News

The recession made the recruitment market a more reactive environment. Through no fault of their own, good candidates were being made redundant as businesses collapsed under the strain of the credit crunch.

For companies who built their teams during the recession, it was a fantastic time to hunt for talent and take time in sourcing the right individuals to help move their business forward.

All change

Then, whoosh, it is all change again. The market is recovering, people are hiring again. However the candidate market is shrinking. Everybody wants good people but are there enough to go around?

And what if you like to take your time?

Put simply, this is not a market to dawdle in. Time takers may find themselves losing out.

The one that you want

Strong candidates, with consistent CV’s are coming on to the market and being seduced by opportunities. Your recruitment process needs to be efficient, and speedy, but not at the risk of jumping the gun.

If you are planning on recruiting in this economic climate make sure you work to a tight time scale. Brief your agency well, plan deadlines and have a week set aside where you can do first interviews and second interviews rather than leaving a timely gap.

This highlights how organised your business is, how you have forward planned your recruitment, and keeps the experience perfectly streamlined.

Extended periods between interviews can connote that you are not interested in the candidate, or another opportunity may present itself that is too good to let go before your second interview is due to happen.

And there is nothing more frustrating than losing a good candidate because your internal processes were not able to move quickly enough.

If you simply must wait

If there is a genuine reason for a significant time delay between interviews, then ensure you speak with the recruiter to gauge the candidate’s interest. Have they interviewed elsewhere, what timelines are they working towards, how much do they want the role you have met with them for?

Consider meeting the candidate between interviews, or having a telephone call. That way the stages won’t seem so stretched out and you can continue to explain the benefits of the opportunity to the candidate.

In this type of fast paced recruiting environment, simply hoping they will wait for you is just not enough.

You have to move quickly to secure the one that you want.

Nottingham-headquartered recruitment and retention consultancy, Macildowie, has announced the latest step of its long-term growth plan with the acquisition of Signet Resources. 

Founded in 2003, Maidenhead-based Signet Resources specialises in delivering permanent and interim recruitment & resourcing solutions in HR, marketing, accounting & finance and commercial operations. 

The deal will see Macildowie acquire 100% of the shareholding of Signet, and Signet’s team, led by managing director Nicky Pusey and director Vanessa Pegg, will join Macildowie Group’s 75-strong workforce. 

Earlier this year, Macildowie announced its new approach to help employers retain and engage their valued members of staff, as well as find and attract the best talent, by becoming the UK’s first recruitment and retention consultancy. 

Commenting on the acquisition, James Taylor, CEO of Macildowie, explained: 

“We are very excited by the acquisition of Signet. The culture, values and business practices of the two businesses are very closely aligned making us a great fit for one another. That was a huge factor in identifying Signet as the first acquisition for the expanded Macildowie group. 

‘Building Great Futures’ is a key part of Macildowie’s vision. We believe that this acquisition will enable both companies to deliver an even greater breadth of service to their already loyal customers and clients, while also enhancing the long-term career opportunities of all of our employees.”

Macildowie chairman John O’Sullivan has known both businesses for many years. He said:

“Both Signet and Macildowie are part of the Elite Leaders recruitment network which I chair. When Macildowie started looking for a possible acquisition Signet sprang to mind immediately. I knew that the directors, Nicky, Vanessa, James and James would make an unbeatable executive team.

“They share the same passions for excellence and the well-being of their people. The fact that the operations of the two businesses fit like a glove made this a no-brainer”

Nicky Pusey, managing director of Signet Resources, added: 

“Over the past 18 months Signet has grown significantly but we still felt that there was a lot more potential for the business. Having known John O’Sullivan for over 10 years when he approached us about a conversation with the Macildowie board we decided that we should explore the opportunity.

“It was critical to Vanessa and I that we work with a business that mirrored our values and passion for delivering exceptional service. We wanted to ensure that what makes Signet so special would remain intact, and we know that joining Macildowie will provide strong leadership and a much bigger support function to enhance our offering for our staff and customers.”

Vanessa Pegg, director at Signet Resources, said:

“Macildowie has a long-standing and well-respected heritage in the recruitment sector and, after meeting with James Taylor and James Stewart, their passion and expertise shone through. These characteristics will undoubtedly help us to build on the success our team has delivered. We’re delighted to join Macildowie and look forward to working closely with the whole team.”

