From Black to Green: Navigating the Fashion Landscape with Style and Sustainability

November 24, 2023

Everpool fashion and beauty recruitment account manager Jess Walsh looks into many articles, to share her thoughts on how to balance grabbing them deals on Black Friday on 24.11.23 and also support sustainability within the fashion and beauty industry by supporting Green Friday.

Why not also get involved in the *buy nothing day* which is a pledge to buy nothing for 24 hours to raise awareness of the negative environmental of consequences of overconsumption which links into sustainable fashion on Saturday 25.11.23.

My advice as an experienced fashion stylist and theatrical makeup artist and now an experienced fashion and beauty recruitment account manager is for all brands to collaborate with us at Everpool to recruit the right people to share how to wear your brand well and sell your wonderful clothes, accessories and beauty products whether that is statement high-end sustainable products that last many wears or fast fashion that styles up a special outfit for your night out.

Black Friday is a popular shopping event that takes place annually on the day after Thanksgiving Day in the United States. It marks the unofficial beginning of the Christmas shopping season and has become one of the busiest and most significant retail days of the year.

On Black Friday, retailers offer substantial discounts, special promotions, and doorbuster deals to attract shoppers both in-store and online. It has become a tradition for many people to take advantage of these discounts to kick off their holiday shopping, often resulting in long lines and crowded stores to get those unbeatable Deals and Savings:

Customers eagerly await this day to snag discounts on products they’ve been eyeing, making it an opportune time to make significant purchases at a fraction of the cost. These savings can be particularly beneficial for families preparing for the holiday season.

🤝 Community Engagement and Excitement:

Black Friday transcends mere transactions; it fosters community engagement and excitement. The shared experience of seeking deals, whether online or in-store, creates a sense of camaraderie among shoppers. Retailers often organize special events, giveaways, and promotions, enhancing the festive spirit and strengthening the bond between brands and their customers.

🌐 Global Connectivity:

Black Friday’s global presence connects people from different corners of the world through a shared passion for shopping. This interconnectedness fosters a sense of unity and shared experiences, transcending geographical boundaries. The excitement and energy generated during Black Friday create a truly global retail celebration.

🛍️ Opportunity for Small Businesses:

While larger retailers often take center stage, Black Friday also provides a golden opportunity for small businesses to shine. Entrepreneurs and local businesses can leverage this event to showcase their unique offerings, attract new customers, and compete on a larger scale. Black Friday acts as a levelling ground where businesses of all sizes can thrive.

🌿The thrill of unbeatable deals, long lines, and a shopping frenzy—Black Friday has etched its place in the retail world. Yet, in a time of heightened environmental awareness, a new movement has emerged: #GreenFriday. 🌍

In the fashion industry, where the environmental impact of consumerism is profound, Green Friday beckons us to reconsider our choices. This isn’t just about the clothes we wear; it’s about the world we want to live in. Here’s a brief dive into this shift:

🛒 The Black Friday Frenzy:

A global shopping phenomenon, Black Friday has been synonymous with discounts and chaos. While retailers celebrate the sales surge, critics highlight issues like excessive consumption, waste, and labour exploitation.

👗 The Toll of Fast Fashion:

Fashion’s impact is especially visible. Fast fashion, with its quick and cheap production, contributes to pollution, water waste, and unethical labour practices. The “wear it once and discard” culture exacerbates the problem, filling landfills with discarded clothing.

🌿 Green Friday: A Sustainable Alternative:

Enter Green Friday—a conscious alternative. It urges us to reflect on the environmental consequences of our purchases and choose brands committed to sustainability, ethics, and transparency in their supply chains.

🌱 Sustainable Fashion Practices:

Green Friday champions fashion that is not just stylish but also environmentally responsible. This means eco-friendly materials, reduced waste in production, and fair labour practices. Quality over quantity becomes the mantra, resisting the disposable nature of fast fashion.

🌎 Supporting Ethical and Local Brands:

Green Friday extends its hand to local and ethical fashion brands. By supporting companies that prioritize fair wages, safe working conditions, and environmentally friendly practices, we become advocates for a more sustainable and equitable industry.

🤔 Making Informed Choices:

It’s about being informed. Green Friday encourages us to research brands, understand their production processes, and consider the broader impact of our purchases. By supporting companies committed to sustainability, we become integral players in the movement towards a more responsible and eco-conscious fashion industry.

🌿 Conclusion:

As Black Friday maintains its dominance, the rise of Green Friday signals a shift towards a more sustainable future. Choosing between the two is not just about shopping preference; it’s a commitment to the health of our planet and the well-being of future generations. In this delicate balance between Black and Green, our choices today shape the fashion landscape of tomorrow.

Who participates?

You’ll be pleased to know that Zara participates in the Black Friday sales every year. If it’s anything like last time, you can expect 30-40% off selected lines.

Who doesn’t participate?

