5 Red Flags of a Toxic Work Environment

May 24, 2023

Employees thrive in healthy working environments. If a workplace is supportive, collaborative, and engaging, team members are more likely to be more productive and happier in their roles.

Unfortunately, not all workplaces are naturally nurturing. In fact, Business Insider shared that around 1 out of 9 of US employees today define their workplace as a “toxic” environment. In other words, they believe the company culture, management style, and overall structure of their working environment, are damaging their productivity, performance, and even their wellbeing.

Toxic workplaces gradually grind workers down with passive-aggressive behaviour, poor communication, and problematic leadership. Eventually, you might find you’re no longer prospering professionally, simply because your workplace doesn’t allow you to thrive.

Today, we’re going to be pinpointing some of the clear signs of a toxic workplace for team members and offering ideas on how to handle a harmful environment.


The 5 Signs of a Toxic Work Environment

Symptoms of toxicity in a workplace can vary depending on a number of factors. Some people feel their workplace is toxic when their boundaries aren’t respected, or when they’re unable to progress or develop in their roles. Others struggle with workplace toxicity in the form of exclusionary behaviour and bullying.

Ultimately, any environment which makes it difficult for you to perform your best work, harms your mental health or conflicts with your boundaries, can be toxic. Here are some of the most significant signs of workplace toxicity to look out for.


1.   Poor Communication

According to Salesforce, business leaders believe around 86% of workplace issues are caused by ineffective communication and collaboration. In any organisation, excellent communication is crucial to keeping everyone aligned, synchronised, and working towards the same goals.

Unfortunately, there are many factors that can damage communication in the workplace. Employers may hire employees with different communication styles, then fail to provide each team member with the tools they need to connect, such as video, audio, and messaging software.

Poor communication can arise when certain employees use a lot of jargon in their language, making it difficult for other people to understand their meaning. Issues can even occur when companies fail to prioritise good listening skills and consistent respect between employees.

Watch out for issues like a lack of transparency in the workplace, passive-aggressive communication, or missing clarity in conversations.


2.   Lack of Diversity and Inclusion

Diversity, equity, and inclusion have become some of the most important considerations for any workplace in recent years. Increasingly, the most talented people are looking to work in inclusive, comfortable, and welcoming environments.

Inclusive environments reduce stress and help employees to develop stronger connections with their colleagues. However, there are still many workplaces across the environment that can suffer from issues with exclusionary behaviour. When companies fail to invest in building bonds between different departmental teams and personalities, cliques can form.

These cliques can cause some employees to feel isolated from the business, and can even damage the flow of knowledge and information, creating a more secretive, gossipy workforce. While employees can avoid gossip and rumour mills as much as possible, an exclusionary workforce can quickly lead to issues with stress, anxiety, and burnout.


3.  Problematic Leadership

There’s a common saying in the recruitment landscape that people don’t actually leave bad jobs – they leave bad leaders. The reality is there are numerous reasons why talented professionals might choose to seek out opportunities elsewhere. However, a bad leader or manager can certainly increase the risk of turnover. Poor leadership in any environment increases the risk of workplace conflict, harms productivity, and creates frustration among employees.

Notably, there are many different types of “bad bosses”. Some leaders are ineffective because they’re passive-aggressive, play favourites with certain members of staff, or spend too much time micro-managing their employees. Other bosses are problematic simply because they forget to invest enough time into providing feedback and guidance for their team members.

Ultimately, if you feel your manager isn’t helping you to excel in your role, or may even be stopping you from reaching your full potential, this is a good sign your workplace is either already toxic or it’s about to become a more significant issue.


4.   Lack of Development Opportunities

As mentioned above, a toxic workplace can come in many different forms. Sometimes, an environment is problematic not because it’s full of bullies, or poor communication techniques, but because it’s not giving you room to develop and grow.

Every role you take in the landscape should be helping to nurture your skills, develop your expertise, and drive you closer to your career goals. If your workplace doesn’t invest in your growth, training, or education, it’s basically leaving your talent to stagnate.

As the world continues to evolve at an incredible rate, any professional who isn’t moving forward isn’t just standing still- they’re falling behind. A workplace that fails to invest in upskilling, reskilling, and developing its employees will quickly begin to suffer from a lack of motivation and increased turnover. If your company isn’t investing in your growth, it might be time to start looking for an alternative employer who will.


5.   Increasing Symptoms of Burnout

According to the APA, instances of workplace burnout have been on the rise since 2020. Today’s employees are taking on countless new challenges each day, learning how to accommodate new working schedules, embrace new tools, and deal with countless other issues. It’s little wonder many of us are starting to feel overwhelmed.

In an ideal business environment, employees and employers should be working together to tackle and eradicate burnout as much as possible. Staff members should feel comfortable asking for help and discussing options with business leaders and supervisors. At the same time, bosses should be on the lookout for signs of burnout in their team, so they can act fast to address issues.

While initial signs of burnout don’t necessarily mean a workplace is toxic, worsening symptoms indicate the business leaders aren’t taking enough steps to look after their staff.

If you notice your colleagues taking more sick days than normal, withdrawing from meetings, or complaining of poor health, this could be a sign burnout is on the rampage.


