Should You Move to a New Office and Commercial Company This Year?

February 12, 2025

In today’s Office and Commercial industry, committing to spending your entire career with one specific company doesn’t necessarily guarantee success. Even if your current employer has no plans to downsize or eliminate your role soon, staying put could be the wrong decision.

With skill shortages on the rise, candidates in the Office and Commercial industry have more freedom to choose where they want to work than ever before. The decision to switch to a new company could help you find a workplace with a better culture, more flexibility, and more development opportunities than you can access today.

You could improve your earning potential by moving to a new employer. According to one report, while staying with the same employer in a high-growth industry could earn you a 5.9% annual raise, jumping to another company could earn you raises of 9% or more.

Of course, that doesn’t mean that switching companies is always the right decision. In this article, we’ll guide you through the steps you can take to decide whether now is the right time for you to take a chance and explore new career avenues.

Market Analysis: The Job Market in 2025

If you’re considering moving to a new role in 2025, the good news is that you’re likely making this decision at a good time. The Office and Commercial job market is heavily candidate-driven right now. Not only are employers actively investing in candidates with new skills to help them navigate technological changes and increasing competition – but they’re willing to pay more for talent, too.

According to the Financial Times, in the UK companies invest more in talent acquisition, learning and development, and overall recruitment despite economic downturns. Plus, the rise of remote and hybrid working opportunities means that you could find that you can apply for a more diverse range of roles than ever before – exploring opportunities with companies all over the world.

However, there are still challenges for Office and Commercial candidates to navigate. Rising opportunities for remote workers mean more jobs are available, but more people compete for them. Plus, while demand for skilled candidates is high, the skills companies are prioritising are changing. You may, therefore, need to invest more heavily in learning and development to prepare for evolving roles.

Is it Time for a Career Move? Making the Right Choice 

Deciding whether to stay with your current Office and Commercial employer or move to a new company is a significant step. You shouldn’t just be considering a move because you believe you can access a higher salary or a more impressive job title. You should decide based on your overall career goals, market understanding, and priorities.

Here are three key steps to prepare yourself to make the right choice.

Step 1: Assessing Your Current Situation

Start by reflecting on your current Office and Commercial company and the relationship you have with your workplace. How connected do you feel with the values and missions of your current employer? Do you have a true sense of purpose in your role, and are you fulfilled by what you do?

How much progress are you making towards your specific goals with this company? If you want to move into a leadership position five years from now, will your current employer deliver the development plans and learning experiences to help you get there? Does the organisation have a succession planning strategy in place?

Ask yourself what you like and dislike about the current company you’re working with. Do you love the company culture but don’t have enough flexibility in your role or schedule? Are you being adequately compensated for your work and skills? If unsure, use salary benchmarking to compare your current remuneration with what’s available in the Office and Commercial market.

Lasting, look at your current skills. Are you using them effectively in your role? Do you have skills that could be easily transferred to other positions?

Step 2: Identifying Your Priorities  

Knowing what you want from your Office and Commercial career is crucial to determining whether a move to a new company is the right decision. A good place to start is with salary expectations.

Although you likely want more from your next role than a good salary, a career move could be a good choice if you’re currently being paid less than what you’re worth and your employer isn’t willing to negotiate a raise. According to Forbes, employees who stay in companies for longer than two years can sometimes be paid 50% less.

Beyond the desire for a better salary, ask yourself what will motivate you to move to another company. Are you seeking new opportunities to learn, be challenged, and expand your skills with mentorship programs and training strategies? Do you want to experiment with the latest technologies and processes unavailable in your current workplace?

Are you looking for a better work-life balance – more opportunities for remote and flexible work or a more significant focus from your company on wellbeing? Is a good cultural fit important to you? Maybe you want to work for a company emphasising cross-functional collaboration, diversity and inclusion, or sustainability.

Step 3: Examining the Potential for Change

Next, consider whether it’s the right time for a move. Start by evaluating the job market in your sector. Is it expanding or contracting? Industries experiencing growth often offer more opportunities and stability under their employ. If your industry is in a downturn or many companies are “downsizing”, this might indicate it’s not a good time to search for a role.

Ask yourself how stable your current job is, too. Suppose your organisation is shifting its focus, and you’re worried about the longevity of your role. In that case, it might be time to start considering alternatives, even if you’re mostly happy with where you currently work.

If you know your current job is stable but unsure whether there are many opportunities for someone with your skills, ask yourself if you’re financially resilient enough to manage a transition. Finding another company you want to move to can take time, so it’s worth ensuring you have a financial buffer to handle any gaps.

Finally, consider whether you have the skills you need to move into the type of role you want. Conduct a skills gap analysis and ask yourself whether you need to invest in learning and development before considering switching career paths.

Moving to a New Company: Preparing Your Action Plan

 After examining all the factors above, if you decide that moving to a new Office and Commercial company is the right choice, developing a structured action plan will improve your chances of success. Here’s how to ensure you’re ready to make the transition.

Conduct a Skills Gap Analysis  

Start by evaluating the skills required for the Office and Commercial roles you’re targeting. Review job descriptions, industry standards, and feedback from your network to identify gaps in your expertise. Use online resources, in-person classes, workshops, and mentorship programs to fill these gaps. Upskilling demonstrates initiative and can give you more opportunities to choose from.

Activate your Network

Your professional network is one of your most valuable assets. Inform trusted Office and Commercial contacts about your career goals and ask for advice or referrals. Attend industry events, webinars, and workshops to connect with new professionals in your field. Engage actively on LinkedIn by sharing insights, commenting on posts, and participating in relevant groups. Even consider connecting with a Office and Commercial recruitment company.

Update your CV

Before applying to new roles, ensure your CV is up to date. They should highlight the most relevant skills and credentials for your desired roles. Remember to consider your online presence and profiles, too. Updating your LinkedIn profile, for instance, can make attracting the attention of Office and Commercial recruiters and employers easier.

Develop an Application and Interview Strategy

Define a clear application plan to avoid wasting time on irrelevant opportunities. Research companies that align with your values, interests, and career goals. Tailor each application to the specific role and company, ensuring your cover letter meets their needs. Make sure you’re prepared for success by working on your interviewing skills. Practice responses to common Office and Commercial questions and consider conducting mock interviews with a friend.

Prepare to Negotiate

When you receive an offer, approach negotiation with confidence. Research typical salaries for the role using tools like Glassdoor or industry reports to establish your value. When considering the total package, factor in benefits like flexible working, bonuses, and professional development opportunities. Make sure you’re ready to get the offer you deserve.

Is It Time for a Fresh Start in your Office and Commercial Career?

Deciding to move to a new Office and Commercial company can be daunting, but it can also be the best way to take the next step towards your long-term career goals. Carefully assessing your current situation, the job market, and priorities will help you decide if now is the right time for a change.

If you’re ready to make the switch, use the tips above to prepare for the transition, and remember to leverage the resources available to you. For instance, working with a recruitment company can help streamline your migration to a new company and help you access the opportunities you seek.

How to Overcome Self Doubt in The Job Hunting Process

January 23, 2025

Searching for the ideal role can be exhausting, frustrating, and mentally draining. It’s natural to begin to doubt your abilities and value over time, particularly as you deal with an increasing number of unanswered applications and rejections.

Up to 72% of job seekers say that job hunting has had a negative impact on their mental health, damaging their confidence and leading to issues of “imposter syndrome”.

Fortunately, while self-doubt is common, it’s also manageable. With a strategic approach, you can adjust your mindset, build resilience, and maintain the confidence you need to impress interviews and forge a path to success.

Here, we’ll show you how to conquer your inner critic and nurture your self-esteem, regardless of how complex and exhausting your job hunt might seem.

Understanding Self-Doubt in Job Hunting 

Self-doubt is more common among job seekers than you might think. According to a YouGov study, most people display at least three out of seven signs of imposter syndrome. Feeling that you’re not “good” enough is particularly common when looking for a new job.

Whether you’re re-entering the workforce or moving to a new position, it’s easy to question your abilities. Many candidates compare themselves to others during the job search, exacerbating their weaknesses and overlooking their strengths.

Whether real or imagined, skill gaps and a lack of experience in certain areas can make you feel less competent or suitable for a role; at the same time, a challenging economic environment and an unpredictable job search can increase feelings of stress and fear.

Unfortunately, as your feelings of self-doubt increase, they don’t just harm your mental health; they can hinder your journey towards a new role, too. Anxiety and self-doubt during interviews can lead to self-deprecation and downplaying your achievements. You may end up under-selling yourself in your CV, cover letter, and conversations with employers.

You could even avoid applying for new roles based on your feelings of imposter syndrome. This leads to a malicious cycle of missed opportunities that feed your insecurities. Plus, you could end up accepting less than you’re worth from an employer because your imposter syndrome prevents you from participating in salary negotiations.

That’s why it’s important to recognise self-doubt early and build a framework that enhances and improves your confidence.