Unfortunately, if it’s Dior or Louis Vuitton you’re after, you’re out of luck. Exclusively stocked on the brand’s own websites, they don’t participate in Black Friday or Cyber

What is Clothes Swapping?

this is another great way to inject fresh items into your wardrobe without having to buy anything new. Very often these apps are full of clothes with their tags on and owners just looking to get rid of the surplus items clogging up their wardrobes, but equally open to swapping instead of selling if you have something they want.

Who is planet-conscious?

As a progressive luxury brand, Stella McCartney has always looked to the future. who strives to create the most beautiful and desirable products with the least impact on our planet. Her conscious values are the leading inspiration behind her products and innovations. As an industry leader, she endeavors to make use of the most cutting-edge and progressive materials that aim to reduce impact on the planet and are always cruelty-free, whilst following the principles of circularity. She continues to aim to increase our transparency across supply chains through diligent reporting, measuring, and tracking.

My best advice is to grab your eco-friendly Green Friday designer statement piece that could be a bag, shoes, or a skirt, get your black Friday bargains to accessories and layer up with tops, jackets, and jewellery, and turn that day look into a night look, or get lots of looks and wears out of that statement piece. Then relax on Buy Nothing Saturday and play around with your outfits and decide on your different looks for over the festive period.

Connect with Me:

If you’re looking to grow your brand by finding the right candidates to increase your sales, reach out on linked in and Instagram: @fashionrecruitment Dive into insights on our blog page and explore opportunities on the Everpool website:

Written by:

Jessica Walsh

Head of Fashion

The Impact of AI on Recruiting in Various Industries

November 1, 2023

Artificial Intelligence has been changing the world for decades. Ever since Alan Turing published “Computer Machinery and Intelligence” in the 1950s, innovators have been looking for ways to make computers smarter, more intuitive, and more valuable.

Today, AI algorithms and technology are evolving faster than ever before. In the last few years, we’ve seen the rise of deep neural networks, large language models, and even transformative tools like generative AI.

These innovations are influencing every part of our lives, from how we communicate and search for information, to how leaders search for and hire candidates.

With its ability to process data at exceptional speeds, provide useful insights, and automate repetitive tasks, AI has the potential to significantly improve the recruitment process.

However, AI doesn’t replace the need for human input. Even the most advanced systems can’t simulate the creativity and empathy of a human recruitment expert.

As the demand for AI continues to grow, it’s crucial for early adopters to recognise that AI can only augment and support recruitment teams, not replace them entirely.

In this report, we’ll be examining the rising influence of artificial intelligence on the recruitment landscape, exploring its benefits, and drawbacks, as well as the best practices recruiters must follow to ensure they’re making the most of AI’s abilities.


What is AI in Recruitment? The Fundamentals

Artificial intelligence, or “AI”, is a machine’s ability to perform cognitive functions similar to that of the human mind, such as perceiving, learning, and reasoning. There are many different types of artificial intelligence in the modern world and many sub-sections in the AI landscape.

For instance, machine learning (ML) systems can learn and adapt using data, without having to follow explicit instructions. Natural Language Processing (NLP) solutions can understand and categorise written and spoken language and respond to human commands.

In the recruitment landscape, various forms of AI can streamline and automate aspects of the recruitment process. AI can help recruiters source candidates, by rapidly searching through databases of information, and assist in analysing CVs and job applications.

Currently, 88% of companies worldwide are using AI in some form for the HR and recruitment process, and adoption is growing at a rapid pace.

Types of AI Tools in Recruitment

As new forms of AI emerge in the workplace the potential of AI in recruitment is evolving. While there are many different forms of AI available to recruiters, some of the most common types used in today’s landscape include:

  • Screening software: Screening software, such as ATS (Applicant Tracking Systems) can assess CVs and look for candidates that match a position’s requirements. They can scan for keywords, specific skills, or certifications, and rank resumes based on relevance.
  • Online interviewing tools: AI interviewing tools can help recruiters collect more data during a candidate interview. AI software can automatically analyse speech patterns, body language, and facial expressions, to tell teams more about a candidate’s behaviour.
  • Outreach tools: Automated outreach tools allow businesses to send messages and information to numerous candidates at once. With one click, you can send out links, surveys, and job offers to a variety of candidates, or schedule an interview.
  • Chatbots: 41% of companies now use chatbots as part of the recruitment process, to answer candidate questions, provide feedback on the interview process, or keep candidates informed about the progress of their application.

The Benefits of AI in Hiring and Recruitment

AI may still be in its early stages within the recruitment landscape, but it’s already demonstrating a host of potential benefits. Early adopters of AI-powered recruitment software say the technology has reduced their cost per screen by 75%, and their turnover by 35%

When used to support and augment recruitment teams, artificial intelligence can improve efficiency, performance, and productivity. The biggest benefits include:

Efficiency and Time Savings

Recruitment is a lengthy and time-consuming process, which often involves a lot of manual work. The recruitment role epitomises the concept of searching for a needle in a haystack. Sorting through candidates and screening resumes takes a lot of effort, with the average recruiter spending up to 30 hours per week on administrative tasks alone.

