From Application to Offer: Navigating Longer Hiring Cycles Without Losing Momentum

July 10, 2025

If your Healthcare job search starts to feel like a marathon with no end, you’re not alone. In 2025, hiring timelines are stretching, with some estimates suggesting it takes up to 6 months to find a role. There are various reasons for this.

Companies are reluctant to hire when they’re not sure what the future of work will look like. AI is reshaping roles and responsibilities, new challenges are emerging constantly, and even the workplace is changing, with new versions of hybrid work.

In addition, the World Economic Forum highlights that skill necessities are shifting, with around 40% of the skills companies screen for today set to be obsolete by 2030. When companies do decide what they need, the competition for roles is fierce, meaning business leaders often have more applications to sort through and interviews to schedule than ever before.

While AI and automation can help streamline hiring cycles to some extent, many companies face major delays, directly impacting you as a candidate.

The challenge? Staying proactive and motivated during long periods of silence and uncertainty.

Understanding Current Hiring Timelines

On average, healthcare candidates can expect to spend between 3 and 6 months just finding a relevant role, but that timeline can vary drastically. Depending on the role a company wants to fill, candidates could spend weeks sorting through applications, months arranging pre-screening interviews, and even longer analysing skill tests.

Certain industries experience even longer timelines. For instance, the energy and defence sectors have some of the most extended hiring periods, often exceeding 60 days, due to rigorous security clearances and specialized skill requirements. That means you could wait two months or more for a job offer even after an interview.

The truth is that the modern recruitment funnel has changed a lot. There are various stages involved that weren’t common in the past. After you apply, it might be screened by AI tools and then passed to human experts for review.

From there, there’s a first round of screening interviews, followed by skill assessments, second-round interviews, and even final interviews with panels. Every stage takes time, and as companies struggle with limited administrative support, hiring cycles naturally extend.

Maintaining Momentum: Strategies for Each Stage of the Process

When days stretch into weeks and months, it’s easy to lose motivation, feel disheartened, or feel your confidence dip. The key to success is learning how to maintain energy and momentum through each stage of the process—from application to negotiation and offer.

Application Phase: Quality Over Quantity

It often takes 10-20 applications for one job interview, regardless of your Healthcare role. In certain sectors, like Professional Services, you could send dozens of applications and hear nothing back. The answer isn’t just to send out more applications.

Upgrade the quality of your submissions first. Use keywords from the job description to ensure your resume passes Applicant Tracking Systems (ATS). Customise each application based on the role and company you’re applying for. Look for ways to differentiate yourself from competitors by focusing on your agility, resilience, or commitment to constant development.

Interview Stage: Staying Engaged

Many Healthcare companies today take a multi-stage approach to interviewing. Even if you excel in the “pre-screening” phase, you must maintain enthusiasm through each subsequent stage.

To keep your energy up, reframe each interview as a two-way conversation. This isn’t just about proving yourself – it’s also your chance to evaluate the company. Come prepared with thoughtful questions that show your curiosity and give you insights into the team culture and expectations.

Prepare yourself for different interview formats with mock practice sessions with friends. Explore the differences between virtual interviews, panel-based interviews, and so on. Know how to follow up politely if you don’t hear back for a week or two after each phase. Remember, don’t pester—just check in once in a while to find out if they need help making a decision.

Assessment Phase: Showcasing Skills

Your credentials and resume can’t guarantee you a job offer anymore. Companies are switching to skills-based hiring – an approach considered up to five times more predictive of future job performance. Be prepared to show your skills in action.

Create portfolios you can share online, showcasing your accomplishments or the projects you worked on in different roles, and share them with employers. Review the core skills listed in job descriptions and seek out practice tools or platforms. If the role requires Excel modelling build a few practice models.

Don’t forget soft skills – many employers will look at your ability to collaborate, adapt and lead, so prepare stories you can tell in interviews that showcase those skills.

Negotiation and Offer Stage: Patience and Preparation

The final stage of the Healthcare job search can be frustrating. Delayed offers are increasingly common as companies finalize budgets, compare finalists, or navigate internal approvals. That doesn’t mean you’re out of the running – it just means it’s time to play the long game with clarity and confidence.

Start by doing your homework. Research market compensation for your role, factoring in location, seniority, and industry. Tools like Glassdoor, Levels, fyi, and recruiter insights can help. Prepare not just for salary, but for the total package.

When an offer is delayed, stay in contact, without being pushy. If and when an offer does arrive, don’t feel pressured to accept on the spot; be ready to negotiate if necessary.

Staying Resilient and Ready: Smart Moves

Beyond carefully preparing for every stage of the new hiring process, it also helps to have a “toolkit” in place to help maintain momentum. Here are some quick tips for success.

Stay Organised with Applications

An organised approach is crucial during an extended Healthcare job search. Applying here and there without a clear system quickly leads to confusion and missed opportunities.

Use tools like Trello, Notion, or Airtable to build a visual pipeline of where you’ve applied, who you’ve heard back from, and what’s next. Create reusable templates you can use for each application, but remember to personalise them for each role.

Watch out for application fatigue. Don’t try to push out 50 applications in one day. Take breaks, and give your brain time to reset.

Managing Uncertainty and Anxiety

Patience might be a virtue, but it isn’t easy to maintain. The silence you experience after submitting an application or completing an interview can easily lead to nerves. Establish a daily routine and implement ways to keep your mind occupied when you’re anxious.

Look after your mental well-being, and touch base with friends and family members when you start to feel overwhelmed. Invest in your confidence. If you’re rejected for a role, don’t beat yourself up—tell yourself you’re learning from each experience.

You could even create a “win” journal to log positive progress, like callbacks, good interviews, and positive feedback from Healthcare leaders.

