8 Easy Ways to Keep Legal Teams Motivated

June 20, 2024

Motivation is the lifeblood of a successful Legal team. Motivated employees are more productive, engaged, and creative than their counterparts. They’re also more likely to stay with your business and adapt rapidly to changing workplace dynamics.

That’s crucial when the Legal industry is navigating constant evolution and growing skill shortages. Unfortunately, motivation can be difficult to cultivate and preserve. Even the most committed team members can lose their drive and enthusiasm over time.

The good news is there are ways to nurture motivation in your workforce. Here, we’ll examine some of the easiest but frequently overlooked ways you can reinvigorate your team.

1.   Unify Your Team Around a Shared Vision and Goals

A person’s motivation is largely affected by their sense of purpose in the workplace. It’s hard to feel enthusiastic about a role and the tasks you complete each day if you don’t know what you’re working towards or how your efforts are paying off.

Unfortunately, many business leaders and managers in the Legal industry fail to share their vision with their team. Simply helping your employees understand their purpose in the workplace, what their targets should be, and why their work is important makes a huge difference.

Based on your knowledge of your company’s goals, set clear, realistic, and measurable goals for your team members, and help them understand how their targets align with your organisation’s “bigger picture”.

2.   Cultivate a Culture of Appreciation with Regular Recognition

A Nectar study found that 83.6% of participants believe regular recognition directly impacts how motivated they feel at work. Praising your Legal employees’ efforts and celebrating achievements helps reinforce good behaviours in the workplace and keeps teams pushing towards new targets.

There are plenty of ways to reward your team members, from giving them additional paid time off, financial bonuses, or flexible work opportunities. However, expressing genuine gratitude with a personalised message or comment can make a huge difference.

Additionally, when giving positive feedback, it’s worth explaining exactly what you’re commending your employee for. Don’t just tell your team members they’ve done a “good job”; tell them you appreciate their creativity, intuition, or adaptability.

3.   Provide Opportunities for Growth and Development

Legal employees are more likely to feel motivated if they see they’re making genuine progress in their careers. Prioritising your team’s development doesn’t just help them become more efficient and productive in their roles; it also improves their job satisfaction.

It also shows your team members that you believe in their potential and see a future for them within your business. Provide your staff members with various ways to improve soft and hard skills through training, mentorship, and online courses.

Try to tailor these development opportunities to each employee’s professional goals and aspirations, as well as the needs of your business. This will boost motivation and ensure your Legal company can benefit from a more skilled, adaptive workforce.

4.   Build an Inclusive, Collaborative Environment

A supportive, collaborative, and inclusive company culture is crucial for success in the Legal landscape. A recent study by Forbes revealed that companies with robust cultures have up to 72% more engaged employees, and engagement is closely linked with motivation.

First, focus on building an inclusive environment where every team member feels respected and valued by their managers and colleagues. Next, ensure you’re constantly strengthening the bonds between your team members with cross-departmental collaborative work, team-building activities, and regular meetings.

Encourage staff members to get to know each other and praise employees who empower and elevate their colleagues. When hiring new team members, consider how they’ll contribute to the company culture you’re trying to build.

5.   Create a Feedback Loop

We’ve already mentioned the importance of sharing positive feedback with your Legal team, but all feedback forms are valuable for growth. Constructive feedback, even when addressing an error or mistake, directs your team members.

It shows them that you believe in their ability to improve and inspires employees to keep progressing with a growth mindset. Crucially, however, feedback shouldn’t be one-way.

Opening yourself up to feedback from your team is also important. When team members can freely share their thoughts and opinions, they feel more invested in the company. Additionally, showing your staff you value their input shows trust and respect, improving team morale.

6.   Promote Work-Life Balance and Wellbeing

Burnout and stress harm employee motivation and engagement. Unfortunately, in today’s fast-paced Legal workplace, it’s easy to overlook the importance of employee wellbeing. Creating an environment that promotes good mental and physical health reduces the risk of burnout and shows your team members you care about them.

Consider offering access to flexible work schedules to ensure your team members can balance their work with their personal responsibilities. Encourage teams to make the most of their time outside the office and allow them to “disconnect” from the workplace by turning off notifications.

You could even look into implementing wellness programs, giving employees access to discounted therapy sessions, gym memberships and healthy food. The happier and healthier your teams are, the more motivated they’re likely to be.