AI tools in the recruitment space can automate a number of repetitive tasks, saving crucial time. They can sort through thousands of resumes in an instant, and identify qualified candidates. Some tools can respond to candidate questions instantly, and even help schedule interviews based on shared calendar information.

This helps HR teams spend more of their time on strategic tasks, such as connecting with candidates, assessing cultural fit, and promoting an employer brand.

Improved Candidate Matching

The best recruiters are becoming increasingly data-driven. Rather than shortlisting candidates based on gut feeling, they analyse crucial information about each candidate, to determine a candidate’s capacity to thrive in a specific role.

AI solutions can assist with this process. They can process vast amounts of information, and help recruiters determine which candidates have the right skills, experience, and characteristics for a position. Screening tools can even rank candidates based on their proficiency for a role.

This also saves recruiters time comparing candidate resumes and creating shortlists for business leaders to assess. Some AI tools can even help recruiters choose candidates who are more likely to fit well into a company’s culture, reducing the risk of rapid turnover.

Diversity and Inclusion

Though recruiters and businesses are becoming more aware of the impact of bias in the hiring process, biases, and preconceptions can sometimes creep into the recruitment process. They can influence hiring decisions, prompting companies to prioritise/prioritize candidates based on factors that aren’t relevant, such as race, age, or gender.

79% of HR professionals admit that unconscious biases influence recruitment-related decisions. This results in poor hiring choices and can damage a company’s diversity. When utilised correctly, AI tools can help to counteract bias reducing subjectivity in the hiring process.

AI can use standardised strategies to assess candidates based on the most relevant factors, such as skills and experience. It can eliminate subjective factors from the recruitment process, leading to a more diverse, and equitable hiring strategy.

The Drawbacks and Ethical Considerations

As valuable as AI can be in the recruitment strategy, it’s not without its issues. Though AI algorithms are becoming more advanced, they make mistakes. They can overlook important data, adopt the biases of the humans that train them, and even present privacy and security issues.

When using AI in the recruitment process, innovators need to be aware of:

Bias and Fairness

When used correctly, AI can help to reduce biases in the recruitment process. However, it’s also subject to bias itself. Bias in AI recruiting has become a major point of discussion in recent years, as AI systems are often influenced by the people who train and build them.

If the data fed to an AI solution is biased, the system itself becomes less objective. For instance, a technician might provide a screening tool with a set of resumes to train it on what features to look for in a candidate. If all of those resumes are for men, the AI tool would be more likely to look for male candidates when creating shortlists.

The issues with AI bias have created significant controversy over the years. Some candidates have even sued companies, saying that they were rejected from a role based on race, age, or disabilities.

Data Privacy

AI is powered by data. To create a powerful and effective AI system, leaders need to provide an algorithm with huge volumes of data to learn from. Unfortunately, this can lead to issues with data privacy regulations.

Companies might use personal candidate data to help train an AI system to look for specific information about future candidates. They may find systems hold or store information for too long, or use it in unethical ways.

To comply with data protection regulations, such as GDPR, businesses using AI in recruitment need to ensure they understand where data is stored, how it is used, and which data is processed by their technology. Many companies have yet to put proper data safeguards in place, which could lead to data breaches, fines, and reputational damage.

Transparency and Accountability

As AI is still a relatively new concept for many recruitment/search companies, it isn’t always easy to determine how and why certain systems make specific decisions. This has led to an increased focus from ethical AI regulators on “explain ability”.  Experts in the recruitment/search companies need to be able to explain why their AI systems work in a specific way.

Even if an AI solution is responsible for screening and shortlisting candidates, the recruitment company is still accountable if something goes wrong. When working with AI solutions, recruiters and business leaders need to determine how transparent the AI decisions are, and what measures are being taken to mitigate bias.

This isn’t always simple for those who don’t have a deep existing knowledge of the AI landscape and how certain algorithms work.

The Human Element in AI-Enabled Hiring

Perhaps the biggest mistake companies make when implementing AI into the recruitment process is assuming that intelligent tools can completely eliminate the need for human experts. AI is a resource, capable of augmenting and supporting human beings.

The ideal AI-enabled hiring process will use intelligence to complement human expertise, not replace recruiters from the process.

Ultimately, in the world of talent acquisition, the human touch still plays a vital role in a successful recruitment process. While automation and AI can revolutionise various aspects of hiring, the importance of empathy and understanding provided by humans is paramount.

56% of candidates say they believe AI should never make hiring decisions without human input. After all, it’s the human experience and empathy of an expert recruiter that leads to more effective choices. Empathy allows recruiters to understand a candidate’s motivations, challenges, and unique circumstances, and deliver a more powerful candidate experience.