How to Deal with a Toxic Workplace

Toxic workplaces can occur in any industry. Even employers who were previously empathetic and supportive can overlook emerging signs of toxicity after a while. In some cases, you might be able to turn your working environment around, by speaking to your bosses, finding ways to cut down stress, and suggesting ways to enhance company culture.

However, if your suggestions go unnoticed, and the toxicity in your workplace continues to increase, the best option may be to start looking elsewhere. Working with a specialist recruiter to find a role in a company with a culture that will help you thrive, and flourish ensures you can continue moving forward, toward your professional goals.

After all, we can all encounter toxic workplaces during our careers. The key to success is ensuring a bad workplace doesn’t poison your professional future.


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You Fill Your Roles

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If one of your team suddenly leaves or you are planning your recruitment this year, we can help.

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com

Published 24th May 2023

The Truth About Bad References

May 16, 2023

One of the most common ways an employer will assess a candidate’s character and learn more about their work ethic and suitability for the role is by examining references from previous employers. A glowing reference can improve your chances of standing out from the competition when applying for a competitive role, demonstrating your most valuable skills and attributes, while at the same time confirming you are an employee that is capable of performing the role.

A bad reference, on the other hand, can instantly destroy your chances of getting your dream job, and make it almost impossible to find a new employer.

Unfortunately, in most parts of the world, giving a bad reference (or no reference at all) isn’t illegal. Here’s everything you need to know about bad references


Can an Employer Give You a Bad Reference?

Though a bad reference can severely harm your chances of being hired in your industry, they’re not illegal. There are very few laws that prohibit an employer, co-worker, or anyone else you approach from sharing negative information about you. However, the exact rules and guidelines around references vary from one country to the next.


Legal Regulations in the UK

In the UK, an employer isn’t required to give a reference, unless they agree to do so in writing. If an employer chooses to share their thoughts on your attributes and work ethics, they are required to provide accurate insights, which are fair and legitimate.

While employers are allowed to share honest information about things like poor punctuality, whether you were fired, and whether you acted inappropriately, they are not permitted to add unfair or misleading information to a reference.

If you believe the statements made about you in a reference are false, you may be able to claim damages in court. Your employer will be required to back up the reference and show evidence of its accuracy.


When Might An Employer Give a Bad Reference?

In most parts of the world, employers are permitted to share negative comments about an employee if they’re relevant and fair. Most local and federal laws allow employers to comment on an employee’s conduct in the workplace, their performance, and other factors, such as poor attendance.

However, employers typically aren’t permitted to share defamatory comments based solely on their dislike of an employee, or another irrelevant factor.

Since employers have the freedom to discuss many factors relevant to a staff member’s employment during a reference, it’s crucial for employees to choose whom they ask for references from carefully. If you believe you didn’t perform according to the standards set by your employer during your time working for them, it might be best to forgo a reference.

Negative references not only damage your chances of getting the next role you apply for, but they can also have a long-standing impact on your professional brand. If word spreads about your negative attributes, you may struggle to take the next step in your career.


What to Do if You Receive a Bad Reference

Receiving a bad reference can be extremely detrimental to your future as an employee. That’s why it’s so important to hold yourself to high standards when working in any environment, regardless of whether you’re planning on seeking out a new job or not.

If you’re given a bad reference by your previous employer:

  •   Know your legal rights: While employers are permitted to share negative insights into an employee, they can only do so when their statement is fair and accurate. If you believe that whatever your employer has said about you in a reference is incorrect, obtain a copy of the reference, and consider seeking out legal advice.
  •   Speak to your new employer: Talk to your would-be employer about the reference and challenge any aspects you believe to be unfair or unreasonable. If the reference is accurate, tackle the negative feedback head-on, and let your new employer know what influenced your performance previously, and how you plan on addressing these issues.
  •   Talk to your former employer: Depending on your relationship with your current or former employer, it may be helpful to speak with them about the reference. Question the issues they raised and ask them whether there’s any chance they may be willing to change the reference. Apologising for any misconduct may help to resolve the issue amicably.
  •   Assess other references: It may be possible to mitigate the impact of a bad reference by providing other, complementary references to your new employer. Look at statements you’ve received from other colleagues, co-workers, and employers in the past, and draw attention to these when connecting with your new employer.

You can also consider speaking to your recruitment company for some extra advice. They may be able to offer insights on how you can reduce the impact of a bad reference or seek out better commentaries from other people in your history. They can also help you to develop your professional brand, so you still make a positive impact on new employers.


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You Fill Your Roles

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If one of your team suddenly leaves or you are planning your recruitment this year, we can help.

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com

Published 16th May 2023

The Menopause at Work: Why Inclusivity Matters and How to Achieve It

May 9, 2023

The landscape is evolving. Attracting, retaining, and empowering talented employees in today’s world requires business leaders to think about more than just buying the right technology or offering a competitive salary. There’s a growing focus on diversity, equity, and inclusion initiatives, designed to ensure every employee can thrive in any workplace.

In recent years, many companies have begun investing more heavily in DEI initiatives, working with specialist recruiters to connect with talent from a range of industries and environments.

However, there’s still a portion of the growing workforce that’s often overlooked.

