Why We Recommend Adding Interests and Hobbies To Your CV

June 13, 2024

An effective CV is your first opportunity to leave a lasting impression on your employer. However, since the average hiring manager only looks at a CV for 6 to 7 seconds, it’s important to keep this document concise. That’s why many candidates often omit sections referencing their hobbies and interests.

It’s easy to assume your passions are irrelevant to your employer’s hiring decisions. But, when they’re implemented correctly, they can offer useful insights into your personality, skills, and potential cultural fit. A well-crafted hobbies and interests section could differentiate you from the competition in a complex job market.

We recommend including hobbies and interests in your CV and our top tips for ensuring they make the right impact.

The Benefits of Including Hobbies and Interests

In the seconds it takes for an employer to scan your CV, you need to grab their attention and encourage them to spend more time getting to know you.

The right collection of hobbies and interests can highlight your skills, pave the foundations of an emotional connection, and give you an edge over other candidates. When they’re carefully infused into your CV and relevant to the role you’re applying here is how and why hobbies and interests can help:

Forge an Emotional Connection

Hobbies and interests humanise candidates, providing a deeper insight into who they are as a person. They can help employers visualise what you’ll be like to work with. For instance, if you’re applying for a position as a team manager, sharing that you enjoy coaching your son’s football team shows you’re passionate about helping others succeed.

Highlighting specific hobbies can even establish common ground with hiring managers. After reading a company’s “about page”, if you notice a CEO spends her free time taking cooking classes discussing your love of baking, it shows you have common interests.

Hobbies and interests also show commitment and passion, two things most hiring managers are looking for in any candidate. Employers love candidates with drive and enthusiasm.

In many cases, hobbies and interests can also help to break the ice during interviews. When hiring managers have more information about you, it feels less like they’re speaking to a stranger. They can ask you questions about your hobbies and start forming bonds with you as a person.

Reinforce Relevant Skills

Used correctly, hobbies and interests in a CV are an excellent way to draw attention to relevant, transferrable skills. Many hobbies offer an insight into your skills that may not be evident based on your qualifications and previous work experiences.

For instance:

Playing team sports

Team sports like football show you’re comfortable working well in a team. If you lead the team, you can demonstrate leadership skills, such as solving problems, managing conflict, and motivating others.





An interest in helping shows you care about others and are committed to giving back something to the people around you. It demonstrates that you’re not driven solely by monetary rewards and have a strong sense of purpose.

Coding or tech hobbies

Coding and technology-based hobbies demonstrate a passion for learning and discovery. They can highlight critical thinking, problem-solving, and numerical analysis skills. They also show you are adaptable, as you can follow a fast-paced industry.

Demonstrate Cultural Fit

Hiring for cultural fit can help employees reduce onboarding costs and improve their chances of retaining talent. Employers are increasingly searching for candidates who can add value to their culture, help them achieve their diversity, equity, and inclusion goals, and contribute to excellent team dynamics.

Your interests and hobbies can provide insight into whether you’ll fit well with the company culture. They demonstrate a commitment to work-life balance, indicating that you’re invested in your wellbeing and are less likely to suffer from burnout.

They can also demonstrate that you share the same work ethics as your colleagues. For instance, sharing a passion for travelling in your CV can show you have strong cultural awareness and sensitivity. It also demonstrates excellent organisational and time management skills and an ability to adapt rapidly to changing circumstances.

How to Choose Which Interests to Include

While including hobbies and interests in your CV can be valuable, preserving the right balance is important. Your passions shouldn’t overwhelm your experience and credentials but augment the information you provide.

When choosing which interests to include, focus on:

Relevance to the Job Role

Every skill or interest you mention should be relevant to the role you’re applying for. If you’re applying for a managerial position, it makes sense to draw attention to hobbies that have improved your leadership skills. You might mention that you’re the captain of a sports team or responsible for event planning as part of a charitable initiative.

Honesty and Authenticity

While it might be tempting to try and tailor your hobbies to what you think your hiring managers are interested in, it’s important to be honest. Don’t tell employers you love fishing because you’ve heard the CEO goes fishing. There’s a good chance you’ll be asked questions about your hobbies that reveal you haven’t been truthful.

Preserving Balance

Even if your hobbies are a big part of your life and potentially relevant to the role, don’t focus on them too heavily. Use your hobbies as supportive evidence of your skills and competencies, but focus primarily on your professional skills and experiences. Remember, a CV should only be one or two pages long.