7.   Empower Through Autonomy

In the competitive Legal landscape, it can be difficult for managers to let go and give their employees independence. However, micromanagement stifles creativity, demotivates employees and even increases turnover. Up to 69% of peoplesay they’ve considered leaving their role after being constantly micromanaged.

Show your employees you trust them by giving them the freedom to complete tasks in their own way and make their own decisions. If you need to monitor the progress of a project, arrange an end-of-week meeting where you can discuss things with your team and plan the next steps.

You can even improve autonomy by clarifying how often you expect your team members to check in and provide updates at the start of a project.

8.   Embrace Frequent and Open Communication

Communication also has a direct impact on how motivated your employees feel. The more your team members can connect and share information with their colleagues and supervisors, the more clarity they’ll have on their goals and targets.

Additionally, creating an environment of open communication, where everyone is encouraged to share insights, feedback, and ideas, nurtures creativity. Committing to constant and transparent communication with your Legal team is also beneficial.

Regularly keeping employees up-to-date about project changes or important things happening in the organisation makes them more likely to trust their managers. It’s hard to feel motivated when you don’t know whether you’re being kept out of the loop.

Finally

Consistent motivation is crucial to success in any industry. However, nurturing high motivation levels in your Legal team requires more than a commitment to setting goals and occasionally distributing rewards. By implementing the strategies outlined above, you can boost your chances of keeping your staff members motivated and engaged.

What’s more, you’ll benefit from a stronger, more attractive company culture that helps reduce talent turnover and attract new employees.

Need help with team motivation strategies? Contact us today to see how we can assist your legal team.

Email: info@everpoolrecruitment.com or Telephone number: 0151 556 2090

What To Expect and Ask At Your Final Stage Office and Commercial Interview

June 6, 2024

Making it to a final stage Office and Commercial interview is both exciting and daunting. If you’ve got this far, it means that your potential employer is seriously considering offering you a job/role/position. However, you’ll still be competing against a selection of other, equally qualified candidates.

Ensuring you’re properly prepared to make the right impact on a hiring manager or business leader is crucial to ensuring you don’t stumble at the last hurdle.

How well you demonstrate your hard and soft skills, and knowledge, as well as a strong level of cultural fit, will determine whether you walk away with the role you want.

Here, we’ll guide you through the process of preparing for a Office and Commercial final stage interview, discussing everything from the research you’ll need to conduct, to the questions you should ask.

The First Step: Demonstrating Cultural Fit

The first step in being successful in your Office and Commercial final stage interview, involves carefully researching the culture of the company you want to work for. The chances are you’ll already have a basic knowledge of things like team dynamics and business values, based on previous interviews and assessments and information from your recruitment company.

At this stage, it’s important to refine your understanding of the company’s culture, so you can demonstrate how well you’ll fit into the organisation. According to a study from Glassdoor, up to 25% of new hires leave a role within 6 months, and one of the most commonly cited reasons, is poor cultural fit.

Since employers don’t want to waste time and money replacing new hires, they often use the final stage of the interview process to evaluate cultural fit carefully. Being able to demonstrate that you understand and share the company’s values will make you a more compelling option.

Dive into previous interview notes, examine the company’s website, and look for insights into the company’s goals, mission, and vision and how they align with your personal work vision. Consider if you have any anecdotes or stories you can share about previous projects you’ve worked on, that demonstrate potential cultural alignment.

For instance, if your company values intuition and creativity, you could talk about a previous project you launched, and how it benefited a previous employer.

Showcasing Your Skills and Experience

While your CV, and previous interviews or assessments should have given your potential employer  insight into your skills or experience, many will still use the final interview to gather additional information. They’ll be looking for specific examples of your Office and Commercial expertise, and how your competencies align with their specific needs.

Prepare some “STAR” (Situation, Task, Action, Result) stories to dive deeper into your experience. Outline achievements with clear numbers or statistics, and remember to base your responses on what you know about the company and the responsibilities of the role.

While it’s important to showcase your technical skills, don’t forget to draw attention to relevant soft skills too. Showing a high level of resilience and adaptability will significantly boost your chances of getting the right role in a dynamic Office and Commercial landscape.

Highlighting important transferrable skills, such as the ability to problem solve, collaborate cohesively with team members, and lead others can also be extremely helpful. Remember to convey confidence in your abilities, but know when to acknowledge your weaknesses, and discuss what you’re going to do to overcome them, such as investing in additional training.