Building a Confidence Framework  

Psychology tells us that confidence is a learned skill – just like any other ability, you can develop and improve your confidence with the proper strategic framework. Your ability to project a sense of self-belief and overcome self-doubt starts with three core things:

Self-Assessment and Brand Development

The first step to overcoming self-doubt in your job search is developing a clear picture of who you are as a candidate. When faced with endless unanswered applications and rejections, it’s easy to focus on your weaknesses. That’s why you need to remind yourself of your strengths.

Conduct a thorough self-assessment.

Document and list all of your past achievements, skills, and abilities. Create an “elevator pitch” outlining your values to companies. This gives you the tools to build a personal brand that attracts employers and a resource you can return to when you need to maintain your self-worth.

Mastering Mindset and Self-Care

For most people, confidence doesn’t happen naturally. They must constantly work to nurture and develop their self-assurance and confidence by adjusting their thought processes. Developing the right mindset doesn’t necessarily mean ignoring any weaknesses you might have. Instead, it means reframing them with a “growth mindset” perspective.

View yourself as someone in a process of constant development. Instead of saying, “I don’t have as much experience as my peers”, tell yourself “, I may be less experienced, but I’ve already achieved [x], and I’m constantly improving.” Positive self-affirmations and reminders of your continued growth can help silence negative thoughts.

Building Your External Support Network 

You don’t have to tackle your job search alone. The external network you build for yourself can open the door to more opportunities and help you overcome self-doubt. Work with professional recruitment companies and use their advice to determine which skills you should focus on and how to improve your CV or interviewing abilities.

Consider connecting with career coaches, professional counsellors or peer support groups who can provide new perspectives when you feel overwhelmed. Find a mentor and ask them for help to eradicate self-doubt and build confidence.

Practical Confidence-Building Tools

Once you’ve built the initial framework, improve your confidence by taking additional steps to avoid self-doubt. The following practical strategies will be helpful throughout your job search.

Invest in a Job Search Preparation Strategy

According to the Harvard Business Review, effective preparation is one of the best ways to mitigate self-doubt during a job search. Start with a skills audit, identifying your strengths and the weaknesses you want to overcome and build a plan for self-development.

Maintain a document listing all of your success stories and accomplishments. This will give you something to reference when self-doubt begins to surface, and it will help you prepare to answer competency-based interview questions with in-depth, engaging stories.

Before applying for any role, research the company and its priorities so you know how to tailor your CV, cover letter, and interview answers accordingly. Practice mock interviews with friends and research salary ranges so you’re ready to negotiate the right offer.

Create a Confidence Nurturing Routine

Confidence is built over time through small actions that reinforce a positive outlook. Establish a daily routine with specific tasks dedicated to confidence-building. This could mean regularly reviewing your progress in developing new skills or practising positive affirmations.

It could involve regularly visualising success in your career or celebrating simple milestones, like completing a certain number of applications or landing an interview.

Nurturing confidence also means prioritising self-care. Make looking after yourself a part of your job hunt routine. Focus on finding time to relax, exercise, and connect with others to alleviate stress and avoid burnout.

Develop Grit and Resilience

Resilience is a crucial attribute for any candidate. Finding the right job can take time, and you may need to handle a lot of rejection along the road. The key to success is embracing a long-term perspective and remembering that setbacks are part of the journey.

Recognise every tiny piece of progress you make, whether you successfully get an interview, find new network connections, or improve your interview skills. Focus on becoming more adaptable, seeking new learning opportunities and increasing your abilities.

Additionally, develop a comprehensive strategy for dealing with setbacks and rejection. Look at every hurdle in your job search as a chance to learn and improve rather than simply telling yourself you weren’t “good enough”. Dedicate some time to looking after your mental health and practising self-care, then update your job search strategy based on your knowledge.

Moving Forward with Confidence

Job hunting is difficult, particularly in a competitive environment. But you can’t allow imposter syndrome and self-doubt to get the best of you. Take a consistent approach to finding ways of boosting and maintaining your confidence in the face of ongoing challenges.

  • Create an action plan: Develop an action plan outlining ways to boost your chances of success, such as seeking out a mentor, expanding your network, or building new skills.
  • Seek out resources: Invest in personal and professional development with resources such as online courses and networking groups. Maintain a growth mindset.
  • Feed your motivation: Stay motivated by celebrating every win, visualising success, and turning to your support network for new perspectives.
  • Be proactive: Find proactive ways to support your job search, such as updating your LinkedIn profile, practising interviewing techniques, or working with a recruitment company.
  • Document everything: Keep an up-to-date list of your strengths, weaknesses, achievements, and growth strategies.

Overcome Self-Doubt in Your Job Hunt

Self-doubt is common when searching for the ideal role. But don’t let it hold you back. Jump into action and start building your confidence, whether that means developing relationships with valuable members of your network, building your skills, or taking stock of all your achievements so far.

Building your confidence and resilience is a process, not a single step, and each small action contributes to a greater foundation. The more you invest in developing your confidence, the easier it will be to silence your self-doubt and stay strong throughout your journey.

Future-Proof Your Career: Essential Skills for Healthcare Professionals

January 16, 2025

In the Healthcare job market, disruption is the new norm. Economic uncertainty, the remote or hybrid work revolution, and rapid technological transformation influence how businesses operate and build their teams. The rise of AI and automation alone is beginning to cause issues for employers and Healthcare candidates.

The World Economic Forum predicts that AI and automation will displace up to 85 million jobs and create 97 million new ones by 2025. The only way to ensure you access the best opportunities in the future is to increase your value as an employee proactively.

As you invest in your long-term health with proactive habits, you can future-proof your career by cultivating and nurturing a versatile skillset. Here’s how to take the “preventative care” approach to ensure you can adapt and thrive in the new work age.

Why Future-Proofing Matters Now 

Leading Healthcare employees have long embraced a “growth mindset”, committing to constantly developing and expanding their abilities to adapt to market changes. This proactive approach to future-proofing your career is becoming increasingly crucial.

Employer priorities are shifting, the skills required to deliver in Healthcare roles are evolving, and job competition is increasing as companies expand their talent acquisition strategies with remote employees. Future-proofing your skillset now means you can adapt to:

 

The Global Skill Shortage Crisis

Four in five employers struggle to find the talent they need in the Healthcare industry. Developing new in-demand skills boosts your chances of getting multiple job offers from various companies and earning the salary you deserve.

Candidates with valuable skills have more scope to negotiate salaries and request additional benefits. Your skillset will ensure you can compete with a broader range of candidates as employers embrace remote staff members to broaden their talent pool.

AI and Automation in the Workplace

Artificial intelligence and automation are reshaping every industry. Sectors from manufacturing to finance and retail are becoming increasingly automated. Even customer-facing and creative employees risk losing their roles to generative AI tools.

While the technology revolution puts some jobs at risk, it also creates new opportunities for those who can collaborate effectively with AI systems. Employees who can effectively leverage AI and automation to become more efficient can sidestep the risk of job displacement.

 

Economic Uncertainty

Market volatility, ongoing industry disruptions, and the ripple effects of global events make economic stability unpredictable. Employers have less to invest in talent and are becoming more cautious about how they build and develop their teams.

Developing a broad skillset now is how you ensure you can convince employers of the return on investment they’ll get from hiring you. It can also help you adapt to new work modes, like remote working, which have emerged as a critical tool for reducing business operating costs.

 

Evolving Workplace Dynamics

The workplace is rapidly changing due to the rise of new technologies and new remote and hybrid working styles, cross-functional teams, and diverse office spaces. Future-proofing your skill set means developing new technical skills and building capabilities to help you communicate and collaborate more effectively in this changing space.

The soft skills you build now, from emotional intelligence to adaptability and communication skills, will help you thrive as workplaces evolve.

Creating Your Essential Skills Framework  

Diversity is the key to building a future-proof skillset in the Healthcare industry. According to McKinsey, employers will increasingly prioritise candidates with specific technical skills (such as digital literacy) plus robust soft and hybrid skills.

Identifying High-Value Technical Skills

In a technology-driven world, digital literacy and robust technical skills are becoming essential to every Healthcare role. The ability to work seamlessly with automated tools, artificial intelligence, cloud platforms, and data will make you more valuable to your employer.

Start by focusing on digital literacy and learning more about data visualisation interpretation, and analysis. Then, develop cybersecurity awareness with courses and workshops that cover steps to protect information in a digitally connected landscape.

Ensure you’re confident using the standard software your team in your space relies on daily, such as video conferencing, file sharing, and collaboration apps.

From there, focus on the industry-specific software you must be familiar with in the Healthcare landscape. Every industry invests in more must-have software, from AI-driven electronic health record systems in healthcare to extended reality applications in manufacturing.

Developing Transferable Human Skills

  • Adaptability: Develop a mindset focused on innovation, problem-solving, and critical thinking. Hone your ability to respond quickly and effectively to changes and commit to constant learning, self-analysis, and improvement.
  • Emotional intelligence: Emotional intelligence is essential in a collaborative workplace defined by diversity. Practice developing empathy, work on conflict resolution skills, and nurture mindfulness.
  • Communication: Written and verbal communication skills are essential for Healthcare employees. Practice active listening to enhance understanding and collaboration. Show cross-cultural awareness by adapting your language when interacting with diverse team members and experimenting with different communication formats.