When it comes to interviews clichés like ‘practice makes perfect' and ‘failing to prepare means prepared to fail’ are incredibly relevant. Interviews can be daunting but by anticipating what questions you may be asked and planning the perfect answer you will be able to provide more in-depth answers and reduce nerves so that you really do yourself justice.

While every interview is different, some questions are guaranteed to come up. You will be asked about any previous relevant experience you have for the job – you should expect some questions about your abilities. By reading the job description carefully you can be specific and prepare answers which focus on your relevant experience and skills which will match the job in question.

Be aware that some interviewers like to ask ‘unusual questions’ in an interview to see how you cope under pressure.

Remember throughout the interview to demonstrate your positivity, determination, relevance and passion for your work and the position you are applying for.

Below are a few examples of commonly used questions, with some examples of good and bad answers. Adapt with your own ideas, experience and qualities.

Q1. This role requires experience of ‘…..’ Can you describe to me an example of when you demonstrated this?

Give a good example describing the situation and what relevant skills you used; where possible provide figures and measurable results to support your answer.

Good answer: 

‘In my previous role I demonstrated …. My skill was measured by… the results were… the feedback from my boss was excellent’.

Bad answer: 

‘Yeah, I did a bit of …from time to time.’

Q2. Tell me about a situation where it was important that you worked as part of a team

Consider the situation, the task, your actions, any issues and the result.

Good answer: 

‘We were given the task of hitting a collective team target. I put in extra hours in order to provide extra support to other members of my team to ensure we all reached our target together. ‘

Bad answer: 

‘We were given a team task, and I just did my part to the minimum and it was up to the rest of the team to do the rest.’

Q3. So why did you leave your last employment?

Remember to answer truthfully, however be aware that your answer to this question will be very insightful to the interviewer.

Good answers:

 ‘I wanted new challenges and additional responsibilities’, ‘I want to broaden my horizons’, ‘Relocation’ and ‘redundancy’ (be prepared to explain why).

Bad answers:

 ‘I hated my boss; I hated my colleagues, I wanted more money, I got bored. I hated working extra hours.’

Q4. Tell me about your career aspirations- What motivates you?

Make your answer relative to the role you are applying for and for the company..

Good answer:

 ‘I want to hit my commission and earn money’ If you were applying for a Sales position with commission based pay, money should be an excellent motivator.

Bad answer: 

‘I want my own company in a year’ saying you want your own company in a year would indicate that you are not going to be loyal and progress with this company.

Q5.Why do you want this job?

Be positive and determined that this is the right job for you; explain what a good partnership it would be for both you and the company.

Good answer: 

‘I want to work for this company, I agree with the company values. I think with my skill set I can add value to the company while fulfilling my potential.’

Bad Answer:

 ‘I don’t have any better job offers at the moment; it’s just a job to pay the bills.’

Your turn to ask the Questions…

Usually you will be given the opportunity to ask questions at the end of the interview. This is a very important time and gives you an opportunity to prove that you have done relevant research and also that you’ve been listening to the interviewer. Question asking also gives you time to recollect your thoughts and think of any additional comments you wish to make.

Do you have any questions for me?

Relate your questions to the job or company. Avoid asking anything you could (and should) have found doing a basic Google search of the company. Consider the company's culture, uniqueness, background, strengths and weaknesses.

Good Questions: 

‘I’ve noticed you have a lot of international interaction – which cultures have you found the most interesting to work with?’ ‘Why do you like working for this company?’

Bad questions: 

‘So what exactly do you sell here?’ ‘I don’t work Christmas Eve – is that a problem?’

At the end of the interview you can ask the interviewer for feedback. By asking the interviewer how they thought the interview went you can gauge the likelihood of your success but also receive important criticism or praise so you can improve for future interviews.

Remember to say Thank You!  

Today we have launched the first in a series of recruitment podcasts that we are hosting with our candidates.  Jane, from Signet, talks candidly with Teresa St Catherine, a HR leader, about her experience of job hunting during Covid-19 and how she keeps herself positive in challenging times.

It has been 12 months since our acquisition by The Macildowie Group, and what a journey it has been! Reflecting on this period, we're proud to share the remarkable achievements and the role that fun and belief have played in keeping us going when times became challenging. This blog is a celebration of our team's success and ambition over the last 12 months at Signet Resources, and a glimpse into the journey ahead.

Insights Profiling – Working Together as a Team

One of the cornerstones of our success has been our ability to work together as a team. Over the last 12 month's at Signet, we've embraced Insights profiling to better understand each other's strengths and preferences. By doing so, we've harnessed the power of our differences, which has only strengthened our collective ambition and determination.