Showing a growth mindset and commitment to continuous learning and improvement can give you an edge over other candidates, even if they have more experience than you.

Asking Insightful Questions

The final stage interview isn’t just an opportunity for potential employers to evaluate your suitability for a role. It’s also your opportunity to learn more about the position the company, and the responsibilities you’ll have in this Office and Commercial position.

Asking insightful questions demonstrates that you have a genuine interest in the role, and are committed to being the best possible new hire. It can also show you’ve done your research into the company, showing you have initiative and drive.

Consider asking questions such as:

  • What are the key performance indicators you’ll be tracking in my work?
  • How would you describe your company’s approach to professional development?
  • Which staff members will I be working with on a daily basis?
  • What would you say your number one goal is for the company in the next year?
  • What would you consider to be the biggest challenge for someone starting in this role?
  • Which skills would be most important for me to develop when I start this role?
  • How does your company show a commitment to diversity, equity, and inclusion?
  • What does your typical onboarding process involve?

When formulating a list of questions, look for ways to show your focus on delivering value to your employer. Be careful not to ask questions that are clearly answered by the job description, or the company’s website.

Preparing for Different Interview Formats

Only around 20% of the people who apply for a Office and Commercial role will reach the final interview round, and each company can take a different approach to how they manage the interview process.

Some companies, looking to save time and money on the recruitment process, will conduct virtual interviews using video conferencing software. If your employer takes this approach, make sure you treat the virtual interview just like any other interview. Don’t assume the conversation is casual or informal, just because you’re not attending an office in-person.

Different Office and Commercial companies will also add different elements to the interview process. Some will ask you to talk with a panel of business leaders, others will ask you to present case studies from your past work, or take technical assessments.

If you’re not sure which approach your potential employer will take, you can ask the hiring manager or recruitment company you work with what the interview will involve so you can prepare.

Make sure you familiarise yourself with the company’s products, services, and goals, and research the trends in the Office and Commercial industry when preparing responses to possible questions. It can also help to host “practice” interviews with friends or family members. This should boost your confidence, and help you identify any issues with body language or anxiety before the interview.

Preparing for Your Final Stage Interview

Reaching the final stage of the interview process with a Office and Commercial company means you’ve shown a hiring manager or team that you potentially have the skills and experience required to excel in their role. However, if you fail to impress during the interview, you could miss out on a job offer.

By researching the company’s culture, demonstrating your skills and experience, and asking insightful questions, you can maximise your chances of success.

Preparing for different interview formats will also ensure you have the confidence you need to excel during this stage.

Remember, regardless of the outcome of this interview, you should view it as a valuable learning experience that you can use to support your career path and professional development. If you’re unsuccessful, ask your recruitment company or the hiring manager for feedback on how you can improve and prepare for future interview success.

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.

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.

How to Become an Employer Of Choice in the Fashion Industry

April 11, 2024

The hiring market in the Fashion industry has been candidate-driven for some time.

Countless companies are now competing for candidates with critical skills to help their organisations thrive in a challenging economy. This means talented professionals have more freedom to select positions that align with their priorities and values.

Positioning yourself as an “Employer of Choice” (E.O.C.) in Fashion is critical to reducing the costs and complexity of the recruitment process, as well as accessing the right talent.

How do you develop a reputation as the “ultimate” business to work for?

Here, we’ll look at some of the most valuable strategies business leaders can use to position themselves as an employer of choice.

Attracting Top Talent: Why It Matters Now

Rampant skill shortages and increasing competition for talent have led to a complex recruitment environment for Fashion companies. Up to 80% of businesses in the U.K. are having trouble persistently filling roles, and the issue extends worldwide.

The U.S. Chamber of Commerce reports that there are currently 9.5 million job openings in the U.S. and only 6.5 million unemployed workers.

Simply put, the number of talented professionals in the job market is dwindling, and these candidates are becoming more discerning about which companies they choose to work for.

Employees now expect organisations to offer a combination of diversity, equity, inclusion, a supportive company culture, a commitment to the environment and sustainability, and exceptional growth opportunities.

All the while, they’re still searching for flexibility and compassion from employers.

This trend will only continue as Gen Z enters the workforce, prioritising ethical behaviour, wellbeing, and workplace perks ahead of higher salaries.

