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.

Thanks

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

Becoming Everpool Recruitment

November 1, 2022

1 Year at Everpool

As Everpool approaches its 1st business anniversary, the team has been reflecting on the year we have had. A lot has happened for Everpool and we asked some of our Consultants and Account Managers, who have been with us from the start, to share with us their experience with their first year…

“The first year with Everpool has been a great success for me. I have worked my way up from a resourcer into a consultant, taking on the challenges and training opportunities to further develop myself and my workload. I feel at this stage, this gives me more opportunity as a person and from a career perspective. I am hoping for Everpool’s 2nd Anniversary I will have more responsibility within the business, managing my own accounts and clients of my own, this again will widen my opportunities.

The support from the senior management team, and my colleagues has been amazing. Watching the business grow in itself has really been an eye opener for my future. Everpool has such a friendly and supportive environment, with each individual striving to be the best and I couldn’t have wished for a better team to work with.” – Grace Cheetham

“I think that the first year for Everpool has gone great. Both for the business and myself personally! Everpool is a great place to work and has such an open, friendly environment. The team is so supportive and there is help for everyone who needs it. I think this has really shown in the first year as many of the new starters (including myself) have come into recruitment with no previous experience and I think this just shows how much the senior team and all other team members have pulled together to reach the levels that we have.

I began here at Everpool as a resourcer and found out very quickly that I loved it and that it was a career that I wanted to be involved in for a very long time. I had originally set my goal to become a consultant in the start of 2023 and actually achieved this goal 6 months earlier than planned. I have since become an account manager, looking after our biggest accounts. It has been a very quick year and there is still so much to learn but I feel that with the support of the team I can keep improving and there is a lot more to come! I think this quick progress really shows the belief that Everpool and the management team have in their team and will always back them.

I can see good things in the future here at Everpool and can only see year two being more successful than its first” – Nathan O’Brien

“Reflecting over the first year of Everpool is quite emotional. The growth within the company has been impeccable and I am so proud of how we have grown and developed both personally and as a team. I started off as a Resourcer back in August last year, since then I have taken on my own account and have brought on a team whom I would not be able to provide the service I do to my clients without them!

I have a team of 3 and currently manage 4 accounts. Something I wouldn’t have thought I’d be doing in such a short space of time. I wouldn’t have done any of this without our amazing management team. The support I have been given is second to none and I can’t believe how lucky I have been to work for such an amazing company. I am super excited for what’s to come in year 2 for Everpool and I cannot wait to be on the journey with the rest of the team. Here’s to 2023!” – Alicia Cowan

“Wow I can’t believe we are hitting our 1-year anniversary here at Everpool Recruitment; these 365 days have flown by!! Looking back and reflecting on the past 12 months what an incredible achievement it’s been for our business, colleagues, and myself personally.

Throughout this year I have seen the team grow massively; and have played a vital part within the senior team on supporting and upskilling new starters, along with existing staff within their promotions and next moves within the business; something I have always had a passion for!

Throughout doing this and supporting the team from strength to strength I have managed to continue to grow my personal billings hitting a new PB this year which is a huge achievement and something I never thought would have been possible – but here at Everpool there are no limits on what you can achieve!

Here’s to an even better 2023 and I can’t wait to see what the next year has in store for us!” -Samantha Hughes

“I was on maternity leave for the first 6 months of Everpool’s first year in business; but have been welcomed back into the office with some familiar and some new faces which is great to see. The opportunities within Everpool for everyone are great – we are trusted to complete our role autonomously, with the knowledge of a great team backing us all the way and sharing our successes. The business has gone from strength to strength in its first year and I’m excited to see what 2023 has to bring – well done to everyone!” – Hannah MacFarlane

Published 1st November 2022

Our Survey Says

May 19, 2022

A time for change?

Here at Everpool Recruitment, we’ve had a busy few months! A new office, plenty of new recruits and a rapidly expanding portfolio of clients to service. However, as a management team, we want our people to be at the centre of what we do. We were keen to find out about the culture we’re building here and what is important to our team, so who better to ask than them!

Throughout April, we decided to conduct a full business review and sat with each of our team individually to discuss openly how they felt about the working environment, culture, career opportunities, training and support and much more. We asked our people for complete honesty; feedback on what we do well, where we can improve and suggestions for what they think would make working here better for them and potential future colleagues.

The results were overwhelmingly positive. We discovered that our people think;

The working environment is among the best people have had
The consultant bonus structure is up there with the best on the market
All of our people see themselves in the business long-term
We offer excellent progression opportunities, with recent promotions providing motivational to the rest of the team
Apprentices are valued and know that there will be a job at the end of their apprenticeship if they continue their development
The team’s support for each other is a massive contributor to our success

Of course, there were areas that people felt we could improve, and we received some really good suggestions. As such, we got together, discussed the ideas that had been put forward, and decided that we wanted to implement some changes. After all, what was the point of the review if we weren’t going to listen to our people and take action?

Therefore, with the premise of increasing flexibility and improving our work/life balance, we have now:

Rewarded individuals with an increase in pay
Increased annual leave for the whole team
Reduced the weekly office hours by over 10%
Allowed people the freedom to set their own weekly rota
Increased the flexibility around working from home
Introduced quarterly incentives – with an afternoon of activities and socialising on the business

We hope this has demonstrated to the team that we appreciate their hard work and support, that their opinion really does matter, and that we are listening. We are always open to suggestions that will enhance the business and make it a happier, more supportive environment for them to grow and develop within. After all, a happy workforce is a productive one!

5 tips to writing your CV

February 17, 2022

Writing a CV might seem simple enough, it’s just typing up your employment history right? Wrong. Let me tell you how you can maximise your CV to give your recruiter EXACTLY what they are looking for! We see hundreds of CV’s daily, so here are our top 5 tips on what not only makes a CV good, but can make you stand out from other applicants.

1. Introduction

When starting to write your CV, first you want to include your name, address and contact information i.e. email address, phone numbers etc. Once you have added your contact details, it is always good to follow up with a personal introduction. This is a small paragraph about who you are and a little bit of information about yourself, so your recruiter or hiring manager can get to know you a little bit.

2. Reverse Chronological Experience and Education.

When listing your experience and education on your CV, your recruiter wants to know your most recent and relevant first! Bullet point your work history but make sure you include what is most relevant to the job you are applying for. If you have any career jumps or unexplained employment gaps, make sure to explain them.

3. List your Key Skills & Knowledge

Listing your key skills and knowledge is a great way for your recruiter to quickly find what they are looking for. Make sure you tailor your skills and knowledge based on the job you are applying for. Using keywords in your skills used in the job ad (if they apply to skills you actually have!), will help your recruiter quickly identify if you have what they are looking for.

4. Clearly labelled and divided sections

Organise your CV sections with bold headings and spacing, breaking up large paragraphs into easier to read, smaller sections. This makes your CV easier for recruiters to scan and pick out the information they need to know.

5. Red Flags to Avoid

Some red flags to avoid in your CV include:

Mistakes – Incorrecting spelling and grammatical mistakes or use of acronyms
Unprofessional format – Don’t use inappropriate and unprofessional designs, images or email addresses. Make sure your CV keeps a professional outlook.
Irrelevant information – Including irrelevant information can make finding your relevant skills and experience harder to find. Also avoid using too much personal information that isn’t needed.
Having a cluttered hard to read CV – use an easy to follow structure and easy to read fonts.

The content of your CV and its structure matters. Following our 5 tips can help increase your chances of hearing back from a job you are applying for. If you need help on writing your CV before applying to one of our vacancies, contact us and we will be more than happy to help!

Published 17th Feb 2022