Building Hybrid Skills

Hybrid skills combine technical and human skills, making them incredibly valuable to various roles. Digital leadership, for instance, is an excellent example of a hybrid skill in the Healthcare industry. It involves developing standard leadership skills related to motivation, problem-solving, and time management, focusing on digital transformation.

For instance, with strong digital leadership skills, you could guide and support remote team members and in-office staff, manage projects with digital tools, and empower virtual collaboration. Business acumen is another significant hybrid skill.

Developing business acumen is about building a deeper understanding of your role’s strategic and commercial aspects. The more you understand your company’s goals, the challenges and risks you might face as you pursue targets, and the customers you’re trying to serve, the more effective you’ll be as a Healthcare employee.

Strategic Skill Building Tips: Shaping your Skillset

Developing a future-proof skillset in the Healthcare industry requires thorough investigation and research, self-awareness, motivation, and creativity. Here are a few practical steps to build your development plan.

Step 1: Conduct a Thorough Self-Assessment

First, ensure you understand your current strengths and weaknesses. Conduct a skills audit, listing your current abilities (including soft and hard skills), then compare your findings with the emerging needs and trends in the Healthcare industry.

Reading job descriptions can help you here, offering an insight into the abilities employers are prioritising in your sector. From there, ask yourself which skills you should focus on now, whether improving your performance in your current role, making yourself indispensable, or improving your ability to reach your career goals.

Step 2: Structure a Clear Learning Pathway  

Once you have a clear picture of the skills and abilities you need to develop and which you should prioritise, design a “learning pathway” that maps out your future journey. Start with the short-term goals you want to achieve in the next three months, such as completing an online course that teaches you how to use a new piece of Healthcare software.

Then, move on to your mid-term goals, focusing on targets that will take longer to reach, such as earning more complex certifications. Finally, outline your long-term vision, extending two to five years in the future. Imagine where you want to be at that stage in your career, and make sure your short – and mid-term strategies are leading you in the right direction.

Step 3: Identify Valuable Development Resources  

With your path ahead laid out, explore the learning resources available. There are many options to explore, depending on your learning styles and needs. For some Healthcare employees, free online courses and workshops offer a fantastic way to quickly build new abilities with minimal upfront investment.

Consider paid certifications and classes to help build your CV with approved credentials. Remember to look beyond traditional learning opportunities. Joining community forums in the Healthcare industry or working with mentors can pave the way to excellent peer-to-peer learning.

Step 4: Track Your Progress and Adapt

Finally, ensure you have a system to track your progress. Define measurement metrics you can use to assess your skill development process objectively. For instance, monitor how much time you dedicate to your education daily or weekly.

Look for success indicators that help you mark stages in your journey, such as completing course segments or earning a certificate. Establishing feedback loops with mentors and peers can also be an excellent way to access outside perspectives you can use to measure your progress. As you continue to grow and improve, adapt your strategy, setting new, relevant goals that push you to greater heights.

Future Proofing Your Healthcare Career

The job market for Healthcare candidates is complex, competitive, and increasingly uncertain. Technological advancements, changing priorities among employers, and expanding talent pools will all lead to new challenges for you to overcome in the years ahead.

Invest in the best insurance for your career’s future by taking a proactive approach to developing your skillset now. Start spending time on regular skill assessments, researching industry trends, and connecting with mentors and peers who can help you grow.

Speak to Healthcare recruitment professionals for advice on how you can become more valuable to employers and invest in varied training and development strategies. The steps you take now will ensure you can survive the changes in the job market and thrive in the new world of work.

Small Business, Big Impact: Creating a Compelling Legal Costs Employer Brand in 2025

January 9, 2025

Talent attraction and acquisition is becoming increasingly complicated in the Legal Costs industry. Skill shortages are constantly growing, and the competition for top talent is fierce.

Beyond that, with more options, employees are becoming more discerning about who they choose to work with.

Companies must do more than offer great salaries and benefits to connect with candidates and retain staff. They need to forge emotional connections with the right people. SHRM found that 86% of HR professionals agree that recruitment is becoming more like marketing today.

In today’s world, developing a strong employer brand isn’t just about differentiating your company from the competition; it’s about giving yourself the tools to reduce complexities, reduce staff turnover, and stay resilient.

What is an Employer Brand?

An employer brand encompasses the complete value and experience companies offer employees and job candidates. Essentially, your employer brand answers, “Why should someone choose to work for your company?”

Today, 76% of candidates consider a company’s reputation before applying for a role, and many employees say they would consider leaving their current role to pursue a job with a company with a stronger, more positive reputation.

Like a commercial brand, an employer brand is made up of various elements:

  • Company culture and values: The working environment you offer employees and your focus on factors like innovation, collaboration, diversity, or employee growth.
  • Working conditions: The factors that affect employees’ day-to-day experiences with your company, such as your approach to work-life balance and team dynamics.
  • Career development: Your ability to invest in the growth and development of employees with training, mentorship, courses, and other programs.
  • Compensation and benefits: The competitive packages you offer staff members include salaries and other benefits, such as flexible work.
  • Reputation and market position: Your reputation in the Legal Costs market is based on, for example, your DEI approach, integrity, social responsibility, or commitment to innovation.
  • Employee experience: How you nurture and maintain positive experiences for employees by caring for their well-being and helping them achieve their goals.

Why Employer Branding Matters for Small Businesses 

According to the MRINetwork, 69% of candidates would reject a job offer from a company with a poor employer brand, even if they were unemployed. Effective branding is crucial for small Legal Costs businesses that may already struggle to stand out in a sea of larger competitors.

Investing in your employer brand can deliver benefits such as:

Greater Cost Efficiency

With tighter budgets, most small Legal Costs businesses need to be more strategic about attracting and acquiring talent. According to Harvard Business Review, a negative reputation can be enough to increase your cost per hire by 10%.

Alternatively, a well-crafted employer brand that emphasizes the unique benefits and experiences your company can offer employees can significantly reduce recruitment costs. It can help you attract candidates who resonate with your customer’s message, improve the quality of your hires, and reduce recruitment mistakes.

Effective employer branding can also reduce the time it takes to convert a candidate into an employee and improve their chances of staying with your business for longer. Greater retention rates mean you spend less on constantly filling gaps in your team and training new employees.

A Stronger Competitive Advantage 

89% of HR leaders agree that a strong employer brand gives them a crucial competitive advantage when attracting top talent. When fighting against larger organisations with more resources for the best candidates, an excellent brand can give you an edge.

It’s your chance to highlight what makes your company unique, such as excellent team dynamics, hands-on learning opportunities, or a focus on diversity and inclusion.

Smaller businesses have a few unique advantages when it comes to employer branding. Often, employees have more direct access to leadership, paving the way for a stronger sense of community and more transparent communications.

Additionally, smaller organisations are often more agile. They can adapt quickly to market changes and trends, implement feedback faster, and adjust their company culture and processes based on team needs without high training and development costs.

Improved Employee Engagement and Retention

A good employer brand directly impacts the experience your staff members have with your Legal Costs company. Building an attractive employer brand means investing in a supportive company culture, excellent training and development opportunities, robust feedback loops, and employee well-being.

All these factors lead to greater staff satisfaction when employees join your team. Additionally, because your employer brand will help you to attract candidates who share your values and vision, these team members are more likely to be invested in their role.

This can lead to higher productivity levels and reduced retention rates. Employees who appreciate and value your employer brand can even help you attract new talent through advocacy programs, positive reviews, and referrals.

 

Creating Your Employer Brand Strategy

Developing a strong Legal Costs employer brand is crucial to ensuring your company can thrive in a competitive industry and access the talent it needs to grow. Here’s how you can start building a brand that connects with candidates.

  1. Audit Your Current Position

 First, get to know your current reputation as an employer. Conduct employee surveys and exit interviews for honest insights into your current approach’s strengths and weaknesses. Ask team members what they like and dislike about your company regularly, even if you only encourage them to send anonymous feedback.

Build on direct feedback by reading reviews on hiring platforms like Glassdoor and reviewing what current and previous staff members say about your business. It’s also worth analysing/analyzing your recruitment metrics and hiring success rates. Identify how long it takes to hire an employee and how frequently turnover happens.

  1. Define Your Employee Value Proposition (EVP)

Next, consider how you can encourage employees to work for your Legal Costs company. Defining your Employee Value Proposition (EVP) involves identifying the benefits, opportunities, and unique experiences you can offer employees to convince them to join your team.

Do you offer comprehensive development opportunities to staff members, with training programs and mentorship? What’s your company culture like? Does it prioritise supportive teams, diversity, equity, inclusion, flexibility, or work-life balance?

Remember to consider your compensation and benefits packages carefully, too.