CEO of Your Own Desk – Giving Autonomy and Ownership

Empowering our team members to take ownership of their roles and responsibilities has been a pivotal strategy. It's incredible to see people rise to the challenge and lead their own path to success. As they say, "Be the CEO of your own desk," and we've witnessed how this autonomy has fuelled people’s ambition.

Growing and Expanding Our Teams

In the past year, we've seen growth and expansion within our teams, the introduction of Retention Services and the transfer of talent like Matt Wilkinson who joined us from Macildowie, have played a vital role in our journey. We've also taken on more office space to accommodate this growth.

Greater Flexibility – Office, Home, and Hours

We've recognised the importance of flexibility, allowing our team to work from the office and comfort of their homes. This flexibility extends to working hours, making it easier for our team to balance their personal lives, whether it involves taking care of their dogs, spending time with their children, or pursuing their sports interests.

Wellbeing Support – Coffee, Assurance, and Charity

Taking care of our team's wellbeing has always been a top priority. We've invested in a posh coffee machine for the office to keep everyone fuelled and alert. Life assurance and the opportunity to take days off for charity work reminding us of the joy that comes from giving back.

Celebrating 20 Years of Signet

A significant milestone in our journey is celebrating 20 years of Signet. To commemorate this achievement, we've planned a 20-mile walk on the 15th of March 2024, with our chosen local charities (soon to be announced) benefiting from our support.

Social Gatherings and Team Building

Fun has always been an essential ingredient in our journey. We've organized social BBQs, exciting team nights out, and team lunches. Our annual kick-off started with a train journey to Nottingham for a memorable night with our colleagues at Macildowie and a recent Escape Room challenge bought out the team's competitive spirit. We're already looking forward to our upcoming Christmas party planned at the National Space Centre.

What Do the Next 12 Months Look Like?

As we set our sights on the future, there are several exciting prospects on the horizon. We're planning to delve deeper into AI, keeping a laser focus on how our Clients and Candidates can benefit. Upskilling our team will continue to be a key priority, and we're committed to strengthening our Retention Services, Managed Recruitment Services and our selection of online Client/Candidate Events.

Welcoming New Team Members

We're delighted to introduce new team members Ella, Clarissa, and Stacey, who bring fresh energy and expertise to our ranks. As we continue to expand, we are now on the lookout for more new hires to strengthen our Finance, Commercial and Marketing divisions as well as an Interims Specialist.

In conclusion, our journey over the past 12 months at Signet has been driven by ambition, success, and the constant presence of caring and having fun. As we look ahead to the next 12 months, we're excited about the opportunities and challenges that lie ahead, confident that our special team of people will continue to achieve great things while having fun along the way. Cheers to the journey!

If you'd like to join our finance, commercial or marketing divisions, click here to send us your details.

Every company has done it at some stage in their lifespan. No matter how well thought out the recruitment process, how every question was asked and the right answer given, sometimes the wrong person is hired.

Here are indicators to be able to know if you have fallen into this trap...

They are late 

Not always an indicator that you have made a fatal flaw in hiring, but in an ideal world your new employee will be so keen to impress they will be leaving the house super early.

They don’t dress to impress

If your new employee was as smart as a new pin through the interview stages but turns up on day one in jeans and a sweater whilst the rest of the office is suited, you may want to question their understanding of the company.

They show a reluctance to meet targets set

Eagerness and enthusiasm are great attributes in a new hire. Most inductions involve tasks that need to be achieved, if your new employee isn’t reaching the goals and seems reluctant to do so, it may be worth have a conversation about why?

When the company culture shifts

When a new starter joins a team, you expect a period of storming whilst the team finds its new dynamics. However if you notice that the team suddenly become withdrawn in the presence of the new person, it may be the culture has shifted in a negative direction. You need to identify why that it and see how to rectify.

They make mistakes, the same ones, over and over.

Mistakes are part of the learning process, and you expect them when training a new individual. However if they continuously make the same errors and show no signs of learning how to rectify their errors and improve, they may be in the wrong job and you may have hired the wrong person.

For conversations on how to ensure you hire the right person every time, please speak to any of Signet’s consultants about how we recruit using a competency model and an in-depth understanding of your business needs.

This year has seen a dramatic change in terms of employment rates, retention of staff for companies, and also people changing the way they work. Being employed is such a critical thing right now, with many people valuing their employment more so than ever before. But that doesn’t necessarily mean that you want to stay in your current job role? Here are six reasons to look to change roles in 2021. 