How to Incorporate Interests on Your Resume

Each CV you send to a company should be tailored to that organisation, and the role you’re applying for. When incorporating your interests and hobbies into your CV, think carefully about:

Placement and Formatting

How you position your hobbies and interests in your CV, will depend on the value they’ll add. The most important information about you should be placed at the top of the first page. If you feel a specific hobby demonstrates how effective you’ll be in a role, you may mention it at the top of the page in your personal summary.

If your hobbies and interests are less important, you might position them further down the page, underneath your skills and qualifications. Alternatively, you may look for ways to include them in other sections, such as an “accomplishments” section.

Relate Each Hobby to a Skill

Ensure each of the hobbies and interests you outline relates to a specific, relevant skill that will be valuable to your hiring manager or employer. Concisely draw attention to how your interest improves your employee value.

Here are some examples:

  • Tech enthusiast: I enjoy exploring the latest technological advancements, staying up-to-date with new trends and developments, and networking with other technology fans.
  • Volunteering: I believe in giving back to the community, using my skills to benefit others, and expanding my industry knowledge.
  • Fitness: To maintain a healthy work-life balance, I engage regularly in physical activities that help improve my endurance.

Adding Hobbies and Interests to C.V.s

It’s easy to assume that hobbies and interests should be omitted from C.V.s in favour of more traditional professional insights. However, including the right information about your passions can help you to boost your chances of getting the ideal role.

Drawing attention to relevant interests and hobbies can help forge a personal connection with hiring managers, demonstrate crucial skills, and differentiate you from the competition.

Use your hobbies and interests to augment your CV and ensure you stand out in the competitive job market.

Marketing Yourself As The Ideal Candidate Property Employers Need To Hire

May 23, 2024

Though skill shortages remain high in the Property landscape, the market for candidates is still extremely competitive. In 2024, it can take an average of 3-6 months to get a job offer, and there’s no guarantee you’ll want to dive into the first opportunity that appears.

To improve your chances of getting job offers for valuable roles faster, you need to know how to market yourself to prospective employers and recruiters who are involved in the process.

Here is the thing to remember.

As effective marketing can convince consumers to invest in a product or service, the right strategy can help employers see you as the ideal candidate.

From working with a recruitment company to developing a strong personal brand, this guide will show you how to create the ultimate ‘marketing strategy’ and achieve your Property career goals.

Partnering with Recruiters: The Value of Specialist Support

The right Property recruitment is an extremely valuable tool in your goal of getting the ideal next role. Reputable companies with experience placing candidates in your field will help you access a wider range of relevant job opportunities.

What’s more, they can help position you effectively in front of potential employers, allowing you to write the ideal CV and master the interview process.

When working with recruiters, make sure you:

  • Set clear objectives: Define your priorities for a new role. Are you more interested in positions with excellent work/life balance and flexibility, or are you looking for opportunities to develop new skills or join a company with a diverse culture?
  • Build relationships: Connect with your recruiter and help them understand everything there is to know about you. Highlight your strengths and weaknesses, skills, experiences, and career goals so they can offer a tailored level of service.
  • Collaborate strategically: Pay attention to the suggestions and guidance your recruiters give. Ask them for advice on preparing for interviews or creating a stronger online presence.

Developing Your Personal Brand

Your brand helps differentiate you from the other Property candidates in your field. It’s how you highlight your strengths and value as an employee and capture the attention of employers. 70% of hiring managers say a strong personal brand is as important as an excellent CV.

Creating a personal brand starts with a self-assessment.

Conduct a “SWOT” analysis, identifying your strengths and where you need to improve. Look at the threats posed by other candidates in your industry (such as having more experience) and the opportunities you can explore to improve your appeal (such as investing in additional learning).

Once you have a clear view then:

Identify your unique value proposition:

Determine what makes you the ideal candidate for the roles you’re applying for. Have you had unique experiences in the industry? Do you have skills other candidates don’t have, or do you have an excellent work ethic?

Craft your story:

Develop a compelling narrative or “personal branding statement” that communicates your professional journey. Highlight accomplishments, aspirations, and key experiences that you’ve had to demonstrate your value.

Preserve consistency:

Ensure your brand identity is consistent across all platforms, from your CV, to your LinkedIn profile, other social media accounts, and professional website or portfolio. Use consistent messaging, imagery, and language.

Conducting Research: Know the Skills Employers Want Right Now

A big part of effective marketing is knowing your target audience. You need to understand what Property employers are looking for so you know what to highlight in your CV and online profiles. Start by examining job postings listed by the types of companies you want to work for, paying close attention to the skills and attributes they value.

Next, consider the current trends in the Property hiring market and the transferrable skills countless employers are searching for. In 2024, for instance, there’s a growing demand for:

Digital literacy and technological proficiency:

The world is becoming more technologically advanced with new software, AI solutions and hardware. However, only 1 in 10 workers possess the digital skills they need to thrive in new roles. Demonstrating a high level of digital literacy can give you an excellent advantage.