Using the Extended Timeline to Your Advantage

It might be hard to see, but there is an upside to longer hiring cycles – you have more time to level up. While waiting for an opportunity to arise, you can actively work on filling skill gaps. Find out what matters to the Healthcare companies you’re targeting, like digital literacy or resilience, and invest in workshops and programs to boost your skills.

Experiment with new projects, even if that means volunteering or taking on different tasks in an existing role. Develop your personal brand on channels like LinkedIn with thought leadership content and build out your network.

Join industry groups on Slack or LinkedIn, attend webinars, and connect with like-minded individuals who can help you throughout your job search. Consider partnering with a recruitment expert who understands the current landscape for personalised guidance and a competitive edge. They might even be able to introduce you to new opportunities you wouldn’t find elsewhere.

Know When to Move On

Sometimes, the hardest part of a long hiring process isn’t waiting – knowing when to walk away. In a slow-moving market, stepping back from any opportunity can feel risky. But sometimes, you must identify when an opportunity isn’t right for you.

Pay attention to red flags in the hiring process, such as vague answers to questions, limited feedback, or inconsistent communication. If you lose confidence in the employer and their ability to deliver a great employee experience, it’s okay to step back.

Watch out for signs that the company culture or experience isn’t suitable for you either. How a company communicates during hiring often mirrors how it operates day-to-day. Do they respect your time? Keep you informed? Offer transparency around the role and expectations?

These are strong indicators of how they treat employees, too. If something feels off now, chances are it won’t feel better once you’re on the inside.

Thriving in the New Job Market

Unfortunately, extended hiring cycles are the new normal for many Healthcare professionals. They can feel exhausting, but they don’t have to drain your confidence or derail your career path.

By protecting your energy and confidence, staying organised and focused, and being ready to adapt at all times, you can consistently evolve and grow, even while you’re waiting for feedback from a potential employer.

Need some extra help? Work with a recruitment professional for unique insights into the hiring market, how you can prepare for new recruitment stages, and even access to roles you wouldn’t find anywhere else. A little help can go a long way.

Mental Health and Job Searching: Maintaining Wellbeing During Career Transitions

June 12, 2025

Navigating the Health and Social Care job market has never been easy for candidates – but lately, job hunting is starting to feel like a major mental health challenge. That’s particularly true for professionals feeling the squeeze of the “white collar recession”.

Thanks to the rise of AI and automation, alongside numerous economic channels, many positions once considered crucial to corporate growth seem to be slowly disappearing. Wide-spread layoffs, hiring freezes, and an increasingly competitive market are creating an uncomfortable sense of “job limbo” for many. In fact, around 41% of candidates say they’re applying for more roles than ever, but they’re hearing back from employers less and less.

It’s no wonder job seekers are feeling exhausted, stressed, and discouraged. Fortunately, there are ways to regain control over your mental health (and wellbeing), even in a complicated market. Here’s how you can stay resilient during tricky career transitions.

Understanding the Current Job Market Reality

The job market in 2025 is packed with challenges for all kinds of Health and Social Care candidates. For white-collar professionals in sectors like finance, technology, and consulting, the post-pandemic hiring surge has given way to a far more complex landscape. Roles that previously only attracted a handful of applications are now receiving hundreds, making it harder than ever to stand out.

With more candidates to consider, the hiring process is becoming more drawn-out and opaque too. Most candidates end up with virtually no feedback, and limited updates, leaving them wondering what their next steps should be.

On top of all that, it’s not just increasing human talent that’s causing issues for candidates. AI solutions are displacing roles across industries – with up to 41% of employers using AI bots in place of traditional workers. At the same time, the roles left behind require new skills and capabilities from workers – but employers still aren’t sure of which future-ready skills they need.

That’s leading to a serious case of “job market limbo”, where candidates are desperate to find attractive positions, but opportunities are diminishing.

All of this sounds very negative – but the important thing to remember is the challenges Health and Social Care candidates face today are systemic – not personal. If you’re struggling land interviews or feeling lost in the application process, it’s not a reflection of your worth or capabilities – it’s a sign of a market in a state of flux. Recognising this is the first step to protecting your mental health.

Common Mental Health Challenges During Job Searches

For many Health and Social Care professionals, job hunting often feels like a full-time role on its own. Unfortunately, unlike most jobs, it comes without the pay, stability, or structure. The emotional toll can be intense – particularly in an increasingly high-pressure environment.

Countless candidates suffer from a range of “job hunting” side effects. You might suffer from identity challenges (or imposter syndrome) when transitioning between roles – asking yourself whether you really deserve to be in a new position. Every time you’re rejected for a role, this can chip away at your self-esteem even further.

As your self-worth continues to fluctuate you might find yourself experiencing an “always-on” mentality – believing that you should be networking, applying, and upskilling around the clock – something that eventually leads to burnout and emotional fatigue.

All the while, you’re dealing with the feelings of “isolation” that come from transitioning between Health and Social Care roles, and the constant threat of financial insecurity lingering over your head. Ultimately, the modern job search creates the ultimate recipe for poor mental health.

Job Search Stress Management: Building Career Resilience

So, how do you prevent job market uncertainty, and endless sources of stress from eventually causing burnout, and problems with both your mental and physical health? The simple answer is to build a strategic framework for preserving your wellbeing, with the following tips:

1. Create Structure and Routine

Studies constantly demonstrate a clear link between “lack of routine” and stress. Lack of structure in your day-to-day life creates uncertainty, and triggers increased anxiety. Plus, without a routine, your days searching for a Health and Social Care role start to blur together, amplifying stress, and harming motivation.

So, build your own schedule. Set designated hours for job search tasks (maybe 9am to 1pm each day), and treat the time like focused work. Outside of those hours, step away. Take breaks, move your body, and carve out time for hobbies or social connections. This separation helps prevent the “always-on” mentality that so often leads to burnout.

Most importantly, celebrate small wins: submitting a great application, updating your CV, or reaching out to a new contact. These micro-milestones reinforce momentum and can help you to feel like you’re constantly moving forward.