To look at career enhancement 

One of the most obvious reasons might be to start thinking about career enhancement. With your current employer, you may not see a clear career path whereas moving to a new company gives you a fresh take on a new role with more responsibility. Career enhancement also can give you better job satisfaction and improve your quality of life. 

What an employer can offer in terms of benefits is now more vital

Given the circumstances we have all faced this past year, what an employer can offer in terms of benefits is now more vital than ever. Perhaps your current employer doesn’t offer sick pay, or maybe they now won’t give you the opportunity of remote working. What an employer can offer in terms of benefits is now more vital and a key reason for changing roles and starting fresh with a new employer. 

Company culture is valued 

With a lot of time spent outside of the workplace this past year, company culture is now sincerely valued by employees. As an employee, you want to feel valued for the job role that you do, and to also feel appreciated and part of a team whether that is working remotely, or back in the workplace. If you don’t feel there is any company culture to be part of, then it might be time to look to change roles. 

Flexible working options is now a priority

Flexible working is now something that we realise we can all do. The pandemic means that remote working was the only option, and while many employers have fought against this change in the past, it is now more acceptable to have these flexible working options in place. An employee might need to work different hours around their family or prefer working remotely instead of commuting to a workplace. If your employer will no longer give you that flexibility it might be time to look to change roles and find an employer who will. 

Striking a better work and home life balance

As much as flexibility and remote working has been part of our lives recently, it has also meant that we now see the value in a better balance between working and home life. We realise that there can often be more to life than working every hour possible and that you can be more productive in the time you allow yourself to be. Striking a better home and work-life balance for you might mean a change in role so you can be closer to your family or be more present for your children. 

A change in career entirely 

Finally, the last and perhaps most important reason is that you want to change your career entirely. Many of us have realised what is important to us or perhaps have become more aware of our future plans and what we are passionate about. Changing roles to do something entirely different will give you that enthusiasm, motivation, and passion back for your career moving forward. 

Hopefully, this will help you to decide where you want to look to change roles in 2021. 

It sounds like a simple question, but for many job seekers, this can be the one that floors them, mainly because it often brings about connotations of negativity and, in an ideal world, negativity should be left in the car at an interview.

Many times in my career I have heard the following reply...

I don't want to be negative but....

Followed by a stream of reasons as to why the last role was despised.

It doesn't come across well and, whereas you need to be 100% honest in an interview, you don't have to share every last detail.

Any employer interviewing you will be looking to see how you represent your current employer and therefore, how you will represent them if you are successful.

Why are you leaving?

First of all, you need to know the reasons why you are looking to secure a new role. Are you running away from a job or looking to advance in the next. Those doing the latter will always perform well with this question, by simply answering how they are looking to improve on their position and why that isn't possible at their current company.

The only time this looks strange is when a candidate who has been with an employer a short time says they have no where to go and no progression. My instant question is always, "what was your understanding of progression when you joined the business," and "what do you feel is a reasonable time to progress into a more senior role?"

Promotions have to be earned and if you are using 'progression' as a reason for leaving, it needs to be real and substantiated.

Fleeing a Role

If you are in the unfortunate position where you are leaving a company because of poor relationships, or you dislike your role or a staff member, or you don't agree with a business's ethics, then you need to look at how you phrase this.

The aim is to appear professional. For example:

If you are leaving because don't get along with your line manager, consider saying...

I have had a fantastic few years with my previous company and have learnt new skills which I think will blend in really well to this role. I have recently moved teams and have found I am not as comfortable in this division and am now looking to try a new challenge elsewhere.

Or, if you feel you were mis-sold a role...

I appreciate I have only been with Company X a short period of time, however, I understood the position to be focussed on employee relations but, owing to changes in the company, my position now focuses more on administration and absenteeism. I am passionate about ER, therefore looking to find an opportunity that embraces this.

Basically, you are looking for the silver lining in the cloud. Most interviewers will understand there is a negative reason, but respect you for looking for the positive.

Fired?

Be honest, don't make a drama and say what you have learnt and how you move forward. Ensure you have references who will vouch for you from previous work and highlight this. Hiding a dismissal will never end well!

And finally, practice makes....perfect

If this is an area where your answer tends to come out wrong, then practice with a friend, on the sofa, until you are comfortable with the result. It can be a nerve-wracking question, so knowing what you want to say will pay off dividends.

