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Is it time to give your career a spring clean?

The sun is shining, the birds are singing and spring is defiantly in the air. So is it time to give your career a spring clean? Dust the cob webs off your CV and give your career a fresh start? Here are our top signs that you’re in need of a change.

 

  1. Boredom is setting in – starting a new job, is like starting a new relationship. It’s exciting, it’s new, everything about it is fun and interesting. Fast forward a few years and that all changes, everything becomes comfortable. That isn’t necessarily a bad thing, but if your job is starting to bore you, the thought of coming to work makes you groan, or worse, cry. Then that is a sure-fire sign that you’re in need of a change
  2. You’re not learning anymore – if completing your role doesn’t challenge you, or give you any opportunity to learn then it will start to become boring. It is possible to ‘outgrow’ a role and become too good at it. Time to think about what your next step might look like, whether that’s an internal or external move.
  3. Everyone has gone, except your boss – people progress at different rates, but if it feels like all your colleagues have either been promoted or moved on and you’re the only one left doing the same job then this should send out alarm signals. Why haven’t you moved on and is it time to go? Or is your immediate boss a company loyalist, who is highly unlikely to leave in the foreseeable future? While long-service is a sign of a good organisation, if it is hindering your opportunity to progress you need to look outside of your department or organisation if you want to move up the ladder.
  4. You don’t feel like you fit – every organisation has its own culture and set of values. However, these evolve over time and can change quickly following reorganisation or changes in senior management. If you feel that your face no longer fits, that the company values no longer reflect your own or that the working environment isn’t one you’re comfortable in. Then it is time for a change, you spend more of your week at work than at home, so it’s important that it is somewhere you feel comfortable.
  5. Money is becoming an issue – although money isn’t everything, if your pay isn’t at a level that can sustain your lifestyle then you’ve two options. You can reduce your outgoings or increase your incomings. Before you do anything rash, do your research. There are plenty of websites that will tell you the average salary of someone with your experience, many often break it down by region to give a more accurate figure. Speak to a recruiter and see what the demand is like, they’ll be able to give perhaps a more detailed account of the salary and benefits on offer. Moving for money alone is never a good idea, so if you love your job then speak to your manager about a potential pay rise or any additional responsibilities you can take on before you jump ship.

If you’re nodding your head while reading these then don’t delay and give you career the spring clean it needs.. If you do decide to kick start your job search here are some useful tips to get you help you on your way. What you should do before you start your search, CV writing tips and how to keep your job search hush hush plus advice on acing a telephone interview.

For more information on how we can help with any of your HR recruitment needs, whether you want to add to your HR team or take the next step in your HR career then please do get in touch.

 

How to manage a corporate breakup

This is an historic week, article 50 has been officially triggered, marking the start of our formal exit from the EU. Whatever your political views on Brexit, whether you believe it will be a good or a bad thing, it’s happening. But one thing is for sure, the breakup of any relationship whether personal or business can be messy. Making both sides happy with the outcome is often an impossible task.

Within my working life, I’ve seen many a relationship breakdown, leading to a messy exit from a company. So how can you ensure that the ‘corporate break up’ is as amicable as possible? Here is our advice, to both sides, on how to make it work…

Employers

A badly handled resignation can have a wider impact and cause ripples throughout a team, department or organisation.  So how do you effectively deal with an employee resignation? Read full article here…