Because they empathise with candidates, recruiters can address their concerns throughout the hiring journey, tailor the experience to their needs, and provide relevant guidance. This leads to a stronger employer brand and deeper connections between employers and candidates.

Moreover, human interactions throughout the recruitment process address a candidate’s need for individualised support and personalised attention.

While technology can streamline aspects of the talent acquisition process, it lacks the nuanced understanding and emotional intelligence human beings possess. The personalised approach recruiters bring to the process helps candidates feel more connected to the organisation, increasing their chances of accepting job offers.

What’s more, it also enables recruiters to properly assess cultural fit, and the potential a candidate has for long-term success within a company.

The Future of AI in Recruiting and Hiring

While AI will never fully eliminate the need for human input during the recruitment process, innovations in the AI world are introducing new ways to augment and enhance hiring strategies. As mentioned previously, AI systems are now evolving at an incredible rate.

The rise of more advanced machine learning models and even generative AI is leading to new opportunities for recruiters to boost efficiency and productivity.

Emerging trends in the industry include:

  • Voicebots: Evolutions in natural language processing and understanding are leading to the development of voicebots that can help screen candidates. They can rapidly capture information, respond to candidate questions, and capture data for recruitment teams.
  • Interview scheduling: Modern AI solutions can help to improve the scheduling process. They can use calendar information and data about time zones to suggest potential interview times that work for both candidates and recruiters, reducing administrative work.
  • AI video interviewing: Used in the video interview process, AI solutions can help recruiters identify desirable characteristics based on traits like a candidate’s pacing, eye contact, and body language. They can also help improve clarity, by transcribing spoken content.
  • Gamified assessments: With AI, companies can create unique gamified assessments to help detect a candidate’s proficiency in certain areas. AI solutions can evaluate a candidate’s performance in certain areas and score their skills in a standardised format for recruiters.

As AI continues to evolve, it will undoubtedly streamline a number of tasks in the recruitment process, from sourcing candidates to assessing their skills. However, no matter how advanced this technology becomes, it will always be crucial to include human beings in any decision-making.

Preparing for an AI-Driven Future: Best Practices

Though there are still challenges to overcome in the world of AI recruitment, it seems likely that intelligent tools will play a greater role in the hiring process going forward. Already, 92% of HR professionals believe AI is helping them to save time on administrative tasks.

However, companies planning on using AI will need to ensure they have the right strategy in place to avoid potential biases and issues.

When leveraging AI in the recruitment landscape, consider the following:

1.    Focus on what AI Does Best

AI isn’t a catch-all solution for all recruitment issues. Different AI tools have different use cases, but fundamentally, the technology is most effective at managing and assessing data. AI shouldn’t be used to make decisions that require the ethical and empathetic input of a human being.

Instead, companies should use AI to empower and augment recruitment experts. This could mean automating repetitive tasks, like answering candidate questions or scanning through CVs for specific skills or keywords.

AI is fantastic at streamlining time-consuming, mundane tasks, such as scheduling interviews, identifying skills gaps among current employees, or assessing applicant materials. Human beings, on the other hand, are best at communication, empathetic assessment, and creativity.

2.    Be Transparent

Transparency is crucial for any company using AI in the recruitment process. As new laws and regulations are introduced to govern the fair use of AI, companies will need to ensure they’re adhering to the laws in their countries.

A growing number of local governments now require companies to tell applicants when they’re using AI for hiring. Most of these laws also require recruiters to ask for consent from candidates if they’re going to use their data for training purposes.

Even if your business isn’t subject to certain AI laws yet, transparency can help to improve your employer brand and put candidates at ease. Reassuring candidates that they will maintain control over their data paves the foundations for a positive relationship, built on trust.

3.    Maintain Hiring Etiquette When Using AI

One of the biggest complaints both candidates and recruiters have about AI is that it can dehumanise the hiring process. That’s why it’s so important to think about hiring etiquette throughout the recruitment journey.

It may be fine to use AI’s capabilities to reduce administrative tasks during the early stages of the recruitment process. For instance, you could use AI to rapidly respond to candidates and let them know you’ve received their application.

However, companies shouldn’t depend on AI to interact with candidates in the later stages of the hiring journey. Personalised and authentic communication with human beings is still essential to building strong relationships and positive candidate experiences.

4.    Understand the Drawbacks and Limitations of AI

When used properly, AI can help with a lot of components in the recruitment process. It can help to remove bias when filtering through candidates, and streamline repetitive tasks. However, there are also dangers to relying on AI too much in your hiring strategy.

For instance, AI has been proven to exhibit bias in the past, as a result of the information engineers feed into the algorithms. It can exclude specific races or genders from the hiring process, simply because it hasn’t been exposed to enough data about different people.

Additionally, AI can store and use data in a way that’s considered unethical, or dangerous. With this in mind, companies must ensure they’re conducting frequent quality control tests, to measure the outcomes of using AI tools against their DEI goals.