2. Use Skill Development for Empowerment

The skills prioritised by Health and Social Care employers are changing fast, particularly with the rise of AI and new technologies. Investing in new skills doesn’t just improve your chances of standing out when you apply for roles – it can give you confidence and peace of mind.

Research the high-demand skills gaining attention in your industry, like AI proficiency or data analysis. Consider new ways to build those skills. Remember, you don’t always need another degree to make yourself marketable. “New-collar” pathways like certifications, micro credentials, or bootcamps can be just as effective, more affordable, and faster to explore.

Use the new skills you develop to boost your self-esteem, reminding yourself regularly of your growing value and adaptability for the current job market.

3. Explore Social Support Strategies

Searching for a job can feel isolating – you’re no longer surrounded everyday by likeminded colleagues and peers. But really, you’re not alone. Actively building a support network, and taking advantage of it, can seriously improve your mental health.

Consider looking for a Health and Social Care job search accountability partner – a friend, peer, or even recruitment professional who checks in weekly to help keep you motivated and grounded. Join local professional or networking groups. Platforms like LinkedIn, Meetup, and Eventbrite regularly host virtual job seeker sessions, skill shares, and informal chats that can lead to surprising opportunities.

Equally powerful is connecting with others in the same boat. Go to job fairs or join job searching groups to connect with people who are facing the same challenges.

4. Master Mindfulness and Stress Management

Having your application for a Health and Social Care role rejected, or ignored, hurts. But how you respond to it can shape your emotional health over time. Mindfulness techniques, such as mindful breathing, meditation, or simply pausing to recognise your feelings (without judging yourself), can help get you back in the right mindset.

Try reframing rejection or missed opportunities. Think of each “no” as something that might be guiding you towards a role that’s better suited to you. Practice dealing with uncertainty – when you ask yourself “What if I don’t get this role”, look for positive outcomes, rather than just focusing on the negative. Additionally, remember to set boundaries.

When it comes to job searching, you can’t be “always on”. Avoid checking emails late at night, and don’t let the hunt consume your entire identity. You are more than your employment status.

5. Preserving Financial Wellbeing

Money worries often escalate stress during a job transition. If possible, create a financial buffer by cutting non-essential expenses early or exploring part-time, freelance, or contract work during the search, so you don’t have to worry too much about bills.

Revisit your budget regularly and focus on the essentials. Additionally, consider seeking out advice from experts. There are plenty of free financial advice services that can help you access emergency funds, benefits, or just give you tips for managing your money.

Don’t just bury your head in the sand, recognise financial issues as they arise and take a proactive approach to exploring solutions.

Career Transition Wellbeing: Reframing the Job Search

On a broad scale, your mindset will make a huge difference to how you manage any job transition. Don’t look at job searches (or how long they take), as an indicator of your worth. Searching for a job is a project, and as such it involves strategy, experimentation, setbacks, and progress.

Practice shifting your thinking from “Why am I not getting hired?” to “What’s my next move?” Remind yourself that you’re not alone in this predicament. Roles are becoming harder and harder to access – across all industries.

Additionally, keep in mind that periods of transition also offer opportunities for growth. You can use this time to reflect, upskill, or rediscover what matters to you professionally. Ask: “What do I want more of in my next role?” rather than “How do I get back to where I was?”

Adopt a growth mindset, and accept that your career path might not follow a linear trajectory – learning to tolerate ambiguity, learn from each mistake, and reframe uncertainty as possibility will prepare you for a more complex Health and Social Care job market.

If you still find yourself struggling – dealing with persistent anxiety, sleep disruptions, or feelings of hopeless, know when to reach out for help. Seek out online resources, support groups, and professional support – when needed. Asking for help doesn’t mean “showing weakness”.

Protect your Mental Health During Career Transitions

Navigating a Health and Social Care job search in 2025 isn’t just about updating your CV or perfecting your interview technique. You also need a plan for protecting your wellbeing throughout the process. Disruption and uncertainty are everywhere, but don’t let them derail your future.

Job seeking can test your patience, confidence, and emotional resilience -so be kind to yourself, develop a proactive strategy for resilience, and celebrate every win. Your wellbeing matters just as much (if not more) than your next role.

5 Strategic Ways To Stand Out As The Marketing Candidate Companies Want To Hire

April 10, 2025

Demand for skilled professionals in the Marketing landscape might be high, but competition is increasing too, particularly as employers expand their talent pools by hiring remote and global employees. To stand out, you need more than just dedication; you need a combination of the right skills and strategies.

Everything, from your approach to pursuing the right competencies to developing your professional brand, leveraging your network, demonstrating business impact, and preparing for interviews, will influence your chances of career success.

Here, we’ll introduce you to the five key strategies you can use to set yourself apart from the other candidates in the Marketing space and earn the role you deserve.

Strategy 1: Master the Modern Skill Stack  

The skills Marketing employers prioritise today are changing. Make sure you’re familiar with what today’s businesses are searching for. Regarding technical skills, many employers focus on digital literacy – the ability to work with cloud-based tools, cybersecurity systems, automation platforms, and more.

AI proficiency is becoming increasingly crucial, with 66% of leaders saying they wouldn’t hire someone without AI skills. Other skills, like data analysis or the ability to use industry-specific software effectively, can be extremely useful, too.

Employers still value strong communication, collaboration, and problem-solving skills in soft skills. However, they’re also looking for employees with high levels of resilience, adaptability, and agility. Your commitment to staying one step ahead is particularly crucial as the landscape evolves.

Showing employers that you have a growth mindset and are ready to invest in your ongoing education can make a difference. Highlight how you invest in online courses, workshops, mentorship programs, and volunteering activities on your social profiles and CV.

Update these resources regularly with new certifications and accomplishments relevant to the role you want to pursue, and be prepared to take on skill assessments during interviews.