Hiring the wrong candidate isn’t an option, with a poor hire costing companies from 30% of a hire’s first-year salary up to £240,000 for senior hires. This means companies must invest more heavily in positioning themselves as the ideal employer for their intended workforce.

Becoming an employer of choice:

  • Increases productivity and profitability: Well-supported, satisfied, and happy staff members are more productive and profitable.

    Companies with a positive people-first company culture achieve four times higher profits than their competitors.

  • Simplifies recruitment and retention: Passive candidates and top talent are more likely to apply for a role with a company considered an “employer of choice”.
  • Enhances brand equity: A satisfied workforce is likelier to speak highly of their employer, refer new team members to the company, and deliver excellent results.

Key Strategies to Become a Company People Want to Join

Becoming an employer of choice in the Fashion space requires a multi-faceted approach to addressing the needs and expectations of your candidates. Several strategies in today’s hiring market can boost your chances of attracting and retaining talent.

1.    Cultivating a Strong Company Culture

Culture is increasingly crucial to top talent in the Fashion landscape. Employees want to work with a supportive, empathetic, and flexible company. According to an Inc.com survey, winning companies consistently demonstrated a more significant commitment to building a culture that delighted and engaged employees.

Building a strong culture in the current environment involves:

  • Concentrating on employee engagement: Look for ways to consistently engage employees, delivering feedback, recognition, and rewards for their work. Enable consistent collaboration and communication between teams, and invest in team-building exercises.
  • Offering flexibility: 93% of candidates say they want a flexible role. While remote and hybrid working might not be an option for every Fashion company, there are other ways to offer flexibility, such as giving employees more ownership of their schedules.
  • Supporting work balance: Wellbeing and work balance are crucial concerns, particularly for younger Gen Z employees. Encouraging team members to use their paid time off or allowing them to manage their work schedules around their lives is becoming increasingly essential.

Additionally, employees are searching for more ethical employers committed to protecting the environment, supporting different communities, and treating people compassionately.

2.    Offer Competitive Benefits and Compensation

While many Fashion candidates are looking beyond salary in the search for the ideal role, the right remuneration is still crucial to attracting candidates. A complex economic environment and cost of living issues are prompting many employees to leave their old roles for better income.

A Gallup study found the importance of a higher salary had risen in priority from no four to no one since 2015.

Ensuring your remuneration packages align with or exceed the industry standard will help you attract more loyal, engaged employees.

However, it’s crucial to look beyond direct remuneration, too. Gen Z and X members say they would quit their jobs tomorrow for one with benefits supporting their wellbeing. Consider which benefits are most likely to appeal to your target candidates.

Many standard drivers for many employees are flexible, remote, and hybrid work. However, access to other benefits, such as mental and physical health support or the ability to spend time volunteering for causes they care about, will be valuable to some Fashion candidates.

3.    Invest in Employee Development and Growth

A strong employee development program has always been a priority for the best Fashion candidates. Every employee wants to expand their skill set and become more valuable to their employer. More importantly, they want to see a future with your company.

This is particularly true in recent years, as employees continue to worry about the growing issue of job insecurity. With this in mind, invest in your employees’ development and look at opportunities to help them enhance critical hard skills (digital literacy) and soft skills, such as communication, collaboration, and resiliency.

Explore options such as:

  • Online learning and courses: Online learning initiatives can give Fashion employees more freedom to choose and manage their development path. They can explore a range of courses related to their role in their own time.
  • In-person training: Empower employees to attend in-person classes or workshops. Allow them to visit events and conferences where they can expand their network.
  • Mentorship: Consider creating a mentorship program where your high-level employees can provide consistent guidance to newer staff members.
  • On-the-job development: Create opportunities for team members to participate in additional projects or lead a project. Delegate tasks to them that will stretch or develop
    new skills, or build their competency.

4.    Embed Inclusivity and Diversity

Fashion candidates, particularly in the Gen Z and millennial landscape, believe inclusivity and diversity is critical to building an enduring company culture. They’re looking for employers who deliver supportive, equitable environments to team members from all backgrounds.

Reports from analysts like McKinsey also show that companies that are diverse, equitable, and inclusive are better able to respond to challenges, find top talent, and address the needs of an evolving customer base.