  • Are your salaries competitive based on industry benchmarks?
  • Can you add extra value to the mix through bonuses, health benefits, or flexible work?

  1. Develop Your Brand Message

With a clear view of your current Legal Costs employer brand and your EVP in place, you can craft a brand message that resonates with potential employees. Consider it your “elevator pitch” describing why candidates should choose you.

Think about the tone and voice of your employer communications based on how you want to appear to potential employees. Consistency is key in choosing a friendly, casual tone or a more formal, corporate approach. This tone should align with your company’s values and overall brand identity.

Think about how you’ll share your message across platforms (your website, job sites, and even social media platforms) and enhance it with additional assets, such as team photos and videos. Remember to tailor your message to different segments of your “ideal employee group”, adjusting to suit their priorities and interests.

  1. Implement and Activate

 Now, it’s time to start bringing your employer brand to life. Begin by training your Legal Costs hiring managers and HR teams, giving them insights into effectively communicating your brand elements. Update your recruitment materials, such as your job descriptions and career page, to reflect the core elements of your employer brand.

Everything you use to attract and connect with candidates should remind them of the unique value they can get from working with your company. Think about how to advertise your employer brand as effectively as possible on channels like LinkedIn, professional networks, and industry forums.

Activating your existing employees to help you share insights into your employer brand with the world can be helpful, too. Encourage them to share their experiences on social media, attend recruiting events, or create content to share on your website.

  1. Measuring Success

Finally, ensure you have a strategy to track the success of your Legal Costs employer brand in your recruitment efforts. Gathering feedback from employees is a suggested first step. It’s also worth looking at key metrics and KPIs, such as:

  • Application rates and quality
  • Cost per hire
  • Time to fill positions
  • Retention rates
  • Employer review ratings
  • Referral rates
  • Social media engagement
  • Employee satisfaction scores

Tracking these metrics and regularly asking your team members for insights into how you can improve your employer brand will help you strengthen your reputation over time. The more you invest in constantly refining your employer brand, the more you’ll be able to build a workplace candidates are keen to join.

Employer Branding: Quick Best Practices for 2025

There are a few additional tips and best practices to remember when developing a Legal Costs employer brand in 2025. Based on the current needs and expectations of top candidates, make sure you:

  • Take a digital-first approach: Maintain an engaging online presence, use video to share insights into your workplace, and create immersive candidate experiences.
  • Activate your employees: Ask employees to share real, authentic stories about their experiences with potential candidates.
  • Maintain consistent communication: Listen to your employees, address their challenges, and use their feedback to improve your brand.
  • Invest in employee satisfaction: Constantly look for new ways to delight your employees with training opportunities, flexible work options, and well-being initiatives.

In 2025, as skill shortages increase and retention rates continue to drop, building a compelling Legal Costs employer brand is more important than ever. By following the framework outlined above and leveraging the unique advantages you can offer your employees, you can boost your chances of attracting and retaining the talent you need to grow.

Culture By Design: Intentional Practices to Shape Your Office and Commercial Workplace

January 3, 2025

In today’s Office and Commercial landscape, company culture isn’t just a buzzword – it’s the foundation of long-term success. An exceptional company culture unifies, engages, and motivates teams, improving business performance and productivity.

Perhaps most importantly, the culture in your organisation dictates whether you’ll be able to attract and retain talent effectively. Skill shortages are a continuing problem; businesses can’t afford to lose top talent due to a toxic workplace. According to MIT, culture is ten times more important than compensation when predicting turnover.

When company culture significantly impacts the growth and sustainability of your Office and Commercial business, you can’t afford to leave success to chance. The days of “culture by default” are gone, and organisations must ask whether they’re shaping their culture with intention and focus.

It’s time for the era of culture by design.

Understanding Culture by Design

Company culture is the heart of an organisation. It isn’t defined exclusively by unique benefits or office space perks. Culture culminates the practical and pervasive implementation of ideas, best practices, and shared values within your company.

As frameworks like the McKinsey Organizational Health Index and MIT Sloan’s scientific definition of culture outline, company culture connects all of the crucial parts of an organisation from your business goals to your company’s inherent values and your people.

It needs to influence everything from your approach to hiring employees, developing teams, managing staff, and enabling work-life balance.

“Culture by design” intentionally shapes the behaviours, beliefs, and environment that define a workplace. Instead of allowing culture to form randomly by default, leaders deliberately craft workplace conditions to align with an Office and Commercial company’s goals, vision, and needs of their people.

This involves creating specific practices, policies, and rituals that foster desired attitudes and behaviours. It’s all about building a space where employees thrive, feel valued, stay committed, and contribute to long-term success.

Though implementing culture by design can seem complex, it’s crucial for business survival. Strong company cultures reduce turnover, help attract top talent to your team, and directly impact business bottom lines. According to Bain, getting company culture right can increase EBIT growth by up to 500% and revenue by a factor of ten.

Foundation: Core Values and Vision

The heart of a strong Office and Commercial company culture is defined by shared values and a clear vision. For individuals on your team to find purpose and value in their roles, they must feel they’re collectively contributing towards a shared goal and understand your company’s priorities.

The Value Definition Process

Your company’s values should guide actions, decisions, and behaviours throughout the workforce. Core values can vary depending on your business. Many companies prioritise trust, honesty, integrity, and accountability.

Diversity, equity, and inclusion also often significantly impact company values, particularly in today’s Office and Commercial space.

Fortunately, some tools can help businesses define their values. The Barrett Values Center/Centre 7-Level consciousness model explores values across various levels of consciousness, considering everything from relationships to self-esteem and internal cohesion.

Designing an Implementation Framework

Identifying values is the first step in this process, and Office and Commercial companies must also comprehensively embed these values into the company culture and align them with an overall vision for success.

This can involve creating documents and policies that help to communicate values, like Netflix’s culture deck. It could also mean implementing training initiatives to reinforce values, such as programs that enhance employee cultural recognition and collaboration.

Adjusting management strategies is one of the most important steps in implementing values into a company culture. Google’s Project Oxygen found that effective leadership and collaboration on management strategies drive team success and improve team cohesion. Business leaders need to model and champion values for team members in everything they do.

Metrics and Measurement

 Once values and a clear vision are embedded into the company’s operations, leaders also need a way to measure how those values impact the overall business. Tools like the “Cultural Values Assessment” can be valuable here, as they offer a way to evaluate alignment between personal values, current company culture, and the desired cultural environment.

This helps leaders understand where culture thrives in the business and where additional transformation is needed. Business leaders can also experiment with solutions like the Denison culture survey, which delivers insights into how a company’s culture supports performance and alignment with strategic growth, focusing on consistency and adaptability.

Implementation: Design Practices

 Once you’ve defined the core values and vision for your Office and Commercial business and its company culture, the next step is to start implementing practices that bring your desired culture to life. Every aspect of the employee experience, from hiring to work policies and recognition strategies, needs to be aligned with the desired culture you want to achieve.

Hiring for Cultural Success

Adjusting your hiring strategy to improve and optimise company culture isn’t just about looking for Office and Commercial candidates with the same characteristics as existing, successful employees. It’s about finding team members who contribute to your desired company culture.

Companies can use various methods to improve results here. Working with specialist recruitment teams to help minimise bias in hiring decisions can lead to a more diverse and inclusive culture. Experimenting with behavioural interview questions can help you identify how well candidates will respond to the situations and experiences they’ll face in a role.

Office and Commercial leaders can also embed cultural values and ideals into the candidate assessment process. For instance, HubSpot evaluates candidates based on their ability to thrive in a fast-paced, collaborative environment rather than focusing entirely on technical skills.

Ensuring Onboarding Excellence

A strong onboarding strategy is more than an excellent way to improve employee experiences and set team members up for success in their roles. It’s also an opportunity to define values and expectations, introduce staff to cultural norms, and rapidly embed employees into team settings.

Companies like LinkedIn and Airbnb use onboarding strategies to immerse employees in the company culture. They use storytelling and shared experiences to introduce and explain values and encourage teams to reflect on how they can contribute to the community experience in the workplace.

During an onboarding strategy, introduce teams to how you measure success. Discuss development strategies alongside long-term business and personal goals to help them connect with the team members they’ll be working with on a deeper level and ensure they can envision a long-term future with your company.

Implementing Recognition Systems

 Employee recognition strategies help to keep Office and Commercial teams engaged, reduce turnover rates, and improve productivity. More importantly, they are a valuable way to reinforce behaviours that support a positive company culture.

Think about how you share feedback with staff and manage performance. Are your teams left waiting months for a meeting or review? Can you update your strategy with regular check-ins between managers and employees to create a more agile, supportive culture?

According to Deloitte, 90% of companies that redesign performance management with a focus on regular, consistent feedback see direct improvements in engagement. Remember, small things, like a “thank you” for a positive action, can go a long way.

Managing the Remote/Hybrid Shift

Nurturing a positive culture can be complex in any Office and Commercial business. For companies embracing hybrid and flexible working strategies, it can be difficult to keep teams aligned, focused on the same vision, and engaged over time.