5.    Test and Readjust Regularly

AI is constantly evolving and changing. If your AI recruitment software fails to find candidates in the landscape that match your needs, it’s unlikely that the number of valuable candidates has suddenly dropped. Instead, there’s a good chance your AI solutions need adjustment, or an experienced recruiter is a better option because of their connections.

Even if you are finding excellent candidates with the help of AI tools, it’s worth conducting control tests at least a few times each year. Companies can perform human reviews of a randomised set of resumes for a recently filled role, to determine whether candidates are being missed out.

Human beings will be more able to identify important factors that contribute to the success of an employee in your business, such as cultural fit.

The Growing Impact of AI in Recruitment

It’s impossible to ignore the growing presence of artificial intelligence in the modern recruitment world. AI certainly has a number of benefits to offer recruiters and companies in search of top talent. It can streamline numerous administrative tasks and save teams significant time and effort in finding and connecting with candidates.

However, AI recruiting tools won’t remove the need for human recruiters. Effective talent acquisition relies on the experience, expertise, and empathy offered by human beings. Companies embracing AI for the future of recruitment need to remember these tools are only suitable for augmenting and supporting recruitment teams.

What’s more, it’s crucial for businesses to recognise the importance of using AI responsibly. There are various risks and dangers involved with relying too heavily on AI in the recruitment process. Business leaders and recruiters must ensure their use of AI doesn’t lead to bias, unethical practices, or issues with privacy and data security.

If you’re planning on using AI recruitment tools, start by improving your AI knowledge, learning as much as you can about the landscape, and building comprehensive strategies for success.

AI can be a powerful tool for hiring experts – but only when it’s used with care.

– Ged Walsh, Managing Director

Aiding Anxious Employees in the Workspace

October 11, 2023

Stress and anxiety in the workplace are more common than you might think.

Every workplace has challenges that can impact our mental health, from tight deadlines to internal conflicts. These issues can be extremely difficult to handle for employees already suffering from anxiety.

1 in 6.8 people now experience mental health problems in the workplace, and anxiety levels have increased in recent years following the disruption of the pandemic. Business leaders and managers need to know how to support employees suffering from anxiety to ensure they can achieve their full potential, both in and outside the office.

Here’s everything you need to know about creating a workplace that supports, empowers, and motivates anxious staff.

Understanding Anxiety in the Workplace

According to Anxiety Disorders of America, more than 18% of the adult population currently suffers from some form of anxiety disorder. What’s more, most of these professionals say their anxiety issues lead to a host of difficulties in the workplace.

An anxiety disorder can be extremely debilitating for staff, making it difficult for team members to focus on tasks, retain productivity, and interact with others. Anxiety can also affect health, leading to higher absence and turnover rates.

The first step in overcoming anxiety in the work space is knowing how to spot the signs. Many employees still aren’t comfortable speaking about mental health issues. However, managers and supervisors can see symptoms of growing anxiety in:

  • A drop in overall performance and productivity
  • Difficulty making decisions in the workplace
  • Changes in eating habits
  • Excessive smoking and drinking
  • Fatigue or exhaustion
  • Increased sick leave or absences
  • Problems maintaining work relationships

If you see these signs in your employees, it could be a sign that issues with anxiety and stress are gradually contributing to burnout in your team. The faster you act, the easier it will be to preserve productivity and avoid losing critical team members.

Creating a Supportive Work Environment

Managing and supporting employees with anxiety requires a multi-faceted strategy. It begins with creating an environment where all employees can thrive, connect with others, and feel respected by their peers. Some of the best ways to create a supportive work environment include:

Promoting open communication

Consistent communication is essential to building trust and community in a workplace. Developing an open-door policy that allows any staff member to ask questions, request help, or share their concerns at any moment helps create a friendly and welcoming atmosphere.

Open-door policies are particularly beneficial for people with anxiety, as it helps them to recognise that support is there whenever they need it. If your managers can’t handle an open-door policy, assign team members buddies they can turn to for help.

Encourage work-life balance

It’s easy to get caught up in the constant quest for productivity in the industry. However, a good work-life balance is crucial to retaining and improving employees’ wellbeing. 3 in 10 workers say they’re less productive because of poor work-life balance.

With this in mind, encourage your employees to take breaks, move to different parts of the office when they need space, or even take mental health days when necessary. Ensure every staff member has a realistic, achievable workload, and avoid overwhelming employees with too many tasks.

Set clear expectations

When managing an employee with anxiety, setting clear expectations and realistic goals can be helpful. The idea isn’t to force challenging expectations on your team members but let them know what you need from them, even when they’re experiencing periods of anxiety.

At the same time, allow your staff members to share their expectations and needs with you. Ask them what they need to accomplish specific tasks when struggling. This will create an open dialogue and pave the way for business-wide growth.