From the moment those first initial lockdown restrictions were imposed back in March; COVID-19 has had a considerable impact on working parents across the UK, significantly changing both how and where they work, whilst also presenting a number of additional challenges in balancing careers and family life. But what will life look like for working parents going forward, and what can we expect our working arrangements to look like in the future?

Adapting to working from home

Where possible, a huge majority of employees have been encouraged to work from home over the last 6 months, particularly for those working in office-based support functions such as HR, Marketing and Finance.

For many working parents, the prospect of being able to work from the comfort of your own surroundings; especially if this wasn’t an option before, has been a real positive. Many working parents have even reported improved work life balance with the ability to manage their work time around caring and childcare commitments; even benefiting from more exercise and leisure time as their daily commute and amount of unnecessary travel significantly reduced.

However, working from home hasn’t and isn’t always a positive experience.

With school and nursery closures, many working parents experienced huge childcare challenges and this hasn’t instantly disappeared when schools reopened.

Many working parents may still have children at home who would normally be with vulnerable grandparents or who have been sent home due to isolating bubbles at their educational settings. With the next few months being so uncertain, this could become a frequent and incredibly disruptive experience for employees and employers alike.

Working from home has also left many feeling isolated and lonely, missing the social interaction, communication and collaborative working style that they experienced in the office. Not everyone copes well with change and whilst this sudden shift to a virtual world may be ideal for some, for others it can have a hugely detrimental impact on their mental health.

In the list of skills and experience required on their job description; it’s also fair to say that most parents didn’t expect to see ‘teacher’ added into their list of responsibilities, experiencing guilt and frustration attempting to balance the almost impossible task of home schooling whilst remaining focused, engaged and productive at work.

Recruitment and Onboarding

COVID-19 hasn’t only impacted existing employees, it’s also significantly affected the recruitment and onboarding process, with many businesses having to shift (almost overnight) to virtual interviews and onboarding when hiring new staff.

Enforced working from home, in many cases, has proven its effectiveness to employers, resulting in more being willing to consider flexible and agile working arrangements when recruiting new members to their team.

The removal of a physical location restriction, could in theory mean that the ideal candidate can work anywhere in the UK, potentially expanding the talent pool of suitable applicants, helping close the gender pay gap and attracting highly skilled candidates who may otherwise not have been considered.

It can however of course have the opposite effect; with many working parents paying very close attention to how supportive and flexible their employers are being in the face of adversity. If they are well supported and mutually respected, their level of commitment to their organisation may actually increase; reducing the chances of them looking elsewhere. For employers, this makes targeting the passive job seeker even more crucial than ever, showcasing how they stand out against their competition in order attract or headhunt their ideal candidates.

Virtual onboarding is also not without its challenges. Attempting to complete a virtual induction and train new staff without the face to face support and reassurance from other team is hard. Even with the benefits of technology, instant messenger and virtual meetings; the lack of social interaction and support can make the transition to a new workplace feel stunted and clunky; with often significant investments of time with HR departments and hiring managers to try and replicate a positive pre-covid onboarding experience.

What does the future look like for working parents?

For working parents in particular, the next 6 months at least are going to be a fairly unpredictable period! We can expect to see more disruption, more childcare challenges and more flexibility required; but hopefully more willingness to discuss flexibility and agile working arrangements for the future.

Going forward, it is likely we will see more of a hybrid model being adopted by many businesses in order to strike a balance between the environmental and work life balance benefits of home working and the economic and team benefits of working in a shared physical location.

If this flexibility can be sustained long term in a post-COVID world; it could have huge positives for working parents and cause a real shift in the employment market. As with anything in 2020 however, we simply have to watch this space!

For more details on how we can support your recruitment process and help target talent, please get in touch on 01628 817124

I have worked in recruitment for almost 15 years and if nothing else I have discovered a true love of the unpredictability of people. It is the type of role where everyone can surprise you, and you can meet some amazing people.

And you can have some jaw dropping moments...

Like the time I asked a candidate what his strengths were and he referenced his ability in the bedroom instead of his technical skills in the office.

It makes every day interesting.

However, the years have taught me that there are some things that you should never do in an interview. The list may seem obvious to some, but we still see this happening time and time again.

If you can think of any more please add them in the comments.

1. Don’t be late.

It sounds simple but I am staggered by how many people hit traffic, get lost, don’t plan the journey and end up either missing their appointment or tip toeing in 15 minutes after the pre arranged time.