Though the government is encouraging people over the age of 50 to transition back into the workplace, many organisations still don’t accommodate the needs of older employees. With age comes new challenges, one of the most common of which for women is menopause.

Approximately 75 to 80% of all women at menopausal age are still at work according to one study. Yet few organisations have specific policies and strategies in place to assist menopausal individuals in managing their symptoms, both physical and mental.

In an age of significant skill shortages and workplace transformation, companies can’t afford to overlook the benefits of making their environment welcoming and accessible to all employees, including those of menopausal age.

Menopause: What Every Manager Needs to Know

Menopause is a completely natural occurrence, which happens after a woman has her last period. Usually, it takes place between the ages of 45 and 55. However, some people will experience menopause earlier than most, as a result of surgery, medical conditions, and other factors.

Menopause and perimenopause symptoms can have a significant impact on a person’s life, influencing their mood, cognition, and overall wellness. Common issues like hot flashes, caused by a decrease in oestrogen levels, can prompt migraines, anxiety, irregular body temperature, and more. Around 75% of women experience physical issues during menopause.

Notably, while most studies and reports on menopause symptoms and experiences focus on women, it’s worth noting it can be a far more wide-ranging issue. Men can be affected by “male menopause”, known as andropause. Additionally, menopause can also influence the quality of life of non-binary, and trans, people.

Menopause Symptoms

While Menopause is a common and natural occurrence in many people’s lives, it’s also something still not fully understood in the scientific world. Every individual can experience the process differently. Some may treat symptoms with hormone replacement therapy, while others rely largely on lifestyle changes to ease discomfort.

The symptoms of this transition can influence people on both a physical and psychological level and common issues include:

  •   Hot flashes or hot flushes
  •   Irregular periods
  •   Night sweats and insomnia
  •   Headaches or migraines
  •   Weight gain
  •   Mood changes (anger, depression, and anxiety)
  •   Joint stiffness and mobility issues
  •   Memory problems or loss of concentration

In women, the decrease of oestrogen associated with the menopause can also lead to a higher risk of other health issues, including heart attacks, stroke, and osteoporosis.


How Can Menopause Impact an Employee’s Work?

Every manager needs to be aware of the issues linked to the menopause, because it can have a significant impact on a person’s performance in the workplace. Additionally, it’s worth noting the number of menopausal individuals in the workforce is growing. Currently, menopausal women are one of the fastest-growing workforce demographics in a recent UK government report.

Sometimes, menopause will have very little impact on a person, aside from the occasional hot flush or moment of “brain fog”. However, the transitional period can have a significant impact on a person’s productivity, concentration, and performance levels.

Employees experiencing menopause may be more withdrawn in the workplace or may feel embarrassed dealing with regular sweating and hot flashes around other staff members.

Studies have even found that one in 10 women have quit work completely because of menopause symptoms that became unbearable.

Side effects of menopause can also make it harder for employees to work safely in any environment. They may need more support than other employees from time to time, may struggle to focus during certain episodes, and could even need to make changes to their working environment.

What Can a Manager Do to Support Menopausal Employees?

As a manager, you can take steps to make the workplace a more welcoming and comfortable place for individuals experiencing menopause. Making changes to your company culture, policies, and approach to dealing with menopausal staff can mean they’ll be more likely to stick with your business for longer.

1.   Provide Guidance and Information

First, to truly support your staff members going through the menopause, business leaders need to adjust their approach to discussing the topic. Many women don’t immediately recognise that they’re going through menopause, because it’s often something people don’t discuss.

Putting the information out there for employees to access, via a knowledge based or intranet is an excellent way to educate and support your staff members. Ensuring employees know who they can talk to when they’re experiencing changes in their health can also make your workplace a more comfortable, and inclusive environment for every employee.


2.   Train Managers and Supervisors

Managers and supervisors should be able to offer support, empathy, and guidance to employees dealing with menopause symptoms. Business leaders can assist in making the workplace a more welcoming environment, by training managers to listen sensitively to employee issues and respond accordingly to requests.

Employers should train all team leaders to ensure they know how menopause can affect individuals in the workplace, and what support and guidance the organisation can offer. Managers and supervisors should also know how to deal with menopause issues sensitively and fairly. They should be able to work with each employee to customise their workflow to their needs.


3.   Conduct Health and Safety Checks

Many people are unaware Menopause can impact the safety of employees in the workplace. By law, employers are responsible for preserving the health and safety of all of their staff – including those working from home. As such, business leaders should be prepared to conduct risk assessments of their staff’s workplace and working processes.

For staff going through menopause, it’s important to ensure symptoms aren’t worsened by work practices or the workplace itself. Risk assessments could include examining the temperature and ventilation of the workplace, the material of the employee’s uniform, and their access to toilets and suitable rest locations.

Risk and safety assessments should be regularly reviewed to ensure the workplace remains healthy and supportive for all employees.


4.   Find Practical Solutions to Issues

Since all employees can experience menopause differently, the best way to address the issues each team member is facing is with a dedicated discussion. Managers and other business leaders should sit down with employees and discuss their most concerning symptoms. Together, they can come up with practical solutions to common problems.

For instance, it might be necessary to provide employees with new, more breathable uniforms to help with hot flushes or ensure they always have access to cold water and ventilation. For some staff members, it may be a good idea to consider more flexible working hours or remote and hybrid working strategies.