Plan to ensure that remote and hybrid workers are as deeply ingrained into the company culture as in-office employees. Invest in regular meetings with team members and introduce new communication and collaboration tools to bridge the gaps between staff. Ensure everyone is involved in decision-making processes and business growth, regardless of location.

A commitment to transparency, constant communication, and regular team building will ensure culture can continue to thrive in a hybrid workplace.

Maintenance: Sustaining Cultural Health

Finally, creating and implementing a strong Office and Commercial company culture is just the beginning. Sustaining cultural health requires ongoing effort, careful monitoring, and adaptability. Maintaining your company culture requires a few key steps:

Using Measurement Tools

Take advantage of the measurement tools available to help you understand your company culture’s impact on your organisation. For instance, Gartner’s “Cultural Assessment Framework” helps monitor behavioural patterns and values to show whether your culture contributes to performance and innovation.

Deloitte’s culture change monitoring system makes it easy to track cultural shifts using employee surveys, performance data, and focus groups. You can even use McKinsey’s Organisational Health Index to track performance and engagement metrics.

Embracing Feedback Mechanisms

Feedback goes two ways in an effective Office and Commercial business. The best way to determine how well your company culture works is to gather genuine and authentic employee insights. For instance, Microsoft regularly uses the “Employee Signals” framework to help business leaders identify trends and adjust policies to sustain morale and engagement.

Make sure it’s easy for team members to share their thoughts, whether they have recommendations for new workplace policies, concerns about current processes, or complaints to share. Host regular culture meetings, but ensure team members have a way to submit feedback anonymously, too.

 

Preparing for Crisis Points

New challenges emerge in the Office and Commercial space every day. Political changes, economic conditions, and other factors can affect your company’s mood and culture. A strategy for dealing with sudden issues can help reduce disruption.

For instance, you could implement policies for managing employee stress and improving well-being during difficult times. You might even provide business leaders and staff training focused on adaptability, emotional resilience, and purpose-driven leadership.

Designing Culture with Intention

 

Your Office and Commercial company’s culture is more important to your continued success than you might think. A strong culture is critical for more than just attracting and retaining talent. It ensures you can stay resilient, innovative, and strong in the face of any challenge.

Now’s the time to ensure you’re designing your company culture with intention. Stop waiting for the culture to form itself, and begin implementing a strategy that infuses clear values, a vision, and desired behaviours into every element of your workplace.

As you change your company’s culture, pay attention to the results. Track how effectively you attract and retain employees and how morale, engagement, and productivity evolve within your organisation,

Your path to an impactful company culture starts now.

The First 90 Days: A Blueprint for New Hire Success in the Legal Sector

December 19, 2024

Settling into any new role takes time. Even employees with years of experience in similar Legal industry roles can struggle when faced with new processes, workplace requirements and team dynamics. That’s why business leaders and managers must invest in effective onboarding processes to streamline the path to productivity.

Implementing the right strategy for an employee’s first 90 days in your organisation doesn’t only ensure you get the most value out of your new hire as quickly as possible, but it’s also crucial to retaining top talent in a competitive job market.

A well-structured onboarding process that focuses on training, cultural integration, and development during the first three months helps to forge the foundations of a positive relationship between employees and the companies they support.

Here’s how you can set your new employee up for success during their first 90 days with your company.

The Importance of Employee Onboarding and Development

Studies show up to 20% of employee turnover happens within the first 45 days of a new hire joining the team. This makes the initial stages of welcoming an employee into your team crucial for talent retention. 69% of employees say they’re more likely to stay with a company for three years or more if they receive an excellent initial onboarding experience.

In a skills-short Legal space, employees are likelier to abandon roles that don’t meet their expectations. Companies could waste time and resources recruiting and training staff who may leave their roles within a few months.

Rapid turnover can significantly impact team morale and overall company culture, reducing productivity and performance. A robust onboarding process, particularly focusing on the first 90 days, sets the tone for a valuable long-term relationship between your company and your new hires.

It allows staff to build strong foundations in your business, provides them with rapid access to essential skills, and helps them forge relationships with other team members. You will reduce your risk of early turnover for new talent and streamline each team member’s path to success within your organisation.

The First 90 Days: Building Your Onboarding Roadmap

 The exact elements of a successful onboarding strategy will always vary depending on the Legal role you’re filling and the unique requirements of your new hire. However, the following blueprint will give you a helpful starting point when designing your onboarding strategy.

  1. Pre-Arrival Preparation (Days -30 to 0) 

A powerful onboarding experience starts before your new staff member arrives for their first day at your Legal business location. When an employee accepts your job offer, you should prepare to welcome them into the team.

Create a comprehensive and personalised onboarding plan for each new team member that outlines the required training schedule, objectives, and milestones. This will give your new starter an insight into what to expect ahead of their start date.

Prepare any hardware and equipment your employees will need, such as a computer, desk space, and any software they’ll need access to, so it’s ready for them when they walk through the door.

Assigning a mentor or buddy to each new team member is a helpful way to give them a go-to resource if they have questions about their role, tasks or the company. Arrange this ahead of time. Additionally, consider setting up meet-and-greet sessions with the key team members your employee will work with.

Communicate with your new employee before their start date, sending them a welcome email with essential information about their role and the organisation.

  1. The First Week (Days 1-7)

The first week in a new Legal role can be chaotic and nerve-wracking for a new team member. Ensuring your employee feels supported and informed during this time is crucial.

On the first day, focus on welcoming the hire into the team, introducing them to team members, and showing them around the office. Ensure they know where to find everything, from meeting rooms to bathrooms and lunch or break spaces.

Set expectations with your new team member immediately, but ensure you’re realistic about expected accomplishments. Remind your new staff member of the critical elements of your company’s culture and values, and ask them if they have any questions about their role.

Additionally, during the first week, scheduling initial training sessions covering the software your employees will be using or any essential processes they’ll need to follow is helpful. Plus, make sure you have a few regular check-ins scheduled with a manager or team leader so you can monitor your new hire’s progress.

  1. Weeks 2-4 (Days 8-30)

After the first week, you can dive into more role-specific training sessions for your Legal hire, focusing on developing core skills and overcoming potential weaknesses. Introduce the key projects your team member will work on and assign new responsibilities.

For the first month, avoid overwhelming your employees with complex tasks. Instead, ensure they have access to the resources they need to learn more about their roles and functions and build new relationships with valuable team members.

Consider introducing team-building exercises or arranging informal lunches to foster the development of positive connections and enable collaboration.

At the end of the first month, schedule your first formal feedback session, ensuring you both provide helpful guidance and collect insights from your new employee about their experience in the workplace.

  1. Month 2 (Days 31-60)

When they enter their second month with your business, your new Legal hire should start feeling more confident in their role. Start giving your staff members more autonomy and responsibility, ensuring they still have someone to turn to if they have any questions.

Help them set short-term goals and objectives based on their ambitions and your company’s broader goals. Additionally, ensure your staff member can access continued learning and development opportunities, such as training sessions and workshops.

At this point, infusing your new employee deeper into your business operations is essential. Encourage them to actively participate in team meetings and projects and ask them to share their thoughts and opinions regularly.

At the end of the second month, arrange another review and feedback session to assess progress and provide constructive feedback.

  1. Month 3 (Days 61-90)

In the third month of the onboarding process, your new hire should feel fully integrated into the business. You can begin to assign them more complex tasks and projects and ask them to take more initiative in their role. Begin looking for more specific opportunities for growth and development based on what you’ve learned about your hire’s strengths and weaknesses so far.

Arrange another meeting during which your Legal team member can tell you about their long-term career aspirations, and you and your colleague can begin to build a personal development plan for them.

At the end of the third month, invite your employee to a comprehensive 90-day review. During this meeting, you can discuss the employee’s goals and achievements and collaboratively identify areas for improvement. You should also begin to discuss long-term development plans and set clear goals for the staff member’s next 90 days in their role.

At this stage, you can also ask your employees for feedback about what they’ve liked and disliked about the onboarding experience. This will help you optimise and improve future onboarding strategies.

The First 90 Days: Best Practice

 Developing an onboarding strategy for your new hire’s first 90 days within their new Legal role is crucial to integrating them into your company culture and setting the foundations for future success. Some experts say an employee’s experience within the first 90 days in a role will significantly impact their long-term performance and contribution to a company.

Here are a few tips to keep in mind throughout the process:

Maintain Open Communication

Communication is key to strengthening the relationship between your new employee and your business. Ensure managers regularly check in with new team members to clarify expectations, offer feedback, and quickly address any concerns or challenges.

Personalise the Onboarding Experience

Every new Legal hire will have requirements and specific challenges to overcome when starting a role with a company. Make sure you personalise the onboarding experience based on the employee’s role, background, and individual learning style.

Leverage Technology

Taking advantage of technology can significantly improve the onboarding experience. Digital scheduling tools, learning management software, and communication solutions can automate and streamline processes throughout the onboarding journey.