Communicate clearly with your employees about your diversity and inclusion efforts and how they relate to your organisation core values. Introduce training initiatives focused on diversity and inclusion. Explore cross-team collaboration exercises that encourage people from different backgrounds to collaborate and share perspectives.

You can also demonstrate your commitment by ensuring you’re taking an unbiased approach to hiring. If this is an area you can develop further, working with a specialist recruitment company like us at Everpool can help.

5.    Embrace Transparency and Open Communication

Today’s world is plagued by confusion and uncertainty, making it more critical than ever for Fashion employers to demonstrate transparency with their staff members. Employees want clarity, not just when it comes to identifying their roles and responsibilities, but also regarding understanding their purpose and impact on the company.

Open communication is crucial, which means sharing updates (both positive and negative) with your employees about the direction your business is moving in and what it means for them.

Remember, open communication is also about listening.

Gathering feedback from team members about what you can do to give them a better work-life balance or experience will improve your prospects of retaining staff and enhancing your employer brand.

Becoming an Employer of Choice

The shift to a candidate-driven, skills-short market means Fashion companies need to work harder than ever to attract and retain top talent. Developing a strategy to improve your employer brand and value proposition through flexibility, diversity, inclusion, and empathy is crucial.

Perhaps the easiest way to start this transformative journey is to work with a Fashion recruitment company that can guide your business.

The right recruitment company will help diversify your talent pool, guide you through creating an exceptional company culture, and offer insights into the priorities of your candidates.

At Everpool Recruitment, we have been helping firms acquire talent, and Fashion job seekers find their ideal roles. If you want to find out how we can help, call us at 0151 556 2090 or email us here info@everpoolrecruitment.com

Why Your Nursing, Health and Social Care Job Descriptions Are Letting You Down

March 28, 2024

The recruitment landscape constantly evolves, influenced by changing candidate and employer priorities, introducing new Nursing, Health and Social Care roles, and adopting new technologies.

Yet even in this fast-moving landscape, one thing remains consistent: the importance of job descriptions.

More than just a laundry list of the essential skills candidates need to thrive in a role, job descriptions are critical to attracting top talent, setting expectations, and elevating your employer brand. In a world where employers are struggling to fill the talent gaps in their teams, ensuring your job descriptions are making the right impression is essential.

Unfortunately, countless Nursing, Health and Social Care employers miss out on top talent because their job descriptions aren’t engaging, informative, or inclusive enough to resonate with modern candidates. Here’s how you can overcome the issue of sub-par job descriptions once and for all in 2024.

The Essential Components of a Successful Job Description

On a broad level, job descriptions provide candidates with all the information they need about the responsibilities of a role, the skills, experiences and qualifications they need to thrive, and the benefits an employer can offer. However, they can also accomplish so much more.

For many job seekers, the job description will be one of the first things they evaluate when deciding whether to apply for a role. Having a job description that contains relevant information that appeals to today’s candidates will boost your chances of attracting suitable candidates and convincing them to accept your job offers.

While the exact language and information used in your Nursing, Health and Social Care job description can vary, an effective document should always include:

  • A job title and summary: A clear and jargon-free description of the role and associated responsibilities. Make sure this section is clear, straightforward, and descriptive.
  • Detailed duties and responsibilities: A list of key responsibilities and tasks successful candidates will need to complete to thrive in the role.
  • Necessary qualifications and skills: Any specific hard and soft skills required for the role, such as excellent communication skills or proficiency with certain tools.
  • Compensation and benefits: An overview of the remuneration and wider benefits that may be available, such as flexible working options.
  • Company culture: Insights into the core values and priorities in your business, as well as your approach to diversity, equity, and inclusion.
  • Development opportunities: An insight into the potential for growth within the role and future career progression.

Why Inclusivity is Crucial to Job Descriptions in 2024

Many factors can influence the success of a job description in 2024. For instance, studies show that candidates regularly assess attractive benefits, high salaries, and company culture before deciding whether to apply for a role. However, in 2024, one of the most significant factors that will impact the appeal of your job descriptions is their level of inclusivity.

76% of candidates in today’s Nursing, Health and Social Care recruitment landscape say diversity and inclusivity are central to deciding which company to work for. Evidence of unconscious bias in your job descriptions can significantly reduce your chances of attracting the right talent to your team.

