider the Feedback Experience

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

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

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

Is it Time to Switch Employers?

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

If you think it might be time to seek out a new position, reaching out to a specialist recruitment agency such as ourselves can be a big help in finding the right opportunities. They’ll be able to assist you in finding a position that offers the salary, benefits, support, development, and culture you’re looking for. If you’re looking to speak to our team and get your career back on track, you can contact us using this form here.

About Clayton Recruitment

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

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

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

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

The truth is that the interview process lasts a lot longer than you might think…

According to a survey shared in Entrepreneur, approximately 46% of workers plan on finding a new position in 2023. And, despite the uncertain economic climate, those considering a move are just as confident in their job prospects as they were six months ago.

If you’re one of the many likely to take the next step in your career path this year, it’s important to think carefully about how you will make the right impression from day one – after all, getting through the interview process and being offered a role is very much stage one. And whilst there is (rightly) much cause for celebration, even after a hiring manager has offered you a role in their business, it is still crucial that you validate their decision that they made the right choice in hiring you.

The first 30 days in a new role can be both nerve-wracking and exciting in equal parts. There are new processes and technologies to get used to, new people to meet, and new expectations to live up to. Plus, this first month will likely form part of a formal probation period where your employer (and you) will be assessing suitability and ‘fit’ as a new employee.

Knowing how to orient yourself in the first month in your new position not only improves your chances of impressing your boss, but it could also mean you start experiencing the full benefits of your new job much faster.

Step 1: Form Crucial Connections

Internal networking is one of the most important things you can do during the first few weeks in a new role. Getting to know the people you work with will improve your experience with your new employer and make you feel more comfortable in your position.

Communicating with others is also a great way to capture the attention of your managers and senior leaders. During your first couple of weeks with a new company, find out who you will be working with regularly, and commit some time to get to know each colleague.

It’s also worth finding out who you should be approaching if you have questions or concerns about your role. Discover when your contacts are most likely to be available, and determine how they prefer to communicate (E.g. in person, email, chat, or video).

For individuals who are working remotely, technology has advanced at lightening speed over the last few years – so there is no excuse to not reach out and get to know your team members, albeit virtually.

Step 2: Learn as Much as You Can

Even new starters who bring with them lots of previous experience, there will still be a lot of learning to do in the first month with a new employer. You’ll need to become familiar with the internal processes you’re expected to follow, the policies you must adhere to, and the general workflow of the people around you.

Focus on expanding your knowledge in areas relevant to your role. For instance, asking for more information about the clients your company serves or how your team manages projects and deadlines might be beneficial. Read up on the documentation given to you during your onboarding session, and consider asking for extra training if necessary.

It’s also worth paying attention to your surroundings, so you can learn how to embed yourself into the company culture. Consider the company’s values and how you can showcase them in your work. Ask yourself how people communicate and collaborate so you know what to expect when connecting with others.

Step 3: Confirm Expectations

Hopefully, during the hiring and onboarding process, your new employer will have given you some insights into what kind of work will be expected of you and how that work will be assessed. However, it may be helpful to confirm the expectations of your manager or supervisor with them.

Arrange for a one-on-one meeting with your manager if this has not been covered during the onboarding process, where you can discuss exactly what your leaders will be looking for when evaluating your work. Make a list of key performance metrics your business will monitor when assessing you.

It might be helpful to arrange additional meetings with your manager, bi-weekly or monthly, during the first stages of starting your new role. This will allow you to collect feedback and ensure you’re adhering to the expectations set for you. Many businesses will have a formal performance review system in place, particularly for new starters – but if not, do ask for regular feedback. You don’t want to get to your probation review in 3 or 6 months time and learn things aren’t going as planned….especially when it will be too late to do anything about it.

Step 4: Find the Best Time to Ask Questions

When starting a new role, it’s tempting to ask many questions straight away. Asking questions is a great way to learn and show you’re invested in succeeding in your new position.

However, there’s a time, a place to ask, and a time when you need to listen.

Focus most of your time on what’s happening around you. If you have questions or need clarification, write down what you need to know. Prioritise the information you need first and ask yourself when it might be best to put certain questions off until you have a chance to meet with your manager face-to-face.