Adaptability and flexibility:

In a complex economic landscape, employers want professionals who are resilient, adaptable, and able to pivot to rapid changes in market dynamics. Show employers how you’ve overcome and adapted to previous challenges, and demonstrate a commitment to continuous learning and improvement.

Emotional intelligence:

Though technical skills are crucial in many Property roles, soft skills, like emotional intelligence and resilience, are becoming more important. Demonstrating a high self-awareness, empathy, and the ability to communicate and collaborate with others will boost your chances of success in the current market.

Optimising Your CV

Once you’ve conducted the right research, it’s time to optimise your CV and the cover letter you send to potential employers. Crucially, every CV/Resume and cover letter you send should be tailored to the specific employer and role you’re applying for.

According to data from Glassdoor, 63% of recruiters say they prioritise CVs personalised for the role. Before applying for anything, research the company you want to work for. Look carefully at the job description and the employer’s highlighted skills and attributes.

Try to match their language and focus on demonstrating the key skills that showcase your capacity to excel in the role. Additionally, make sure you:

Quantify your achievements:

Provide concrete examples of your success in similar roles. Use numbers, metrics, percentages, and statistics to validate your impact.

Format carefully:

Keep your CV, visually appealing, and concise. Make sure it will be accepted by any company using ATS software.

Add a personal touch:

Implement a personal touch to your cover letter. Consider referencing shared values based on your knowledge about the company and their ambitions or goals.

Enhancing Your Online Presence

While your CV, and cover letter are still crucial in 2024, many recruiters and hiring managers are turning to the web for deeper insights into candidates. Approximately 72% of recruiters look at LinkedIn, the professional social media platform when hiring new talent.

With this in mind, complete and optimise your LinkedIn profile. Ensure a clear summary of your achievements, insights into your experience, education, and skills, and numerous endorsements from previous employers and colleagues. Use keywords relevant to your industry to improve visibility online. You should also:

Share engaging content:

Sharing insightful articles, industry news, professional updates, and thought leadership content could demonstrate your expertise and help you engage in your network. Remember to participate in professional networks and groups to expand your reach and connect with potential employers.

Network consistently:

Actively connect with professionals and peers in your industry, such as recruiters, and alumni. Personalise your connection requests with a message tailored to each person. Consider attending virtual events through LinkedIn to expand your network further.

Align other online assets:

Ensure you’re making the most of your other online assets, such as your portfolio, professional website, and additional social media channels, to present a consistently strong view of your value as an employee.

Demonstrating continuous learning by adding new skills to your LinkedIn profile regularly and completing LinkedIn courses for certifications can also make you more appealing to employers.

Market Yourself as the Ultimate Property Candidate

For the best chance of getting the right role in today’s competitive Property landscape, you must do more than respond to job postings. Learning how to market yourself as the ultimate candidate with the right CV, personal brand, and online presence is crucial to success.

Working with a Property recruiter and ensuring you focus on developing your skills in the key areas crucial to today’s employers will give you a significant edge in the job market.

Give yourself the best chance of career success, and hone your marketing skills.

Ready to take the next step in your Property career? Contact us for tailored guidance and support. Our dedicated team is here to help you navigate the intricate steps of career planning, ensuring your next move is a strategic leap towards success. Call us at 0151 556 2090 or email us here info@everpoolrecruitment.com.

Mastering Your Video Interview This Year

May 9, 2024

Video interviews have become common in the current Office and Commercial hiring landscape. Not only are they more convenient and cost-effective for both candidates and employers, reducing the need for travel, but they can make it easier for hiring managers to make the right choice.

With the ability to review recordings, employers can carefully analyse/analyze each candidate before extending a job offer. According to Indeed, 82% of employers used virtual interviews in 2021, and 93% wanted to continue using them.

This means every Office and Commercial candidate needs to be prepared to make the right impact on video. Learning how to handle the technical aspects, convey professionalism through your attire and body language, and respond effectively to questions is crucial.

Here’s how you can master video interviewing in 2024 and beyond.

First: Know the Video Interview Format

While video interviews in the Office and Commercial space have been commonplace since the pandemic, the way these interviews are hosted and used is evolving. Companies are experimenting not just with live video interviews but also pre-recorded sessions.

In a live interview, the experience is similar to a face-to-face discussion. You speak to your panel or interviewer in real-time, responding to any questions asked.

In a recorded video interview, you’re presented with a selection of pre-written questions.

You then record yourself responding to these questions. In this scenario, you may have more opportunities to practice/practise your answer and prepare what you will say before you respond.