5.   Develop Policies

To ensure staff feels fully supported in an environment, managers and business leaders should ensure policies are in place related to menopause. These policies should be shared throughout the entire organisation and be regularly reviewed and updated.

The policies you develop may vary, but they should highlight insights into how managers should deal with employees experiencing menopausal symptoms, and how they can offer support. The policies could also outline who will be responsible for ensuring the safety of employees dealing with menopausal symptoms.

Crucially, managers should also plan how to handle time-off requests, and absences caused by menopause. For instance, employees may need to adjust their hours from time to time to ensure they can go to appointments and get the right treatment for their symptoms.


6.   Create Menopause and Wellbeing Champions

As demand for wellbeing in the workplace continues to grow, creating champions and individuals responsible for assisting others in protecting their physical and psychological health could be extremely helpful. Having a wellbeing champion at work, with in-depth knowledge of the menopause and its symptoms ensures staff has someone to reach out to when they’re encountering problems caused by menopause.

With support from these champions, employers, HR, and managers can run workshops to raise awareness, monitor health and safety risks, and even set up a support network for staff affected by the menopause transition.


How Can You Attract and Retain Valuable Talent?

Research in the current employment landscape indicates that menopausal symptoms have forced countless employees out of the workforce. People suffering from the menopause have delayed applying for promotions, and even avoided going back to work later in life.

In a skills-short environment, creating a workplace that’s supportive and comfortable for people experiencing menopause can be extremely beneficial. It ensures business leaders can access a wider range of talented professionals, and improve their reputation.

Attracting and retaining valuable talent in the ageing workforce will require business leaders to:

  •   Rethink company policies: Allowing for flexible working, remote working, and other forms of employment will ensure menopausal individuals can manage their careers around their symptoms, without having to leave the workplace.
  •   Improve company culture: A company culture that’s supportive, open, and inclusive will ensure every member of staff feels respected and cared for, regardless of their physical or psychological symptoms.
  •   Listen to staff members: Employers and business leaders will need to listen more carefully to the issues staff members are facing during menopause, and look for new ways to improve their working experiences.

Working with a specialist recruitment professional will also ensure business leaders can create job opportunities that are attractive to people from all backgrounds, and of all ages. A recruitment expert will ensure job descriptions and new opportunities are designed with the needs of menopausal employees in mind. They can also help to promote your company’s roles to a wider range of diverse individuals.


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If one of your team suddenly leaves or you are planning your recruitment this year, we can help.

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com

Published 9th May 2023

6 Great Ways to Improve Your Talent Acquisition

April 26, 2023

Finding the right talent for your company isn’t easy. Particularly in today’s market. In the last few years, the number of organisations searching for candidates has increased, and while available, skilled professionals have grown scarcer.

According to research presented by Korn Ferry, by 2030, around 85 million roles could go unfilled, simply because there aren’t enough skilled people out there to take them. At the same time, employees are becoming a lot more discerning about where they choose to work.

With endless positions now available for virtually every job role, candidates can afford to be more particular about things like company culture, benefits, and even employer branding. If you want to attract, engage, and retain the best people for your team, it could be time to update your strategy.

Here are several steps to get you started.

1. Refine Your Employer Brand

Your employer brand is what separates your company from all of the other best organisations competing for the same talent. It’s how you ensure you appeal to your candidates with excellent salary and benefit options, a sense of meaning, and shared values.

It is well recognised that employer branding is essential to success in today’s hiring landscape. Yet countless companies are still struggling to position themselves effectively in front of the right candidates. So, what do you need to do?

Start by defining what makes people actually want to work with you. Ask your team members what convinced them to stick with your business over the years.

  •   Do you have a fantastic leadership team?
  •   Various excellent opportunities for development and growth?
  •   Maybe you show more empathy and support to your team than most brands, reducing the risk of burnout.

Once you know what makes you special, highlight this to your recruiting partner, put it on your website, in job descriptions, and in the content you share across social media.


2. Work on Your Digital Presence

Having a great employer brand is fantastic when you want to attract top talent, but it can’t deliver results unless you’re also positioning your branding in front of the right people. A strong digital presence is essential for any business in today’s landscape.

After all, around 79% of job seekers are using social media in their job search today, and countless candidates also use the web to search for reviews and insights into the company culture of an employer they are considering joining.

Make sure your website offers a behind-the-scenes view of everything you do as a company. Outline your values, mission statement, and vision to capture the interest of your candidates. At the same time, it’s worth ensuring you have a consistent presence on all the social channels your candidates may use. Don’t forget to assess and update your appearance on job review boards too.


3. Utilise Your Existing Employees

Your current staff members aren’t just crucial to the performance of your business when it comes to making sales and generating revenue. They can also help you to attract new talent.

Give your employees a voice that provides potential candidates with insights into your company culture and the experiences you offer. Share stories about your staff member’s achievements on your website and social media pages. Ask team members to share links to your recent job postings when they’re active online, to help expand your reach.


4. Update Your Hiring Strategy with a Focus on Candidate Care

While the priorities of each professional in the current  landscape can vary from one candidate to the next, virtually all job seekers are searching for one thing: empathy. They want to see evidence the employer they work with is going to keep their best interests in mind.