Be Flexible

When your employee’s mental or physical health affects their day-to-day work, it’s your responsibility as a leader to make accommodations. Even the smallest adjustments can greatly affect an employee’s wellbeing.

For instance, you could consider changing their hours temporarily or letting them work from home for a while. You might also allow them to adjust their schedule occasionally when they need to seek external support, like therapy or counselling.

Implement Stress-Reducing Initiatives

Initiatives that guide employees through managing their anxiety can be extremely useful for maintaining engagement and productivity. You could consider implementing a wellness program that encourages physical activity and exercise to reduce feelings of stress.

Some companies offer training resources, such as workshops and seminars on stress reduction, time management, and organisation. You could even encourage mindfulness and relaxation exercises, giving your team members a quiet space they can retreat to when they need space or time to unwind.

Providing Resources for Anxiety Management

While anxiety is extremely common in the modern world, it’s also widely misunderstood. Managers and supervisors who don’t suffer from anxiety disorders don’t always know how to provide the best support to their teams.

Colleagues can struggle to understand the behaviour of a person with anxiety, leading to more workplace conflicts. One of the best ways to address this issue is with education. Invest in strategies such as:

  • Managerial training: Provide mental health training to managers and supervisors to help them recognise the signs of anxiety and understand how to address difficult situations.
  • Employee assistance programs: Offer anxious employees access to tools and resources that can help minimise their stress and improve the working environment.
  • Mental health resources: Consider partnering with mental health professionals such as counsellors and therapists to support your team.
  • Wellness programs: Invest in wellness programs that promote physical and mental health, with guidance on meditation, relaxation, and stress management.

Fostering a Culture of Support and Empathy

Your company culture will play an important role in determining how supportive and empowering your workplace is for anxious employees. The key to success is ensuring everyone in your team feels respected and included, regardless of their mental health issues.

Start by educating your employees about mental health and anxiety disorders. Access resources and documents that help team members manage their anxiety and support other staff members.

Promote inclusion and diversity by setting expectations for how team members should treat each other. Teach team members how to overcome bias and drive the development of employee relationships with peer support and mentoring programs.

Consistent recognition can be helpful for people with anxiety, too. Ensure your staff members are rewarded for their accomplishments and achievements. Celebrate little wins, like coming to the office all week or hitting deadlines for a month.

Remember, anxiety can vary from person to person, so it’s worth speaking directly with your team members to help identify specific triggers and stressors and create personalised support plans for each team member.

Overcoming Anxiety in the Workplace

Anxiety and stress can be common in any environment. When allowed to fester, these issues can impact your team’s productivity and your ability to retain and engage crucial staff members.

Implementing a strategy to build an empathetic and supportive workplace ensures every team member can thrive. When you prioritise wellbeing in the workplace, focusing on mental and physical health, your team members are more likely to achieve their goals.

Start taking proactive steps to support your employee’s wellbeing, and you’ll benefit from a stronger employer brand, better retention rates, and more efficient employees.

-Ged Walsh, Managing Director


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.

Call one of our friendly team on 0151 556 2090 or email

Written by:

Ged Walsh

Managing Director

5 Ways to Negotiate a Payrise as a Accountancy and Finance Employee

September 7, 2023

Knowing how to ask for a pay rise can be crucial for any Accountancy and Finance employee.

After years spent proving your value to your employer, you might find that you’re no longer being compensated properly for the talent and skills you deliver. Negotiating a pay raise ensures you can continue to thrive in your role and achieve your financial goals.

As a Accountancy and Finance employee, it’s within your rights to advocate for fair compensation that aligns with your skills, contributions, and experience. However, requesting extra money from your manager can be challenging.

Here, we’ll cover the steps you need to take to improve your chances of successfully getting the salary and remuneration you deserve.

Step 1: Research and Understand Your Market Value

Currently, around half of all workers feel as though they’re underpaid. However, many people don’t know how much they should earn. Before you start asking your employer for a specific salary level, you should be able to explain why you chose that figure.

Research your industry, and learn as much as possible about the average salaries offered to people in your niche with the same skills and experience. Benchmarking your salary against other professionals in your field will help you choose a reasonable number to request.

It’s also worth considering the factors that could mean you’re worth more than the average employee. If you’ve accomplished many things in recent years or received industry recognition and awards, this could mean you deserve a higher income.

Collect as much data as you can about Accountancy and Finance salary data, market trends, and your various accomplishments so that you can validate your request.

Step 2: Highlight Your Accomplishments and Contributions

Effectively negotiating a pay raise means knowing how to make a case and “sell yourself” as a valuable Accountancy and Finance employee. Your manager needs to understand how your value as a staff member should influence your remuneration.

Throughout your time with any business, it’s worth ensuring you constantly record and document your achievements with measurable results, statistics, and evidence. This will make presenting your case to your boss easier when you want a promotion or raise.