In some cases, companies may also use a blended interview format, asking employees to submit a video bio, similar to a cover letter, before they engage in a live video session. Ensuring you’re prepared to handle all the different types of video interactions you’ll be presented with effectively is crucial to creating the right impression.

Mastering the Technical Aspects of Your Video Interview

Once you know what type of video interview you’re participating in, the first step is to familiarise/familiarize yourself with the technology you’ll be using. 45% of recruiters believe video helps them speed up hiring.

The last thing they want is for your technical issues to lengthen the process. You will be told which platform you’ll use when you’re offered your interview.

Create an account with the platform (Zoom, Microsoft Teams, Google Meet, etc), and test the features beforehand. Ensure you know how to mute and unmute your microphone, start and end a video stream, and share your screen. You may also want to check whether you can change your background or record the video yourself (for later reference).

Other technical preparations to invest in include:

  • Audio and Video Setup: Invest in a quality webcam, microphone, or headset and connect them to your video conferencing platform. Check whether you can adjust the lighting and sound settings to improve your interviewer’s overall experience.
  • Internet connection: Ensure you’re conducting your Office and Commercial interview in a setting with a strong and stable internet connection. A wired connection may offer better stability than a wireless alternative.
  • Conduct practice runs: Call friends or family members through the video platform to check for any potential technical glitches you might face.

Presenting Yourself Professionally

While most recruiters and hiring managers today are working to overcome unconscious bias, 96% still feel they make rapid decisions based on factors like how you present yourself in an interview.

Simple things, like how you dress, can offer hiring managers an insight into your level of professionalism and how serious you are about a role.

Just because you’re meeting over video from the comfort of your home doesn’t mean you should dress casually. Act like you would in any interview, and dress professionally.

  • Check your background: Ideally, you’ll choose a clean, clutter-free background for your interview. However, if you’re limited in the space to choose from, you may be able to use a professional-looking virtual background instead.
  • Maintain eye contact: Don’t look at yourself on screen during the interview or allow your eyes to wander. Maintaining eye contact by looking directly at the camera conveys attentiveness and confidence.
  • Mind your body language: Think carefully about your body language in any Office and Commercial interview. Sit up straight and avoid slouching or fidgeting during the discussion.

It’s also helpful to arrange your video camera to ensure you capture the right amount of your body. Ideally, your full torso and face should be visible at all times.

Preparing your Video Bio

Suppose you’re participating in a process that includes a pre-recorded video interview or are asked to submit a video bio. In that case, ensuring you make the right impact immediately is important. The best way to accomplish this is with preparation.

The same practices/practises apply here as you would research a company’s background and prepare responses to competency-based questions using the STAR method for a standard interview.

A good way to boost your chances of success is to draft a concise and compelling script based on your cover letter, CV/Resume, or the areas your recruiter has suggested. Highlight your key achievements, skills, and experiences relevant to the specific position you’re applying for.

Eliminating Distractions

Distractions are a common issue for video Office and Commercial interviews. Unlike in a traditional interview, you’ll be situated in your own home, which means plenty of opportunities for other aspects of your life to get in the way.

Reduce your risk of interruptions and background noise by choosing a quiet and secluded space for the discussion. Inform anyone else in the house that you shouldn’t be disturbed during the interview, and close the door if you can.

Other ways to reduce your risk of distractions include:

  • Preparing for technical glitches: Glitches can still occur even if you have used all the tech before. Make sure you’re ready to switch to a different method of communication, such as a phone call if problems arise. Stay calm and composed when troubleshooting issues.
  • Addressing connectivity problems: If your internet connectivity drops during the interview, politely inform the interviewer and look for ways to resolve the issue as quickly as possible. Apologize for any delays, even if the problem isn’t your fault.
  • Mute other distractions: Turn off notifications for your email account and other apps you might use on the same computer you’re using for your interview. Don’t open other tabs during the conversation; and silence your phone!

Attending the interview a few minutes early can also be helpful to ensure you’re fully prepared and check for any technical issues in advance.

Mastering Your Video Interviews This Year

You’ll likely encounter at least one type of video interview during your Office and Commercial job search this year. Ensuring you’re prepared to make the right impression, whether it’s during a live interview or asynchronous conversation, is crucial to boosting your chances of getting the right job.

After any video interview, remember to review your performance, thinking about what you’ve done well and what issues you might need to address before your next interview. This will help you prepare more effectively for future conversations.


At Everpool Recruitment, we specialise in empowering candidates with personalised guidance to navigate the job market confidently. Our expert team is here to help you secure those fantastic opportunities. Don’t wait—reach out now and take the first step towards your dream career. Contact Us Today!