Step 5: Constantly Demonstrate Your Value

Once you know what’s expected of you in your new role and clearly understand the company’s vision and mission, you can begin to demonstrate your value. During the first 30 days of a new role, you have a unique opportunity to prove to your hiring manager that they made the right choice when selecting you.

Start implementing strategies for quick wins based on what you know about how your work will be evaluated. For instance, if you know your manager is concerned about ensuring projects are completed on time, plan your schedule carefully, and keep them up-to-date with your progress as you complete each task.

Show your commitment to constantly improving and growing by volunteering for extra training sessions, asking for a mentor to guide you, or requesting feedback whenever possible.

In Conclusion

The first 30 days of your new career can be critical to your long-term career plan. Regardless of whether you’re starting in a position with a new company, or you’re exploring the new responsibilities that come with a promotion, be prepared and know how to put your best foot forward. By learning what to focus on from day one, discovering which skills and habits you need to demonstrate, and letting go of the things that might be holding you back, you can impress your manager which will affirm in their mind that they made the right decision.

The good news is that there are a number of time-tested strategies that you can implement from day one.

As well as the top tips already mentioned, we have also produced a more in-depth guide to provide you with everything you need to know to streamline the transition into a new role. From habit-forming, to the types of questions you should be asking, the guide will ensure that you will be ready to hit the ground running, and make the right first impression in your new company. CLICK HERE TO DOWNLOAD.

About Clayton Recruitment

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

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

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

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

Interviews can be nerve-wracking at the best of times. If you’re applying for an amazing new job opportunity in  your sector, the pressure to present yourself as a reputable, trustworthy, skilled and reliable individual can quickly get on top of you, no matter how confident you usually feel.

While most interviewers expect to see a few signs of nerves in candidates, making certain mistakes during this crucial conversation could mean you miss out on a fantastic role.

Whether you’re meeting with an employer through a video conference or participating in a face-to-face interview, it is key to be prepared.

So here are some of the most common interview mistakes you should always avoid.

1.  Not Being Prepared

Perhaps the biggest cardinal sin any  candidate can commit is failing to prepare fully for the interview. It should always be your number one priority, before going into any interview, to research the company thoroughly. Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the company’s website to get a feel for its culture, vision, and values, and try to incorporate these factors into your answers too. Check the company’s social media channels, and ask your recruitment agency for advice. The support and guidance that they offer during these times can be invaluable.

2.  Dressing Inappropriately

Times have changed, although not that much that dressing appropriately for an interview no longer matters. Most interviewers won’t give you a specific dress code to follow before you turn up for the conversation, so it’s up to you to use your common sense. If you’re unsure whether the company is generally a bit more “laid back” about dress codes, dress professionally.

You don’t necessarily need to wear a suit for every interview, but you should focus on letting the level of professionalism you want to bring to the interview show through your dress code. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking t the interview seriously.

3.  Talking About the Wrong Things

For hiring managers, an interview is a chance to get to know candidates better, evaluate their competency for the role, and determine whether they will fit the company’s existing culture well. The things you discuss in your interview should highlight why you’re a good fit for the position and business.

With this in mind, make sure you don’t start talking about the wrong things. Don’t immediately jump into a discussion about salary (you can ask about this later), and try not to get too caught up in small talk at the beginning of the interview, either.

Most importantly, never criticise former employers or colleagues. Talking negatively about a previous place of employment will make you look petty.

If you’re asked questions like “Tell me about a time that you didn’t work well with your manager”, don’t try to pin the issue entirely on them. Focus on the communication issues or other problems which contributed to the situation.

4.  Not Being Punctual

A well-known quote says, ‘the way you do anything is the way you do everything.’

Therefore, an interview is the first opportunity to demonstrate how you ‘do’ things and what kind of employee you will be to your potential employer. Arriving late is never a good sign, as it shows you’re not well-organised, punctual, or good at time management – even if you have a valid excuse.

Ensure you’re going to arrive on time or early for your interview by planning your route and setting off early if you’re concerned you will be affected by traffic. If you’re taking part in a pre-screening interview over video or your interview is a video conference, make sure you check all of your software and hardware is working in advance.