  1. Don’t panic and keep it professional – make sure you look at it from every angle before jumping in with any offers of increased salary/responsibilities to try to keep them. While there are pros and cons, it is sometimes better to recruit a new motivated employee than to retain an unengaged member of staff.  Keep it professional and try not to let your personal feelings, whether positive or negative, impact your decisions and handling of the matter.
  2. Communicate – make sure that you have everything formally agreed and in writing, including; their last day, responsibilities they can/can not do during their notice period, as well as your expectations on their behaviour, what to do with company equipment (such as mobile phones) upon leaving, remaining annual leave entitlement etc.  It is best to formally announce a resignation as soon as possible, so you can answer any questions or concerns of remaining employees rather than allowing it to become the subject of office gossip.
  3. Handover process – Have a clear plan of action on who will be doing what. Request a detailed hand-over document from your departing employee, that includes information on key projects and processes, contact details for both internal and external clients, supplier information and the status of current projects.
  4. Ask why? – when any relationship ends it’s good to find out why, so you can learn from your (or their) mistakes. As standard you should conduct exit interviews, whether these are formal face-to-face affairs, a written questionnaire or simply an informal chat over a coffee. Find out why they’re leaving and use the information to improve the working environment for your current and future employees.

Employees

So you’ve decided now is the time to go, you’ve found a new job and you’re ready to hand in your notice. While there might be the temptation for a dramatic gesture, it could come back to haunt you further on in your career. So, keep it professional…

  1. Be prepared – book a time to speak to your manager in private, have your formal letter of resignation ready, complete with your proposed leaving date etc.. Would you be willing to stay if you were given an increased salary or promotion. Think about this thoroughly in advance, what, if anything, would make you want to stay? While it can be tempting to stay for an increased salary, often the reasons for leaving go beyond money and six months down the line the issues that prompted your job search will still be there.
  2. Be professional – once you know you’re leaving it’s easy to move down a gear and lose motivation, but whether you have a four week or a six month notice period maintain an interest in your role, don’t start slacking or become a disruptive influence in the office.
  3. Be honest – most companies will ask why you’re leaving. Be as honest as possible, if organisations don’t know their faults, they can’t work towards correcting them. But, don’t turn it into a witch hunt, remember point two and stay professional.
  4. Leave on good terms – the world is getting smaller and you never know when you may come into contact with your previous employer or colleagues again in the future. Leave with a smile. Thank them for the role they’ve played in your career, a few kind words can go a long way.

Let’s hope that we manage to negotiate a good exit from the EU, remain professional, cause as minimal disruption as possible and leave on good terms, we never know when we might need them again in the future.

For more information on how we can help with any outplacement or recruitment needs then please get in touch.

5 tips for writing an effective job advert

January sees many people putting their New Year’s resolutions into practice and finding themselves a new job.  Which means that at this time of year there are more employers trying to attract the best candidates on the market, making the competition for the most talented individuals even more fierce.

There is a wealth of advice for job seekers on how to make their CV stand out, but as a recruiter how can you make sure that your role stands out from the crowd and attracts the best applicants.

Here are our 5 tips for writing a successful job advert

  1. Think about the job title
    Surely a job title is just a job title? It’s not always the case, in the online world where candidates will start their job search by using specific search terms such as HR Manager or Marketing Assistant, having an ambiguous or wacky job title will limit the number of people that can find your role.Try to keep the job title as close to the actual role the candidate will be performing as possible.  While Chief Happiness Officer might sound interesting, it won’t appear in searches for those actually looking for a Head of HR role and will potentially attract a large number of unsuitable applications.
  2. Don’t focus on your organisation, focus on the job – many adverts we read disproportionately focus on the organisation. Going into great detail about its history, future growth plans, their product/service offering, customers etc. While this might be interesting, it can waste valuable space.  Job seekers are just that, seeking a job – not a company to invest in.  While it is obviously important to cover the key facts about your organisation, so the candidate wants to work for you.  If the role, its responsibilities etc aren’t covered in enough detail and early in the advert, you will struggle to attract the right people.
  3. Make it compelling – there is the easy (or is it lazy?) way to write a job advert. Simply copy and paste the job description.  However, don’t forget your job advert is just that, an advert. It is a piece of advertising and should be treated a such.  It’s should highlight the key features of the role, giving strong reasons as to why a potential candidate should apply.  Remember it is as much about selling the role to the candidate, as it will about them selling themselves to you. Talk about outcomes and not just responsibilities… For example ‘you will transform the current L&D offering and reduce the reliance on external training’ compared to ‘you will be responsible for updating and improving all internal training.’
  1. Don’t ask for everything – when hiring it is easy to have an expansive list of skills, experiences, and qualifications that you require from your future employee, however, it is highly unlikely that you’ll find a candidate that can tick every one of them.Before you start sit down and categorise them into essential (can’t do the job without it), preferred and ‘nice to have but not essential’. This will easily show you which should, and shouldn’t, be included in any job advert.  It’s been documented that women in particular will only apply for roles where they match 100% of the criteria,( Read more here) so by just including those requirements that are essential your role will appeal to a wider audience.
  2. Put your self in their shoes – just as we tell our candidates to read their CV as if they were recruiting for the role, read the advert as if you were a candidate.  Would you want the job, have you hit all the key points and included important information such as benefits, bonuses, location? Does it sound like an interesting role with future opportunities?  Now’s the time to make the amends and get your advert spot on!