Plan your journey, do a test run, check the time so you know roughly what should be happening with the traffic.
When ever possible get there earlier. You can always kill time in a local coffee shop or even sitting in the car.

2. Have your phone on.

Turn it off, leave it in the car, take the battery out. Don’t miss out on an opportunity because your mum fancied a chat.

3. Chew gum.....

It is not the best habit at the best of times, don’t do it when trying to get a new job....

4. Be unprepared

Make sure you have lots of questions, written down, that demonstrate your research into the business. Try and impress!

5. Don’t swear.

Even if your interviewer is turning the air blue with their language, don’t be tempted to join in!

6. Ask about salary or working hours in a first meeting.

Sell yourself, get them interested in you. You should have the financial details from your recruiter or the advert. This is a topic for second interview and best instigated by the employer.

7. Don’t wear a comedy tie.....

And the same goes for excessive jewellery, garish clothing, etc. When you are being interviewed you want all the focus on you. Dress smart and plain, so they can only concentrate on you, not what is drawn on your tie....

8. Avoid using nicknames...

In your first interview you want to be professional, so don’t shorten an interviewers name unless requested to do so. On occasion you may be interviewed by two people who use more ‘familiar’ names for each other. However, unless they introduce themselves with that shortened version of their name, stick with the one they give.

If you do the above and check out these top tips on how to act post interview, I am sure you will get off on the right foot.

Good luck with your interviews...

Jobs are not like buses. Simply standing by the side of the road will not ensure that a new role will simply come along and scoop you off the pavement.

Finding a new job, changing your career direction, and looking to move up the ladder all involve actual hard work. In order to find a new job, you have to search, and know what you need to do to secure it.

This is certainly true within professional markets, at Signet we see a range of candidates for each role we work on. We interview candidates from HR, Marketing, Sales, Finance and Commercial Support and with our experience in the recruitment industry we have compiled a list of top tips to help you improve your chances of finding and securing a new role.

Signet’s 5 Top Tips

Know your stuff!

The key to success in most areas of life is to prepare well beforehand. If you see a role that you know is right up your alley, don’t just send your standard CV, tinker with it, tailor it to the role and then sent it to the client or agency.

I recently read a CV for an Agency based Marketing Account Manager role, the highlighted key skills of the applicant were a direct match for the key skills advertised to do the job. That candidate got my first call of the day as their CV looked perfect. When we met for a formal interview, the candidate explained that they ensure their CV gives examples of what the role is looking for.

It is a very successful tactic!

Learn from your mistakes.

Job hunting is brutal at times, and we find that at all levels the competition is fierce. In addition clients are looking to hire the best talent around and not settling for second best. In most job hunts you will be rejected at some point. Ask for feedback, find out where you could have improved in the application process and analyse your own performance.

The ability to reflect and learn is important when job hunting. You can always speak to a consultant at Signet about how to improve your interview skills.

Make yourself known.

Most of us change roles at some point in our life, and building a brand reputation outside of your own business is a great tool to help make the transition from one job to the next easier. Having a strong online presence, and being a keen networker will always improve your chances of finding and securing a new position.

Use Twitter to contact peers, share relevant industry content on LinkedIn and comment on posts that interest you. Attend conferences, look for speaking opportunities, make yourself an expert.

Consider all options

Don’t just look for the perfect role, they rarely exist. Forge a relationship with a recruiter you trust and take their guidance. At Signet we pride ourselves on really understanding people’s motivations and introduce candidates to job opportunities they may not have considered previously, but we do it on the strength that we understand our candidates and clients so well that we can match them together.

Likewise, don’t ignore freelance and interim opportunities, they can lead to great long term options or add on some essential skills to your CV which in turn will help you secure the permanent role you really desire.

Know your market

Understanding your sector is vital, I expect anyone I meet from any vertical to have an understanding of what their competitors are doing and how the market is shaping up. Strong candidates can take interviews to another level when they can discuss the economy and their industry on an equal footing.

Going the extra mile will also help you secure the job you want.

The act of giving a reference has become more challenging in recent years. As a recruiter it isn’t uncommon to hear the phrase “sorry, we have a no reference policy” from a former employer's mouth.

But references are still really important.

As a recruiter I use references to see another aspect of a candidate. Employers can use them to get a strong understanding of an applicant’s work mannerisms, how they fit with a team and general attitude in the office.

When you choose someone to give a reference for you, you need to choose wisely and ensure you pick someone who will vouch for you and give a positive representation of you in the workplace. Choosing someone who says they have a no reference policy will cause confusion for your potential new employer.