When the interview begins, don’t rush off to grab your CV and other resources before you can start talking. Show you’re well-prepared by having everything you need in front of you. If you can’t avoid being late, call your hiring manager to let them know what’s happening as soon as you’re aware you’re not going to arrive on time.

5.  Poor Body Language

Around 55% of communication is non-verbal. It’s not just what you say that your hiring manager will be paying attention to in an interview, but how you present yourself too. Slouching in your seat, constantly checking the time, or fidgeting all show your potential employer you’re distracted or uninterested in the role.

Before an interview, take a few deep breaths to focus. Concentrate on regularly making eye contact with the people you’re talking to, sitting straight, and maintaining confidence. Keep your hands in front of you on the table or in your lap, and never check your phone during a meeting.

If you’re worried about what your body language might be saying about you, it could be helpful to practice some “interview scenarios” with friends before you go for the actual meeting.

6.  Not Listening Properly

Employers want their staff to be passionate, engaged, and attentive. With this in mind, you should always show your hiring manager that you’re listening carefully to every word they say. If you feel your attention slipping during a particularly long interview, make an extra effort to stay engaged. Lean forward slightly, make eye contact, and focus.

If you’re not sure whether you’ve understood a question correctly, ask your hiring manager about it. It’s okay to double-check that you know what they’re looking for when they query something. Just try not to ask your hiring manager to repeat themselves constantly.

A good way to show you’re actively listening is to rework the question into your answer. For instance, if someone asks you to “tell them about a situation where you acted as a leader”, you could say, “I think I showed my leadership qualities best during…”

7.  Failing to Ask Questions

Preparing for an interview doesn’t, of course, bring an end to learning about the company in question. There is also another element of an interview that is essential in not only demonstrating your enthusiasm and interest for the role and company but actually ensuring you are sense-checking job suitability against your own objectives while you’re in the room.

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

Pass up this opportunity at your peril.

In Conclusion:

Interviews can be an anxiety-provoking experience, even for the most confident people. Not only must you show your best side to your potential employer, but you also have to find a way to stand out from the competition, and the pressure of presenting yourself correctly can quickly get on top of you.

But by avoiding these common pitfalls and getting your preparation right, you can significantly increase your chances of making a positive impression on the hiring manager and landing that role.

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

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

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

About Clayton Recruitment

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

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

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

Today’s job seekers are in an excellent position right now. With skill shortages across a number of sectors, there are more opportunities to move to great roles and companies than ever before. Moreover, you have more freedom about how you choose to work, with remote and hybrid roles emerging everywhere.

However, just because you have many options doesn’t mean defining the ideal company to join is easy. Countless factors can influence whether a business is a good fit for you and your skills. Fail to consider them carefully, and you could end up in a role that doesn’t suit you.

Researching potential employers and the companies you’re considering joining helps ensure you take the right next step in your career plan. Here’s how you can get started.

Before You Start Your Job Search

Preparation is key when searching for any new role. Rather than simply browsing endless job descriptions in search of something that mentions your qualifications, you should go on the journey with a clear action plan.

Start by defining exactly what you want as a candidate. What kind of career path are you working towards? Is there a specific role or certain duties within a role you’re most drawn towards? Are you looking for a company that can help you work your way up through the ranks to a leadership position, or are you ready to start a management job immediately?

Working with specialist recruitment agency can be an excellent way to improve your chances of creating an effective plan. Your recruiter can discuss your career goals and help you define what you should be looking for in terms of benefits, remuneration, culture and more.

What’s more, once you’ve defined your plan with your recruiter, they’ll be able to position you in front of the right companies, boosting your chances of the best job offer.

The 5 Signs of an Amazing Employer

With your career plan in hand, you’ll be able to start sorting your employment options with more focus. Following the Great Resignation, many businesses are currently searching for the top talent to stay ahead of the competition. Here are the signs to look for when narrowing your options.

1.    Shared Values

Most of today’s employees are looking for more than just a good salary from their employer. They also want meaningful work which resonates with their values. Around 42% of employees say they think it’s important for an employer to be diverse, inclusive, and equitable, according to a recent Gallup survey. A further 43% of candidates say they’re attracted to a new job based on meaningful work.