At Chiumento we’re proud of our ability to write job adverts that attract a greater number of candidates than many of our competitors manage.   If you’d like help with advertising your vacancy, then why not take advantage of our modular recruitment offering. For £850 our Advertising module includes the writing of your job advert, posting it on relevant job boards (saving you typically around £1,000) we will acknowledge every application before forwarding all CVs to you for consideration.

If you require a more comprehensive recruitment service, then please get in touch to discuss our assessment and search modules or our contingency based recruitment offering.  T: 077111 99816  E: tom.gale@chiumento.co.uk

 

5 quick tips for January jobseekers

It’s the first working day of 2017 for many of us. And I suspect it will seem like hard work. After a fun break with friends and family, today we hit the “real world” head on. Whether it’s the realisation of just how much you really did spend on your credit card or the pain of yet another uncomfortable commute the chances are by 5pm today you will be saying: “enough’s enough”.

January is a time for change. Whether it’s that crash diet you’ve been meaning to go on for months, joining a gym or any number of other well-intentioned “New Year’s Resolutions”. And for many it is time to think about changing job. If that includes you then just stop and think before you leap.

  1. Are you running away rather than moving ahead?

    Many people find it far easier to list what is wrong with their current job than be specific about what a new, satisfying job will look like. Good career choices are rarely made in flight mode. You just grab the first opportunity that comes along. So, chances are, by next January you will be back here again. With another list of gripes… You need to be clear what you are running towards – including that vital “walk away” list. Don’t get carried away by the fact somebody else is prepared to offer you a job and jump from the frying pan…

  2. Don’t listen to the ads on TV…

    Yesterday was awash with ads from job boards promising thousands of new jobs every day. For them recruitment is a numbers game – so don’t play it. Nothing will make you more depressed than randomly applying for dozens and dozens of jobs and never hearing a peep out of the advertisers.

  3. When did you last use your network?

    You know, those people you sent the electronic equivalent of Christmas cards to. The hidden job market is enormous. According to some researchers, for every job that gets openly advertised there are another four out there somewhere. So, use January to talk to people you know and trust – rather than pinging CVs into electronic black holes. Make quality, informed applications.

  4. Is your CV up to scratch?

    It is an easy trap to fall in to. Scratch around and find the one you wrote two, three or more years past. Just add your latest job and away you go… Chances are that CV wasn’t so great. And the years may not have been kind to it. Plus, all that stuff about what you did at school and university becomes less important as the years go past. It is now all about what outcomes you’ve achieved at work – and not the tasks you do each day. What employers want to understand is the value you bring that others can’t.

  5. And on that note – know your worth! And the price of happiness…

    Are you well paid or exploited in your current job? How would you know? If you want a complete change of career direction will that demand a pay cut in the short term? Being well-paid and doing a job you love may not be the same thing.

Most careers require compromises. Few of us ever “have it all”. We have to adapt to the consequences of our choices or condemn ourselves to another year of complaining.

If you’re one of those thinking about making a change, then please do get in touch or have a look at our latest HR vacancies here