Making the right choice

The options for referees usually range from your most recent manager, a co-worker, a former manager or a character reference. The most preferred option is your most recent manager. This is because they have worked with you up until recently and can speak the most knowledgeable about your up to date experience.

However, practically, many people are still employed when looking for work, so unless you have a very transparent relationship with your line manager you may want to look for a different source, and turn to one of the options suggested above.

Not working?

Then it should be easy, speak to your old manager and confirm that they are able to give references and ask them to do so. Most people refuse references because they didn’t know the request was coming, letting them know you need their help to secure your next role often brings out the best in people.

Should you choose HR?

If you work in HR – yes.

If you don’t, then my advice is to choose a reference you have worked for or with. HR are fantastic at giving the details – salary, dates of employment, and reasons for leaving. However, if you want someone to give an overview of your personality, drive and ambition then it needs to be someone you have worked alongside.

Conclusion

Ask before giving – it’s polite, ensure the person you speak to is confident in you and will give you a glowing reference.

If someone cannot give a verbal reference because of company policies, check to see if a written document can be created – it is better than nothing.

Build up your LinkedIn profile with testimonials from previous employers and current line managers – you can direct a prospective employer to review you there.

Be creative – former clients can give cracking references for sales and marketing people, as well as employers. If you have an army of people lining up to say how great you are then you simply can’t go wrong.

To discuss your next career move please call the office on 01628 817124 and one of our consultants will be happy to talk through the options for you.

Have you applied for a job through a recruitment agency, however heard nothing back? Do you often wonder why recruiters are not calling you? A simple reason why recruiters may not be calling you could be down to the simple fact that your CV is not right for the job you have applied for, as it does not match your proven skill set. Therefore, it is of fundamental importance to make sure your CV is as relevant and up to date as possible, make it stand out and show all the relevant experience that would make you right for the desired position.

A CV and cover letter are marketing statements to promote yourself and prove your capabilities in order to make a recruiter pick up the phone. Another key factor may be the location of the job that you are applying for, if a recruiter deems it to be unsuitable for the vacancy applied for this may affect the chances of them calling you, so carefully consider the location of the job you are applying for and make it clear why you feel this would be the right opportunity for you.

It is also important to be as honest and clear as possible in order to develop a relationship between candidate and recruiter. It is extremely important that you don’t waste each other's time by saying you’re interested in a position that you’re not, something that could hinder you for future opportunities. It is also not proactive for candidates to call in every day regarding the status of their application, have a discussion with your recruiter, identify how often you both want to be updated and progress on those lines. If you do not give the correct contact details or are impossible to get hold of it makes it difficult for recruiters to reach you, something that is fundamental in getting a greater insight into a candidate’s skill set, so try and make your availability as clear as possible.

Candidates who take the time to interview have a right to know if their application has progressed, and if not they should be given feedback as to why not, in order to improve in the future and help them develop with other opportunities. Just because a recruiter may not be successful in getting you into a certain job doesn’t mean they may not have a vacancy that could be perfect for you in the future so it is really important to build these relationships.

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We are taught from a young age that security and stability are important and that getting a good, steady job is the only way to achieve this. But what if the good, steady job doesn’t make you entirely happy? Surely job satisfaction is just as important as money in the bank?

We are creatures of habit but habits themselves can become habit forming so we should look to step out of our comfort zones and challenge ourselves regularly to keep from becoming bored or stale.

One way to avoid this is by forsaking permanent roles for contracts, giving you the option of changing your environment, industry or even locations more easily as well as developing you on career and personal levels.

Contracting has always been seen as a frightening, unsecure way of working that most people would gasp in horror at the thought of but there are many benefits to making the change.

Remuneration

Contractors generally receive more money for their services as compensation for the lack of stability and benefits of permanent staff such as holiday, sick pay, health care and pension.

Flexibility and Freedom

You can work around your own lifestyle. If you prefer working a 4 day week, then you are in a position to negotiate this. Some experienced contractors choose to work full time for 6-9 months of the year then not at all for the rest of the year!

Knowledge and Skills 

Short term contracts mean you gain experience faster as you work on varied projects. Changing projects regularly also enhances your skills and keeps you current and marketable.

Experience

You will gain invaluable experience of various industries, cultures and working environments making your CV more expansive and diverse. It will also allow you to explore new employment prospects for the future.

Networking

You are constantly making new contacts and recommendations are priceless when searching for that all important next contract.