Additionally, on a broader level, taking a proactive approach to D.E.I. in the workplace delivers many other benefits, from increased productivity and engagement to reduced staff turnover. McKinsey found the most diverse workforces were also the most successful financially.

Here are some ways to optimise your job descriptions for inclusivity.

1.    Avoid Gender-Coded Language

Gender bias in Nursing, Health and Social Care job descriptions is more common than you think. Even if you don’t specify a preferred gender for your employee in the description itself, the language you use can influence who responds to your job listings. According to one study, words like “dominant” or “competitive” can be perceived as more “masculine” in job descriptions.

Alternatively, terms like “collaborative” and “nurturing” are more likely to resonate with female applicants. A.I. tools can help you evaluate your job descriptions and pinpoint potentially “gender-coded language”. Alternatively, you can ask your Nursing, Health and Social Care recruitment agency to highlight any terms that may dissuade certain candidates from interacting with you.

2.    Look for Evidence of Other Biased Language

Unconscious bias in Nursing, Health and Social Care job descriptions doesn’t just show through in potentially “gender-coded” terminology. Some various other words and descriptors can also subtly demonstrate bias. For instance, your language could show a preference towards:

  • People of a certain ethnicity: Asking for “local” employees or referencing a specific ideal origin for your candidates can demonstrate racial bias.
  • Candidates of a certain age: Describing your ideal candidate as a “fresh young go-getter” or an “industry veteran” may restrict the age range of your job applicants.
  • People without disabilities: Asking for people with specific physical attributes or skills without referencing your ability to make accommodations for those with disabilities makes it harder to attract employees with a range of abilities.

3.    Minimise Corporate Jargon

Many Nursing, Health and Social Care companies use jargon and technical terms in their job descriptions and other documentation. While these terms may make sense to existing members of staff and stakeholders, they can be confusing for new employees to understand.

Listings that rely heavily on technical terms may be unable to capture the attention of highly skilled employees who have yet to learn the language of the industry. With this in mind, deliberately choose words and phrases that aren’t overly “industry-specific” when crafting job descriptions.

If you need to use a specific technical term, consider using a descriptor alongside it to help applicants understand exactly what you’re looking for.

4.    Highlight your D.E.I. Commitment

One easy way to demonstrate diversity and inclusion in your job descriptions is to include specific information about your D.E.I. initiatives in the document. In the section where you discuss your company’s culture, talk about your commitment to providing equal opportunities to everyone.

Mentioning that you’re an equal opportunity employer gives insights into ensuring you don’t discriminate against employees or candidates based on irrelevant characteristics. You could even reference your strategy for training your employees and managers on D.E.I. practices.

Alternatively, you might highlight awards you’ve won based on your diversity and inclusion strategies or positive feedback you’ve earned from previous employees. If you’re listing your Nursing, Health and Social Care job description online, include a link to a website page with more information.

5.    Work With a Nursing, Health and Social Care Recruitment

Collaborating with a recruitment can benefit Nursing, Health and Social Care employers, particularly in today’s skill-short landscape. A recruiter who shares your focus on diversity, equity, and inclusion can help you tailor your job descriptions for the current market.

They can help you to recognise evidence of bias or discrimination in your language that you might otherwise miss. They can also advise you on finding training resources and support that will help you optimise diversity and inclusion in your hiring journey.

Some leading Nursing, Health and Social Care recruitment and staffing companies can leverage innovative strategies to help reduce unconscious bias. For instance, they might use blind screening techniques, removing personally identifiable characteristics from the applications they pass onto your teams. This can help you focus on a person’s skills and abilities when short-listing your options.

Quick Tips for More Effective Job Descriptions

Ensuring your job descriptions are inclusive is an excellent way to boost your chances of attracting top talent in the Nursing, Health and Social Care. However, there are other steps you can take to optimise and enhance your job descriptions, too.

Here are a few additional quick tips for success:

  • Be clear and concise: Use straightforward language to outline all the information your candidates need. Avoid including too much unnecessary information, such as long-winded descriptions of roles and responsibilities.
  • Leverage keywords: Incorporating keywords into your job descriptions that match the responsibilities and requirements of your role can make them easier to find in today’s digital world. Avoid confusing buzzwords like “superstar” or “ninja” when choosing role titles.
  • Highlight your E.V.P.: Draw attention to your unique employee value proposition in your job description. Ensure your candidates can see all the benefits of working with your company, going beyond remuneration to cover development opportunities and an inclusive and supportive company culture.
  • Be flexible: Know how to separate your ideal candidates’ “nice to have” attributes from their needed skills and experience. Be open to exploring applications from various people, including new graduates.
  • Avoid common mistakes: Work with a recruitment and staffing agency to proofread your job descriptions for errors or inconsistencies. Ensure you’re listing your descriptions on the right platforms and that applying for your role is as simple as possible.