Show your candidates you’re going to deliver the right level of support, by implementing strategies for better candidate care into your hiring process. Think about how you can make interviews more efficient and straightforward, by offering video and remote sessions, as well as face-to-face conversations. This could be ideal if you want to hire remote and hybrid employees.

Ask yourself how you can engage your candidates, by gamifying the hiring process with challenges and competition. Think about how you can streamline the selection journey, by using standard operating procedures to narrow down options.

Remember to implement ways of staying consistently connected with your candidates throughout the hiring process too. Regular communication is key to a good candidate experience.


5. Work With A Specialist Recruitment Company

A recruitment partner could be the most powerful tool you have in your arsenal when it comes to attracting new talent. Not only will they help to position your business in front of the right candidates across a multitude of job boards, social media channels, and in-person events, but they can also help you to build a comprehensive talent pipeline.

A recruitment consultant and their company can work with you to consistently seek out talented professionals you can add to your pool, so you’re never lacking in options when you need a new employee. They’ll also know how to reach out to and engage passive candidates.

According to recent data from LinkedIn around 70% of the world’s talent is currently located in the “passive” market, waiting to be informed of better job opportunities. You won’t be able to find these people, though it’s highly likely your recruitment company will be connected to them already.


6. Update Your Job Descriptions

Your job descriptions are one of the first things potential candidates will examine when deciding whether they want to work with you. With this in mind, it’s important to ensure you’re conveying the right information. Don’t make the mistake of putting off talented employees by listing too many unnecessary or “preferred” skills.

Highlight only the characteristics and qualities you know you’re going to need most. At the same time, make sure you’re avoiding any language in your descriptions that may show unintentional bias towards a specific audience.

When writing your descriptions, don’t forget to showcase reasons why your candidates might want to work for you. Draw attention to your unique company culture, your salary package, and even the available training opportunities in place.


Improve your Chances of Attracting Talent

Most business leaders know that talent in the current market is valuable but scarce. However, the unfortunate truth according to data from McKinsey is around 82% of people don’t feel they’re prepared to hire and recruit talented staff. Updating your hiring strategy with the steps above should improve your chances of attracting the right talent in today’s competitive landscape.

Remember, if you’re looking for an extra boost, the best strategy may be to start working with a recruitment company like Everpool to expand your reach and unlock new opportunities.

If you would like a conversation about your options, email us on LiverpoolPerms@EverpoolRecruitment.com or call one of our friendly recruiting team on 0151 556 2090


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You Fill Your Roles

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If one of your team suddenly leaves or you are planning your recruitment this year, we can help.

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com

Published 26th April 2023

How To Decide If It’s Time To Leave Your Current Employer

April 15, 2023

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

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

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

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


1. Look at Opportunities for Growth

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

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

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

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


2. Ask if the Culture Matches Your Needs

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

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

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


3. Watch for Signs of Burnout

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

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

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


4. Consider Your Engagement and Motivation Levels

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

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

  •   Are you inspired by the vision of the company?
  •   Do you feel a connection to the values they share?
  •   Or are you just trying to earn a paycheck?

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

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


5. Are You Using Your Full Potential

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

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

Before you leave your role, you could always consider asking your manager for opportunities to do more of the things you like or take on new challenges. However, if you feel like you’re stuck in a rut with no way out, it might be time for a change.


6. Consider the Feedback Experience

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

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

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

Is it Time to Switch Employers?

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

If you think it might be time to seek out a new position, reach out to a  recruitment agency that can help you find the right opportunities. They’ll be able to assist you in finding a position that offers the salary, benefits, support, development, and culture you’re looking for.


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You Find A New Role

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If your beginning to seek new roles,

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com


Published 15th April 2023

The 6 Step Strategy to Managing Difficult Employee Conversations

April 6, 2023

Communication is key in any workplace. It’s necessary to keep staff members on the same page as you, synchronise teams, and strengthen performance.

Unfortunately, effective communication isn’t always easy to achieve. 86% of employees and executives cite poor communication as one of the core causes of workplace failures. One of the primary challenges managers and leaders face is figuring out how to handle complex conversations with their staff members. In every workplace, issues can arise which require a difficult discussion.

You may need to address a dip in performance with an otherwise stellar employee or discuss emotional issues like burnout and lack of engagement.

While conversations such as these can be challenging for every party involved, they’re fundamental to ensuring your employees can continue to deliver and thrive in their roles.

So, how do you handle complex conversations correctly?


Step 1: Gather the Right Information

Preparation is essential to any valuable conversation. The more information you have to go into the meeting or discussion with, the more likely it is you’ll be able to achieve a mutual understanding.

For instance, if you need to speak to your employee about problems with their performance, telling them they seem “distracted” at work might not drive the right results. Most staff members will act defensively when presented with negative feedback and may attempt to argue that their perceptions are incorrect.

However, if you enter the meeting with evidence of your employee missing deadlines, receiving negative feedback from clients, or failing to achieve objectives they have been set related to their role, they will be much more likely to listen.

Having more specific information on hand will also facilitate a deeper discussion about what’s actually going wrong. For instance, your employee may be delivering the same quality of work, but missing deadlines, which could indicate an impending risk of burnout.