So, next time you gaze out of the window and wonder if the grass is greener, why not be brave and stick your toe in the mud?

And if it turns out it isn't, you will at least have added experience and possibly career furthering skills to your CV as well as having made valuable new business contacts!

In my previous articles, “I’m sorry but you need industry experience…” and “So you want to change industries…” I explored if industry experience was actually seen as essential when changing roles within marketing, and what individuals could do if they decided they would like to move out of the sector they are currently in. The results were interesting, with the general opinion being that in most instances, industry experience is not necessary and with a tailored approach to looking for your next role, the transition should be relatively pain free.

Yet there are always instances where industry experience is vital, states Cal Dubresson, VP of Field Marketing at Infor. She discussed that for some roles in certain industries, especially those that involve managing a team, the manager would be the main point of contact for industry expertise, a role which would be impossible to fulfil without experience in that particular industry. Paul Brent, Marketing Director of Boyes Turner, supports this, stating that although industry experience within marketing is not always essential, in some industries, such as finance, there can be a multitude of rules and regulations that take time to acquire, and thus it would be prudent to have knowledge of these prior to starting a new role.

With organisations struggling to fill roles, it would be easy to consider them unreasonable in terms of their expectations of candidates, and perhaps if they were more open minded in terms of candidate background this would go some way to alleviating the problem. However, having spoken with a number of marketing professionals, it is clear that candidates must also realise that it is their responsibility to highlight the experience they have that is relevant for a particular role, which in turn encourages open-mindedness in the person reviewing the CV. Katarzyna Malinowska, Marketing and Events Manager at SUEZ, discussed how, when reviewing applications, she looks for transferable skills and a demonstration of an appetite for learning.

With all this in mind, below are some tips for hiring managers struggling to fill vacancies and candidates who are looking to move industries.

3 Tips for hiring managers

1. If you are struggling to fill a marketing role because you can’t find a person with industry experience, look at the core purpose of the position. Is the most important factor that the person has the right marketing experience or that they are an expert in the industry? It may be that you are focusing on the wrong thing.
2. If you are unsure that someone has the capability to pick up the knowledge specific to the industry, set a task in interview that requires candidates to show that they have done some research into the particular industry. This will allow candidates to demonstrate their ability to acquire new skills as well as their general initiative.
3. Be open minded when reviewing CVs. Focus on key achievements, rather than the companies the person has worked for. It could be the difference between you hiring the best candidate for the job or not.

3 Tips for jobseekers

1. If you want to change industries think carefully about your key achievements and what you can bring to a role, aside from industry expertise. If you can’t highlight this on your CV, it is unlikely that a hiring manager will pick this out either.
2. Do in-depth research on the industry you are applying for a role within. This will allow you to identify any potential stumbling blocks and be best prepared to overcome them. It will also allow you to demonstrate in interview that you have the ability and desire to learn.
3. Use your network. If you know someone who works in that industry, speak to them! They will be able to give you a good insight into what it’s like to work in that industry, which will in turn give you a clue as to whether you will actually enjoy working in it.

Have you ever lied to a recruiter? As previously discussed, here at Signet Resources we go by the idea that you should treat others as you would like to be treated. With this in mind, the simple fact is that you should not lie to a recruiter, just as you would not like to be lied to yourself, and by doing this you will have more chance of building a relationship that will help to produce the best results.

When speaking to a recruiter the best thing is to be as honest and open as possible, and that way they stand the best chance of finding the right opportunity for you by understanding your needs and expectations. You can’t expect a recruiter to help you find your dream job if you’re not giving them the full facts to work with. It is also extremely important that you don’t waste each others time by saying you’re interested in a position that you’re not, something that could hinder you for future opportunities and also prevent another candidate from being considered. 

It is also important to remember that recruiters are likely to remember if they have been lied to or have some kind of recording of it. Honesty really is the best policy in order to avoid compromising your integrity and causing doubts to be had about you with regards to future opportunities that could be a fantastic match.

Another thing to remember.....Its the 21st century. 

With twitter, facebook and linkedin it's easy to research candidates by just the click of a button, and any discrepancies could cause doubts in a recruiters mind. For example, if you are applying for a marketing role and claim to be terrific on twitter, and yet you only have 3 followers, this will start to ring major alarms bells.

The truth always comes out eventually, and lying about experience or other opportunities will undoubtedly eventually come out, potentially leaving candidates in a tricky situation, and could end up blowing your chances of being considered for future roles. Best thing to do....just tell the truth!