Take the time to research a company’s core mission statement and its vision for the future. Find what it’s aiming towards, what kind of goals it’s setting, and how every team member plays a part. Researching the company will help you to determine whether it’s focused on values similar to your own, such as innovation or diversity.

You can also read reviews and testimonials from previous employees on places like Glassdoor and speak to ourselves as established recruiting experts in the field about the inner workings of a company and general reputation.

Strong Company Culture

46% of job seekers say company culture is important when deciding where they should work. A further 86% of candidates also say they actively avoid a company with a bad reputation. A company’s culture refers to everything from its approach to work to how it treats its employees.

For instance, you might find yourself drawn towards a company with a strong wellness initiative designed to preserve team members’ mental and physical well-being. Alternatively, you may be more focused on a collaborative company culture, where everyone has a chance to contribute to the growth of the business.

When seeking out good company culture, it’s worth looking for one with a strong sense of teamwork where employees are not only allowed but also encouraged to give their own input regarding important changes or potential challenges. You want to ensure that your skills and your input will be valued and your voice heard, especially when it matters. Ensuring that there is  evidence you’ll be appreciated in your role and rewarded for a job well done is also something to keep an eye out for Look out for any stories published online or on the copmany’s own website about rewards given to high-performing team members or those that demonstrate the business’ values.

3.    Opportunities for Growth

While there’s always a chance you may need to move between companies and roles to reach your career goals, every company you work with should contribute to your growth. Having plenty of opportunities to learn sector-focused and transferable skills will ensure you can continue expanding your knowledge over time. Look for evidence that the company in question is willing to train you on using new technologies and strategies as they emerge within your industry. It’s also worth discovering whether there’s room for lateral movement in your organisation as your expertise increases.

Find out whether team members are regularly offered promotions and opportunities to take on new challenges. This shows potential for a long future with the business and can give you a better sense of the stability and security your role can offer.

4.    Excellent Benefits

While good remuneration is important for anyone looking for the ideal job, it’s important to think beyond the salary. The benefits offered by a company give you an insight into what you can look forward to if you decide to join the team.

In today’s skill-short marketplace, many employers are beginning to offer a wider range of benefits, from flexible work schedules to four-day working weeks and equity options. If you’re looking for the opportunity to work in a hybrid or remote environment (around 50% of U.K. employees), it’s important to check if the company can offer this.

Usually, you’ll be able to learn more about the benefits an employer can offer by checking the job description, visiting the organisation’s “Careers” page on its website, and speaking to your recruiter.

5.    Fantastic Leadership

Excellent leadership and good employee retention often go hand-in-hand for most businesses. This is because employees rely on their leaders to provide motivation, support, and guidance. If you know the leadership team in your chosen company is innovative, emotionally intelligent, and transparent, you’re more likely to feel comfortable in your role.

A good way to learn about a company’s leadership practices is to check its website for stories about group accomplishments and business growth. You can also read the bio for the leaders of your potential team on the “About Us” page, and it may be you take this a step further by connecting with them on LinkedIn and build your professional network at the same time. Asking for an opportunity to speak to the people you’re going to be working with during the interview stage is also a good way to get a good idea of how they communicate and their general work ethic.

In short, the current market conditions mean that there is world of opportunity at the moment for ambitious professionals looking for a new role in line with their ambitions and career development. The potential downside of this however is the amount of choice and ‘golden opportunities’ make navigating the market difficult and time-consuming – especially for those already in a full-time job.

Trying to carve out some time to do your research however is essential, and creating somewhat of a checklist like this which allows you to assess the signs of a great company (and therefore, opportunity) will help to direct how you progress through to application stage.

Engaging with a recruiter can pay dividends here – not only in helping to understand the market and exclusive opportunities, but to talk candidly and confidentially about the companies themselves in order to get your tick list completed and giving you a holistic view of what those crucial next steps look like.

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 fivisions covering Commercial, Financial, and Engineering appointments, on a permanent basis.