Gathering and Acting on Feedback

Gather feedback from your new staff members during and after onboarding to determine what works well for them and what can be improved. This will show employees that you value their input and help continuously refine the onboarding experience.

Master the 90-Day Onboarding Process

An effective onboarding strategy ensures that your new Legal employee thrives in your organisation  Retaining crucial talent, enhancing your company culture, and building an effective team are important.

Follow the steps above to design your 90-day onboarding strategy. Remember to constantly optimise and improve the experience based on feedback from each new team member.

CV Gaps: Turning Career Transitions into Opportunities

December 12, 2024

Imagine this: you discover an incredible Office and Commercial career opportunity that aligns perfectly with your goals and priorities as an employee. But, as you prepare to apply for the role, you notice a problem: a glaring gap in your CV.

Maybe you spent a year or two “unemployed” while you dealt with personal priorities, or you struggled to find a new role for a while after leaving another job. Whatever the reason for the gap, you know you will most likely have to explain it to your potential employer.

The thought of explaining a gap in your work history can be daunting. You might assume it will paint you negatively or reduce your chances of getting a job offer. However, CV gaps are more common than you think, and they need not be a red flag to employers.

What matters is how you address the gap. Here, we’ll show you how to frame career gaps positively and ensure you take advantage of valuable opportunities.

Understanding CV Gaps

A CV gap is any period in an individual’s career history where they were unemployed. If this is you, you are not alone, as McKinsey found that 62% of all employees will have a gap at some point in their professional history.

Gaps can be caused by career transitions, such as when you decide to leave an old Office and Commercial role and don’t have a new opportunity lined up in advance. You might transition into a period of unemployment while pursuing personal development opportunities, taking ‘time out’ to travel the world or investing in your education.

Sometimes, CV gaps are because of family responsibilities (such as caring for children or relatives), health issues (physical or mental), and changes in priorities. For instance, you might leave a role to focus on a passion project or voluntary work.

There are plenty of instances where gaps in your career may not be something you could have predicted or prevented. Companies can close, lay off team members, and make employees redundant for various reasons, leading to unexpected career gaps.

The Importance of Transparency

Whether the gap in your Office and Commercial CV was caused by something inside your control or not, explaining it to a new employer can be anxiety-evoking. This is demonstrated by up to 53% of candidates in one study saying they’d feel more confident applying for roles if they didn’t have to disclose the reasons behind their career gaps.

Remember that having a gap in your work history doesn’t necessarily mean you’ll have less chance of getting the role you want. LinkedIn found that 79% of managers will happily hire candidates regardless of career gaps.

When you confidently address the reason for the gap with your prospective employer, showing how it benefited you or contributed to your personal development, you’ll seem more proactive and trustworthy to them.

Being clear and transparent about your career gap sets a positive tone for building a relationship with your employer. It shows integrity and self-awareness and allows you to control the narrative surrounding your career history.

Reframing Career Transitions as Opportunities

Many Office and Commercial candidates are concerned that CV gaps would make them seem noncommittal, flaky, or unreliable. However, how a hiring manager or employer perceives a career gap depends on how you frame it.

Even if the reason for your employment gap didn’t directly contribute to your value as a candidate (like a year spent earning an unrelated certification), you could draw attention to how the gap benefited you.

Your unemployment period contributed to your adaptability and resilience, showing you how to adapt to new challenges and periods of potential uncertainty. You might have had a chance to try different interim roles, whether as a traditional employee, contractor, or volunteer, to help you uncover new insights and skills.

Think about how you can draw attention to the gap’s positive results, even if it only helped you progress through a period of self-discovery.

Crafting a Compelling CV 

If you’re invited to an interview, you should have a chance to discuss your CV gap in more depth with your potential Office and Commercial employer. However, to improve your chances of getting to that stage, you must structure your CV correctly.

First, think about the format. Instead of using a chronological CV that lists all of your previous experiences in order, drawing more attention to gaps, highlight the experiences most relevant to the role you’re applying for in order of importance.

Begin your CV with a strong summary or profile section that encapsulates your professional identity, spotlighting your unique characteristics and the strengths you’ll bring to the potential employer. Instead of listing previous job titles, focus on tailoring your CV to draw attention to your achievements and accomplishments over the years.

If you notice a gap in your CV is pronounced, add bullet points explaining what you did during those periods. For instance, did you spend time volunteering, doing freelance work, seeking out courses, or travelling to expand your personal growth?

Addressing Gaps in Cover Letters and Interviews

Before you’re invited to an Office and Commercial interview, you can proactively use your cover letter to address a career gap. Don’t go too in-depth with your explanation in the cover letter, but briefly describe why you weren’t employed during this period, then redirect the focus back to the skills and experiences that make you suitable for the role.

When invited to an interview, prepare to provide a more in-depth explanation. Plan what you’re going to draw attention to in advance, focusing on:

  • What you learned during the period: Did you develop any new specific skills or learn more about the industry, your priorities, and your strengths and weaknesses?
  • Valuable experiences: What experiences did you have during the gap that contributed to your value as an employee? For instance, did you develop more resilience and grit?
  • Relevance to the role: Are there any experiences you had during the gap that are particularly relevant to the role? For instance, did travelling help you better understand the priorities of different Office and Commercial customers or clients?

Take note of your tone and body language while responding to interview questions about the gap. Maintain an open posture and make eye contact.

 

Committing to Continuous Professional Development

All the strategies above will help you frame CV gaps more positively when you’re applying for new roles. However, the best way to make explaining gaps feel less daunting is to proactively invest in constant professional development.

If you’re committed to continually improving your skills and abilities, particularly during unemployment, you’ll have a much easier time making gaps seem optimistic. During career transitions, look for ways to use your time effectively.

Take online courses and explore new certification opportunities. Learn about industry trends and experiment with the latest technology. Invest in networking and visit industry events. Consider freelance work, consulting, or voluntary Office and Commercial opportunities.

In your CV or cover letter, highlight these proactive personal development strategies and explain how they enhance your value as a candidate.

Don’t Fear the CV Gap  

Gaps in a CV are becoming increasingly common, particularly as Office and Commercial employees pursue new priorities and explore non-linear paths to progression. Therefore, explaining periods of unemployment in your career history shouldn’t fill you with panic.

Rethink how you look at these gaps and present them to potential employers. Suppose you can frame your career gaps as periods that enabled you to improve your skills or personal growth. In that case, it helped you become a more valuable prospective employee, enhancing your chances of getting the role.

Creating Irresistible Job Offers in a Candidate-Driven Telecommunications Market

December 3, 2024

Today’s Telecommunications’ hiring landscape is complicated. While new talent is always entering the market, following the big names in telecoms, making over 55,000 jobs redundant since 2023 with ongoing redundancies across the year and into 2025 – There is top talent out there and with those newly available candidates, comes years of expertise never before has the demand for their skill set been stronger, with smaller – medium Telecoms companies, across the country, looking to obtain their skills.

Your competitors aren’t those larger well-known brand names anymore and to entice the right skill set, you will need to be ahead of your game and the market.

The arise of AI in the division has seen many jobs become redundant but those using the software without any personable touch, have received backlash too… People still want to talk to people – Not robots.

Consider this before you release your people for AI. The importance of personality and genuine empathy is something all good business’ need.

The market whilst it is wide open and ready for an influx of suitable candidates – can be tricky to navigate for prospective employers. For those niche skill sets in cloud-based telephony, Network connectivity and Fibre(Optic) broadband – you will need to expand your offering and adapt your recruitment process accordingly, to meet the requirements of your target market.

Here’s how you can stay ahead of the game and obtain top talent for your business.

While numerous factors can influence your chances of recruitment success, from working with a recruitment company with a specialism in Telecommunications to building a strong employer brand directly, it’s important not to overlook the value of creating the ideal job offering.

The right offer, demonstrating the full value of working with your team to a candidate, can make or break your hiring process.

Here’s how to craft more compelling job offers in the current candidate-driven market.

The Candidate-Driven Telecommunications Market

Over the last few years, the Telecommunications hiring market has grown increasingly candidate-driven for several reasons.

First, the needs of employers are evolving. The rise of new technologies, regulations, and requirements in the workplace has left business leaders searching for more skilled employees and the rise of more telecommunications and technical managed services providers is saturating the economy.

As competition continues to grow in the industry, more employers are competing for the same candidates, with many receiving multiple job offers.

Secondly, candidates are becoming more strategic in choosing where to work.

With multiple options, including remote roles and development opportunities, candidates now have more freedom to select the role best suited to their priorities and needs. Not to mention, they know their value and the marketplace for their skills hasn’t gone unnoticed.

How to Craft Compelling Telecommunications Job Offers

Crafting job offers that appeal to your target candidates ensures you can improve your chances of an individual accepting a role at your company.

The last thing you want is to go through all the work of interviewing top talent, to have your ideal employee then tell you they’ve decided to accept a better offer elsewhere.