Call us at 0151 556 2090 or email us here info@everpoolrecruitment.com

How to Use a Go-To-Market Strategy for Engineering Recruitment

April 24, 2024

In today’s candidate-driven Engineering 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 Engineering 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 Engineering 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 Engineering recruitment 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 Engineering 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 Engineering 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 Engineering employee will need. It should also ensure you can provide your candidates with 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 Engineering 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 Engineering 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 Engineering 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 Engineering 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 Engineering 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 an Engineering 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 an Engineering 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 Engineering 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 Engineering 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 target the right candidates, differentiate your company from competitors, and engage the best talent.

With the help of an Engineering 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.

At Everpool Recruitment, we specialise in assisting engineering firms in acquiring top talent. With a track record of successfully placing thousands of candidates, we understand the unique needs of the engineering industry. If you’re looking to enhance your team with skilled professionals or explore new opportunities, contact us today at 0151 556 2090 or email us at info@everpoolrecruitment.com.

The (Easy) Way To Plan Your Office and Commercial Career Move

March 7, 2024

Career moves are more common than you might think. A quick search on Google shows that the average employee changes roles every 2-3 years.

Sometimes, you’ll make a career move to take advantage of better opportunities or a more progressive company culture. Other times, your career moves will be strategic and move you toward your long-term professional goals.

Proper planning is the key to success when making career moves.

While planning for a career move might sound daunting, there are ways to make the process easier.

Here’s a step-by-step guide you can use.

Step 1: Self-Assessment and Goal Setting

The first step in planning a career move is knowing yourself, your priorities, and what you want to achieve in your Office and Commercial career. Before you make any decisions, take the time to conduct a thorough self-assessment, looking at your:

  • Strengths: The skills, knowledge, professional qualifications, and abilities contributing to your career success.
  • Development Areas: You may need to overcome knowledge gaps and issues to thrive in a new role or become more effective in your current position.
  • Values: What do you prioritise as a Office and Commercial employee, such as flexibility or a focus on diversity, equity, and inclusion in the workplace?
  • Interests: What do you enjoy about your current role, and what particular interests do you want to pursue in your career?

Having completed your self-assessment, you can begin to set SMART (specific, measurable, achievable, relevant, and time-bound goals) for your career. Think about what you need to accomplish in the short term, such as acquiring new skills, and what you want to aim for in the long term, such as moving into an executive-level position.

Step 2: Industry Trends and Future Outlook

With your goals in mind, you can begin exploring opportunities in the Office and Commercial landscape. Paying attention to the trends in your market makes sense for a few reasons.

First, it allows you to explore potential roles and opportunities you might not know about or have previously considered. Technological advancements and evolving market demands in many industries create new and exciting positions that may align with your skills.

Secondly, evaluating the market can give you an insight into what potential employers are looking for in your sector. For instance, in various industries, there’s an increasing demand for professionals with technical skills to address the growing “digital skills gap“.

You can stay up-to-date with current trends by reading industry journals and joining forums or professional associations.

Step 3: Skill Development and Continuous Learning

For many Office and Commercial professionals, a career move won’t just be an opportunity to move into a new business or earn a higher wage. It’s also about the possibility of taking on new responsibilities and positions that push you towards your long-term career goals.

To boost your chances of successfully applying for a new role and attracting the attention of employers, you may need to consider building your skillset and looking for new ways to demonstrate your value with courses and certifications. Critically, on-the-job opportunities to demonstrate and apply the enhanced skills that can give you a competitive edge.

Identify your current skill gaps, look at the “development areas” you noticed during your self-assessment, and then look for ways to improve.

Remember, once you’ve bridged your skill gaps, it’s worth investing in continuous education and improvement. Constant learning will pave the way for new opportunities and ensure you remain competitive in your Office and Commercial field.

Step 4: Networking and Professional Relationships

Networking is one of the most important things all Office and Commercial professionals should be investing in throughout their careers. Networking can be extremely valuable for career planning, helping you discover new industry trends and learn from innovative peers.

The right networking strategy will also help you build a broad support circle of mentors, industry contacts, and peers who can give you an edge when applying for new positions. In today’s world, there are countless ways to explore networking, from participating in professional organisation events to joining groups on LinkedIn.

Focus on building connections with people in your industry who can help you understand your industry and make progress towards your goals. Mentors can assist you in finding and applying for roles you might not be able to discover on your own.

Step 5: Gaining Experience and Building a Portfolio

Often, before you can take the next crucial step towards your career goals, you’ll need to gain experience. Many employers today, value a candidate’s experience as much or more than their educational accomplishments.