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

After days or weeks of getting ready for that job interview, few things are more crushing than learning you haven’t been successful in getting the role. Rejection is difficult to deal with in any part of life, but it can be particularly upsetting when you’re striving for the perfect job in your sector and have already invested time and emotion in preparing for it.

However, rejection is also a common part of the job searching process. Learning how to respond productively to a lost job opportunity is the way to ensure you keep focused on your job search, learn from any ‘mistakes’ that may have been made, and fine-tune your approach.

Here’s what you can do turn interview rejection to your advantage.

Step 1: Ask Yourself if the Role Was What You Really Wanted

First, it’s worth asking whether the role was right for you in the first place – despite the fact that the hiring manager has obviously seen ‘a fit’ somewhere in the application process. When you’re keen to take the next step in your career, you might start applying for just “close enough” roles to what you really want rather than seeking the ideal role.

Perhaps you were attracted to certain aspects of the position but were a little concerned about the company culture. Maybe you were happy about the opportunity to find your first job in your field, but the position in question didn’t really give you much scope to showcase your skills.

If you weren’t particularly passionate about the job in the first place, there’s a good chance the hiring manager picked up on that fact. Maybe you rushed through the research stage of preparing for the interview or failed to leave a lasting impression.

Ask yourself whether this role was right for you and going forward, apply only for the positions you truly care about as that will motivate you to showcase the best version of yourself during your next interview. Or better yet, eliminate the source of your job-searching frustrations altogether and get the help of a recruitment agency. This can be a game-changer in multiple ways, as it will not only save you a lot of valuable time but also remove any need to settle for roles that are less than ideal. Our team at Clayton Recruitment are experienced in helping candidates navigate the job market and work with them every step of the way to help further their careers. From the job searching process right through to even after you’ve secured your new position, we’re there to give you all the support you need.

Step 2: Brush up on Your Interview Confidence

If you did have all the necessary experience for the role, the problem could be with your technique. Lack of confidence during an interview is a common reason why around 40% of candidates don’t make it past the first interview stage.

Look back over the conversation you had. Were you constantly fidgeting, looking down at your CV, or failing to make eye contact? Your body language in an interview can say a lot about your kind of person and how confident you feel in your abilities.

Try practising with a friend or colleague to prepare for your next interview. Make a list of common interview questions similar to the ones you were asked in your last interview, and practice responding to them. But more importantly, practice demonstrating an air of positive self-esteem. Sit straight, keep your hands still, and make eye contact regularly. A smile can go a long way in an interview too.

Step 3: Look for Ways to Improve Your Answers

When you’ve figured out how to improve on your non-verbal communication, it’s time to reflect on what you did (or didn’t) say during your interview. Take the time to go back over it in your head and ask yourself where you struggled.

Were there certain questions you didn’t have a good response to? If so, you can practice generating relevant answers. Think about any competency-based questions you might have been asked and your answers to them. Did you give enough practical examples to showcase the skills the hiring manager is looking for? If not, then take the time now to incorporate them into your answers as this will give you a far better chance of convincing potential employers of your suitability for any role you might be interviewed for in future.

You may also have failed to make the right impression because you didn’t have enough information about the company you applied for. Around 47% of candidates fail their interviews because they haven’t done enough research. Learning as much as possible about the company before you start applying for roles will help you tailor your answers and CV to their needs.

However, if you did indeed do your research and ensured your responses reflected that then the problem may be how knowledgeable you came across to the hiring manager about your field in general. Employers want to know what you can do to make their company stand out from the competition and showcasing knowledge about their competitors or about current trends in the industry will go a long way in convincing hiring managers that you have the necessary commercial awareness they’re looking for.

Now is a good time to ensure that you have this up-to-date knowledge and if you want to really put yourself ahead of the competition, do whatever research you can beyond the general information that’s easily found on the internet as other candidates will also have access to that.

Step 4: Respond to the Rejection (The Right Way)

Finally, a good way to improve your chances of success in upcoming interviews is to respond to your interviewer after they send you the rejection message. Thank the company for their time, and they’ll be more likely to think of you positively if you apply for roles with the same business. What’s more, this is a great chance to ask for feedback.