Step 2: Set the Stage for a Valuable Discussion

The right setting and plan can make a huge difference to the outcomes of a complex conversation. For instance, when discussing difficult topics, most employees will want a private setting, which allows them to keep the situation confidential. Nobody wants to be called out in front of their colleagues and peers.

Choosing a room or environment which feels comfortable and open can be helpful. An employee shouldn’t feel like they’re being interrogated, or this can lead to a very one-sided conversation, where your team member immediately begins acting defensively.

Schedule a meeting with your  employee at a time suitable for both of you, and allow time to have a detailed conversation. It may also be worth letting your staff member know exactly what you’re going to be talking about in advance, so they can come prepared.

For example, instead of saying “We need to discuss what happened in the last meeting”, you can say, “I feel like you weren’t as engaged as usual in the previous meeting, let’s set up a discussion so we can arrange how to address that going forward.”


Step 3: Put Facts Before Feelings

A complex conversation can easily become emotional. However, allowing emotions to run rampant can lead to arguments between staff, rather than valuable conversations. With this in mind, it’s important for you to show your leadership skills, and take an objective, logical approach.

Using the facts you’ve gathered during the initial preparation stage, start thinking about how you can structure your conversation to put logic first. Introduce all of the key issues you want to address at the beginning of the conversation, with evidence and proof for validation.

Don’t tell your employee how disappointed you are, and avoid using “I feel” statements. Instead, remain as calm and objective as possible. Instead of saying “I feel you just didn’t do your best here”. Say, “Based on (facts), you can see this project doesn’t reflect your best work. What happened?”


Step 4: Stay Positive

Although it’s valuable to maintain an objective and logical viewpoint when approaching a complex discussion with one of your team it’s also helpful to maintain a positive outlook. The aim isn’t to berate or upset your employee, but to start working together on a solution for the problem you’ve discovered.

Your staff members will be far more inclined to work with you on resolving the issue if they feel as though you’re approaching it with a positive mindset. Rather than just accusing your employee of not working as hard as usual, or being lazy, ask them why they think the issue has happened.

Use this feedback to offer advice on how they can make positive changes. For instance, if an employee feels overwhelmed by too much work, you could suggest different scheduling strategies, or ask them whether they’ve considered delegating some of their tasks.


Step 5: Listen to Your Employee

A conversation is a two-way experience. Unfortunately, it’s easy for a manager to fall into the trap of simply speaking “at” their employee, rather than speaking with them. Even if you have a lot of proof to back up the complaint you’re making, it’s important to remember you may not have the whole story. The only way to effectively resolve a problem is to ask relevant questions and listen to the answer.

Rather than trying to “win” the conversation and prove your employee has done something wrong in a negative conversation, for instance, aim for mutual understanding. By the end of the discussion, your employee should understand they’re not adhering to your expectations, and you should have a better knowledge of why their performance is slipping.

After you’ve presented the facts, give your employee a chance to share their perspective.

This will pave the way for a better conversation, where you can start discussing potential solutions as a team. This strategy will not only improve your chances of resolving the issue but also lead to a better relationship between you and each individual on your team.


Step 6: Follow Up

Finally, just because a complex conversation comes to an end, doesn’t mean your work is completely done. The purpose of any difficult conversation with a  team member should always be to inspire positive action, changed behaviour, and results.

Whether you’re discussing burnout, emotional issues, or performance problems, you should always end the discussion with a plan of what to do next. Come up with a strategy using the input of your staff members, and then follow up to see whether the resolution is working.

Checking in, or arranging an additional meeting in the future will ensure you don’t lose track of the issue and allow it to snowball. It also means you can work together to come up with alternative solutions if your initial strategy doesn’t work out.


Difficult Conversations are Common

In any workplace, there’s a good chance managers and leaders will have to deal with difficult conversations at some point. Performance issues can arise anywhere, and burnout can cause significant problems for employees. Being able to discuss complex, emotional, and even negative topics effectively are crucial if you want to get the most out of your team.

Of course, it always helps to hire the right people to begin with, focusing on candidates who share your open communication style. Working with a specialist  recruitment consultancy could make conversations with your staff a lot easier.

If you would like help to hire the right people for your business, email us on LiverpoolPerms@EverpoolRecruitment.com or call one of our friendly recruiting team on 0151 556 2090


Ged Walsh – MD Everpool Recruitment


Published 6th April 2023

How To Find A New Job While You’re Still Employed

March 20, 2023

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

There’s never been a better time to search for the next step in your career. Not only are there more job opportunities available thanks to improved flexibility from employers, hybrid and remote work opportunities, but the skills-short market means people like you are in high demand.

Now’s a great time to start looking for a position that matches your needs in regard to company culture, work schedule, and salary.

However, the time to start looking for a new job is while you’re still employed. Searching for a role when you’re currently employed elsewhere can be a tricky process, as the last thing you want to do is burn any bridges with your existing employer.

So here are several ideas on how you can get started the right way.

Step 1: Prioritise Discretion

Discretion is key when you’re searching for a new  role while you’re still employed. Although it might be tempting to speak to colleagues about your plans; don’t.