Consider creating a presentation highlighting your major accomplishments in the last few years. Highlight tangible and intangible benefits of your work, such as increased revenue, customer satisfaction, or client retention.

It may also be worth collecting statements from colleagues who can support your claims and promote your value.

Step 3: Develop a Well-Structured Proposal

Negotiating a pay rise is about making a well-structured request rather than a demand. When approaching your boss, it’s worth taking a “sales” approach, drawing attention to the clear value you bring to your Accountancy and Finance company and your reasons for requesting a raise.

Make sure you’re ready to outline exactly what kind of pay raise you’re looking for and why you’re asking for a specific number, with insights into market data. Highlight what you’ve done to earn the increased remuneration with case studies, presentations, and examples of your work.

For instance, if you’re requesting a raise because you believe you’ve helped the company to make more money in the last year, draw attention to financial figures. If you think you’re contributing well as a leader, express your accomplishments when leading projects and other teams with comments from your colleagues.

Establish a timeline for when you’d like your Accountancy and Finance company to increase your salary, and ask what you can do to ensure they feel confident in their decision to give you a raise.

Step 4: Practice Effective Negotiation Techniques

Even with an excellent proposal, there’s always a chance your Accountancy and Finance leader will say no to your request. This means you’ll need to leverage your negotiation techniques.

For instance, if your boss says they can’t afford to give you a raise right now, ask them when you can arrange to meet again once the budget has changed. See things from the company’s perspective and actively listen to your employer’s feedback.

When negotiating your raise:

  • Know where you’re willing to compromise: It’s okay to compromise on your raise, but you should know what you’re ready to accept. If your boss refuses to compromise with you, you may need to consider a different role.
  • Ask how you can earn the raise: Ask your employer what you can do to improve your chances of getting a raise in the short-term future. Create an action plan together, and arrange a follow-up meeting in a few months.
  • Highlight the benefits to the business: Draw attention to how a raise will benefit you and the business. Explain how it will help you to be more productive by improving your financial and mental wellbeing. Show your employer how updating their remuneration strategy can help them to improve their employer branding.

Step 5: Explore Alternative Compensation and Benefits

Sometimes, there are valid reasons why a Accountancy and Finance employer might not be able to accommodate a raise. The company you’re working with might not have enough money to facilitate a raise initially. However, they may still be willing to work with you to improve your overall satisfaction before they can increase your salary.

This may or may not be what you want to hear and could be a deal breaker; only you can decide.

If an increase to your salary isn’t an option, and you are willing to be flexible, ask whether you can access any other benefits or rewards as a valuable employee. You might be able to request additional holiday days, performance bonuses, or flexible working.

These benefits can all be valuable to your work-life balance and wellbeing. Plus, opportunities to work from home or access free training from your employer can save you money too.

Earn the Raise You Deserve

Earning a pay raise as a Accountancy and Finance employee requires a strategic approach to effective communication and negotiation. Researching your market value, highlighting your accomplishments, and developing a well-structured proposal will help you to make a compelling case for your manager.

At the same time, knowing how to negotiate, when to compromise, and whether to explore other benefits and compensation options can boost your chances of success.

If you still can’t get the raise you deserve, the next step may be to consider looking for an alternative role. An Accountancy and Finance recruitment company can help you find the right job for your needs by looking at salary options, company culture, and benefits.

-Ged Walsh, Managing Director


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.

Call one of our friendly team on 0151 556 2090 or email

Written by:

Ged Walsh

Managing Director

Using a Go To Market Approach When It Comes to Hiring in the Finance Sector

September 4, 2023

In today’s candidate-driven Finance job market, attracting and retaining the right talent is more challenging than ever. Candidates have more options when selecting the ideal role for their specific needs, and their priorities are changing.

This means business leaders and recruiters need to take a new approach to connect with potential employees if they want to overcome the challenges of a major talent shortage.

Recruitment now has a lot in common with effective marketing. Just as companies need to establish an effective “go to market” strategy to engage buyers and demonstrate value to customers, they also need a similar approach to intrigue top talent.

A strong go-to-market (G.T.M.) strategy framework paves the foundation for a powerful product launch, gaining customer trust and differentiating a brand from its competitors. A similar “G.T.M.” approach to recruitment can help companies target the right talent, strengthen their employer brand, and build deeper connections with employees.

Here’s how to embed a go-to-market strategy into your Finance recruitment process.

What is a Go-to-Market Strategy? The Basics

A go-to-market strategy is a tactical plan companies use to determine how to bring a new product or service to their target audience.

It’s an exercise that outlines the steps a business should take to engage a potential customer, differentiate themselves from the competition and increase sales.

With a strong go-to-market strategy, business leaders determine why they’re launching a product, their target market, and how they will convince consumers to buy what they’re selling.

Similarly, in the Finance recruitment world, a go-to-market strategy outlines the key information businesses need to capture, engage, and retain the right talent.