If you’re not sure exactly what you did wrong during the conversation, request a little bit of detailed information on why they chose someone other than you. This will not only help you to highlight the areas you need to address before beginning your next job search, but will also help you to create a solid improvement plan in conjunction with your recruitment agency. They can use the feedback you received from the employer to offer advice on how best to proceed and what to improve on for next time.

Time to Rethink Your Approach?

There are many routes to applying for new roles – whether that’s through general advertising online, or approaching businesses directly, however utilising the services of a specialist recruitment agency can pay dividends when it comes to gaining general market knowledge and understanding what opportunities there are in your specific region or sector.

What’s more, many recruiters will work with you throughout the interview process – ensuring you feel fully prepared with things like your CV and covering letters/emails, as well as specific information relating to the hiring manager or Director/CEO who will be interviewing you, typical questions being asked, and general expectations.

Our team at Clayton Recruitment for example have over 25 years’ experience in helping candidates navigate the job market and work with them every step of the way to prepare and ace their interviews.

And, whilst rejection after an interview is a sign you need to brush up on your interview skills and confidence, sometimes it is simply a case of another candidate better suited to the role in question. With any luck, you will have other irons in the fire, and interviews lined up to attend  – so it’s incredibly important not to feel too defeated or disheartened. Instead, put the time already spent on prepping and researching to good use in the inevitable next interview.

About Clayton Recruitment

Clayton Recruitment has been helping professionals across the country navigate the job market and further their careers since 1989, and during that time has built up an excellent reputation for trust and reliability.

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

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

All great careers need to start somewhere. For most employees, the path to progression begins with an entry-level position. Over time, as you develop your skills and knowledge, you can apply for promotions and higher-paid roles.

After a while in your industry you may feel you have the leadership skills, knowledge, and expertise to thrive in a managerial role. A position as a manager can be an excellent way to increase your earning potential, showcase your knowledge, and unlock greater job satisfaction.

However, figuring out how to move into your first manager position can be challenging.

Here are some of the top tips you can use to improve your chances of a new leader-level job.

Step 1: Excel in Your Current Role and Do Your Research

To achieve any promotion at any workplace , you first need to show your manager how great you are at what you do. Managers need significant expertise and experience in the field they’re going to be supervising. Showing your leaders, you’re a capable, and accomplished member of the team will make them more likely to see your potential as a manager.

While you’re working on demonstrating your value in your current position, it’s worth doing some research. Find out what kind of skills the current managers in your comapny have, and determine whether there are any gaps you’ll need to fill in your own abilities. For example, as a manager you will need to understand how each role within your team or organisation operates and must be able to bring all these different skillsets together to achieve the company goals.

It can also be helpful to look at how your company handles internal movement and promotions. Are there certain times of the year when your employer makes decisions about who should be moved into leadership roles? Finding out in advance will help you to decide when to approach your employer about any management opportunities.

Step 2: Develop Your Managerial Skills

There’s more to thriving in a managerial position than being an expert in your industry. There’s a good chance you’ll need to develop some crucial new skills to prove you can succeed in a managerial role.

The research you’ve done into the other managers in your company should help you to determine which talents matter most to the business. However, some of the most common managerial skills you may need to develop include:

Leadership skills: Learn how to motivate, inspire, and engage other employees by taking on the leader position in group tasks and volunteering for opportunities to take charge.

Decision making skills: You’ll need to be able to effectively analyse situations and respond to different scenarios with confidence.

Organisational skills: Demonstrate your organisational skills by ensuring you always meet with deadlines, and deliver punctual work.

Interpersonal skills: Work on your emotional intelligence and communicate regularly with leaders and other colleagues in your company.

Problem-solving skills:Show your ability to respond creatively to problems by suggesting solutions to issues in team meetings.

It’s also helpful to invest in your continued education. Earning new certifications and accreditation will demonstrate your expertise in your industry, and help to differentiate you as a potential leader.

Step 3: Show Initiative

Often, proving you’re ready for a management job means making sure you take advantage of every opportunity to showcase your expertise and abilities. This means you’re going to need to take initiative if you want to stand out.