In some cases, you may be able to gain more experience in your existing Office and Commercial role. You could take on additional projects and responsibilities or shadow other team members. Alternatively, you may look for external ways to build experience, from participating in internships to volunteer work.

Strategically select opportunities that align with your career goals, help you fill your experience gaps, and develop a portfolio outlining your experiences.

Your portfolio can help showcase your achievements to potential employers alongside your CV or social media profiles.

Step 6: Personal Branding and Online Presence

Finally, a strong personal brand is essential whether you’re planning on moving to a new company or hoping for a promotion from your current Office and Commercial employer. Your brand is a culmination of all the various assets and resources you use to showcase your value to potential employers and clients.

This includes your portfolio (mentioned above), your CV, the cover letters you use in job applications, and even your social media presence.

Assess your online presence if you haven’t worked on your brand before. Ask yourself what employers will see when they search for you on LinkedIn or type your name into Google.

Think about how you can enhance your LinkedIn profile with evidence of your experience, or consider building a website to showcase your skills. It’s also worth updating your CV with the help of a professional recruitment team in the Office and Commercial space.

A recruitment team can give you insights into what employers are looking for and how you can enhance and improve your personal brand.

Plan Your Next Career Move the Right Way

While career moves are common in any industry, it’s easy to make the wrong decisions for your professional life without the right approach to planning. Taking a proactive approach and developing a strategy for success with the above steps is crucial.

Every time you choose to take another step in your career, use this guide as a reference to ensure you’re setting the right goals and taking valuable steps towards unlocking new opportunities in the Office and Commercial industry. Remember, a dedicated recruitment agency can also provide additional help and guidance specific to your career needs.

Ready to take the next step in your Office and Commercial career? Contact us for tailored guidance and support. Our dedicated team is here to help you navigate the intricate steps of career planning, ensuring your next move is a strategic leap towards success. Call us at 0151 556 2090 or email us here info@everpoolrecruitment.com.

Why Developing Your Personal Brand is a Good Idea This Year

February 26, 2024

In today’s competitive job market, a strong personal brand is more valuable than you’d think. Employers searching for top talent no longer consider only a person’s CV, cover letter, and credentials. They examine your entire personal brand, looking at the characteristics and attributes that set you apart from competing candidates.

While demand for candidates is increasing this year, the market is still extremely competitive, particularly as business leaders navigate difficult economic environments and budget shortages.

Whether you’re re-entering the job market or looking for new opportunities, developing a strong personal brand could boost your chances of success.

In fact, according to LinkedIn, 71% of professionals believe a good personal brand opens the door to new career opportunities.

Here’s why personal branding is important and how to build a brand with the right impact.

The Importance of Personal Branding in 2024

Your personal brand is a culmination of all your skills, values, experiences, and personality traits. It shapes how employers and peers view you in the landscape, what value they assign you as an employee, and even how you view yourself in your career.

A positive personal brand has always been a valuable resource for candidates and employees. The right brand helps you gain credibility as an industry professional, draw attention to your unique values, and capture the attention of employers.

However, the demand for personal branding is set to be even higher this year. Although there are significant skill shortages, finding the right role can be extremely difficult. Some studies suggest candidates can spend up to 6 monthsfinding a new position.

Today, the job market will be characterised by rapid changes as workplaces evolve, leading to demand for new skills and abilities. Competition will increase, particularly for roles with the best benefits and salaries in a difficult economic landscape.

Additionally, business leaders will become more discerning when choosing which candidates to add to their team as hiring budgets diminish. A personal brand will ensure you can access the right roles and demonstrate your value to your employer. It could even be the key to opening the door for promotion opportunities in the future.

The Benefits of Personal Branding Today

With 95% of recruiters now predicting the job market will become more competitive in the years ahead, personal branding has never been more valuable for candidates. A well-crafted personal brand can deliver a host of benefits, including:

  • Improved differentiation: A strong personal brand highlights your unique values and attributes, positioning you as the ideal person for a role. With your personal brand, you can separate yourself from the competition and increase your ability to access new roles.
  • Better online visibility: Working on your personal brand on social media platforms like LinkedIn can make you more visible to potential employers. Around 85% of recruiters and H.R. professionals say an employee’s online reputation influences hiring decisions.
  • Greater trust and credibility: A consistent and authentic personal brand builds credibility for you as an employee. Hiring managers and business leaders are likelier to hire and promote team members with a clear track record of expertise and shared values.
  • New career opportunities: Enhancing your personal brand and demonstrating thought leadership online and offline opens the door to new opportunities. It can help you expand your network and form relationships with people who guide you towards new positions.
  • Adaptability: As industries evolve and job opportunities change, your personal brand can act as a testament to your adaptability, continuous focus on growth, and willingness to learn. This can ensure you can apply for new roles in a difficult market.