Strategy 2: Build a Compelling Professional Brand

Today’s Marketing leaders look beyond CVs when hiring new candidates, making it important to build a strong professional brand.

Begin by identifying your strengths, values, and the unique qualities that set you apart in your field. Craft a clear and consistent message that reflects who you are and what you offer. Highlight this message on your digital profiles, starting with your LinkedIn profile. Ensure your LinkedIn presence is up-to-date and professional, with a compelling summary and insights into your credentials.

Think about expanding your online presence by developing a website or online portfolio where you can demonstrate your results on previous projects. You could also consider joining Marketing forums and online communities.

Position yourself as a thought leader in your space by creating and sharing insightful content. Write articles, participate in webinars, or even consider speaking at industry events. While working on your online presence, focus on connecting with as many relevant peers as possible to optimise your network.

Strategy 3: Demonstrate Business Impact

In today’s competitive Marketing job market, employers seek clear evidence that the right candidates can deliver consistent results. Showcasing how you can contribute to a company can help you stand out as a potential employee.

Focus on keeping a record of your achievements to show concrete evidence of your contributions. For instance, if you led a project that improved process efficiency, specify the percentage increase in productivity or the amount of time saved.

Develop in-depth project success stories you can share with an employer or business leader during an interview. Describe the challenges you faced, your actions, and the positive outcomes you achieved. Draw attention to your unique methods to solve problems – such as collaborating with colleagues and embracing new technology.

Seek out leadership opportunities so you can highlight your abilities to motivate, inspire, and direct teams. Make sure you articulate how your approach to leadership delivered tangible results for the other employees involved in the project and the Marketing company.

Strategy 4: Navigating the Hidden Job Market

Many job opportunities are never publicly advertised to the general public. Many roles are filled through recommendations and referrals – as companies search for trustworthy insights into potential employees. That makes your network a powerful tool for accessing new opportunities.

Invest in your network by contacting professional and personal contacts and informing them of your career objectives. Gain insights into their goals so you can provide them with valuable resources and guidance, creating a mutually beneficial relationship.

Look for ways to get involved in Marketing industry events, such as conferences, workshops, and seminars, so you can form new connections and expand your knowledge. Additionally, take a proactive approach to unlocking the potential of referrals.

Reach out to the people in your network and show them how you can bring value to their organisation. Focus on building long-term, valuable relationships with industry leaders by sharing relevant articles, congratulating them on achievements, or simply checking in. This approach fosters trust and keeps you top-of-mind when opportunities arise.

Strategy 5: Master the Interview Process

Mastering interviews in the Marketing landscape has always been crucial to career success. However, interviewing has become more complex in recent years, thanks to the rise of artificial intelligence and virtual interviewing platforms.

Make sure you’re prepared for any interview experience. Research the company and the specific role you’re applying for, and learn about the company’s culture, values, and recent developments. Practice common interview questions, and refine your responses using the “STAR” technique (Situation, Task, Action, Result) to structure responses.

Remember your body language. Focus on demonstrating confidence and professionalism whether you’re interacting with a person face-to-face or online. Try to showcase how your values and characteristics align with the company’s culture.

Take practice tests before assessments to prepare for interviews that ask you to demonstrate your technical skills. Make sure you’re ready to ask effective questions during interviews. Don’t just ask about remuneration packages or paid time off. Ask your potential employer how you can help the company achieve its goals.

Ensure you know how to follow up with interviewers effectively, too, and be ready to negotiate to ensure you get the right salary and benefits packages based on your skillsets. Benchmarking salaries in advance can help prepare you for better negotiations.

Stand Out as a Top Marketing Candidate in 2025

Standing out in a competitive Marketing job market can seem complicated in 2025. You’ll need to take a comprehensive approach to fine-tuning the right skills, building a professional brand, showcasing business impact, leveraging your network, and excelling at interviews.

However, if you master all the techniques mentioned above, you can position yourself as the type of candidate Marketing employers can’t afford to ignore.

Don’t allow yourself to fade into the background; take a proactive approach to preparing for the career you want this year.

Conquering The AI-Driven Legal Recruitment Landscape

March 28, 2025

The rise of AI in the Legal recruitment landscape can feel like a double-edged sword. On the one hand, artificial intelligence introduces opportunities for new job roles, better skill development strategies, and even improved workplace efficiency.

On the other hand, AI can present challenges, particularly when candidates are striving to capture the attention of hiring managers. Many candidates have expressed concerns about how AI solutions “screen” resumes and shortlist applicants for roles. Some worry algorithms might unfairly dismiss them before reaching a human recruiter.

However, navigating the AI-powered job market is just like adapting to any other change in the recruitment space. With the right strategy, you can learn how to bypass the bots and even work with them to improve your chances of career success.

Understanding AI Recruitment Systems

Artificial intelligence has become a cornerstone of recruitment, with 97% of business leaders saying AI and automation are improving their hiring strategies. Hiring managers and HR teams use artificial intelligence for a range of tasks, such as screening dozens of resumes to identify candidates with the specific skills, certifications, and characteristics that make them suitable for a role,

Many Legal businesses are also using AI to evaluate candidate competencies with personalised skill tests or analyse video interviews for insights into employees’ soft skills. Artificial intelligence tools can even help business leaders design entire assessment strategies to help them understand candidates’ soft and technical skills.

Plus, artificial intelligence is becoming increasingly effective at helping candidates learn more about potential candidates by scouring online portfolios, social media profiles, and more.

 

Navigating the AI-Driven Job Market

While artificial intelligence can help recruitment teams identify and hire candidates faster and more efficiently or even boost candidate experiences with constant communication, there are also challenges to navigate.

The rise of AI in recruitment is leading to new priorities for candidates to consider – from ensuring they use the right keywords in resumes and online profiles to preparing for interviews hosted on AI-enhanced platforms. Here’s how you can prepare to navigate the AI-driven recruitment landscape in the years ahead.