Here’s how to craft more powerful job offers in a candidate-driven market.

  1. Research Your Target Candidates

When companies create new products and design marketing campaigns to promote their services and solutions, to the customer, they should also be targeting their preferred employees too.

Are you marketing your values to your customers only? Or do you have a handle on what your staff deem as a good sell into working for you too? Many small to medium communications companies, in the UK– don’t make their company values or benefits visible to their targeted candidate market…

Those that do, ensure they can develop solutions that appeal to the candidate market that you want to reach.

The same strategy should apply to your recruitment process.

Learning what matters most to the talented team members you want to recruit ensures you can craft the ultimate “employee value proposition”.

Find out whether your ideal employees are more likely to value flexible work opportunities or unique benefits. What are your competitors doing, that you are not.

Prioritise development, appreciation and the importance that a staff member will place on a role. Conduct, surveys and encourage your current staff members to be honest about their own experience of working in your business – Take any feedback as constructive and use it to better your employee offering or take testimonials from them to entice your target market.

Working alongside a specialist within Telecommunications recruitment can help you identify the needs of your candidates and to navigate your niche candidate market with ease. With the tools, network and knowledge on your market – They can support you with many different things in your industry.

2. Offer Competitive Compensation

While today’s Telecommunications employees value more than just a significant salary, they expect to be paid what they’re worth. This is particularly true in an environment where economic uncertainty and cost of living issues affect us all.

Are you paying your sales and support staff at the market rate, are you failing to get above the curve and missing out on high end calibre candidates down to your salaries being out of the market?

Ask your recruitment partner to conduct an in-depth salary survey to ensure you’re offering candidates the remuneration that makes sense based on the value they’ll bring to your business. Ask yourself, are you in the competition OR are you in competition with your competitors?

Consider the additional financial benefits you can offer your employees on top of their salary too.

Are you offering structured pay scales with a built out progressive track for increments? Do you pay an annual increase based on performance not just inflation?

Is there more you can do, depending on the structure of your business?

You might offer access to regular bonuses, commission payouts, or profit-sharing options such as shares and so on already but again are you ahead of the curve?

Be clear about your limitations when discussing salaries with your candidates and let them know how regularly you’ll be willing to review and negotiate their financial package at the beginning of their career.

3. Experiment with Benefits

Even if you can’t offer your candidates a higher salary than other competing Telecommunications companies, you can still convince them you’re offering a better deal. Around 41% of employees say they’d switch to another job for better benefits, whether that’s more paid holidays, access to free wellness programs, or even equity options in the business.

Look at your compensation package holistically and ask yourself how much you can “add” to the mix by offering retirement plans, private health insurance, and other perks. Another example, is if you are offering the minimum standard holidays, in this candidate-driven market, the likelihood is, that you’re not competitive enough.

Unique benefits, such as access to mental health support, flexible work schedules, and paid courses, can also make your business more attractive to top talent. Think carefully about the benefits that will appeal most to your target candidates and be ready to adapt to the different needs for various generations of potential employees.

4. Prioritise Work-Life Balance

According to a report in People Management magazine, 56% of employees are willing to accept a lower salary in exchange for a better work-life balance. No matter how much your Telecommunications candidates love their role, they still want to ensure they have time to focus on their well-being and health.

Offering flexible work opportunities, such as remote work, flexible hours, or a four-day work week, can be an excellent way to show your candidate you’re committed to improving their work-life balance. If flexible options aren’t feasible for your company, look for alternatives.

Consider allowing employees to adjust their schedules when necessary so they can still manage other important responsibilities in their lives – Following the pandemic and the change in the economy, the offer of a healthy work life balance is important in this day and age, more than any other time.

5. Highlight Career Development and Growth Opportunities

In the Telecommunications industry, every employee has their own personal vision for their future. When they join your team, they want evidence that you will help them to achieve those goals. This is why offering extensive development and growth opportunities is crucial.

When presenting a job offer to a candidate, discuss the progression paths that might be available to them in the future and answer any questions they have about potential promotions. Be honest on time scales and performance here though, manage your candidates’ expectations fairly.

Tell them about the training and development opportunities you offer, whether it’s access to online courses and certifications or mentorship programmes.

Ask your candidates what they want to achieve in the future with their roles, and work with them on developing a plan for success.

6. Showcase an Incredible Company Culture

Around 88% of job seekers believe a strong culture is crucial to their career success. However, the factors that identify a strong company culture are always changing. Today, candidates are increasingly focused on diverse, inclusive, and equitable cultures where businesses support, respect, and assist people from all backgrounds. Telecommunications are an industry that definitely knows the importance of culture and a good team dynamic. Often working in smaller more integrated teams, this is even more important that in a corporate business with volume sales and support teams.

Many Telecommunications team members also seek team gatherings, events and fun team activities, incentives and appreciation for a job well done.  Look at what matters most to your target candidates and find ways to demonstrate the value of your company culture.

7. Optimise the Candidate’s Experience

One of the most crucial factors to focus on when looking for ways to improve your recruitment process and acquire more talent is candidate experience.

The nature of your hiring process, from how easy it is to apply for a role to how often you communicate with candidates throughout the journey, can influence the success of your offer.

When recruiting new team members, focus on delivering an excellent, intuitive, and personalised experience. Make sure you answer your candidates’ questions quickly and keep them informed throughout the decision-making process.

If you respect your candidates throughout their application journey, you’ll forge stronger relationships and a better reputation in the industry too boosting the chances of people accepting your job offers and even referring their own colleagues too.

8. Present the Offer the Right Way

Finally, a strategic approach is important when presenting a job offer to a Telecommunications candidate. Outline all the information your candidate will need to make the right decision, discussing salary, benefits packages, responsibilities, and all other future opportunities.

Look for ways to personalise the offer to the needs of each candidate you consider based on their specific priorities.

Concentrate on communicating the total value proposition of what you’re offering, providing an insight into what each candidate will get from working with your business.

Crafting irresistible job offers is crucial to ensuring you can acquire the best talent for your Telecommunications team.

Simply offering the right salary isn’t enough. You need to think about everything from the individual priorities of your ideal team members to the benefits you can offer, their path for development and growth, and the candidate experience.

Working with a recruitment company will improve your chances of success. When reviewing job offers, a recruitment team can introduce you to the factors that matter most to candidates and advise of ideas and strategies to improve your candidate experience with the end goal of landing you top talent and being a well-known employer, in a fast-growing industry.

Networking from Scratch: Building Better Professional Relationships

November 21, 2024

In many Legal Costs careers, who you know can be as important as what you know. The relationships you forge with other industry experts, colleagues, and managers can help you access roles and opportunities you’d never encountered.

What’s more, effective networking allows you to learn from other thought leaders and industry experts. In a j industry that’s constantly changing, your network can help you stay one step ahead of market dynamics, trends, and changes.

Reports show that around 80% of professionals say networking is crucial to career success. Yet, many people don’t know how to forge strong relationships effectively. Here’s how to build a more powerful network and use it to your advantage in the Legal Costs industry.

The Power of Networking in the Legal Costs Industry

Networking in the Legal Costs industry isn’t just about forging new relationships with colleagues and thought leaders. It’s about connecting with people who can help you to make consistent progress throughout your career.

In the current job market, where Legal Costs companies struggle to find talent in a skills-short setting, many leaders rely on their existing employees to direct them towards qualified candidates. Studies suggest referred candidates are seven times more likely to receive a job offer than someone who applies for a role through a job site.

This means members of your network can help you to access role opportunities you might not find elsewhere. Plus, a strong network gives you endless behind-the-scenes insights into the current Legal Costs landscape, new ways to learn from your peers, and even a way to hone valuable soft skills in areas such as communication and collaboration.

Starting your Networking Journey

The most difficult step is figuring out where to get started when building your network. The best results come from a strategic approach. Start with a professional assessment. Understanding your Legal Costs career goals, strengths, and weaknesses can give you an insight into what kind of people you should connect with to unlock new opportunities.

It also gives you the insights you need to create a “unique value proposition” for yourself as an employee. By examining your strengths, you can determine what sets you apart from other Legal Costs candidates and how you deliver value to your network.

Utilise what you discover about yourself, craft an “elevator” pitch – a 30-60 second introduction that communicates who you are, your values, what you do, and why you matter. This will help you position yourself as a valuable connection to other employees and form the foundation for your personal branding journey.

Building Your Online Presence

In today’s digital world, a significant amount of networking occurs online. LinkedIn alone is home to over 1 billion professionals constantly looking for ways to forge valuable connections with peers and draw attention to their brand.

Consider what people see when they search for you online. What do your social media profiles say about you, your personality, and your achievements? A strong LinkedIn profile should include a high-quality photo, a compelling headline that reflects your career goals and expertise, and a summary of your skills and experiences.

Regularly update your profile with new accomplishments, certifications, and work samples to keep it current and engaging.