Business leaders answer questions such as: “Why are we hiring this professional?” and “What value can we bring to employees?” This gives them the guidance they need to position their roles more effectively in the competitive talent market.

Moreover, a go-to-market strategy can help companies consider any issues candidates might experience with a role, such as a lack of clarity around responsibilities or a complex interview process.

Here’s how companies can approach Financerecruitment with a “go-to-market” mindset.

Step 1: Align Recruitment Goals to Business Goals

As mentioned above, when organisations establish a go-to-market strategy for a product, one of the first questions they ask is why they’re launching this new solution or offer. Similarly, when you use a go-to-market strategy for  Finance recruitment, you’ll need to define why you’re looking for a specific employee to fill a gap in your team.

The first step is developing a clear understanding of the current business goals. For instance, you might want to expand your Finance company into new markets in the years ahead and need new talent to help you identify and serve the right customers.

Alternatively, your goal may be to innovate and evolve, using new tools and strategies to improve team productivity and efficiency. Defining your goals will help you understand what key attributes and skills your new Financeemployee will need. It should also ensure you can provide your candidates clear insight into their roles.

Crucially, aligning business and recruitment goals also means you’ll be able to identify how you will evaluate your candidate’s success after they join your team.

Step 2: Identify your Employee Personas

Once you’ve established your goals for your go-to-market recruitment plan, the next step is deciding what kind of  Finance employees you want to attract.

A key component of creating a go-to-market strategy for a product is defining who the ideal buyer will be.

In the recruitment world, you’ll need to understand the key attributes and characteristics of the candidates you want to attract. Think about the essential soft and  Finance skills your new team member will need to have and what their educational background should look like.

Think about what kind of people are most likely to thrive in your existing Finance company culture, what their personality will be like, and what values they might have. You could even create a candidate persona, which you can use to inspire and guide your team when creating job descriptions, interview questions, and onboarding strategies.

Step 3: Building Your Employer Brand

When bringing a new product or service into the market, companies must determine what benefits and values they can offer above and beyond their competitors. In today’s competitive Finance recruitment space, you must also take the same approach to engaging candidates.

Ask yourself and your team what sets your company apart from other organisations with similar roles available to candidates. If your company is relatively small, you might not be able to compete in salary, but you could offer other benefits by providing flexible working opportunities or access to more training and development options.

Look at your “employee personas” values and ask yourself how you can build a brand that appeals to your target candidates. This might include focusing on things like:

  • Unique opportunities: Do you allow Finance employees to work remotely, choose their hours, or get involved with training initiatives and mentorship programs?
  • Corporate Social Responsibility: How can you appeal to your candidate’s ethical values? Do you have a strong focus on diversity, inclusion, and equity? Do you take a sustainable business operations approach or give back to charitable organisations?
  • Company culture: What are the core components of your company culture? How do you ensure your team members feel supported in your team?

Step 4: Creating Your Outreach Strategy

In a typical go-to-market strategy, companies need to build a “market strategy”, which involves thinking about how they’ll position their product and connect with consumers. You can take a similar approach in a Finance recruitment-focused G.T.M.

Start by thinking about the messaging you will use and how you will highlight the unique components of your employer brand in your job descriptions and social posts.

For instance, alongside listing job descriptions on your website, work with a  Finance recruitment company to create a job description and leverage their ability to promote your vacancy into the market and within their database and connections.

Step 5: Prepare for the Interview Process

Finally, you’ll need to think about how to connect with candidates once you are in an interview situation. As companies use offers, discounts, demos, and promotions to increase conversions, business leaders use interviews to assess candidates and provide talent with an opportunity to evaluate their company.

Constructing an effective interview process is essential to boosting the power of your Finance employer brand. Ensure you have a plan to eliminate common issues like bias. This could mean training your interviewers and providing them with scorecards to help them focus on specific attributes. Your recruitment partner can facilitate all of these processes.

Provide interviewers with step-by-step guidance on evaluating each candidate, and consider the questions your would-be employees might ask you in return. At the same time, remember to think beyond the interview to the full onboarding process.

How can you give your candidates a good first impression of your company?

Commit to constant, transparent communication, and look for ways to empower your staff members with the right training and support from day one.

The Go-To-Market Strategy for Finance Recruitment

A go-to-market strategy is a powerful tool for businesses bringing new products and services to their customers. However, many of the components of these strategies can also be applied to the recruitment world. Taking a go-to-market approach to hiring can help you to target the right candidates, differentiate your company from competitors, and engage the best talent.

With the help of a Finance recruitment company, you can build a full go-to-market strategy designed to fill the gaps in your team, improve your employer brand, and strengthen your connections with existing and future employees.

-Ged Walsh, Managing Director

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.

Call one of our friendly team on 0151 556 2090 or email

Written by:

Ged Walsh

Managing Director

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

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

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

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 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

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 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


Published 15th April 2023