  • Optimise your CV for AI

While today’s teams use more than just CVs to identify whether a Legal candidate is genuinely right for a role, these documents still matter. Taking extra steps is essential to ensure your resume can successfully pass through AI-powered systems.

For instance, start by following standard ATS resume best practices, such as using standard formatting and following the instructions provided by your potential employer. Use clear headings to make your CV easy to scan, and incorporate relevant keywords from the job description.

Focus on highlighting the essential skills, qualifications, and industry-specific terms your potential employer mentioned in the job description. Avoid vague language or confusing terms, and carefully double-check your resume for errors.

 

  • Upgrading your Digital Presence

As Legal companies embrace AI tools to help them evaluate potential candidates’ “online presence”,” it’s becoming increasingly important to ensure your digital identity is consistently professional and compelling. It usually makes sense to start by optimising your LinkedIn profile, as this is often the first social channel recruiters and AI tools will check.

Make sure your profile is up-to-date, features a compelling headline and summary, and concisely highlights your skills and achievements. Assess your other social media profiles, too, ensuring they send a consistent message about your personality and skills.

Consider developing an online website or portfolio that draws attention to your accomplishments, achievements, and previous projects. You can also take part in online forums and communities relevant to the Legal industry. Use intelligent tools to keep track of your reputation and what other people are saying about you online.

  • Mastering AI Interactions

In the years ahead, you’ll likely interact with at least one AI bot in your Legal job search – whether it’s a chatbot designed to answer questions about a role or an AI-powered interview assistant. Make sure you’re ready to communicate effectively with these tools.

First, prepare yourself for AI-powered video interviews. Remember, AI-powered platforms will analyse your words in a video recording. Your facial expressions, speech patterns, and body language, so act as though you were speaking to a real person face-to-face.

Practice authentication presentation methods. Allow your personality to shine through, and be honest and sincere in your responses. Prepare yourself for AI-based assessments and skill tests by familiarising yourself with the competencies your potential employer values and taking practice tests that mirror the same format.

When interacting with chatbots, speak professionally. Many companies review conversations with virtual assistants when assessing candidates. When bots ask questions about your skills and abilities, respond just as you would to a human, with clear, concise answers highlighting your specific skills and achievements.

  • Upgrading Your Application Strategy

Although AI can feel like a daunting prospect for job seekers in the Legal market, it can also be a valuable tool. When searching for the ideal role, an artificial intelligence solution can help you analyse job descriptions, identify keywords to include in your CV or cover letter, and even determine best-fit opportunities.

AI tools can even scan job sites and social media channels automatically, helping you identify the best time to apply for a role (after it’s posted online). Plus, these solutions can help you optimise your follow-up techniques, providing guidance on how to write personalized thank-you messages to interviewers.

You could even use AI to identify alternative contact options, as some tools can scan the web to find email addresses, social media profiles, and other contact details for peers.

Aside from using AI to enhance your application strategy, look at ways to leverage the human element of recruitment to your advantage. Take advantage of your network to find potential job opportunities, and ask people to refer you directly to an employer when a role becomes available. A personal referral might allow you to bypass an AI-powered hiring process entirely.

  • Developing Your Career with AI

Embracing AI can also help you take important steps forward in your Legal career, making you more appealing to potential employers. AI-powered learning platforms can analyse your skills, experiences, and career objectives to provide tailored recommendations for training.

Some educational platforms, like Coursera and Udemy, can even suggest certifications and courses that align with the kinds of roles you want to apply for. AI-powered tools can also help with career mapping by analysing the current market and recommending roles that fit your strengths.

You could also look into AI-powered coaching opportunities. Intelligent coaches can guide you throughout your career, assess your accomplishments and challenges, and even help you practice interviewing scenarios.

 

Measuring and Improving Success

The worlds of recruitment and AI are both constantly evolving. To stay one step ahead, you must take a proactive approach to continuous improvement. Pay attention to the results of your strategies by maintaining a detailed record of your job applications, the methods you’ve used to boost your chances of success and the outcomes.

Analyse the kinds of responses you get when you use keyword-matching and other strategies to tailor your application to the needs of different employers. Ask for direct feedback after interviews featuring AI solutions so you can learn from your mistakes and wins.

As you gather more data and insights, regularly update your approach. Consider experimenting with new tools or collaborating with industry peers to find new ways to tailor your strategy to the AI-driven market. You could even get direct support and guidance from a Legal recruitment company familiar with AI-powered hiring techniques.

 

Embracing The Age of AI for Career Success

Artificial intelligence will continue to significantly impact the recruitment landscape in the years to come, altering how Legal professionals attract the attention of employers, optimise their application strategies, and even navigate interviews.

However, if you take a proactive approach to preparing for the smart recruitment era, you can reduce the risk of artificial intelligence negatively impacting your opportunities.

Prepare for new application strategies, practice dealing with AI-powered systems, and use artificial intelligence to your advantage whenever you can.

How to Overcome Self Doubt in The Job Hunting Process

January 23, 2025

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

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

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

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

Understanding Self-Doubt in Job Hunting 

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

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

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

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

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

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

Building a Confidence Framework  

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

Self-Assessment and Brand Development

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

Conduct a thorough self-assessment.

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

Mastering Mindset and Self-Care

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

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

Building Your External Support Network 

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

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

Practical Confidence-Building Tools

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

Invest in a Job Search Preparation Strategy

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

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

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

Create a Confidence Nurturing Routine

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

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

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

Develop Grit and Resilience

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

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

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

Moving Forward with Confidence

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

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

Overcome Self-Doubt in Your Job Hunt

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

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

Breaking Free: How to Overcome the Fear of Leaving Your Comfort Zone When You Move Roles

November 7, 2024

As humans, we’re naturally fearful of the unknown, which means that change can be scary. However, throughout your Legal career, allowing fear to rule your decisions can be stifling. To achieve professional and personal goals, you must feel free to move to different roles and companies, seeking new opportunities to learn and grow.