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

Don’t mention your job search on social media or set your LinkedIn status to “seeking work”. It’s best to avoid posting your CV/Resume on job boards too.

Not only can being overly vocal about your job search cause friction with your current employer, but it might tell future employers you’re not respectful of your roles.

Take a professional and discrete approach by talking to a recruitment company who specialises in the sector you are looking for, to assess the market for the role you want first before you do anything else.

Step 2: Update Your CV/Resume

If you’re going to be looking for a new job this year, it’s important to ensure you have the right resources in hand. This could mean you take some extra time to update your CV/Resume and cover letter, focusing on adding your most recent achievements into the mix.

Speak to your recruitment company about the resources you should have available, to improve your chances of being considered for a new job. This might include up-to-date character references or copies of presentations you have developed that demonstrate your expertise.

Step 3: Approach Interviews Carefully

If you successfully apply for a new role and receive an offer for an interview, it’s important to be cautious about how you approach this next step. Always schedule interviews outside of office hours, so you don’t need to pretend to take time off for “appointments” at work.

Scheduling your interviews around your existing work hours will also ensure you can stay focused and productive when you’re on the job, to maintain a strong relationship with your existing employer. If you’re going to an interview after you’re finished work, don’t change your outfit too much, as this can be a dead giveaway.

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

Step 4: Job Hunt on Your Own Time (and Devices)

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

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

Always make job-related calls away from the office, particularly if you’re scheduling an interview or need to ask questions about a new role and stay off company equipment. Remember your boss can often track which sites you’re using on computers within the office.

Step 5: Continue to Excel in Your Current Job

Even if you’re tired of your current role, or unhappy in your current position, it’s important to act professionally. It’s crucial to continue performing at the same level as usual, as this will not only reduce suspicion but also leave your employer with a favourable memory of you when you leave.

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


Find Your New Role the Right Way

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

If you need help discretely searching for a new position, the best thing you can do is have a conversation with an experienced recruitment company.

They will give you an assessment of the current job market for the roles you are looking for. They will look at your future goals and give you ideas on the best next steps.

They might even have the ideal role for you; everything starts with a discrete conversation.

If you would like a conversation about your options, email us on LiverpoolPerms@EverpoolRecruitment.com or call one of our friendly recruiting team on 0151 556 2090


Ged Walsh – MD Everpool Recruitment


Published 20th March 2023

How to Master the First 30 Days in Your New Role

March 7, 2023

In the current market, people are beginning to seek new jobs, focusing on finding the best remuneration, work/life balance, company culture, and growth opportunities. According to a survey shared in Entrepreneur, approximately 46% of workers plan on finding a new position in 2023.

If you’re going to take the next step in your career path this year, it’s important to think carefully about how you will make the right impression from day one.

The first 30 days in a new role can be both nerve-wracking and exciting experiences. There are new processes and technologies to get used to, new people to meet, and new expectations to live up to.

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

Step 1: Form Crucial Connections

Internal networking is one of the most important things you can do during your first 30 days in a new role. Getting to know the people you work with will improve your experience within your new business and make you feel more comfortable in your position.

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

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

Step 2: Learn as Much as You Can

During your first month in your new role in a new company, you’ll have a lot of learning to do. You’ll need to become familiar with the internal processes you’re expected to follow, the policies you must adhere to, and the general workflow of the people around you.

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

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

Step 3: Confirm Expectations

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

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

It might be helpful to arrange additional meetings with your manager, bi-weekly or monthly, during the first stages of starting your new role. This will allow you to collect feedback and ensure you’re adhering to the expectations set for you.

Step 4: Find the Best Time to Ask Questions

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

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

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

Step 5: Constantly Demonstrate Your Value

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

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

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

The first 30 days in a new role can often feel complex and overwhelming, but it’s an excellent opportunity to learn, grow, and demonstrate your value.


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You Find A New Role

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If your beginning to seek new roles,

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com


Published 7th March 2023

5 Warning Signs Your Top Talent Is About To Leave

February 23, 2023

Finding ideal talent for your team is the first stage of building a successful business. Once you’ve attracted top-performing candidates to your workforce, you also need to ensure you’re taking steps to keep them around.

In today’s skill-short landscape, employees have endless opportunities to switch employers and businesses whenever they’re unsatisfied with their current employment. That means learning how to retain your top talent is more important than ever.

Staff members can choose to leave a business for a variety of reasons. Sometimes, they feel they’re not getting enough satisfaction from their role, or they lose interest in the company’s vision for the future.

Other times, employees may feel they don’t thrive in their current position due to issues with colleagues or managers.

While the cost of replacing a lost employee can be significant, it’s worth remembering that anywhere up to 75% of turnover can be avoided.

That is why it is critical to recognise the signs that your employee might be looking elsewhere. So in this post, we are going to share several signs to consider.


1.   They’re Avoiding Long-Term Projects and Growth

When an employee decides they no longer want to work with a company, they often begin to reduce their involvement in long-term projects and strategies for development or growth. They stop envisioning a “future” with the business, which means they generally spend more of their time on short-term tasks and simply “checking boxes” on their to-do list.

When an employee who previously volunteered for various challenging projects no longer raises their hand in meetings or delegates long-term work to other employees. In that case, this could signify they’re not planning on being around for long.