How to Start Developing Your Personal Brand

The good news for candidates is that developing a strong personal brand doesn’t have to be as complex as it seems. You can even consider working with specialist recruiters in your industry for guidance, building your online presence, and showcasing the right attributes in CVs, cover letters, and online profiles.

Here are some of the key steps involved in building a personal brand:

1.    Conduct a Self-Assessment

First, you need a clear understanding of your strengths, positive attributes, and abilities as a professional in the industry.

Take a closer look at your skills and accomplishments in previous years.

Think about the key attributes that set you apart from other competing candidates in your industry, such as a focus on adaptability or a willingness to learn. What do you want to be known for in your sector, and what do you need to work on to improve your value to employers?

2.    Define Your Audience

Once you clearly understand your strengths and weaknesses, think about the target audience you’re trying to impress. If you’re hoping to access new promotions within your current role, it’s important to know which values and skills your employer values. If you’re trying to secure a new position, consider what matters most to new employers.

For instance, in 2024, 68% of employers prioritise digital skills, 82% focus on analytical skills, and 57% pay more attention to employee resilience.

Looking at the job descriptions posted by the companies you want to work for or speaking to a recruitment can help you identify which key attributes to highlight in your personal brand.

3.    Optimise Your Online Presence

90% of recruiters conduct online research to learn more about potential candidates. Another 70% say they’ve rejected candidates based on the information they found online. Search for your name and examine what information appears.

Is your LinkedIn profile complete and up to date? Does it accurately highlight your experience, skills, and credentials? If you have other social media profiles, what do they say about who you are as a person and employee? You might even consider developing a portfolio or website where you can tell people more about your skills and achievements.

4.    Invest in Networking

Developing your network is one of the best ways to enhance your personal brand and ensure its visibility to the right people. Join industry-specific groups on LinkedIn and Facebook, visit forums related to your industry, or work with a recruitment agency to strengthen your connections with new groups and potential employers.

Invest in both online and offline networking whenever possible. This means attending industry events and online webinars, joining professional organisations, and even searching for mentors or peers in your niche.

5.    Demonstrate Expertise Consistently

To further draw attention to your personal brand in the workplace, commit some time to creating and distributing thought leadership content. You can create blogs and articles you share through your website or social media pages. You could publish videos on YouTube or even create your podcast.

Whatever content you invest in, ensure you consistently send the same message about your values, abilities, and strengths. Using a consistent style, tone of voice, and messaging across all platforms will enhance your credibility.

6.    Be Ready to Evolve and Adapt

While consistency is important for a personal brand, it’s important to understand that your brand and the needs of employers will change over time.

Stay up to date with industry trends so you can draw more focus on the skills and characteristics that will help you appeal to future employers. Ensure you update your online profiles and social media accounts whenever you accomplish something new, highlighting your commitment to constant growth. This will make you more appealing to today’s dynamic employers.

Building a Strong Personal Brand

Effective personal branding has always been crucial to success in the job market. However, as recruitment processes change and employer priorities evolve, ensuring you’re effectively building and showcasing your personal brand is becoming increasingly crucial.

Follow the steps above to create a brand with impact in 2024, and work with your specialist recruitment agency to position that brand in front of the right employers.


At Everpool Recruitment, we’re committed to helping candidates like you stand out in a competitive job market. Get in touch with our team today to assist. Don’t settle for a standard application—let your personal brand speak for you. Your dream job awaits! Call us at 0151 556 2090 or email us here info@everpoolrecruitment.com.

6 Ways to Spot the Right Legal Recruiter for Your Career

February 16, 2024

6 Ways to Spot the Right Legal Recruiter for Your Career

Whether you’re re-entering the workforce after a short break or ready to take the next step in your career path with an exciting new role, a Legal recruiter can be a valuable resource.

In today’s skills-short landscape, studies show it can take six months to find a new job.

The more competitive your industry, the longer the search for the right role can take. Working with a dedicated Legal recruiter doesn’t just improve your chances of finding a great position fast. It also gives you the guidance, expertise, and direction to achieve your career goals.

Recruiters can help you refine your personal brand, ensure you stand out to the right employers, and offer access to opportunities you can’t find yourself. The challenge is in finding the right recruiter to work with. Today, we’re covering the top ways you can ensure you choose the best recruitment partner for your career goals.