Studies show that most adults have had an average of 12 different jobs by the time they reach the age of 55, and in today’s world, “job hopping” is becoming more common, particularly among Gen Z candidates.

Most Legal candidates know that these days, moving to a new role can help access greater flexibility, better salaries, and a more suited company culture.

The challenge is figuring out how to overcome the natural hesitation most of us feel when leaving our comfort zones. To help with that, here’s our guide to conquering the fear of change.

Understanding Fear of Change in Your Legal Career

Psychology tells us that human beings often fear change. We grow accustomed to certain patterns in our lives, and the “predictability” that comes with consistent experiences in a specific role or job is comforting.

Moving into a new Legal role can surface various concerns. Some employees fear they won’t be able to thrive in their new role as they did in their previous positions. Imposter syndrome can also create issues, particularly for employees moving into roles with more responsibilities than their last position.

We often ask ourselves whether we have what it takes to excel in new positions. Plus, in today’s complex Legal landscape, there’s the constant fear of financial insecurity.

In a difficult economic environment, many employees worry that they won’t have as much stability in a new role or could lose their jobs if they don’t live up to expectations.

On top of this, each new job comes with unique challenges to overcome. You may find that you have skill gaps to address before you can thrive in a role, particularly if a Legal company is embracing new processes and technologies.

If you’re moving into a different role, perhaps as a contractor or hybrid worker, you may worry about maintaining a work-life balance.

This sort of uncertainty often prompts employees to stay in their current roles, meaning missed opportunities and forfeited career growth.

Overcoming the Fear of Change

Tackling the fear of change when moving to a new Legal role isn’t always easy. People generally experience some anxiety when starting a new position. An interesting statistic shows that around 53% of employees say starting a new role is scarier than a trip to the dentist!

If you are reluctant to embrace change, there are ways to conquer your fear, prepare yourself, adjust your mindset, and welcome every career growth opportunity that comes your way openly.

Step 1: Assess your Current Situation

Conducting a self-assessment exercise is an excellent way to prepare for a successful job transition. Looking closely at your current situation will help you define the reasons for wanting to move to a new Legal role.

Results may include that you’re unable to grow in your new role, you’re uncomfortable with the company culture, or you lack motivation and engagement in your current position – identifying the “why” behind your intended move will be helpful. This will allow you to highlight and remind yourself of the positive benefits of going through change when you feel nervous about it.

As part of the process, research can include looking into company culture (by reading employee reviews) or growth opportunities (by checking a company’s website). This will help define how moving jobs will help you achieve your long-term Legal career goals.

In addition, reviewing your current situation will allow you to assess your strengths and weaknesses areas. Knowing your strengths will help you to overcome feelings of imposter syndrome, while understanding your weaknesses will help you identify areas where you need to improve. This way, you can develop skills that will help you excel in your new position.

Step 2: Preparing for the Transition

After your self-assessment, you should hold enough valuable information to help determine how to prepare for a Legal job move. This will put you in a position to compare your list of strengths and key skills to the role description you want to transition to.

Ask yourself how you can overcome gaps and weaknesses in your skills with a personalised development plan. You might invest in online courses and workshops or seek a mentor to help you through the migration process. We suggest focusing on both soft and technical skills when working to overcome any gaps.

Remember that your recruiter is skilled in all these areas and can help.

If you don’t have a new role lined up already, consider how you can prepare for the “job search” journey, including:

  • Building your network: Optimise your online presence on channels like LinkedIn. Attend industry events and try to develop strong connections with other employees.
  • Preparing for interviews: Research common interview questions, learn about the companies you want to work for and prepare STAR (Situation, Task, Action, Result) responses to interview questions.
  • Enhancing your job search: Work with recruiters to access a wider range of job opportunities, tailor your CV and cover letter to each company you want to work for and use more targeted job search strategies.

Step 3: Overcoming Mental Barriers

Mental barriers can pose the biggest hurdle for Legal employees moving into new roles. It’s natural to feel anxious and uncertain. However, the wrong mindset can exacerbate your fears and prevent you from making crucial moves in your career.

Start by assessing your anxieties. Ask yourself what you’re worried about and what you can do to alleviate those concerns. If you’re nervous about not meeting your employer’s expectations, look at skills you can develop to make yourself feel more confident in your application.

If your main concern is managing work balance in a new role, establish boundaries early on. Discuss your limitations with employers before accepting a job offer, and ask about their approach to improving employee wellbeing. Implement a strategy for self-care during your career transition, and practice developing your time management skills.

Transitioning Into Your New Role

After you’ve dealt with the anxieties associated with searching for a new job, completing interviews, and preparing for a different Legal role, moving into your new position can be challenging, too. To boost your chances of immediate and ongoing success:

Embrace the Onboarding Process

Proactively seek information about company processes and culture before your start date, and ask leadership or your team leader for access to onboarding materials you might need. Consider creating a 30-60-90-day plan for your new role. Base this on your own goals and the expectations your employer has set.

Integrate into the Culture

If you’ve researched, you should know what to expect from a new company’s culture. However, actively observing and learning from colleagues around you will help you to embed yourself into the environment more effectively. Maintain an open mindset about new ways of working, and be ready to ask for advice when necessary.

Be a Team Player

Don’t just be a part of the company culture; build genuine connections with team members around you. Attend company events team-building activities, and schedule one-on-one meetings to learn from relevant Legal colleagues. Find a mentor or buddy within the organisation and ask for their regular feedback.

Stay Adaptable

In the Legal industry, your responsibilities and team dynamics could change unexpectedly. Stay informed about industry trends and emerging technologies in your company. Regularly assess and update your skill set and seek opportunities to learn and grow. Invest in building your abilities over time and strengthening your network.