Pay close attention to whether your staff members still invest in their future with the company by agreeing to learning and development opportunities or discussing goals during one-on-one meetings. If your employees no longer see a future with you, change their perspective by offering them insights into progression opportunities, they might miss out on if they leave.


2.   They Show Visible Signs of Stress

The World Health Organisation says “burnout” is a significant occupational phenomenon that has increased dramatically in recent years. Burned-out and overwhelmed employees disengage from the workplace, show clear signs of exhaustion, and often look for alternative work opportunities. With this in mind, tracking your employee’s mental and physical health is important.

Pay attention to signs of exhaustion, like the heavy reliance on caffeine, yawning, or even a slower-than-usual pace in your team member’s workflow.

The attitude of your employee might begin to change too. They may appear to be overwhelmingly negative towards other colleagues or attempt to isolate themselves from their peers, taking part in meetings less than usual. In some cases, they could even become more argumentative or aggressive. If you notice signs of burnout, speak to your staff member about how you can help them manage their workload.


3.   They’re Not as Creative or Intuitive as Usual

When employees decide to leave a business, they stop actively contributing to its growth. You may notice some of your top performers who used to share ideas for development in previous meetings are now quieter when you’re asking for suggestions or advice.

Rather than trying to solve problems with out-of-the-box ideas and collaboration, your team members may simply pass difficult tasks onto other employees. They could stop taking the initiative with their work and may focus on doing just the “bare minimum” to get by.

An employee who’s occasionally quiet during business meetings isn’t necessarily a cause for alarm. However, if your team members seem to have lost their passion for helping the company grow, they may no longer feel inspired by your company’s mission or values.

A good way to address this issue is to give your team members regular feedback and let them know how much you value their input. Employees are more likely to contribute when they feel recognised and rewarded for their hard work.


4.  They Focus More on External Networking

Networking is important in building a thriving career. It’s not unusual for dedicated employees to visit industry events and connect with other experts on social media. However, there may be a problem if your team members focus more on external networking than on building internal relationships.

If you notice your team members are disconnecting from their internal peers, failing to attend meetings, or spending less time chatting with colleagues, check out their external networking efforts. If they’re heavily invested in adding new connections on LinkedIn and improving their personal brand, this could be a sign they’re looking for a way to branch into new opportunities.

There are a few ways managers and supervisors can tackle this issue. Preventing staff from building external connections isn’t an option, but you can encourage your team to bond with their colleagues through team-building exercises and more consistent internal communication.


5.   Their Performance Begins to Suffer

For employees to thrive in their role, they need to do a lot more than just show up and follow the instructions given by a manager. The best staff members are constantly pushing themselves to be their best. However, if your employee is disengaged and disinterested in their work, you may begin to notice performance issues.

You might be able to notice more errors in their work, which they never used to make before. Or perhaps your customers are providing negative feedback concerning a specific employee’s behaviour. Other colleagues may even complain that one team member is no longer pulling their weight around the office.

If your staff member is no longer reaching their targets or making the right amount of effort, the first step shouldn’t always be to engage in disciplinary action. Speak to your team members and discover what’s happening behind the scenes.


Don’t Lose Your Top Performers

In today’s changing marketplace, issues like disengagement, burnout, and even “quiet quitting” are becoming increasingly common. Fortunately, if you can recognise these signs ahead of time, there are still things you can do to re-ignite your staff’s passion for your company and prevent them from seeking other employment options.

Pay attention to your top performers, and make sure you’re not actively pushing them away.


Ged Walsh – MD Everpool Recruitment


How Everpool Recruitment Can Help You Fill Your Roles

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions with over 50 years of combined recruitment experience across multiple sectors. If one of your team suddenly leaves or you are planning your recruitment this year, we can help.

Call one of our friendly team on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com


Published 23rd February 2023

Interview Tips

February 3, 2023

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

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

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

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

1.   Not Being Prepared

Perhaps the biggest cardinal sin any candidate can commit is failing to prepare fully for the interview. Before you go into your interview, you should always research the company thoroughly.

Take a closer look at the job description and ensure you know exactly what your employer is looking for, so you can prepare answers to interview questions that showcase the right competencies and characteristics. Examining the job description carefully will also help you determine whether the role is right for you.

Study the company’s website to get a feel for their culture, vision, and values, and try to incorporate these factors into your answers too. Check the company’s social media channels, and ask your Everpool Consultants for advice.

2.   Dressing Inappropriately

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

You don’t necessarily need to wear a suit for every interview, but you should focus on professional dress. This applies not just to face-to-face interviews but video interviews too. Hiring managers still expect to see professionally-presented candidates when they’re interacting over video.

Dressing properly will show your interviewer that you’re taking this interview seriously.

3.   Talking About the Wrong Things

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

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

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

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

4.   Not Being Punctual

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

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

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

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

5.   Poor Body Language

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

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

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

6.   Not Listening Properly

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

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

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


How Everpool Recruitment Can Help You

At Everpool Recruitment, we provide permanent, bespoke recruitment solutions, with over 50 years combined recruitment experience across multiple sectors.

If you’re seeking a new role or need support with your recruitment – call on 0151 556 2090 or email LiverpoolPerms@EverpoolRecruitment.com