Beyond LinkedIn, look for ways to demonstrate your knowledge of the Legal Costs industry and connect with other professionals through various channels. You can use X and Facebook to follow companies, recruitment teams, and other professionals in your space. You could consider creating a website where you share insights into your work.

Another option is to look into industry-specific forums or subreddits dedicated to the Legal Costs space to engage in discussions with like-minded peers.

Navigating Offline Networking

Although building connections with Legal Costs peers and experts online are key, face-to-face interactions, where possible, remain valuable. Meeting in person promotes stronger human relationships, making you more memorable than online interactions.

Plus, engaging in offline networking opportunities, whether you sign up for workshops related to Legal Costs industry or attend events and conferences, allows you to learn about industry trends and concepts as you build your network.

Look for relevant events that will positively impact your role and provide useful insights you can use to showcase your thought leadership. Consider joining professional associations in the Legal Costs space, and check out the online, offline and hybrid events they host.

Volunteering and getting involved in community experiences can help boost your offline networking efforts. Whether volunteering for a charitable cause or helping organize industry-related events, these activities allow you to meet professionals outside your usual circles.

Volunteering also demonstrates characteristics linked to leadership, commitment, and passion – these traits often resonate with the people you meet, leading to stronger connections.

Nurturing Professional Relationships

One of the biggest mistakes Legal Costs employees make when networking is failing to nurture and retain the relationships they build. After you meet someone relevant to your career, whether it’s online or offline, follow up with them.

Send a personalised email or message on a social media platform, discussing what you learned from them, asking a question, or offering an insight they can use in their career. Dedicate a portion of your time each week to reaching out to people you’ve developed connections with to discuss a newsworthy topic or ask about their latest accomplishments.

Remember, reciprocity is crucial. Avoid only asking your connections for advice or help in finding a new job; offer them value in return. Comment on their social media posts with your insights, share links to valuable articles, and endorse their skills on LinkedIn.

Leveraging Your Network for Career Opportunities

A strong network is more than just a tool for Legal Costs career progression; it can help unlock new opportunities when used effectively. Therefore, consider contacting the people in your network to ask for a referral or introduction when looking for a new job opportunity.

It’s advised to ask for referrals and introductions after you’ve dedicated time to building rapport with a connection. Explain why you feel it would benefit that person to introduce you to leadership at their company and express gratitude for the introduction.

During your job search and career transitions, pay attention to your network and any shares in useful information on job leads or opportunities. Don’t be afraid to ask members of your network for advice on preparing for an interview in your Legal Costs or how to optimise your CV and cover letter when applying for a new role.

Internal networking in your current organisation could also be of value. Building relationships with colleagues in your Legal Costs workplace can help boost your chances of future promotions and career advancement opportunities.

Overcoming Networking Challenges

Although networking is often crucial to success in the Legal Costs industry, we understand that this can be intimidating or uncomfortable for some. The key to success is starting small. Beginning with achievable goals, like having meaningful conversations with Legal Costs leaders online before attending a large event, could serve as an ice breaker.

If you’re an introverted person, leverage your strengths. Being a good listener is an asset, too and opting for smaller one-on-one meetings might be a more comfortable way of networking for some. A tip is preparing conversation starters and questions before a networking meeting or event.

Balancing professionalism with authenticity is key. Presenting yourself professionally and polishedly is crucial, and being genuine with the people you meet is important. Share your true interests and values.

Top Screening Techniques when Recruiting Healthcare Talent

November 14, 2024

For years, companies in the Healthcare industry have relied heavily on CV screening to identify which candidates have the credentials and experience required to thrive in their organisation.

However, CV screening isn’t as effective as it appears.

The higher the number of applications received, the more time it takes to examine every CV That’s why many recruiting managers spend less than 7 seconds scanning through a CV.

Also, CVs aren’t always great indicators of a good job fit.

CVs, despite sharing academic data and work experience, provide little insight into genuine abilities, personality traits, and characteristics. The good news is that various screening techniques exist that Healthcare companies can use to improve the success of their recruitment efforts.

Here are some of the top options to consider.

1.   Behavioural Interviewing Techniques

Behavioural/Behavioral interviews are a tested tool for Healthcare recruiting managers and
recruitment to assess a candidate’s “fit” for a role. In these interviews, which can be conducted in person, over the phone, or via video, interviewers ask candidates questions about their behaviour in past situations, similar to the situations they may encounter in their prospective role.

Candidates respond to questions often using the “STAR” (Situation, Task, Action, and Result) method, offering an overview of what they needed to accomplish, the challenges they had to overcome, and the goals they achieved. This form of interviewing provides a clear insight into how candidates reacted in real-life situations and specific results accomplished.

This helps recruiting managers make informed decisions about who to take to the next stage in the hiring process based on their proven skills, experience, and attributes.

2.   Skill Assessments and Job Simulations

A CV offers limited insight into what a candidate can accomplish in a prospective role, and this is where skill testing can give you an unbiased, effective way to verify a candidate’s expertise.

With a straightforward online test, you can identify candidates with the right critical soft skills ( communication and problem-solving) and technical skills (mathematical or analytical). You can also use personality tests for insights into desirable traits (like proactivity).

To take skill-testing a step further, candidates can be asked to participate in a “job simulation,” where they are required to complete a task related to the responsibilities of their roles. Seeing candidates “in action” gives the recruiting manager an excellent opportunity to make informed decisions based on clear evidence of the candidate’s skills and abilities.

3.   AI-Powered Screening Systems

For years, recruiting managers and companies in the Healthcare industry have used solutions like “Applicant Tracking Systems” to screen large numbers of candidates rapidly. In today’s world, these tools have become increasingly advanced with the addition of artificial intelligence and machine learning.

AI-powered systems, now used by around 79% of organisations worldwide, can accelerate the early stages of the screening process. AI solutions can be programmed to search for specific terms or references to certain skills in a CV or application. This saves companies hours of time they would otherwise spend reviewing CVs themselves.

However, it’s worth noting that AI-powered tools aren’t perfect. They can miss essential application details and generate biased results, which may rule out valuable candidates. It’s important to be cautious when implementing AI and automation and understand their limitations.

4.   Video Screening Techniques

Over the years, video screening and preliminary interview sessions have become increasingly popular, replacing phone screening. With video conferencing solutions, Healthcare companies can engage in face-to-face conversations with clients wherever they are. This makes it easier for firms to assess a wider range of candidates, often from across the globe.

Video interviewing and screening also allow teams to learn more about their candidates based on their nonverbal cues, communication, and presentation skills.

Aside from the above, companies can also choose an asynchronous approach. Asynchronous video interviewing allows companies to record and send questions to candidates, who can respond with their recordings within a certain deadline. This can save hiring teams significant time during the initial interview stages.

5.   Anti-Bias Screening Techniques

One of the biggest issues with relying on CVs for screening candidates is that it can lead to biased hiring decisions. With limited information, Healthcare hiring managers can unconsciously make decisions based on attributes like age and gender rather than skills.

To ensure you’re hiring diverse candidates to add to your teams, there should be a conscious focus on reducing bias in the screening process. This could include using:

  • Blind resumé screening: Using software or asking recruitment companies to remove details like age, gender, and location from CVs and applications.
  • Structured interviewing: Structured interviews, which involve asking every candidate the same questions in the same order, allow for a more objective comparison of candidates.
  • Diverse recruitment panels: Inviting various stakeholders to participate in the screening process can help companies make decisions based on varying perspectives.

It’s also advisable to provide everyone responsible for recruitment in the team with regular training to help them recognise signs of bias in hiring decisions.

6.   Social Media Screening

Individuals use social media channels to communicate with friends and share their insights, passions, and accomplishments. While there are limitations to how much you can learn about someone from their social media profiles and online presence, social media screening can give the recruiting manager more insights into the Healthcare candidates.

It is said that around 90% of employers check a candidate’s online presence during the hiring process to learn about their personality, work ethic, and other factors. The important point to remember when using social media for screening is that bias can be an issue.

Companies must ensure their team members pay attention to only the most relevant information on a candidate’s social profiles, ignoring details like their outside hobbies, political views, or religious affiliations.

7.   Cultural Fit and Value Alignment Assessments

A big issue with CV screening is that it provides little insight into a candidate’s values and personality or how they’ll mesh with existing company culture. Many people fail in their new role because of something connected to their attitude, personality, or values.

Conducting an effective interview, where you ask your Healthcare candidates about their priorities, goals, and expectations, can help you learn more about how well they’ll fit into your organisation. Personality assessments can also be useful alongside “trial work” periods, which allows you to see how your candidates interact with their colleagues.

Careful evaluation of what value a candidate will add to your company culture will help you to make better hiring decisions and increase talent retention rates.

Go Beyond the CV for Screening

Effective candidate screening ensures you make the best hiring decisions for your Healthcare company. However, CV screening can be flawed, offering limited insights into how effective someone might be in a particular role.

Advanced screening techniques, from skill tests to value alignment assessments, will ensure you make more informed, objective hiring choices. This can significantly reduce turnover rates for your business and improve your chances of building a diverse team.