Think Long-Term

Remember to keep an eye on your long-term career goals. Think about how you can take advantage of development opportunities and unique projects to take new steps in your career. Look at how you can develop transferrable skills to assist you in future roles.

Breaking Free from Comfort Zones

We all have our comfort zones, which sometimes can be helpful, particularly when setting boundaries. However, if a fear of change stops you from progressing in your career, it’s important to find ways to push beyond this roadblock.

The strategies above will help you to step out of what feels comfortable and assist you in achieving new career goals. Despite being able to tackle this on your own, working with a professional recruitment company can set you apart from the competition. Your recruitment partner can help you identify priorities, find and highlight opportunities that match your goals, and assist you in making positive decisions throughout your career.

How to Thrive in Your Healthcare Career During Uncertain Times

October 17, 2024

The Healthcare job market is currently experiencing transformation and turbulence. Advanced A.I. algorithms and automation impact all jobs and influence which skills employers prioritise in candidates.

Geopolitical uncertainties and macroeconomic factors influence hiring decisions, leading to an influx in green jobs and new tensions in global hiring. Economic issues continue to impact the market, forcing certain companies to implement hiring freezes, lay off portions of their workforce, and find other ways to cut costs.

In this landscape, it’s becoming increasingly important for Healthcare candidates to find ways to become more flexible, adaptable, and resilient. So, how can you navigate the uncertainty of the current job landscape and build a career that thrives?

Preparing for Economic Uncertainty

Despite positive economic shifts last year, such as reduced inflations, financial issues still disrupt hiring practices. According to one report, the number of jobs available in the U.K. decreased by 25% between 2023 and 2024.

At a time when Healthcare  job stability is fragile, now is the time to prepare yourself for financial headaches and job-seeking complexity.

Assess how to accelerate and improve your job-seeking process by working with recruiters and building a strong personal brand. A recruitment team can help direct you towards roles you will not find on your own.

An effective personal brand, characterised by a strong online presence, will help make you more ‘attractive’, particularly now that companies rely heavily on social media for recruitment.

Handling Technology Disruptions

Although concerns about A.I. and automation eliminating roles in the Healthcare industry are often highly exaggerated, there’s no doubt that technology will cause disruptions for many employees. The World Economic Forum predicts between 40% and 60% of jobs will be influenced by artificial intelligence in some way.

In disruptive and fast-moving industries like the Healthcare landscape, there’s a good chance new developments in the technology landscape will lead to changes in your responsibilities and tasks. Investing in digital literacy is the best way to prepare for this shift.

Learn as much as you can about the technologies affecting your sector and the skills current employers seek. Take online courses and classes, and follow industry leaders online to stay up-to-date with current trends and evolutions.

Explore how you can make yourself more valuable to your employers to minimise/minimize the risk of technological unemployment. Think about the unique skills you can offer as a human being, such as empathy, adaptability, and creativity.

Adopting the Right Mindset for Resilience

In turbulent times, Healthcare employers are increasingly screening candidates based on their technical skills and personality traits, such as resilience and adaptability. Business leaders know hiring employees with a growth mindsetmeans they’ll benefit from flexible team members who can learn from their mistakes and consistently improve their skills.

Cultivating a growth mindset by embracing challenges, actively seeking feedback from colleagues, and reframing failure as a learning opportunity can make you more attractive to Healthcare business leaders. The right mindset will also help you to preserve your mental health and wellbeing as you face the stress and anxiety of an uncertain landscape.

Assess your current thought processes and emotional intelligence, and ask yourself how to reframe your mindset from a positive perspective. Celebrate your wins, learn from your losses, and regularly practice self-reflection.

Embracing the Era of Flexibility

In a difficult Healthcare job market, it can take six months or more to find a new role.

Flexible roles have become increasingly popular for people searching for greater work-life balance and higher salaries. However, they do come with their challenges to consider. For instance, contractor roles lack the benefits of full-time positions and may not offer the same level of consistent income.

Consider your options for contractor work carefully, and ask yourself whether you’re comfortable navigating the challenges of a different career style.

Investing in Constant Skill Development

As mentioned above, one of the best ways to ensure your career in the Healthcare industry is truly unshakeable is to make yourself invaluable to your employer. The more beneficial you have, whether technical skills related to tasks that can’t be automated or soft skills like exceptional communication and problem-solving abilities, the better.

To ensure you’re investing in the right skill development opportunities, review the trends in your industry and speak to your Healthcare recruitment company to identify which skills employers are focusing on right now.

Remember, skill requirements can change rapidly. According to the Boston Consulting Group, 37% of the top 20 skillsrequested for the average U.S. job have changed in the last 8 years. Once you’ve identified valuable, transferable skills, look for various ways to develop them. Take courses and online workshops, or consider working with mentors from different backgrounds.

Staying Informed about Healthcare Industry Changes

Information is power when becoming a resilient Healthcare employee. The more you know about the trends happening in your sector, the faster you can adapt. Ensure you read up on employment policy changes to ensure your employees are treated fairly. Learn about how things like climate change and green jobs will affect your role.

Joining online groups and LinkedIn forums can help you gather valuable information to use as you work on your career development. However, investing in various networking forms is also a good idea. Connecting with people both online and offline through conferences, events, and workshops will give you access to a wide range of insights.

Developing an effective network will also help you strengthen your personal brand, boost your credibility, and allow you to share more engaging, thought leadership-style content across social media platforms.

Working with a Recruiter

Finally, working with a recruitment company is one of the best ways to improve your chances of achieving your career goals, regardless of uncertain times. A Healthcare recruitment company can help you with strategic career planning, ensuring you can identify your strengths and weaknesses, decide which skills you should be prioritising, and set effective goals for the future.