1. Alignment with Your Priorities

When an employer starts working with a Legal recruitment partner, the first thing they do is define the talent they need, their available job openings, and their requirements. Similarly, when looking for a recruiter to assist in your job search, you need a clear understanding of your priorities and specific needs. Think about:

  • The type of role you want: Are you searching for a temporary or permanent position? Do you want a remote role, hybrid flexibility, or a position where you work in-house at a specific location? Are you going to work part-time or full-time?
  • Your ideal company culture: What sort of culture do you want to be a part of? Do you want to prioritise diversity, equity, and inclusion? Do you need an empathetic and flexible workplace that adapts to your needs?
  • Values and requirements: What will most influence your decision of where to work? For instance, 88% of job seekers say a healthy culture is vital to success. Some people focus more on benefits and salary, while others look for growth and development opportunities.

Clearly identifying your priorities will ensure you can find a recruiter who adheres to your specific needs and expectations and shares your values.

2. Specialist Industry Knowledge

While any recruiter might be able to enhance and simplify your job search, you’ll always get better results from a recruiter who understands your industry, field, or sector. Specialist recruiters with a deep knowledge of the Legal landscape can give you an edge over the competition.

They know what hiring managers are specifically looking for in a candidate, from the required soft and hard skills to the credentials that will make you stand out. They know which challenges you’ll face in your job search, how to overcome them, and which channels they can use to find job opportunities for people with your skills.

Industry-specialized recruiters are better equipped to match you with the right opportunities. They can help you with everything from optimising your CV and cover letter to boosting your impact during interviews.

3. A Proven Track Record

The best Legal recruiter should be able to demonstrate evidence of their success in placing candidates like you in the right role. When you are looking for a good track record, don’t just pay attention to how many candidates your recruiter placed. Find proof that your recruiter can match the right candidate to the correct role.

Up to 30% of new hires leave a position within 90 days simply because the culture, benefits, or workplace doesn’t match their needs. A great recruiter should help you to find a Legal job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment website, it’s worth diving a little deeper. Consider asking for case studies and success stories from previous clients. Ask questions about how your recruiter defines a “successful” placement.

4. Clear Communication

An excellent Legal recruiter should always be able to offer an exceptional candidate experience. That starts with a commitment to clear, consistent, and transparent communication. Your ideal recruiter should be able to answer any questions you have about how they select roles to suit your needs and how they measure and report on their results.

They should be clear about their pricing structure, the terms and conditions of their contracts, and the level of support they provide. For instance, does your recruiter direct you to Legal role opportunities, or do they also function as a guide and a coach?

Find out whether they can help you prepare for interviews, optimise your CV, and enhance your professional brand. Find out how easy it will be to get responses to any questions you might have through your preferred contact method. Prioritise recruitment agencies that keep you informed and supported every step of the way.

5. Broad Networks and Relationship-Building Skills

The best recruiters don’t just save you time searching through job boards for the right Legal roles. They specialise in giving you access to opportunities you can’t find yourself. Studies show that only around 33% of job openings are filled through posts on job boards.

Many of the best opportunities will never be listed publicly, and the right recruiter can help you access these opportunities. They’ll have pre-existing relationships with industry-leading brands, forums, and groups that give you access to new opportunities.

Recruiters can use their network and their relationships in your industry to point you towards difficult-to-find openings. They can even help to place you in a company’s talent pipeline, so you’re the first to know when a competitive job opportunity emerges in a specific business.

6. A Personalised Approach

Though many Legal recruiters will use similar methodologies and proven strategies to help place candidates in the right roles, their approach should be customised to your needs. The best recruiters understand every person in the Legal industry has aspirations, skills, and challenges to overcome.

They’ll take the time to discover what matters most for you when searching for a role, and they’ll adapt their services accordingly.

Some can even offer specialist support for those who need help with specific things, like optimising their professional brand or preparing for interviews.

Find out, in advance, how your recruiter can tailor their services to your requirements to ensure you always get the best results. It may even be worth asking whether they can work with you long-term to help you pursue promotions and growth opportunities in your space.

Choosing the Right Legal Recruiter

A specialist Legal recruiter is one of the most valuable resources you have in today’s competitive job market. More than just a solution to help streamline your job search, the right partner will act as a coach, guide, and constant source of support as you work towards your career goals.

Choosing a team or individual with a proven track record, shared values, industry specialization, networking skills, clear communication, and a personalised approach will boost your chances of success. With the steps above, you should be able to identify the best recruiter to help you secure the role you’ve always wanted in the Legal landscape.


At Everpool Recruitment, we have been helping firms acquire talent, and Legal job seekers find their ideal roles for numerous years. We have placed four thousand candidates; if you want to find out how we can help, call us at 0151 556 2090 or email us here info@everpoolrecruitment.com