Volunteer for tasks a manager might normally do, like taking charge of a team project, or helping your boss with a challenge most people would rather avoid. Rather than waiting for your supervisors to offer you training and development opportunities, seek out your own educational strategies to develop the skills you know are crucial for the business.

You can even demonstrate your leadership capabilities outside of your current role, by taking on leadership positions in non-profit organisations, and sharing your volunteering experiences with your company leaders.

Step 4: Ask for the Position

Once you’ve had a chance to demonstrate your abilities, built your skillset and connected with the supervisors in your workplace, it’s time to ask for your new role. Arrange a time to meet with your boss face-to-face or over video so you can discuss your career progression opportunities.

During this meeting, you’ll need to be prepared to explain why you’re ready for this new challenge, and provide as much evidence as possible. Highlighting your recent accomplishments, and drawing attention to the managerial skills you’ve developed will be useful here. If possible, it’s always a good idea to have relationships with other managers in your team who can vouch for you.

If your employer doesn’t think you’re ready for a manager role yet, or there isn’t a space available for you to move into, ask what the next step is. Work with your boss to figure out what you need to do to transition into your ideal role.

Step 5: Be Prepared to Switch Companies

Finally, if you’re committed to becoming a manager, it’s important to be flexible. The reality is, even if you do all the work and prove yourself to your existing employer, there may not be a leadership opportunity available in your current company.

Unless your boss is looking for a manager to fill a role after another team member has left, there’s a good chance they won’t be able to find the budget to create a new position just for you. With this in mind, you may need to look elsewhere for your management job.

Work with a specialist recruitment agency to track down positions relevant to your expertise and experience. Our team at Clayton Recruitment will be able to help you find a new role that not only offers you the manager responsibilities you want, but the firm culture and benefits you need too.

About Clayton Recruitment

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

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

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

Congratulations – you’ve landed an exciting new role, and after a busy period of applications, interviews, and meeting your new employer, you are no doubt looking to the future and the next steps in your career.

But even with the excitement of a new position looming, more often than not, there is still a notice period to consider with your current company. The length of notice periods can vary greatly and depend, from a legal perspective, on how long you have been working with that business. For those with longer notice periods (1 month+) it is highly likely that there will be a number of objectives to deliver before you set off for pastures new.

Here we offer our top 5 tips on how to navigate this ‘halfway house’ between your current role, and your new one to ensure you leave on good terms as well as feel fully prepared for your next challenge.

1.  Be prepared for conversations around negotiation

Whatever the reason or reasons for leaving your current company, it is always worth having a preliminary conversation before you start looking for new opportunities, to see if those initial reasons may be overcome. If, however that conversation didn’t take place, you should nevertheless consider what you would do should a counteroffer be on the table once you make your intention to resign clear.

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

Counteroffers take many forms including increased pay, a promotion, enhanced benefits, or a combination of all of those, and there is no doubt that it can feel flattering to be in that position. However, research suggests that 80% of people who accept a counteroffer tend to leave within 6-12 months of accepting. Is it likely you’ll also be part of that statistic?

Assuming you’re still set on moving on, resigning gracefully is key – ensuring you cover all bases with and address these often-uncomfortable initial conversations – and ultimately remain professional, and on good terms as you prepare to exit the business.

2.  Tie up all loose ends

Whilst it may be an easy option to go into cruise control once you have formally resigned, it will also destroy any goodwill and reputation you have no doubt worked hard to build on during your tenure with your current employer.

Making sure you remain committed to fulfilling your obligations and deliverables is key – not least because it means you aren’t leaving your colleagues ‘high and dry’ and left to pick up the pieces.

Generally speaking, there is never a ‘good’ time to leave a company, in that there will almost always be projects still ongoing, clients and customers still being actively managed, and future meetings in the diary. Therefore, it is a good idea to:

• Confirm expected deliverables (and revised deadlines) with your current manager
• Ask who will be responsible for taking on your various tasks, projects, and expectations around a formal handover

Practically speaking, once colleagues are aware that you are leaving, you can start to clear your desk so that it’s ready for the next occupant. Removing paperwork, filing and archiving, binning wastepaper and taking personal items such as photographs home will ensure your workplace is ready, clean and welcoming for the next person.