Your recruitment company will give you real-time insights into market trends and help you connect with companies looking for your skills, even if they’re not openly advertising new roles. They’ll also give you valuable tips on how you can optimise your CV and cover letters and prepare for various types of interviews.

The key to success is ensuring you get as much value from your relationship with your recruiter. Constantly communicate your goals, priorities, and expectations with the company, and pay attention to their feedback.

Become Unshakeable in Turbulent Times

The world and the Healthcare industry are changing at an incredible pace, directly impacting candidates in search of the right roles. To ensure you can continue to survive and thrive during this difficult time, it’s important to have a strategy for resilience.

Following the steps above to diversify your income streams, improve your skills, and optimise your job search strategy will ensure you can continue progressing towards your career goals. Work with the right recruitment team if you need help finding the right role in a difficult landscape, improving your brand, or preparing for interview success.

Contact Everpool Recruitment for insights into how we can help you navigate uncertain times in the Healthcare industry.

Are You Working For The Wrong Accountancy and Finance Company?

October 3, 2024

The average person spends one-third of their waking life at work. It’s little wonder that we all want to work for a company we’re passionate about in a role that works for us. Finding the right company to work with isn’t just about ensuring happiness in your Accountancy and Finance job.

Working for the wrong company can make reaching your career goals harder, harm your motivation, and drain your energy. As employees worldwide continue to recognise just how important the “right role” is, more employees are shifting to new positions, searching for better company culture, compensation, and opportunities.

So, how do you know whether to contact a Accountancy and Finance recruitment company for help finding your next role?

It starts with assessing your current situation and identifying how it aligns with your goals, priorities, and skills.

Step 1: Assessing Cultural Fit

There’s more to thriving in a Accountancy and Finance role than finding a job that offers competitive compensation or allows you to use your skills effectively. Cultural fit is crucial, too. More than 88% of job seekers believe a healthy company culture is vital to their success at work.

The collective attitudes, values, and practices that guide the processes in your workplace directly impact your motivation levels and job satisfaction. Everything from a management style that doesn’t align with your work ethos to a lack of focus on inclusivity and diversity can leave you feeling stressed and unhappy at work.

If you’re unhappy in your current company, invest in learning more about the culture of the companies you’re considering joining. Read current employee reviews and social media posts, or speak to your recruitment company for extra insights.

Step 2: Aligning Personal and Company Values

Today’s Accountancy and Finance employees want purpose and meaning from their roles. They want to work for companies that share their values, whether passionate about sustainability and innovation or believe in the benefits of work-life balance, equality, diversity and inclusion.

Working for a company that shares your values makes you more likely to be intrinsically motivated, leading to higher engagement levels and improved job performance. Plus, a role that aligns with your values can help boost your morale and make you feel happier and more loyal to the company you’re working with.

To identify your values and assess how they align with your company’s, start by reflecting on what matters most for you. Do you care about ethical practices or opportunities for growth, for instance? Consider how your employer shows the same values by investing in sustainable strategies or offering development opportunities.

Step 3: Analysing Diversity, Inclusion and Adaptations

Diversity and inclusion are becoming a priority for Accountancy and Finance companies. Studies consistently show that diverse companies can earn 2.5 times greater cash flow per employee, and their teams are up to 35% more productive.

Unfortunately, not all organisations effectively create diverse, equitable workplaces. Many business leaders struggle to bridge the gaps between different generations and cultures in the workplace, leading to conflict and silos among teams.

Ensuring you’re working for a Accountancy and Finance business that is adaptable, diverse, and inclusive can positively impact your career, opening the door to new learning opportunities, chances to perfect various skills, and routes for growth.

Look for signs that diversity thrives in your company, such as diverse leadership, equal opportunities for all team members and open, transparent communication. Implement strategies to contribute to workplace diversity by actively listening, engaging with colleagues from different backgrounds, and challenging your assumptions.

Step 4: Assessing Flexibility and Work-Life Balance

Up to 77% of employees say flexible working practices, such as the ability to choose when they attend an office environment, are more important to them when selecting a role than a higher salary.

However, even if flexible work is a priority for you, it’s important to look beyond whether a company offers hybrid work or four-day work weeks when choosing the right role. You’ll also need to consider how those organisations support and empower a distributed workforce.

Think about your current company’s approach to managing diverse workplaces. Do hybrid and remote workers get the same recognition and support as in-office employees?

If you’re already working remotely, how easy is it to build connections with your distributed team members and stay in tune with the company culture?

Step 5: The Search for True Job Satisfaction

As mentioned above, there’s more to being happy in a Accountancy and Finance role than ensuring you’re paid a fair salary. If you want to feel truly fulfilled by the work you do, you need to ensure you’re working for a company that invests as much time and energy into you as you do for it.

When assessing your current company, ask yourself:

  • Do you have purpose? Does your role give you a sense of purpose? Do you feel like you’re actively accomplishing something, whether making the world better or progressing towards personal goals? Or are you just watching the time tick by each day?
  • Are you going somewhere? Do you feel like you’re moving forward in your role? Are there clear opportunities for promotions in the future, or do you regularly have a chance to take on new responsibilities? Does your company invest in training and development?
  • Are you engaged and motivated? How motivated do you feel when you’re at work, and how often do you find yourself daydreaming about something else? Do you spend your nights dreading the sound of your alarm in the morning?

If the answer to any of those questions is “no”, there’s a good chance you’re working for the wrong Accountancy and Finance company.

Don’t Settle for a Bad Fit

Work takes up too much of our lives for us to settle for a role with a company that doesn’t invest in our growth, happiness, and fulfilment. Staying with an Accountancy and Finance company you’re unhappy with might seem the easiest option in the short term, but it prevents you from making positive steps forward in your career and life.

If you assess everything from your company’s culture to its focus on diversity and inclusion and find a clear misalignment, now might be the time to consider moving somewhere new.

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.

 

 

 

Volunteering

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.