A Nursing, Health and Social Care recruitment and staffing company will be able to help you implement all of these tips and strategies to give you the best possible chance of attracting the right talent in 2024.

Write the Best Job Descriptions in 2024

The right job descriptions are crucial to attracting and retaining top talent in 2024. More than just simple documents, good job descriptions boost your chances of improving Nursing, Health and Social Care candidate quality and fit, reducing the time it takes to fill positions, and optimising your employer brand.

They also ensure you can start your relationship with your new employee based on mutual understanding, clarity, and clear expectations.

 

How Everpool Recruitment Can Help You

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

Call one of our friendly team on 0151 556 2090 or email info@everpoolrecruitment.com

What You Need to Know and Understand About Talent Pipelines This Year

March 14, 2024

Talent pipelines aren’t new in the recruitment landscape. For years, they’ve offered employers an opportunity to streamline and enhance the hiring process, fill talent gaps, and minimise business disruptions.

In 2024, however, the demand for effective talent pipelines is greater than ever.

Cultivating and building a strong talent pipeline allows the businesses to access talented candidates faster while strengthening your employer brand and improving the quality of the professionals you drive to your business.

Here’s what you need to know about the evolution of talent pipelines in 2024.

What Are Talent Pipelines?

Broadly, a talent pipeline is a pool of candidates ready to fill existing or future positions in your organisation. These candidates can include existing employees, who may be able to move into more demanding positions with the right training and succession plans.

It can also include individuals who have shown interest in working with your business in the past, as well as “passive” candidates who are not currently searching for a new role but are open to exploring opportunities in the future.

Building a talent pipeline can be more complex than it seems and involves more than just collecting C.V.s from potential candidates. Business leaders must also proactively search for and source new talent consistently and engage with potential hires.

The talent pipelining process includes the following:

  • Sourcing: Proactively seeking candidates through various environments and channels, from social media platforms like LinkedIn to job fairs, using search and recruitment companies and events.
  • Attracting: Drawing candidates to your business with effective employer branding, compelling job descriptions, and an engaging employee value proposition.
  • Engaging: Nurturing relationships with candidates through consistent communication, support, and insights into emerging opportunities.
  • Evaluating: Examining each candidate’s potential to fill both current roles and potential positions that may emerge in the future.
  • Hiring: Inspiring candidates with compelling job offers when opportunities become available, often with the help of a recruitment team.

The Role of Recruiters in Building Talent Pipelines

Building and maintaining comprehensive talent pipelines is often a time-consuming process. The right strategy requires finding diverse talent opportunities, demonstrating an exceptional employer brand, and nurturing long-lasting relationships.

In today’s skills-short landscape, where competition for professionals in the industry is fierce and employee priorities are evolving, building a talent pipeline is harder than ever. 62% of H.R. professionals say their organisations talent pipeline isn’t robust enough.

Fortunately, recruiters can offer employers a crucial competitive edge. The right recruitment and staffing company can open the door to a wider talent pool, leveraging pre-existing relationships with talent in your industry and implementing innovative sourcing techniques.

Recruiters can help enhance your employer brand and proactively attract new candidates. They can assist with crafting engaging employee value propositions and writing compelling job descriptions.

Plus, recruiters can be essential in enhancing the candidate experience and nurturing potential talent with frequent communication and updates.

How To Build Your Talent Pipeline in 2024

Working with a recruitment team is the best way to develop and optimise a robust talent pipeline in 2024. However, ensuring you have a strategy that delivers results and addresses the challenges and roadblocks today’s employers face is vital.

1.    Identify Current and Potential Skill Gaps

The first step in developing a stronger talent pipeline for 2024 is identifying your recruitment needs. Crucially, it’s not enough to focus on the skills and talents crucial to your business today but also the gaps you may need to fill in the future.

Make a list of essential staff members in your organisation and their characteristics. Ask yourself how you’ll deal with these team members leaving your company. Do you already have succession plans in place? If so, how will they impact your future recruitment strategy?