3.  Give a robust handover

Scheduling time to plan for a smooth transition further demonstrates that you are a true professional and not someone who leaves a business or a colleague in the lurch, or projects unfinished. Think about your specific areas of responsibility – current projects, unfinished assignments, urgent jobs and upcoming commitments, as well as information on your clients (internal or external depending on your role) that your successor or wider team will need.

Even if projects are likely to be ongoing, giving detailed instructions on where things are up to will be invaluable to your successor – especially if that individual is new to the business.

Depending on your role and responsibilities, this may include

• A directory of key contact details
• Process documentation – ‘how to’ guides, or more detailed process maps
• Detailed notes on specific clients
• Duties detailed by frequency – daily, weekly, monthly, quarterly etc
• Project documentation including

If your company decides to advertise your role and bring in a replacement as it were, it may be that you meet this individual to handover for a period in person. Going the extra mile here will leave a lasting impression, especially if you take on some of the responsibility for training and helping that person settle in quickly. Mitigating any disruption, especially where clients of the company are concerned, is paramount and if you are able to ensure the handover is as smooth as it can be, you will certainly leave with a reputation for professionalism and hard work intact.

4.  Keep connected

With an exciting new role to look forward to, you’ll no doubt want to tell close colleagues and friends about your new opportunity, and it is likely that news of your intention to leave will be communicated more widely around the business.

That being the case you will be asked both why you are leaving and where you are going to – so it’s wise to have a response planned. The temptation to tell people how amazing the new opportunity is, or how you’ll be working for a ‘better’ employer or company will undoubtedly be there, but tread carefully. Keep the message positive, but keep in mind the colleagues (and long-term professional network) that you will be leaving behind.

Your professional reputation will follow you out of the door on your final day, and if you are continuing to work in the same sector, work for a competitor, or even work in the same region, chances are your paths will cross again at a networking or social event. It’s therefore imperative that you don’t burn any bridges as you exit.

Rather, use this opportunity to preserve your professional network. Building and maintaining relationships with co-workers right up until the point you leave (and then thereafter) will pay dividends – so use this time to connect on social platforms, ask for endorsements and recommendations, and share new contact details.

5.  Start onboarding early

As seasoned professional services recruiters, we always press the point of the importance of maintaining contact with your prospective employer as you work your notice period. This applies to both parties in the equation, and hopefully you will already be in continual dialogue with your new manager, the HR team, or even the wider team you will soon be a part of.

Regardless, it is good practice to consider the following steps ahead of day one:

• Follow your new employer’s social media accounts – helping you keep up to date with any news as well as get a feel for the kind of messages and communication they broadcast.
• Connect with your new team members on LinkedIn – even better, message them with a short message saying how much you are looking forward to joining.
• Attend any events organised by your new employer – your enthusiasm to get involved ahead of you starting in your new position will be duly noted and help to cement relationships from the outset
• Confirm and check your logistics – travel routes, train timetables, parking arrangements all need to be reviewed ahead of your start date if you are traveling to a physical office. If however your new role involves you working from home, it’s still a good idea to check your WIFI connection for the inevitable Teams or Zoom meetings, and make sure you have a suitable working space if you haven’t already.
• Be proactive – ask if there is any training material, staff handbooks or similar that you can read ahead of day one. There may be specific paperwork you need to complete perhaps. Getting ahead of the game shows you are committed to the new role, and helps to free up the first week from some of the administrative tasks.

Granted, you are also physically working your notice period (and busy tying up those loose ends) meaning time may be at a premium, but any effort you put in during this period means you can hit the ground running and will undoubtedly start to impact your new working relationships even before you’ve set foot through the door.

Finally

Handing your notice in can often be a bittersweet process. On the one hand, you will no doubt be looking forward to starting with your new employer, yet on the other, you still have legal obligations to fill as well as the emotional impact of saying goodbye to colleagues and friends.

Leaving a lasting (good) impression is vital and taking the steps above to demonstrate commitment to the very end won’t go unnoticed and will likely impact your personal reputation as you take these next steps in your professional career.

About Clayton Recruitment

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

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

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