Next, consider the trends and innovations affecting your business and how they might affect the candidates you need to source. For instance, in 2024, many employers will search for candidates well-versed in generative A.I. and automation tools.

2.    Recognise Current Recruitment Challenges

Recruitment in 2024 is growing more complex. Skill shortages remain a significant issue in every industry, creating high levels of competition for top talent. As of 2024, companies of all sizes continue to struggle to fill skill gaps. At the same time, increasing demand for things like flexible work and empathy in the workplace are leading to more discerning candidates with higher expectations.

These factors, combined with an increasing need for digital literacy in every role, higher salary demands, and more, have a major impact on recruitment strategies. Understanding the challenges you may face in 2024 should help you craft a hiring plan that boosts your chances of reaching the right talent this year.

It could also be crucial to ensure you can source the right level of support from the recruitment partner you choose to work with.

3.    Explore New Talent Sourcing Methods

Once you’ve identified the skills you need from your talent and the challenges you’re likely to face, the next step is to explore various talent-sourcing methods available to you, including employee referrals.

Recruitment agencies will also be able to help you with this by offering access to in-depth market knowledge, market mapping services, and a professional network of passive candidates
that are not active on job boards and social media.

Often these types of candidates can be missed by internal talent teams.

4.    Invest in Attracting and Engaging Candidates

Since finding candidates for your talent pipeline can be one of the biggest recruitment challenges you’ll face this year, finding ways to attract professionals to you is extremely important. This starts with creating an employer brand that drives awareness of your business’s unique benefits, from a focus on diversity and inclusion to development opportunities.

A Google search on “how important is employer branding to candidates” generates 76 million results, so a company’s reputation is certainly at the front of a candidate’s mind. For employers, this means it’s important to keep a close eye on the message you’re sending about your company culture and the work experience you can offer.

It’s also worth taking a closer look at your job descriptions. Make sure they’re compelling, inclusive, and informative. Avoid any language that might show unconscious bias, and draw attention to the reasons candidates should want to work with your business.

5.    Commit to Building Stronger Relationships

A significant part of building strong talent pipelines in 2024 is building and maintaining relationships with the right candidates. You’ll need to ensure you have a strong connection with the talent you source to convince them to join your team at the right moment.

According to some reports, it can take up to 8 connections with a company for a person to form an opinion about them. This means you’ll need to regularly connect with your talent pipeline and share insights into your company culture and evolving organisation.

Technology can help with this. For instance, you can use A.I. and automation to craft personalised messages to send to your candidates weekly or monthly. Sharing value-added content that supports their role and future career development will be received while your recruitment team can reach out proactively to help nurture relationships.

6.    Leverage Technology with Care

Speaking of technology, artificial intelligence is beginning to play a more significant role in developing talent pipelines and the recruitment strategy. Around 66% of recruiters use some form of A.I. technology to help enhance hiring processes.

However, while these tools can speed up processes, simplify tasks like writing job descriptions, and even assist with candidate screening, they have limitations. Bias and inaccuracies can emerge from an over-reliance on automated tools.

Business leaders must keep people in the loop within the recruitment process and watch for potential issues to avoid reputational damage. Don’t expect to transform recruitment into a fully automated strategy.

The Benefits of Building Stronger Talent Pipelines

Effective talent pipelines are more important than ever to today’s employers. The right strategy can significantly improve the efficiency of your recruitment process, reducing the time it takes to fill positions and attract new candidates.

Having systems in place that allow you to hire the “ideal” candidate the first time increases retention rates and reduces the cost of poor hires.

A good talent pipeline improves the quality of your hires, enhances long-term workforce planning, and minimises possible risks.

 

At Everpool Recruitment, we have been helping firms acquire talent for numerous years. We have placed thousands of candidates; if you want to find out how we can help, call us at 0151 556 2090 or email us here 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.

Assessing Cultural Fit When Building Your Office and Commercial Team This Year

February 29, 2024

Assessing Cultural Fit When Building Your Office and Commercial Team This Year

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 Office and Commercial 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial job you can thrive in for as long as you choose.

While you can usually read client and candidate reviews on a recruitment companies 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial 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 Office and Commercial Recruiter

A specialist Office and Commercial 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 Office and Commercial landscape.

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.